WORKING WITH NEW

GENERATION
HRD CLUB – 12 Agustus 2016
Iman Progoharbowo
NEW BUSINESS ENVIRONMENT - Crowdsourcing

By Iman Progoharbowo
NEW BUSINESS ENVIRONMENT
Sharing Economy

By Iman Progoharbowo
NEW WORKING ENVIRONMENT
Work is
something
Flexible Time & Place you do not
place you
Co-Working Space go!

By Iman Progoharbowo
 Generational Differences by Dennis Gaylor
Traditionalists Baby Boomers Generation X Generation Y
(Millenials)
Birth Years 1900-1945 1946-1960 1961- 1980 1981-2000
Current Age 71 -116 56-70 36-55 35-16
Famous Bob Dole, Elizabeth Bill Clinton, Meryl Streep, Barak Obama, Jennifer Lopez, Ashton Kutcher, Serena
People Taylor, Soekarno, Megawati, SBY, Prabowo, Jokowi, Mira Lesmana, Adi MS Williams, Mark Zuckerberg,
Soeharto, Gus Dur, Christine Hakim, Eros Nadiem Makarim, Agnes,
Yusuf Kalla, Teguh Djarot Afgan, Isyana
karya, Titik Puspa
WWII, Korean War, Great Civil Rights, Vietnam War, Watergate, Energy Crisis, Digital Media, child focused
Depression, New Deal, Sexual Energy Crisis, Activism, Corp. world, terrorist attacks, First
Rise on, Revolution, Cold Downsizing, End of Cold War, generation of children with
Corporations, Space War/Russia, Space Travel, Orde Baru - Soeharto, schedules, in a period of
Influencers Age, Masa Penjajahan Perang mempertahankan Sentralisasi Pemerintahan, economic expansion,
Kemerdekaan - Era Pembatasan Pers Desentralisasi Pemerintahan,
Soekarno Kebebasan Pers / Media, Orde
Reformasi

By Iman Progoharbowo
 Millenials ( Gen Y ) By Jay Gilbert
1. They work more in teams and use more technology
2. They are masters of digital communication
 Through a Google or Wikipedia search, answers to even quite complicated
questions can be found
3. Their social mindset, however, is also a significant factor
4. Almost 70 percent say that giving back and being civically engaged are
their highest priorities.”
5. The millennial employee is interested in feedback on his or her performance.
 But traditional semi-annual reviews are too infrequent for millennials. They
want to know that they’ve done a good job, and they want to know now.
6. Easily Bored, More Creative, Tolerant, Life balance
7. Self Confident, Ambitious
8. Clear Coaching & Development

By Iman Progoharbowo
Employee Engagement

Engaged employees are defined as those who

are “mentally and emotionally invested in their
work and in contributing to their employe’s
success”

Relationship between culture, commitment, and

performance

By Iman Progoharbowo
Cost of Disengaged
1. Effect on Work
2. Effect on Co-Workers
3. Effect on Customers
4. Effects on Productivity
5. Effect on Company Performance
6. Effect on Personal Life of Employee

By Iman Progoharbowo
 Benefit of Engagement

Go the Extra Mile to Achieve Individual and

Company Success
Innovate at Workplace.. Volunteer ideas
Attract customers and employees
Become Evangelists of the company, its product and
processes
Infuse energy and positivity at workplace
Stay alert to any hazards

By Iman Progoharbowo
 Value of Engagement
 Operating Income (David MacLeod & Nita Clarke, UK)
 Companies with low engagement : operating income 32.7 percent lower
 Companies with a highly engaged workforce experience a 19.2 percent growth in
operating income over a 12-month period.
 Profitability & Attrition (Corporate Leadership Council study)
 Engaged companies grow profits as much as 3X faster than their competitors.
 Highly engaged employees are 87 percent less likely to leave the organization.
 Customer Loyalty, Productivity, and Turnover (an article published by Jonathan Pont)
 2X higher customer loyalty
 2X higher productivity
 2X lower turnover

By Iman Progoharbowo
How to Engage
1. Shared Vision/Mission
 From strategy to implementation
2. Build Strong Emotional Relationship  People oriented
 Personal Touch, Trust
 Internal Communication
 Reguler Review
 Informal Communication

 Recognition

3. Overcoming Fear to Fail

4. Employee Involvement
 Improvement
5. Collaboration

By Iman Progoharbowo
How To Engage Gen Y ?
Nutrifood Case
1. STRONG CULTURE
 I CARE
 LEADERSHIP PHILOSOPHY
 LEADERSHIP DEVELOPMENT
2. STRONG MISSION
 INSPIRING NUTRITIOUS LIFE
3. LEAN & ROBUST SYSTEMS
4. “RUMAH KEDUA” WORKING ENVIRONMENT
 FLEXIBLE WORKING HOUR
 GADGET & SOCIAL MEDIA POLICY
 OFFICE LAY OUT
5. INTERNAL COMMUNICATION
 SARASEHAN, NGOBRAS, COFFEE MORNING
 FUN ACTIVITY
 NUTRIFOOD BLOG, FACEBOOK AT WORK
By Iman Progoharbowo
Gym

Get fresh and healthy at our gym!

