why employees are more important than customers
DESCRIPTION
The TriFinance approach to HR, employment and leadership Professionals today are looking for support, not control. They like autonomy – and space. We know from experience that people work better and harder when they get more freedom and room for manoeuvre.TRANSCRIPT
As we see it, no company has ever failed just because an employee left
10 april 2023
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“Why employees are more important than customers”
“Why employees are more important than customers”
The TriFinance approach to HR, employment and
leadership
10 april 2023Peter Van Oevelen, managing
director Belgium
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Professionals today are looking for support, not control.
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Professionals today are looking for support, not control. They like autonomy – and space.
Standardization is not what professionals today are looking for.
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Standardization is not what professionals today are looking for.
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We call these contemporary knowledge workers our MeInc® professionals.
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We’re quite certain that only motivated employees can deliver superior value to our customers.
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.
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In other words:
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In other words: we think we will eventually serve our customers best by offering them highly motivated “MeInc®” professionals.
THIS HAS A BIG IMPACT ON HOW WE APPROACH HR
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We believe in autonomy versus management.
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We believe in autonomy versus management.
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We have a flat organization.
We believe in autonomy versus management.
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We have a flat organization. We choose autonomy over management.
We believe in autonomy versus management.
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We know from experience that people work better and harder when they get more freedom and room for manoeuver.
We have a flat organization. We choose autonomy over management.
Our teams self organise around projects that they find interesting.
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Our teams self organise around projects that they find interesting.
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Our teams self organise around projects that they find interesting.
Our teams self organise around projects that they find interesting.
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This fits the complex challenges our clients face today, which require creativity and flexibility to solve.
Our teams self organise around projects that they find interesting.
It also means we have no HR department.
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.
It also means we have no HR department.
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We have no HR department.
It also means we have no HR department.
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HR is too important to delegate to a department.
We have no HR department.
It also means we have no HR department.
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HR is too important to delegate to a department. HR departments can lead to standardized “HR policies”, which is not what we want to offer.
We have no HR department.
We find it strange when other companies impose a “no e-mail after 7 PM” rule.
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We find it strange when other companies impose a “no e-mail after 7 PM” rule.
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We find it strange when other companies impose a “no e-mail after 7 PM” rule.
We find it strange when other companies impose a “no e-mail after 7 PM” rule.
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First, because we don’t believe in imposing company wide rules.
We find it strange when other companies impose a “no e-mail after 7 PM” rule.
We find it strange when other companies impose a “no e-mail after 7 PM” rule.
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First, because we don’t believe in imposing company wide rules. Second, because we think it’s more important to manage people the right way.
We find it strange when other companies impose a “no e-mail after 7 PM” rule.
“ISN’T THAT A RECIPE FOR BURNOUT?”
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We hope not. (And we really don’t think so).
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We hope not. (And we really don’t think so).
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We hope not. (And we really don’t think so).
We hope not. (And we really don’t think so).
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Burnout is a real problem, and should not be treated lightly.
We hope not. (And we really don’t think so).
We hope not. (And we really don’t think so).
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Burnout is a real problem, and should not be treated lightly. But we think that offering interesting work is the first step to prevent burnout.
We hope not. (And we really don’t think so).
BUT WAIT, THERE’S MORE.
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As we see it, no company has ever failed just because an employee left
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As we see it, no company has ever failed just because an employee left
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Contrary to most consultancy firms, we don’t have a retention policy. In fact, we have a non-retention policy.
As we see it, no company has ever failed just because an employee left
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Contrary to most consultancy firms, we don’t have a retention policy. In fact, we have a non-retention policy.
We want to be a career accelerator and a destination finder.
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We want to be a career accelerator and a destination finder.
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If people need to take the next step in their career, we think they should.
We want to be a career accelerator and a destination finder.
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If people need to take the next step in their career, we think they should. We want to be a career accelerator and a destination finder.
We want to be a career accelerator and a destination finder.
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If people need to take the next step in their career, we think they should. We want to be a career accelerator and a destination finder. This can be at TriFinance, but also at a client or a competitor.
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Last year, 30 % of our consultants left us.
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Last year, 30 % of our consultants left us. Other companies feel this is a problem.
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Other companies feel this is a problem. For us, it’s a consequence of our vision.
Last year, 30 % of our consultants left us.
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Other companies feel this is a problem. For us, it’s a consequence of our vision. But as long as people work at TriFinance, we want to give them projects that they are passionate about.
Last year, 30 % of our consultants left us.
It means that personal growth is a priority.
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It means that personal growth is a priority.
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This, in turn, means that personal growth of our people is a priority.
It means that personal growth is a priority.
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We can only keep our people as long as we give them exciting projects
This, in turn, means that personal growth of our people is a priority.
It means that personal growth is a priority.
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We can only keep our people as long as we give them exciting projects – so that they can learn and grow to be better professionals.
This, in turn, means that personal growth of our people is a priority.
“HOW CAN PEOPLE ADVANCE IF THEY CAN’T CLIMB THE MANAGEMENT LADDER?”10 april 2023
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We feel that sometimes, people climb the “management ladder” for the wrong reasons.
Sometimes people would prefer to develop their expertise.
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Sometimes people would prefer to develop their expertise.
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What we offer is the chance to grow, to learn and to follow your passion, everyday.
Sometimes people would prefer to develop their expertise.
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What we offer is the chance to grow, to learn and to follow your passion, everyday. We don’t measure your worth by counting the number of people you supervise.
So we give them ticker tape parades.
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So we give them ticker tape parades.
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TriFinance experts are highly sought after, both internally and externally.
So we give them ticker tape parades.
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TriFinance experts are highly sought after, both internally and externally. This gives them the validation that they are on the right track, and that they’re making the right choices.
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Thanks for reading. Do check out our TriFinance blog.
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