ZHAW School of Management and Law’s Post

As a co-researcher in the study conducted together with the Fraunhofer Institute for Industrial Engineering IAO, I am happy to share first insights into the work values that drive over 1000 employees across Germany. Our investigation, rooted in a novel survey tool developed through machine learning, reveals crucial findings that could redefine workplace culture. Key Discoveries: - Joy, Autonomy, and Variety stand out as top priorities for employees, underscoring the importance of engagement, independence, and dynamic work environments. - Despite the current emphasis on sustainability, Ecological Sustainability surprisingly ranks lower, prompting a call for increased awareness and action in light of the climate crisis. - The study unveils distinct preferences across gender and leadership roles, with significant implications for policy and practice in promoting diversity and inclusion. - Contrary to expectations, social support and justice receive less emphasis, revealing potential areas for cultural enrichment and development. - The concept of a 4-Day Work Week garners notable support, highlighting a growing desire for work-life balance and flexibility. This research not only sheds light on the prevailing work values but also challenges us to reconsider organizational cultures in aligning with these insights. As we continue to analyze the data and develop work value profiles, I invite you to engage with the findings and reflect on how these can inform strategies for retention, satisfaction, and overall organizational health. Stay tuned as we unveil more detailed results and actionable insights through the interactive dashboard on the Fraunhofer Institute for Industrial Engineering IAO project website. Here is the link to the (German) press release: https://lnkd.in/eUvubAaV? #WorkValues #FutureOfWork #ResearchInsights #CorporateCulture #Sustainability #Inclusion  

𝗣𝘂𝗿𝗽𝗼𝘀𝗲 𝗮𝘀 𝗮 𝗿𝗲𝗰𝘂𝗿𝗿𝗶𝗻𝗴 𝘀𝗼𝘂𝗿𝗰𝗲 𝗼𝗳 𝗺𝗲𝗮𝗻𝗶𝗻𝗴 𝗳𝗼𝗿 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀   🆘 According to latest data from Gallup, only 14 percent of employees in Germany feel a strong emotional connection with their employer - the worst figure for twelve years. Almost 50% think of leaving their current employer or are already actively looking for a new job.   ✅ So, what can be done? A credible and powerful Purpose helps to mitigate these developments and plays an important role in finding and retaining talents. More and more employees call for "meaningful work", they want to answer why they should get up every day and to what greater cause they are contributing. Studies from the USA even show that employees would give up part of their salary if it made their job more meaningful.   📰 In the latest edition of the Handelsblatt our Managing Partner, Dr. Niklas Schaffmeister, gives insights into how a compelling Corporate Purpose is developed and what positive impact it yields for recruiting and other areas of modern organizations (German-only) (€). https://lnkd.in/ec-E4a9R

📊 Addressing the Talent Shortage in Switzerland: A Call for Reflection! 🚀 Recent data underscores a notable surge in the talent shortage in Switzerland – a significant rise of 24 percent compared to the previous year. 💡 These statistics compel us to recognize the pressing need for initiatives in employee development, continuous training, and retention management. As a company, we confront the challenge of formulating innovative solutions to adeptly navigate the evolving job market. 🔧 ABB's Strategic Response: Embracing the Talent Shortage as an Opportunity for Transformation!🔧 🌐 Talent Development: Executing targeted programs to foster and cultivate internal talents. 🚀 Continuous Training: Making substantial investments in comprehensive training programs for ongoing professional development. 🔗Retention Management: Proactively fostering employee satisfaction, engagement, and loyalty through competitive compensation, professional development, positive workplace culture, and work-life balance initiatives. 💡 Innovative Solutions: Successfully addressing the talent shortage necessitates creative approaches. At ABB, we actively encourage innovative ideas to explore fresh avenues for attracting and retaining skilled professionals. 💪 United in Strength! ABB relies on proactive measures and innovation to surmount the talent shortage and shape a sustainable future. #ABB #TalentShortage #Innovation #TalentDevelopment 🌐✨

New Work: the answer to changing values  New Work is important for the competitiveness of the German economy - according to a survey commissioned by Bitkom, this is the view of most companies in Germany. The vast majority of companies are facing the challenge to adapt their work culture in order to compete for new talent. 86% say that they need to modernize their work culture in order to be attractive to young applicants, while 60% note that corporate culture is becoming more important than salary. And three quarters (75%) believe that companies that ignore the topic of New Work will no longer be able to compete. The world of work has changed fundamentally in recent years. There is a growing desire for more flexibility, self-determination and work-life balance. Companies need to respond to this and make offers. This is not just about the possibility of working from home or another location, but about the entire corporate culture. Two thirds of companies (67%) believe that the topic of New Work is of great importance for the competitiveness of the German economy. Most of them see themselves as being well positioned: 17% see themselves at the forefront of New Work, 46% place themselves among the pioneers. New Work is also a response to the change in values, especially among younger employees. Those who do not embrace it will have a hard time. #newwork #Cloud #CloudFirst https://lnkd.in/eCpcHft9

