Active Value Advisors.

29/04/2020

Quali prime conclusioni sullo Smart Working in epoca coronavirus?

Quali conclusioni possiamo trarre in quasi due mesi di emergenza coronavirus sullo strumento dello Smart Working?
Smart working non è solo lavorare da remoto: è la scelta del luogo dove lavorare, è flessibilità negli orari di lavoro, è la disponibilità di strumenti tecnologici e digitali per dare un lavoro professionale in modo flessibile, è una valutazione del lavoro basata non sulla presenza fisica ma sui risultati.

In questa emergenza, lo smart working si è rivelato uno strumento utile ad evitare una possibile paralisi in quelle aziende che avevano già adottato un’ottica smart, mentre ha messo fortemente in luce il limite delle aziende ancora basate su un’organizzazione tradizionale del lavoro, che in Italia sono ancora tante, a differenza del Nord Europa.

Le ricerche rivelano che lo smart worker ha una migliore motivazione (engagement) ed è quindi più produttivo, indipendentemente dai parametri utilizzati per misurarne la produttività.
La maggior responsabilizzazione verso gli obiettivi aziendali e personali lo rende più soddisfatto del proprio lavoro e pienamente coinvolto nella realtà in cui lavora, dimostrandosi quindi uno strumento utile anche per attrarre nuovi talenti e trattenere i giovani.

Oggi i “white collars”, lavorando in aziende grandi dove quasi due imprese su tre hanno già avviato progetti di smart working, hanno più facilmente accesso a questo strumento.
L’attuale emergenza ha evidenziato la necessità e l‘urgenza anche per quelle professioni tradizionalmente considerate più vincolate alla presenza fisica, ad esempio medici, operatori di sportello, alcuni servizi alla persona, di poter utilizzare questo strumento che la tecnologia ha già reso loro disponibile.

Analizzando quali siano i possibili limiti dello smart working, emerge che la bassa interazione con i colleghi e superiori e la conseguente mancanza di condivisione di informazioni, di scambi di idee e di spunti, tipici del lavoro in presenza, dia spesso la sensazione di sentirsi esclusi, a volte anche soli.

Lavorando in ufficio ci sono anche più occasioni di risolvere le possibili piccole incomprensioni o di chiarire indicazioni e disposizioni date frettolosamente, perché gli scambi tra le persone sono più rapidi e diretti.

Ecco che un ambiente di continuous feedback risolve questi problemi.

PATPAT360 è uno strumento di feedback continuativo tra colleghi e manager che consente di essere presenti in un ambiente lavorativo virtuale, uno spazio complementare e alternativo al lavoro in ufficio.

La presenza interattiva e lo spazio virtuale del “Recognition wall” di PATPAT360, offrono allo smart worker uno strumento di condivisione e i giusti stimoli per un miglioramento continuo della propria motivazione. Il feedback continuativo e una valutazione a 360° ad esempio, permettono di allineare i propri obiettivi individuali e quelli di squadra con gli obiettivi aziendali, valutati nel continuo e non più annualmente.

Con PATPAT360 è possibile condividere e celebrare un successo professionale con dei “pat” (riconoscimento) e dei riconoscimenti anche monetari (i gettoni), che insieme alla gamification garantiscono una sana competizione e collaborazione.
Per informazioni visita il sito http://www.patpat360.com

working feedback management improvement management transformation

Easy and fast HR analytics platform that will enrich your Employees Experience while providing useful insights on their perfomance and behaviours.

11/12/2019

Creating value in Fashion: 2019 trends, statistics and analysis - Europe
to read full paper follow this link: https://www.linkedin.com/feed/update/urn:li:activity:6609766968893415424/

11/12/2019

Our annual research on the value performances of the main listed pharma, to read full paper check our linkedin site: https://www.linkedin.com/feed/update/urn:li:activity:6609763830895517696

09/12/2019

Here is one of our latest rankings, just check our website to read full paper: https://www.linkedin.com/feed/update/urn:li:activity:6607966214666899456 Creating value in the food & beverage: 2019 trends, statistics and analysis - Europe

20/11/2019

Here is our new paper! Find out how to manage Diversity with Organizational Network Analysis

05/09/2019

BIG NEWS!!! AS OF TODAY the new brochure of PATPAT360: the new app of continuous feedback aimed at empowering HR managers, fostering engagement and continuous improvements in employees' cooperation.
Read the brochure at the link:
https://www.patpat360.com/wp-content/uploads/2019/09/Patpat360_Brochure.pdf
Follow us on our websites: www.patpat360.com, www.how-4.com & www.activevalue.eu to keep up to date with the latest news in the field of HR and on our products.

