With the pandemic this year, we had to rethink how can we continue to achieve this same associate enjoyment and fulfillment while only being in a virtual format. The enjoyment of these projects often come from just working on something different, working with other colleagues, and applying their passions to an area they have been desiring to solve. This quarterly event is something associates enjoy by taking a break from their normal routine and focusing on a problem that they seek to achieve within a short time period (one day). Rewards will always be important, but employees also need to feel trusted and be given the autonomy to flourish.ShipIt Days are Cerner Engineering’s 24-hour hackathons where associates are empowered to brainstorm, plan, build, and present a project of their choice. ![]() If you want employees to truly care about their work and their organisation, you must create a culture that takes account of their ideas and preferences. Rigid hierarchies, job descriptions and working hours alienate people. The best leaders invite innovative ideas that challenge the status quo, even from the most junior employees. Just because a company has done something one way for years, it doesn’t mean that it must keep doing it. It also encompasses flexibility of thought. But flexibility is not only about the freedom to choose where and when to work. Challenging the status quoĪn international survey of 5,000 workers in a range of sectors by Harvard Business Review last year found that 59% favoured greater flexibility at work over a pay rise. And they want to know what they’re doing is meaningful. They want to learn new skills and perfect them. In other words, people crave self-direction. While employers must pay their staff “enough to take the issue of money off the table”, he explains that the vital ingredients of engagement are autonomy, mastery and purpose. Rewards matter only up to a point, writes US economist Dan Pink in his 2009 book Drive: The Surprising Truth About What Motivates Us. But, if a business truly wants to innovate and grow, it must invest in engagement too. A firm offering a good employee experience may be better than a lower-paying competitor at retaining valued staff, say. Engagement concerns how motivated employees are and the extent to which their values and goals align with those of their organisation.īoth factors are important. Experience refers to pay, perks, benefits and working conditions. The balance of employee experience and engagementĪlthough they’re sometimes conflated, employee experience and employee engagement are different things. One ShipIt Day will often yield more ideas for new products and upgrades to existing ones than the rest of the quarter combined, according to the firm, which says that these events are fun and engaging for all participants. The best-received concepts are then taken forward for further development. The only condition of the exercise is that they show their colleagues what they’ve been working on. ![]() ![]() People can pursue projects solo or in teams. Once a quarter, the firm holds a “ ShipIt Day”, giving employees the autonomy to work on anything they like for 24 hours, with all other responsibilities put on hold. Since 2005, Australian software company Atlassian has applied a singular approach to boosting innovation.
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