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The Future of Work:
Will It Be Fueled By Facts?
October 2019
The Future of Work: Will It Be Fueled By Facts?
1
2
CAT 4 Off the Coast of North Carolina…
3
Economy Strong GDP Growth
Stock Market Doubled in Last 7 Years
Unemployment 3.5-3.7%
I Have Great News.
4
She Looks Terrified!
5
THIS IS ALL BAD NEWS.
“We do not have the ability to hire and retain good or great employees.”
– Everyone in Manufacturing
6
There are over 15 million able-bodied Americans taking some form of government assistance and not participating in the workforce.
7
“We believe employees are every organization’s
most valuable resources.”
REALLY?
8
Negative Engagement
(Killing The Passion In Your Employees)
9
I Am The SmartestPursen Hear!
10
(Only my mother thinks I am brilliant!!)
I Am The SmartestPerson Here!
11
12
I worked at Indeed.com full-time (Less than a year)
Pros
Benefits, catered lunches, nice building
Cons
I would have gladly traded every free lunch, every free snack, and
every day of unlimited PTO for a genial, approachable team
leader as opposed to the non-genial, wholly unsupportive,
unapproachable, abrasive, snarky boss I had. This jerk could have
written, produced, directed, and starred in Horrible Bosses 1 and
2 (and any other sequels). I understand she is no longer with the
company. Good. I'm sure the office is more pleasant now. Too bad
that she didn't leave before I got there.
__________
13
What If You Don’t Care About Them At All?
14
Tech and Consulting Are Finally Catching Up With Google Messaging
15
Tech and Consulting Is Finally Catching Up With Google Messaging
16
That’s me!
Tech and Consulting Are Finally Catching Up With Google Messaging
17
Google Is The Enemy
18
What is the starting salary of a software engineer at Google?
I Blame Google (For Everything)
Their mission statement is to provide access to information in a useful format!
Terrible!
Do you really want your employees to have this information?
Let’s take a quiz!
What is the starting wage of your hourly employees?
19
$113,128!
How Do I Know Google Salaries?
The scary thing is that your employees can too, and then they will start asking questions!
Have you checked your ratings and feedback on www.glassdoor.com?
Your employees have access to information in a useful format outside of work (thank you Google). It allows them to “win.”
Can they say the same thing at work? Do you give them access to information in a useful format?
I GOOGLED IT!
20
Peter Levels: 33 Year-Old Dutch Programmer
• Goal: Allow programmers from around the world to make the best decisions about where they should live and work because they do not need to report into an office.
• Outcome: NomadList
Using Technology to Drive Access and Decision Making
Digital Transformation Is A Real Solution To A Real Problem
NOW BACK TO STUFF THAT RELATES
DIRECTLY TO YOU!
What is “Crunching?”
Not This Kind of Crunching
The Excel We Know Today Will Be Dead In 3 Years
31
32
Google Is Giving Us “The Answer”
But what answers are they giving us through “featured snippets?”
Gordon’s response…
“That’s the dumbest bunch of sh** I’ve ever seen”
“Who Are The Worst CEOs of All Time?”
Google listed 11 people, including Gordon Bethune of Continental Airlines, as the worst with no detail regarding criteria.
33
Google Is Giving Us “The Answer”
34
The Internet Will Match You With Your Celebrity Twin
35
The Social Media Mess (I Am Guilty)
36
But Who Are We Really??
37
38
39
I Have Great News.
“We listened to our critics, thought hard about what we wanted to do, and decided we want to lead,” Amazon’s chief executive, Jeff Bezos, said in a statement.
“We’re excited about this change and encourage our competitors and other large employers to join us.”
New York Times October 2, 2018
40
THIS IS ALL BAD NEWS.
“Yes, Amazon is increasing wages, which will benefit most employees. But
it will no longer give out new stock grants and monthly bonuses. Some
workers believe that means their total compensation will shrink.”
New York Times
October 9, 2018
41
Wages: Perception vs. RealityMost people think they are underpaid, but is that true?
