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Leading the Workforce Leading the Workforce of the Future

Ben PageChi f E ti I MORIChief Executive, Ipsos MORI

[email protected]

How trusted are we?

% Not trust % Trust

Q. “For each, would you tell me whether you generally trust them to tell the truth or not?”

812

17

8881

7472

11110

DoctorsTeachers

ProfessorsJudges 17

1720

2726

727168

6362

JudgesScientists

Clergyman/PriestsThe Police

Television News Readers 262525

3445

6260

5547

40

Television News ReadersSocial workers

The ordinary man/woman inCivil Servants

M i th NHS 4537

4657

4039

3431

Managers in the NHSPollsters

Trade Union officialsLocal councillors

556257

70

292926

19

Business Leaders BankersManagers in local government

Journalists 7074

19171480

JournalistsGovernment Ministers

Politicians generallyBase: 1,026 United Kingdom adults aged 15+, 10-16 June 2011 Source: Ipsos MORI/BMA

Challenges areiimmense –

but some will dobut some will do better than others

Top performers rated best places for staffQ I am now going to ask you to rate [Authority name] as a place to work

compared with other organisations? Would you rate it as…?

68 27 1

% Above average % Average % Below average

Excellent

55

68

31

27

10

1Excellent

G d

55

55

29

31

8

10Good

Fair

39

55

38

29

14

8Fair

Weak

20

39

45

38

24

14Weak

Poor 20 45 24

Base: All respondents (1000). Fieldwork: 12th – 27th May 2005

Poor

Job satisfaction is higher in better performers

% very satisfied with their present job

30%33% 33%

30%

23%

18%

Overall Excellent Good Fair Weak Poor


But views on pay are similar everywhere

% strongly agree that my pay is fair

20% %17%

18%20%

14% 15%

19%

14%



Too much bureaucracy everywhere!

% strongly agree there is too much bureaucracy

31%35% 34%

31%28% 29%

26%



Nice people, interesting work - everywhere

% very satisfied with job factors

77%82%

Excellent Good Weak PoorFair

82%62%

81%74%

Friendliness of colleagues

52%

%

57%53%

Interesting work 52%51%

54%

46%

Interesting work

47%57%

46%46%

Working hours57%

49%

Base: 1000 staff interviewed by phone - July/August 2003

So what is differentSo what is different in the mostin the most effective??

What seems to distinguish excellentperformers is performance management and listening to staff

% very satisfied with job factors

62%47%

Excellent Good Weak PoorFair

47%42%

45%32%

Input into job plans

44%

3 %

61%59%Opportunity to

h i iti ti 44%42%

39%

46%

show initiative

22%25%

46%34%Feedback on your

performance 25%27%

Base: 1000 staff interviewed by phone - July/August 2003

Staff feel they are kept better informed in the best…

% strongly agree31%

28%

20%

28%

20%

12% 13%12% 13%

6%6%



The importance of narrative….

Best have more internal cohesion overall

% Strongly agreeI understand my organisation’s

overall objectivesI understand my unit’s overall

objectives

g y g

77%65% 65% 65%

overall objectives objectives

64%

41%

65% 65% 65%57%

41% 37% 38%26%

Excellent Good Fair Weak Poor Excellent Good Fair Weak Poor


Excellent-rated Hospitals are better at delivering the Factors that matter

% Agreeing that

I understand my role and how it fits 47%

56%52%

F iGoodExcellent

role and how it fits into the bigger picture

47%34%

38%

FairWeak

ExcellentSenior managers care about me and my work 32%

38%35%

FairGoodExcellent

I bl t li

28%

59%

Weak

GoodExcellent

I am able to realise my potential 53%

43%

54%FairGood

Weak

Senior managers matter….

% Disagree

33% %

I have confidence in the senior management team

Senior management have a clear vision of where the organisation

is going

24%

31% 30%33%

28%32% 31%

24%

18%

10%

5%

Excellent Good Fair Weak Poor Excellent Good Fair Weak Poor

Base: All respondents (1,1000). Fieldwork: 12th – 27th May 2005

Some conclusionsYour behaviour matters more than moneymoney…

More “unknown unknowns”?More unknown unknowns ?

Want reassurance and informationWant reassurance and information….

More pressureMore pressure

Enjoy the rest of 2011Enjoy the rest of 2011– it will get worse before it gets better

ben page@ipsos [email protected]

ben page

Career