Portfolio insights 🇩🇪: "Stereotypes are bull***t. GenZ is just as diverse as previous generations." - Frederik Fahning, co-founder Zenjob. Salary, purpose, flexibility? What makes #GenZ talent tick? Few people have more insights into its motivation drivers than Frederik. In 2015, he, Fritz, and Cihan launched the staffing on-demand platform Zenjob. Every day, they're matching thousands of mostly young workers - 90% of them are students - with flexible part-time jobs, smart & easy via app. What are their priorities, what do they expect from their working life and what are surprising similarities to prior generations, Frederik explains to Frankfurter Allgemeine Zeitung, Maximilian Sachse: https://lnkd.in/gHdVU9Xp #FutureofWork #marketplaces #NextGenTalent #sustainableinvesting #since1999

🌟 Join the conversation! 🌟 An interesting debate  I had the privilege to have with NZZ am Sonntag (See article below) which got us thinking about government jobs vs. private sector ones. Making government jobs appealing can attract Swiss talent and boost collaboration between public and private sectors. Efficient organizations need top talent. So, making government jobs attractive alongside private ones might well be lifting our economy's overall performance and innovation. Let's talk about creating a vibrant ecosystem where talent flows freely! 💼🚀    💼 #TalentBoost #PublicPrivateCollab #SwissEconomy #Innovation

One of a range of recent articles pointing out lagging progress and productivity, in this case specifically in Switzerland. Improving *efficiency* in the workplace is key. That's what's increasingly driving growing economies. In many fields, the workforce is overextended, and an exhausted, overloaded workforce certainly isn't going to help improve productivity. Focus on efficiency improvements.

Recently, I got interviewed twice by Sebastian Herrmann from Süddeutsche Zeitung about my research on team diversity and faultlines. For the article linked below, I offered my expertise on the role of team diversity in the creativity of teams. Informed by my literature review published together with Dr. Andreas Hundschell, Prof. Dr. Julia Backmann, and Prof. Dr. Martin Hoegl (accessible via https://lnkd.in/epKPj4kC), this SZ article takes a balanced account of the likely benefits and critical challenges associated with diverse teams having to collectively work on creative tasks. For a second article (accessible via https://lnkd.in/ep-C7pVx), I discussed the potential consequences when strong faultlines surface in teams. Informed by my joint work with Eric Kearney, Matthias Weiss, and Prof. Dr. Martin Hoegl on gender diversity (accessible via https://lnkd.in/ecu9fhjK) and status differences across faultlines-based subgroups (work in progress), this SZ article illustrates recent findings that point toward ways of preventing medical teams from the fatal consequences of strong faultlines, which result when multiple diversity attributes of team members align to create relatively homogeneous subgroups. Feel free to reach out for more insights into striking a good balance between diversity and homogeneity when composing teams! #diversity #faultlines #teams #teamwork #creativity #research

Good reading - in summary: 💼 Companies rely on qualified workers; the labor market and human capital are vital for a region's competitiveness. 📊 Two main areas are measured: the potential of the local workforce and the ability of a location to attract and mobilize workers. 🎯 The Canton of Zurich performs well in terms of domestic workforce potential, especially in ICT expertise and lifelong learning. 👥 Demand for part-time work is increasing, emphasizing the importance of job-sharing models for recruiting qualified workers. 🌍 Switzerland, including Zurich, ranks well in attracting international talent, but faces recruitment challenges due to a mismatch between demand and supply in many sectors. https://lnkd.in/e26tNxXs #newwork #pir #labourmarket

No company can afford to ignore a strategic #successionplan. After all, the baby boomers are all retiring in the next few years. That's why our Managing Partner Marie Kanellopulos wrote a "My Big New" article on this topic for the leading People & Culture expo event #ZukunftPersonal. "Not only is it important to have a strategy and proactively implement measures, but it's also significant to deal with modern approaches in relation to succession planning," comments Marie. For Marie, succession planning should be potential-driven. This means, for example, considering more women, career changers and also young talent for succession. They may not have the necessary qualifications, but show potential, future-oriented soft skills or stand out positively with their modern leadership and cultural style. In addition, succession planning should not focus on one person. That makes for inflexibility and harbours risks. Therefore, it is important for #HR managers to set up agile succession planning with different scenarios. This requires broad-based learning and development programs. The advantage: It also strengthens employee motivation, ensures a better #retentionrate and promotes #employerbranding. In addition, internal recruitment is a highly sustainable and cost-saving solution. If you are interested in the topic of succession planning, please contact Marie (marie@doneberlin.com). And if you plan to visit Zukunft Personal in Cologne, meet Marie. Best is to book a slot in her calendar (https://lnkd.in/eDKu6b-A). #doneberlin #ZPEurope #ZPE #hrtrends