42
1. Cash
2. Fringe Benefits
3. Feeling Valued*
4. Work/Life Balance*
5. Decision Rights*
6. Access To Information*
7. Investments in training
8. Time Off
9. Structured mentoring*
10. Equality*
11. Leadership enabled success*
12. Merit based promotions
*Indicates categories that can be cost free
ACCEPTED CURRENCIES
43
1. Cash
2. Fringe Benefits
3. Feeling Valued*
4. Work/Life Balance*
5. Decision Rights*
6. Access To Information*
7. Investments in training
8. Time Off
9. Structured mentoring*
10. Equality*
11. Leadership enabled success*
12. Merit based promotions
*Indicates categories that can be cost free
ACCEPTED CURRENCIES
44
1. Feeling Valued*
2. Decision Rights*
3. Access To Information*
4. Time Off
5. Equality*
6. Cash
7. Fringe Benefits
8. Work/Life Balance*
9. Investments in training
10. Structured mentoring*
11. Leadership enabled success*
12. Merit based promotions
*Indicates categories that can be cost free
ACCEPTED CURRENCIES
45
The Millennial Mess
46
Some Fun Stuff to Freak You Out
48.8% of 25 year-olds still live at home
Up from 25% in 1999
(so they don’t have to go for the promotion
or work the night shift – necessarily)
47
“All They Want is a 6-Pack and an XBOX”
48
They Have A Lot of Awards
14th
49
By 2020 (NEXT YEAR!):
48,000,000 people will be retired
Is This Really True?????
─ That’s 6x the population of NYC
50
All preretirees Affluent Nonaffluent Men Women
Projected Income Income Gap
$70,000
$60,000
$40,000
$30,000
$20,000
$10,000
$0
$50,000
The gap between baby boomer’s savings and desired annual retirement income
Only 18% of all private industry employees have a defined benefit plan for retirement
Source: BlackRock | WSJ.com
The Boomers Savings Rate: A Very Unpleasant Surprise
51
Can you hire and retain great employees?
Question:
Millennials May Be the Solution, Not the Problem
52
Percent married at age 18-32, by generation:
Source: Data from 1980, 1997 and 2013 are from the March Current Population Survey, 1960 data are from the 1960 Census PEW RESEARCH CENTER
MILLENNIAL 2013 26%
GEN X 1997 36%
BOOMER 1980 48%
SILENT 1960 65%
The Decline in Marriage Among the Young
53
The Big Pay Cut
Millennials now earn $10,000 less than Boomers did in 1989,
which is around 20 percent less after adjusting for inflation.
Bachelor’s Degrees For Population Ages 25-29:In 1985: 26%In 2016: 40%
54
MILLENNIAL 32% 53% 14%
GEN X 38% 30% 30%
BOOMER 45% 15% 38%
SILENT 2%54% 40%
It is all going to work out so no need to panic!
Percent saying they….
…to lead the kind of life they want
• Earn/have enough now• Don’t earn/have enough now, will in future• Don’t earn/have enough now, won’t in future
Note: Based on all adults regardless of employment status, N=1,821. Those who are employed were asked if they currently or will “earn enough money” and those who are not employed were asked if
they currently or will “have enough income.” Don’t know/Refused” responses not shown.
Source: Pew Research survey, PEW RESEARCH CENTER
Millennials Upbeat About Their Financial Future
55
The Simple Story
Enable the Employee for Success
Engage the Employee
22% greater productivity
Have you enabled your employees to be successful?
A Harvard Business Review Study Found That Organizations with Highly Engaged
Employees Experience
56
Some Places To Start
57
25
1 1
39
55
45 43
55
77
3
0
10
20
30
40
50
60
70
80
90
Sun Mon Tue Wed Thu Fri Sat
Sum of Sick Excused Sum of Sick Unexcused
AT LEAST 40% MORE
THAN ANY OTHER
DAY
Employees Get Sick More Often on Fridays
58
1819
12
8
109
15
21
24
19
10
12
0
5
10
15
20
25
30
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
NU
MB
ER
OF S
ICK
DA
YS
Sick Days Average
SEPTEMBER IS 63% HIGHER
THAN THE AVERAGE
September is the Least Healthy Month
59
8-Hour Shifts: 5 Day Coverage
Crew/
WeekTotalsSunSatFriThuWedTueMon
1 1--88888
40Avg.
Work Days 260
Days Off 104
Weekends Off (Full) 52
Longest Break 2 days (52x)
Max. Number of Shifts in a Row 5
120-40, Balanced, 1 X 3 Crew, 8-Hour, Fixed, Fixed, Every Weekend Off
60
Crew/
WeekTotalsSunSatFriThuWedTueMon
1 36----121212
40Avg.
