Czy lubimy krytykować swoich pracodawców?

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Aż 56% pracowników aktywnie broni swoich firm przed krytyką i odgrywa rolę ich rzeczników, zarówno online jak i offline – wynika z najnowszego badania Weber Shandwick

Transcript of Czy lubimy krytykować swoich pracodawców?

  • 1. Employees Rising: Seizing the Opportunity in Employee Activism
  • 2. 01 introduction Employees Rising: Seizing the Opportunity in Employee Activism Page 2 Social activists. Environmental activists. Consumer activists. Activist shareholders. Today, there is no shortage of activists affecting business operations in some way. These stand-up-for-what-is-right campaigners may either be an employers best advocates or its worst opponents. In either case, they are change agents. What about employee activists? Are employee activists the next wave that leaders need to be ready for? Who is asking this question? Management, human resources and communications departments of Fortune 500 companies are rightfully laser-focused on employee satisfaction and engagement. In fact, global research conducted by Weber Shandwick and Spencer Stuart among chief communications officers found that employee satisfaction as a critical metric of communications effectiveness rose dramatically during a five-year span (from 61% in 2007 to 79% in 2012). Weber Shandwick strongly believes that employee engagement is central to company success and is the underlying foundation for high-performing companies. Yet we also believe that to prepare for the future workforce, employers will need to build upon engagement and acknowledge and embrace employee activism. Employee activists are different they make their engagement visible, defend their employers from criticism and act as active advocates, online and off. Many employee activists already exist today. Sometimes their activism is stimulated by the employer, but, more often than not, it rises organically out of self-motivation and determination. Employers cant afford to miss the open window of opportunity to lean in and capitalise on this movement that will only increase in the years ahead. In Employees Rising: Seizing the Opportunity in Employee Activism, Weber Shandwick explores the employee activist movement to help our clients and other organisations understand what it takes to catch the rising tide of employee activism. In todays environment where there is an alarming lack of trust in all institutions, employees are increasingly the key prism for brand credibility and trust. Engaging them can provide companies the best way to humanise and unify their enterprise voice a strategic imperative in todays environment. Micho Spring Chair, Global Corporate Practice Weber Shandwick
  • 3. 02 How we did the research Our survey included a mix of attitudinal and behavioural questions. Employee attitudes were measured on 5-point scales. Conclusions are based on the top scale point of 5 to capture the highest level of intensity of feelings toward and perceptions about employers. Activism was measured by presenting lists of behaviours that respondents selected, and segmentation modelling identified distinct groups of employees based on these self-reported actions. Thespecific actions and process of classifying employees is discussed in greater detail later in this report. Weber Shandwick, in partnership with KRC Research, conducted a global online survey of 2,300 employees. Respondents were between the ages of 18 and 65, worked 30 hours per week or more and were employed by an organisation with over 500 employees. United Kingdom France Germany Italy North America United States Canada Latin America Brazil Asia Pacic Australia China Hong Kong India Indonesia Japan Singapore South Korea Europe Survey respondents represented 15 markets. Page 3Employees Rising: Seizing the Opportunity in Employee Activism
  • 4. 03 UNREST IN THE WORKFORCE Employees are in a state of upheaval. More than eight in 10 (84%) have experienced some kind of employer change in the past few years most typically a leadership change (45%). More than four in 10 (42%) report undergoing a major event at work, such as a mass lay-off, merger or acquisition and/or crisis. That is a lot of flux for the workforce to handle. Employees are on the defence. Employers probably dont know it, but many employees are out there now defending the reputations of their organisa- tions. Nearly six in 10 (56%) respondents surveyed have either defended their employer to family and friends or in a more public venue such as on a website, blog, or in a newspaper.These first responders are even more prevalent in organisations that experienced a top-tier change event (59%), indicating that employees are rising up to support organisations in time of need. It may also indicate that employees are strongly identifying with their employers. 42% TOP-TIER CHANGE EVENT (net) 84% ANY CHANGE EVENT (net) 45% 33% 30% 27% 22% 12% 17% 18% 22% % of employees experienced the following events at their current employers in the past few years Before we delve into the new wave of employee activism, it is important to understand the challenges facing employees today. Employees of a Fortune 500 agribusiness started their own blog in reaction to criticism about their company. They debuted the blog by saying, If anyone should speak to [our companys] vision of the world, its those of us who come to work here every day and collectively make this company what it isWere hoping this blog will offer a more personal view of our company. Page 4Employees Rising: Seizing the Opportunity in Employee Activism
  • 5. 03 Unrest in the workforce An engaged employee is a worker who cares about the future and success of his company and therefore is actively involved in what is going on, making a positive contribution. Italian employee Employers are not effectively communicating to employees. The research revealed that only four in 10 employees can confidently describe to others what their employer does or what its goals are (42% and 37%, respectively). Fewer than three in 10 report that they are being communicated with, listened to and kept in the loop. Fewer than one in five (17%) highly rate communications from senior management. As expected, immediate supervisors are rated as better communicators than senior leadership but still not as highly as might be assumed. These weak ratings are not a byproduct of too few communications employees report that they receive, on average, 4.4 different types of communications from their employers. The general lack of effective employer-to-employee communications is surprising considering how technology has accelerated the proliferation of collaboration and communications tools available to most workforces. Listening and responding are leadership skills critical to driving employee engagement. Ultimately, companies that work hard at communicating and listening from the mailroom to the boardroom are the ones thatwin in the workplace and marketplace. Andy Polansky CEO, Weber Shandwick I know enough to explain to others what my employer does 42 I understand my employers goals 37 My manager / supervisor frequently communicates with me 29 My employer listens and responds well to customers 28 My manager / supervisor listens and responds well to me 26 My employer surveys employees every 1-2 years on how well it communicates with employees 26 My employer does a good job of keeping me informed 25 My employer communicates frequently with employees 24 Top leader 17 Senior leadership just below top leader 17 Department head 25 Immediate manager/ supervisor 31 % employees highly rate communications from... Total % (rated 5 on 5-point scale) % employees completely agree with the following statements Employers are not effectively communicating to employees Page 5Employees Rising: Seizing the Opportunity in Employee Activism
  • 6. 03 Unrest in the workforce Only three in 10 employees are deeply engaged with their employers. How could employers reasonably expect more engagement when the workforce is in upheaval and employees do not feel informed or listened to? This 3-in-10 engagement level the survey uncovered is comprised of nine factors, the highest rated of which is I put a great deal of effort into my job, doing more than is required (38%) on down toI feel a strong connection to my employer (23%). While deep engagement on the whole is weak, the results show that the workforce is in fact multi- dimensional. As will be seen later in this report, some employee segments are highly engaged and go to great lengths to show it. Some are engaged and need assistance to show it. And some are highly disengaged and, sadly, show it. That is why we believe that employers should take these findings seriously and look more deeply into their workforce to identify and cultivate groups of employees that can serve as activists for their brands and reputations. Our analysis identified approximately one in five employees (21%) who feel strongly that they are putting more effort than is required into their job yet do not feel strongly that they are being valued by their employer. This perceptual gap between giving and receiving on the job is a recipe for resentment that impairs engagement. Someone who is fully involved in and enthusiastic about their work, and will act in a way that furthers their organisations interest is what engagement means to me. Canadian employee Employee engagement benchmarks (% employees rated 5 on 5