《Gartner+未来哪种工作模式能留住员工并提升他们的绩效.pdf》由会员分享，可在线阅读，更多相关《Gartner+未来哪种工作模式能留住员工并提升他们的绩效.pdf（64页珍藏版）》请在taowenge.com淘文阁网|工程机械CAD图纸|机械工程制图|CAD装配图下载|SolidWorks_CaTia_CAD_UG_PROE_设计图分享下载上搜索。
1、Gartner WebinarsGartner delivers actionable,objective insight,guidance and tools to enable stronger performance on your organizations mission critical priorities2 2023 Gartner,Inc.and/or its affiliates.All rights reserved.RESTRICTED DISTRIBUTIONEnhance your webinar experienceEnhance your webinar exp
2、erienceAsk a QuestionDownload AttachmentsWatch Again3 2023 Gartner,Inc.and/or its affiliates.All rights reserved.RESTRICTED DISTRIBUTIONConnect with GartnerWhich Future of Work Models Which Future of Work Models Retain Staff and Power Their Retain Staff and Power Their PerformancePerformanceGraham W
3、allerDistinguished VP Analyst4 2023 Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and its affiliates.1.Gartner Data Insight:Top performing hybrid work models2.How to get hybrid work right balancing flexibility and performance3.How to make coll
4、aborate effective in a hybrid environment 4.What to do if your return to office approach is not working Todays Agenda 5 2023 Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and its affiliates.Data Insight:Top performing hybrid work models6 2023
5、Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and its affiliates.3.23.2x xLikelihood of High Intent to Stay5.15.1x xLikelihood of High EmployeePerformance1.61.6x xLikelihood of Low FatigueA Human-Centric Work Design Drives Outcomesn=890 Total(
6、Wave 1=250 Employees,Wave 2=640 Employees)Source:2023 Gartner FoW Reinvented Implementation to Drive Talent and Business Outcomes Survey7 2023 Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and its affiliates.3.23.2x xLikelihood of High Intent
7、to Stay5.15.1x xLikelihood of High EmployeePerformance1.61.6x xLikelihood of Low FatigueA Human-Centric Work Design Drives Outcomesn=890 Total(Wave 1=250 Employees,Wave 2=640 Employees)Source:2023 Gartner FoW Reinvented Implementation to Drive Talent and Business Outcomes SurveyThe Three The Three D
8、imensionsDimensions of of HumanHuman-CentricCentricWork DesignWork DesignFlexibleExperiencesIntentional CollaborationEmpathy-Based Management8 2023 Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and its affiliates.Impact of Work Location on Pro
9、ductivity1.30.80.70.91.30.01.02.0FullyRemote(n=143)FullyOn-Site(n=140)Mandated Office Visit(n=318)HybridFixed(n=258)HybridFlexible(n=233)Flexibility(Human-Centric)Work Experience Location AttributesConsistency(Human-Centric)n=640 Employees Source:2023 Gartner FoW Reinvented Implementation to Drive T
10、alent and Business Outcomes SurveyLikelihood to Achieve High ProductivityMost Human-Centric Employee Experience9 2023 Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and its affiliates.1.00.80.80.91.60.80.90.91.21.31.21.10.70.81.8Consistency(Loc
11、ation-Centric)FullyRemoteFullyOn-SiteMandated Office VisitRigidHybridFlexibleHybridn=143n=140n=318n=233n=258Either from within the same country as employer or borderlessWork from company location(i.e.,office)Employees visit either because“their boss expects them to”or“their organizations policy says
12、 they must”Mix of on-site and remote but mandated to work out of the office for a specific number of daysMix of on-site and remote but“offered the flexibility to choose where I work from”Flexibility(Human-Centric)3.01.00.5Average Likelihood of OutcomesFlexible Hybrid:BestFlexible Hybrid:Best-Perform
13、ing Location ModelPerforming Location ModelSource:2023 Gartner FoW Reinvented Implementation to Drive Talent and Business Outcomes SurveyLikelihood to Achieve:High Intent to StayReduced FatigueHigh PerformanceMost Human-Centric Employee ExperienceWork Experience Location Attributes10 2023 Gartner,In
14、c.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and its affiliates.Forecast Analysis Hybrid and Fully Remote Forecast Analysis Hybrid and Fully Remote Source:Gartner Forecast Analysis:Knowledge Employees,Hybrid,Fully Remote and On-Site Work Styles,Worldwi
15、de(G00770658)11 2023 Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and its affiliates.Impact of Collaboration on Productivity0.91.11.31.52.20.01.02.03.0Sync In-Person(n=337)Sync First(n=366)Async Encouraged(n=116)Async and Sync(n=221)Intention
