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Anna Krzy甜anowska

This document discusses moving organizations towards flatter structures. It notes that 63% of employees feel disengaged at work and 54% do not feel respected by their managers. Millennials, who will make up 75% of the workforce by 2025, value meaning, purpose, mentorship and learning opportunities over traditional rewards. The document advocates for autonomy, mastery and purpose as key motivators for employees. It shares an example of how adopting agile practices at TomTom increased employee engagement scores.

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I am Anna Krzyzanowska I am Scrum Master at TomTom You can find me at @detalistka Hello!
We are all in this together why we should aim to make our organizations flatter
Hierarchical organizations
Flatter organizations
Flat organizations
Flatarchies
Holocracy
63%employees worldwide are not engaged at their work Source: Gallup's State of the Global Workplace report
Will traditional Manager change it? Photo: Created by Freepik
30yothe average age of first-time managers Source: Zenger/Folkman Training database; hbr.org
42yothe average age of managers in leadership training Source: Zenger/Folkman Training database; hbr.org
54%employees feel theyre not respected by their managers Source: 2014 HBR survey; hbr.org
82%managers are considered to be wrongly hired Source: Gallup Business Journal 2014
70%Variance, in employee engagement scores across business units, is due to managers Source: Gallup Business Journal 2014
Rate of change Source: Deloitte Global Human Capital Trends 2017
Rate of change Source: https://wealth.barclays.com/global-stock-and-rewards/en_gb/home/research-centre/talking-about-my-generation.html
75%Millennials in the workforce in 2025 Source: The Deloitte Millennial Survey 2014
Millennials no longer work for you they work with you. Photo: rawpixel.com on Unsplash
Millennials get a bad rap
64%Millennials want to occasionally work from home and shift their hours Source: The Deloitte Millennial Survey 2014
meaning and purpose more mentorship accessibility to the leadership ongoing feedback learning and development
External rewards and punishments both carrots and sticks can work nicely for algorithmic tasks. But they can be devastating for heuristic ones. Teresa Amabile
The best use of money as a motivator is to pay people enough to take the issue of money off the table. Daniel Pink
Motivation Autonomy Mastery Purpose Source: Bird icon by Orin zuu, Brain icon by Vectors Market; Target icon by Ruslan Dezign , from thenounproject.com
Anna krzyzanowska slaidshare
Agile = Speed
M坦j szef wrcz zachca mnie, 甜ebym co sknoci, bo nie sprawdzisz cie甜ki, dop坦ki nie p坦jdziesz ni do samego koca. Jeli przyjd z wiadomoci dla reszty: suchajcie, tdy nie id添cie, bo ja dotknem granicy - to dobrze, bo nie tylko ja si czego nauczyem, ale wniosem warto dodan. Tomasz Opasiski (Netflix creative director)
Goal -> eNPS Local SM Shaping requirements for line managers Transparency (Newsletter, Health checks) Communities of Practice (SM, testers, dev) Design Working Groups Kudos Driving the change of old performance tool
Failures
27%increase in eNPS highest among all of TomToms Product Units
It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is most adaptable to change Charles Darwin
Any questions ? You can find me at @detalistka anna.krzyzanowska@tomtom.com Thanks!

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