--121212--2 36
--1212-12123 48
Work Days 173
Days Off 191
Weekends Off (Full) 52
Longest Break 6 days (17x)
Max. Number of Shifts in a Row 3
12-Hour Shifts: 5 Day Coverage
120-40, Balanced, 3 X 2 Crew, 12-Hour, Fixed, Rotating, Long Weekend
61
Crew/
WeekTotalsSunSatFriThuWedTueMon
1 48888888-
42Avg.
8888--82 40
88--8883 40
--888884 40
Work Days 273
Days Off 91
Weekends Off (Full) 13
Longest Break 3 days (13x)
Max. Number of Shifts in a Row 7
8-Hour Shifts: 7 Day Coverage
168-42, Balanced, 4 X 3 Crew, 8-Hour, Fixed, Rotating Model
62
Crew/
WeekTotalsSunSatFriThuWedTueMon
1 481212--1212-
42Avg.
--1212--122 36
Work Days 182
Days Off 182
Weekends Off (Full) 26
Longest Break 3 days (26x)
Max. Number of Shifts in a Row 3
12-Hour Shifts: 7 Day Coverage
168-42, Balanced, 2 X 2 Crew, 12-Hour, Fixed, Rotating EOWO
63
Narrow options to choices that meet both business needs and employee preference
Heavy employee interaction and input
Documented course correction based on employee feedback
Buy-in achieved through combination of participation and benchmark results
Great Ideas Are Worth $0 Unless You Can Implement…
64
In the Past 12 Months Have You Ever Considered Getting Out of Your Current Schedule?
71%
22%
3% 3%
58%
27%
8% 7%
0%
10%
20%
30%
40%
50%
60%
70%
80%
No Yes, to get a
better work schedule
Yes, to get
better work on the job
Yes, to get better pay
PER
CEN
TA
GE O
F R
ES
PO
ND
EN
TS
Client Normative Database
65
Job Satisfaction
32.9%
40.4%
11.4%
5.0%6.8%
3.6%
40.3%
33.5%
11.2%
5.8%4.1%
5.1%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Very satisfied Moderately
satisfied
Slightly satisfied Slightly
dissatisfied
Moderately
dissatisfied
Very dissatisfied
PER
CEN
TA
GE O
F R
ES
PO
ND
EN
TS
Client Normative Database
66
Compared to Other Companies, XXXX is:
13.0%
46.8%
25.2%
13.0%
2.2%
23.8%
41.3%
23.3%
9.0%
2.5%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Excellent place to
work
Better than most About the same Somewhat worse Worst company in
the area
PER
CEN
TA
GE O
F R
ES
PO
ND
EN
TS
Client Normative Database
67
PERCENTAGE ANSWERED YES CLIENTNORMATIVE DATABASE
Compared to other companies, working conditions at XXXX are good.
76% 80%
I really feel I am a part of XXXX. 47% 57%
I really feel I am part of my crew/team at XXXX.
70% 79%
The management team at XXXX really cares about its employees.
22% 39%
The management team communicates well with the shift workers at XXXX.
16% 33%
Survey
68
Scheduled Time Off
63.4%
55.8% 54.7% 54.4%
78.4%
58.6%
52.4%
46.7% 45.6% 47.4%
52.1%
60.0%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Enough time off Quality time off Fits in with your
family/social life
Flexible schedule Predictable
schedule
Effective training
PER
CEN
TA
GE O
F R
ES
PO
ND
EN
TS
Client Normative Database
69
Hidden Costs of Current Labor Strategies in Manufacturing
1. High overtime
2. Maintenance strategy needs
improvement
3. Inability to staff efficiently for
seasonal, monthly, weekly or
daily demand
4. No full time/part time/temporary
employee strategy
5. Uneven skills across shifts
6. Idle labor time (overall or pockets)
7. Hard to recruit and retain good
employees
8. Outdated HR policies
9. Past changes have not achieved
long term results
10. Consolidation or blending opportunities
11. Not maximizing current capital
12. Inefficient and/or numerous
startups and shutdowns
13. Poor forecasting tools
14. Not meeting productivity potential/goals
15. High level of unplanned absences
16. Continued/Increasing health and safety
problems
17. Hourly employees have morale issues
18. Us vs. Them employee/management
mindset
19. Problems communicating to evening and
night shifts
20. Inefficient vacation, lunch or break
staffing
21. Green Room time underutilized –
shift change inefficiencies
22. Sanitation Strategy Not Optimal
70
QUESTIONS.
71