16、al(n=236)Intentionality(Human-Centric)Collaboration Approach AttributesSerendipity(Location-Centric)n=640 Employees Source:2023 Gartner FoW Reinvented Implementation to Drive Talent and Business Outcomes SurveyLikelihood to Achieve High ProductivityMost Human-Centric Employee Experience12 2023 Gartn
17、er,Inc.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and its affiliates.0.70.92.11.91.91.01.11.41.62.70.71.72.11.4Collaboration Approach AttributesSyncIn-PersonSyncFirstAsyncEncouragedAsync&SyncIntentionaln=337n=366n=116n=221n=236Organization prefers to s
18、tandardize the ways employees collaborate with each otherOrganization primarily believes synchronous work such as regularly scheduled meetings is most effective Organization encourages and supports asynchronous workMy organization believes collaboration can be effective across a variety of work mode
19、s(i.e.,office,remote and hybrid)Teams are intentional about the way collaboration is doneSerendipity(Location-Centric)Intentionality(Human-Centric)3.01.00.5Average Likelihood of OutcomesIntentional:BestIntentional:Best-Performing Collaboration ModelPerforming Collaboration ModelSource:2023 Gartner F
20、oW Reinvented Implementation to Drive Talent and Business Outcomes SurveyLikelihood to Achieve:High Intent to StayReduced FatigueHigh PerformanceMost Human-Centric Employee Experience13 2023 Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and it
21、s affiliates.Impact of Leadership on Productivity0.91.11.51.61.80.01.02.0Location Visibility(n=277)Flexibility Discouraged(n=299)Flexibility Encouraged(n=217)Autonomy(n=282)Empathy-Based(n=157)Empathy(Human-Centric)Leadership Style AttributesVisibility(Location-Centric)n=640 Employees Source:2023 Ga
22、rtner FoW Reinvented Implementation to Drive Talent and Business Outcomes SurveyLikelihood to Achieve High ProductivityMost Human-Centric Employee Experience14 2023 Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and its affiliates.0.60.71.81.82
23、.50.91.01.82.32.12.11.42.2Management Approach AttributesVisibility(Location-Centric)Location/VisibilityFlexibilityDiscouragedFlexibilityEncouragedAutonomyEmpathyn=277n=299n=217n=282n=157Organizational culture and norms discourage working outside of the office Flexible work is perceived as less accep
24、table and carries a negative stigma in my organizationFlexible work is encouraged and does not have any negative stigma in my organizationJob allows opportunities for independence and freedom in how employees do the workOur leadership is empathetic to employees needsEmpathy(Human-Centric)3.01.00.5Av
25、erage Likelihood of OutcomesEmpathy:BestEmpathy:Best-Performing Management ModelPerforming Management ModelSource:2023 Gartner FoW Reinvented Implementation to Drive Talent and Business Outcomes SurveyLikelihood to Achieve:High Intent to StayReduced FatigueHigh PerformanceMost Human-Centric Employee
26、 Experience15 2023 Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and its affiliates.3.23.2x xLikelihood of High Intent to Stay5.15.1x xLikelihood of High EmployeePerformance1.61.6x xLikelihood of Low FatigueA Human-Centric Work Design Drives O
27、utcomesn=890 Total(Wave 1=250 Employees,Wave 2=640 Employees)Source:2023 Gartner FoW Reinvented Implementation to Drive Talent and Business Outcomes SurveyThe Three The Three DimensionsDimensions of of HumanHuman-CentricCentricWork DesignWork DesignFlexibleExperiencesIntentional CollaborationEmpathy
28、-Based Management16 2023 Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and its affiliates.How to Balance Flexibility and Performnace17 2023 Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.
29、and its affiliates.Accountable We hold you accountable to deliver results.We trust you to act in best interests of the enterprise.Autonomy We grant you autonomy to achieve outcomes.We assess performance by outcomes not inputs.Set a principle of.Flexible Hybrid is Not a Free For All18 2023 Gartner,In
30、c.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and its affiliates.Schroders 10 Principles of Flexible WorkingSource:Adapted From Schroders1.Everyone works flexibly.2.Changes can include where and when you work and what you doto best achieve your goals.3.
