HR for modern times
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Bart introduces himself and his company Wijs, a 55-person digital agency located in Ghent that he has worked at since 2006. He discusses the challenges of retaining talent in a young, fast-moving industry and small market. His proposed solutions are radical transparency by openly sharing knowledge; focusing on continual development for employees through training and coaching; and fostering self-steering and co-creation by empowering multi-disciplinary teams and encouraging entrepreneurship. The goal is to create value for clients, employees, and society in a balanced way.
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HR for modern times
- 2. Good morning. My name is Bart.
- 3. This is my daughter Merel (I have 3 kids).
- 5. I’m passionate about I live and work in Ghent.
- 6. I work at digital agency Wijs (ex Netlash-bSeen).
- 7. Part of Heaven Can Wait ecosystem.
- 8. You can find me on Twitter: @netlash
- 11. This is chapter title
- 12. ‣ digital agency ‣ 55 people ‣ est. 2006 ‣ multi-disciplinary ‣ young, fast-moving sector ‣ young, fast-moving company ‣ young, fast-moving people... (28.7 year avg) Wijs
- 13. ‣ how to keep (and select) people during merger? ‣ how to attract new talent in small market? ‣ how to develop new generation... and keep them interested? Challenge
- 14. First... get the basics right!
- 15. ‣ start with the ‘why’, not with the ‘what’ ‣ define your values Basics
- 16. But you know this, right?
- 17. why what how
- 18. why what how
- 19. Mission Wijs Build a better web!
- 23. waarde creëren bedrijf medewerkers maatschappij imago aandeelhou- derswaarde processen & structuren cashflow
- 24. bedrijf imago aandeelhou- derswaarde processen & structuren cashflow EBITDA recurrente contracten financieringen
- 26. waarde creëren klant bedrijf medewerkers vooraleer in dienst tijdens dienstverband na dienstverband
- 27. waarde cr kla bedr medewerkers vooraleer in dienst tijdens dienstverband na dienstverband kennis op blog gastlessen stage industry events
- 28. waarde cr kla bedr medewerkers vooraleer in dienst tijdens dienstverband na dienstverband financiëel inhoudelijke kennis personal brand leidinggevend capaciteiten ondernemerschap
- 29. medew vooraleer in dienst tijdens dienstverband na dienstverband financiëel inhoudelijke kennis personal brand leidinggevend capaciteiten ondernemerschap brutoloon goeie tools pensioen diensten
- 30. waarde cr kla bedr medewerkers vooraleer in dienst tijdens dienstverband na dienstverband ondernemerschap alumni werking plaatsing bij klant
- 33. maatschappij milieu mobiliteit opleiding web sector geen spam geen blackhat user-centric pull ipv push
- 34. Create value, in balance. Why? “Make the web better.” What? - transparancy - innovation - passion - quality - results How?
- 35. ‣ how to keep (and select) people during merger? ‣ how to attract new talent in small market? ‣ how to develop a new generation... and keep them interested? Challenge
- 36. 1. Radical transparency 2. Focus on development 3. Self-steering & co-creation (Possible) answer
- 37. 1. Radical transparency 2. Focus on development 3. Self-steering & co-creation Intertwined! Answer
- 39. ‣ share knowledge, internal & external ‣ an eye on the numbers ‣ allow personal branding ‣ design shareable experiences ‣ encourage to share 1. Radical transparancy
- 40. Core value: open source We share our knowledge.
- 41. ‣ open source code (Fork CMS, Chopstick) ‣ blog, twitter, whitepapers ‣ Online Trendreport ‣ presentations ‣ attend & organize industry events ‣ guest lectures at schools ‣ internships ‣ helping with school works ‣ sponsoring Open source
- 42. Add value to our ecosystem. Pay it forward.
- 43. ‣ share ‘company life’ through Twitter & Facebook ‣ put employees in the picture ‣ encourage employees to share (allow!) ‣ design experiences to be shareable Like & Share!
- 44. Design experiences to be shareable
- 46. Design experiences to be shareable
- 47. Design experiences to be shareable
- 48. Design experiences to be shareable
- 50. Social media ‣ Facebook = recruiting ‣ company life ‣ jokes, inside news: employee POV ‣ “we understand you” ‣ shareable!
- 52. ‣ develops people (personal branding, leadership, ...) ‣ attracts new talent ‣ creates culture (“we”) ‣ gives sense of control & direction ‣ ... and it helps with sales too! 1. Radical transparancy
- 53. 2. Focus on development
- 54. ‣ before they are employees! (internships, guest lectures, sector sponsoring...) ‣ fast-track to start (welcome pack, wiki, training) ‣ POP & coaching ‣ designlab, dev meetup, OM academy... ‣ personal training budget 2. Focus on development
- 55. 1 on 1 Individueel In groep In groep Zelfsturend POP traject, coaching LG & HR Inwerkschema’s, Groeitips, wiki Opleiding, seminaries, congressen Kennisdelingmomenten Hackathon, Bazinga Zelfsturing met sterke omkadering
- 56. 56 Part of Heaven Can Wait ecosystem.
- 57. ‣ encourage entrepreneurship (press, sector, coaching) ‣ allow entrepreneurship ‣ A-B-C program 2. Focus on development
- 58. We’ll make you awesome in digital.
- 59. ‣ “we’ll make you awesome in digital!” ‣ that’s why they come, that’s why they stay ‣ (that’s also why they leave...) 2. Focus on development
- 60. 3. Self-steering & co-creation
- 61. ‣ teams with P&L ‣ responsibilities, not tasks ‣ roles, not functions ‣ output, not input ‣ decision power at the right level... 3. Self-steering & co-creation
- 62. ‣ multi-disciplinary teams ‣ formal & informal communication ‣ work from home... (?) ‣ environment aimed at ‘chance encounters’ Focus on communication
- 65. Andere ;-)
- 66. ‣ 48 hours of freedom ‣ 20+ projects ‣ 1 project: Bazinga Hackathon
- 67. Here comes a short statement about a significant subject.
- 68. Here comes a short statement about a significant subject. No leaderboard!
- 69. Here comes a short statement about a significant subject. Company values
- 71. Co- creation
- 74. External impact.
- 75. ‣ work in progress... ‣ ESF ‣ scale vs. small teams? 3. Self-steering & co-creation
- 76. Alignment between internal and external communication, message, mission, purpose...
- 78. Questions?
- 79. Wijs bvba Voorhavenlaan 31/3 9000 GENT 09 335 22 80 09 330 09 83 http://wijs.be info@wijs.be BE 0473.071.275