22
By Iman Progoharbowo
By Iman Progoharbowo
By Iman Progoharbowo
By Iman Progoharbowo
By Iman Progoharbowo
LEAN & ROBUST SYSTEMS

• Flexible
Lean • Responsive

• High Quality
Robust • Align

By Iman Progoharbowo
 Managing or Unleashing
1. Old paradigm : Control
Bureaucracy

 Managers & control add overhead

TERTENTU
TERTENTU
Bawahan 1
 Hierarchy : calamitous decisions,
Bawahan
myopia, bad judgment, approval layer, Pemimpin 2

slower responses Gap 1

A

BIDANG
 Cost of tyranny  shrink the incentive to

DALAMBIDANG
Pemimpin 1
dream, imagine and contribute
Gap 2 Pemimpin
2. New paradigm : Empowerment

KOMPETENSI DALAM
 Flattening, Simplyfied, Unleashing
Resiko Bawahan 2

KOMPETENSI
Resiko
3. Discipline, Stability, Precision
 Creativity, Flexibility, Variation
By Iman Progoharbowo

T.0 T.1
Unleashing
 Increasing Trust, Reducing Fear
 Theory X vs Theory Y
 Reinventing The Means of Control
 Decentralize wherever possible

 Expanding and exploiting diversity

 Enabling communities of passion
 Emphasize community over hierarchy
 A Hierarchy of Human Capabilities at Work : Obedience, Diligence, Expertise, Initiative,
Creativity, Passion.

 Ensure transparency in decision making

 Make leaders more accountable
 Encourage Debate and Dialectic Thinking

By Iman Progoharbowo
 The Advantages of Self-Management
1. More initiative, proactive offering help to colleagues  reputation
2. More expertise.
 Encourage to develop skills
 Everyone is responsible for quality of work
3. More Flexibility
 Structures need to appear and disappear based on the forces that are acting on
the organization
4. More Collegiality
 Because there’s no competition … all energy goes into doing the best you can do
and into helping your colleagues
5. Better Judgment
 Executive ….data & analytical is sophisticate but lack of context.
6. More Loyalty
7. Less Overhead
By Iman Progoharbowo
Disadvantages
1. Tougher Adjustment
 Doesn’t suit everyone
2. Longer Induction
 Complex hiring process
 New employee may need a year or more to become
fully functional in the system
3. Growth Issues
 Limited & Unclear Carrier path
 That can become a handicap when someone wants
to switch companies

By Iman Progoharbowo
 New Challenges
 Gen Z
 Gen Z are predicted to be highly connected, living in an age of high-tech
communication, technology driven lifestyles and prolific use of social media.
 Kafin Sulthan, Joy Alexander
 Social & Digital Media
 Internal communications, Staff Management
 Culture, corporate brand
 Training & development, etc
Performance reviews are very outdated, and very painful. Feedback and
goals are important, but it needs to be more agile. It’s not a once a year
thing, and it’s not a once a month thing. It’s an everyday thing.
With Chatter, businesses can actually get and give real-time feedback
through an agile performance review process
by Charles Ashworth April 5, 2016

By Iman Progoharbowo
By Iman Progoharbowo
 Performance without Appraisal
Tugas leader adalah memperbaiki sistem (ini
adalah grafik setelah perbaikan terhadap
sistem dilakukan)

Orang-orang di kelompok ini Cari tahu penyebab

memerlukan penanganan/ keberhasilan dari orang-
bantuan khusus orang di kelompok ini dan
lakukan tindakan yang
diperlukan

Kinerja dari orang-orang di kelompok ini

merupakan kinerja sistem

• Knowledge : Asumsi PA ….Alat, yg dinilai, penilai ? Bukti....

• Sistem : P = X + Y + (XY)  Performance itu P or X ?
• Variasi : hanya ada variasi biasa (noise) dan variasi istimewa (signal)
• People : semua ingin berbuat baik, dpt dipercaya, motivasi ada dlm dirinya