31、Request a new working pattern at any time.4.Discuss/Agree on changes with your manager.5.No justification for flexible working is required.6.Working patterns support business,stakeholder and well-being objectives.7.Employees are measured on output and impact.8.Changes to working patterns are reviewe
32、d at least every three months.9.The organization will look to enable all agreed changes to support flexibility.10.We trust employees to work in support of company interests.19 2023 Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and its affiliat
33、es.Flexible Work Framework to HarmonizeEmployee,Team and Outcome NeedsHow can I enable my personal well-being so I can be productive?How can I work with my team to accomplish our shared goals?How can I meet clients where they are?How can I help the business meet its potential for performance?Flexibl
34、eWorkingYour ClientNeedsYour TeamNeedsYour Personaland Role NeedsSource:Adapted From Schroders20 2023 Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and its affiliates.Accountable Autonomy:Adapt Human-CentricWork Within Mission Context Work fle
35、xibility balanced with mission accountability(i.e.,2 hours to office commute for key roles)Employee value proposition combines purpose and work-life balance Piloted future of work design in IT and shared lessons across the enterprise Learning loop approach reestablishing“all hands”meetings in 2022As
36、hish Kakkad,CIOSan Diego County Sheriffs Department 21 2023 Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and its affiliates.Measure Teams by Outcomes Not Inputs Agile Team ExampleSample Objective:Become the Leading Bank in CX for Credit Cards
37、Increase Digital SalesDefinition of Bank Priorities by the Senior Executive TeamSample Objective:Improve Product Brand AwarenessIncrease Followers in Social MediaIdentify and Engage Social Media InfluencersDouble Posting FrequencyAgile Team Proposes,Journey/Platform Owner ValidatesSample Objective:O
38、ptimize Traffic and ConversionIncrease Incoming Traffic FlowIncrease End-to-End Conversion RateJourney/Platform Proposes,Senior Executive Team ValidatesIncrease Social Media EngagementExample:Become a Leader in CX for Credit Cards(Cascade to Connect Team to Business Outcomes)Source:Adapted From TD B
39、ank22 2023 Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and its affiliates.Autonomy(Accountable)Powers ProductivityHigh ProductivityLikelihood to AchieveAutonomy Work Arrangement:I can work out my own flexible work arrangement with my manager
40、.2.02.0 x xAutonomy Scheduling:My job allows me to make my own decisions about how I schedule my work.2.02.0 x xn=Varies;Excluding Not SureQuestion:Please tell us which of the two opposing statements most closely reflects your organizations approach to implementing the postpandemic work model.Source
41、:2023 Gartner FoW Reinvented Implementation to Drive Talent and Business Outcomes Survey(Wave 2)Employee ViewStatistically Significant Positive Impact23 2023 Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and its affiliates.Employee Self-Discov
42、ery of What Makes Them Happy and ProductiveDiscover What Makes You HappyMy MotivatorsImportanceSatisfaction1523415234My Well-BeingImportanceSatisfaction1523415234My OrganizationImportanceSatisfaction1523415234Employees answer diagnostic questions in a Virgin Money application to self-discover what m
43、akes them happy and productive at work and in life.Once employees score each question under these categorieson importance and satisfaction,they get results on the values surfaced.Employees are then assisted by a coach bot to getmore clarity on their core needs.Employees use these results to create a
44、n agenda for a discussion with their managers about the changesthey want in theirwork experience.Source:Adapted From Virgin Money24 2023 Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and its affiliates.Team Rhythms Build Collective Flexibility
45、Around How Employees Work TogetherIndividual FlexibilityUncoordinated ChaosCharacteristics Employee-Led Erratic Grounded in IndividualitySource:Adapted From Virgin Money25 2023 Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and its affiliates.T
46、eam Rhythms Build Collective FlexibilityAround How Employees Work TogetherIndividual FlexibilityUncoordinated ChaosCharacteristics Employee-Led Erratic Grounded in IndividualityManager-Led FlexibilityStatic FlatlineCharacteristics Leader-Led Static Grounded in HierarchySource:Adapted From Virgin Mon
47、ey26 2023 Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and its affiliates.Team Rhythms Build Collective FlexibilityAround How Employees Work TogetherIndividual FlexibilityUncoordinated ChaosCharacteristics Employee-Led Erratic Grounded in Ind
48、ividualityManager-Led FlexibilityStatic FlatlineCharacteristics Leader-Led Static Grounded in HierarchyTeam RhythmsMoving TogetherCharacteristics Team-Led Dynamic Grounded in MutualitySource:Adapted From Virgin Money27 2023 Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registere
49、d trademark of Gartner,Inc.and its affiliates.“Team rhythms are not about mandating,instead they are about providing choices with an understanding that with choices comes responsibility.”David Duffy,CEO,Virgin Money 28 2023 Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registere
50、d trademark of Gartner,Inc.and its affiliates.A human-centric work design grants people and teams more autonomy to achieve outcomes29 2023 Gartner,Inc.and/or its affiliates.All rights reserved.Gartner is a registered trademark of Gartner,Inc.and its affiliates.How to make How to make collaboration c