04/09/2019

"The Wall Street Journal" in un recente articolo di luglio commentato dal Professor Boris Groysber della Harvard Business School, parla dell'importanza di "mappare" l'organizzazione informale dell'azienda (ona) attraverso software sofisticati che aiutino ad individuare, trattenere e promuovere i talenti nascosti, le "hidden stars" (stelle invisibili): TO READ THE FULL STORY: https://lnkd.in/gE8UZ8R
www.how-4.com

Employers are using new methods to map their workers’ informal networks. Their goal: locating the hidden stars in their ranks.

28/08/2019

"ONA, i software che trovano i talenti nascosti nelle aziende"
La Repubblica 12-08-2019

01/08/2019

Accelerating the Digital Transformation with Organizational Network Analysis

According to Harvard Business Review “since 2000, 52 percent of companies in the Fortune 500 have either gone bankrupt, been acquired, or ceased to exist as a result of digital disruption."

Interestingly enough, Forbes highlights that the digital transformation itself has only a 16% chance to succeed. Why is this?

When we think about digital transformation we usually associate it to new investments in technology driving new values for customers and businesses. In businesses, like in any other field, technology helps people sort out their job but, statistically, employees don’t like change.
Consequently, businesses are likely to run into their resistance, unless digital transformation means getting things done in a better and easier way.

To talk their employees into the change, many companies appoint change agents. Nevertheless, as Harvard Business Review stresses, “more than 50% of influencers are typically unknown to the management”. To identify them in a scientifically and business proved way there is ONA (Organizational Network Analysis). Recent studies show that, on average, with just 4% of influencers identified by ONA the organization can effectively help about 70% employees embrace the change.

There are different ways to do ONA. Short surveys are effective and fast. HOW-4, is a platform that analyzes large and complex organizations based on the employee’s answer to a short survey, supporting business quickly accelerate change.

Source: Alpha Stock Images - http://alphastockimages.com

29/07/2019

Why focusing on Employee Experience?

Today companies are dealing with generations – from Millennials to Generation Z - who have grown up in an experience economy.

Even when it comes to work, new generations value experience more than stuff. As companies are aware that employees are their best asset, Employee Experience is becoming critical to them.

The 60’s already witnessed some theories highlighting how company growth, in terms of speed and change management, is closely related to the availability of organizational as well as specific skills in human resources. Since then, the impact and importance of employee experience within companies has been significantly growing. From cost savings, to revenue generation, all metrics are directly influenced by the employee experience.

The various employee experiential paths provide data that, with support of a dedicated platform, help HR develop new strategies for an engaging and productive work environment in line with company's goals and employees' expectations.

HOW-4 is a platform that analyzes large and complex organizations based on the employee’s answer to a short survey, thus providing tailored synthetic indicators to support HR teams activate concrete employee experience.

29/07/2019

Who are your “Go-To” People?

Every organization has its “go-to” people, people in any department who can answer any question.
They are people with recognized authority who share their new insights and information, thus allowing a collective to cooperate on one process while achieving enhanced intellectual performance.

These mutually enriching relationships continually learn from feedback to produce just-in-time knowledge for better decision than acting alone. They are spontaneous connections critical to any organization.

Formal organization charts often don’t feature the network of people who actually execute work.
ONA tools help understanding how information in organization is flowing, can flow, and should flow. These tools offer valuable insights for the organizational design, highlighting where people can deliver their best and freeing talent to fill more value-added activities.

HOW-4 - an emerging ONA tool - reveals and monitors the existing networks, uncovering the latent power of the informal networks.

01/07/2019

Organizational Network Analysis Tools are drivers for people and business success

New organizational balances and structures are making their way in companies following the digital revolution.

To help organizations and their HR get a better understanding of the ongoing changes, technology and the latest data capabilities provide powerful tools.

One tool is the organizational network analysis (ONA), a new form of HR technology that gets data from feedback surveys, instant messages and collaboration platforms.

The ONA software displays both formal and informal relationships in organizations by analyzing how information, communications and decisions flow internally and assessing the level of engagement.

When based on the patterns of communication and influence identified through the nodes, brokers and ties of ONA, expectations are easier to meet.
This is why this methodology and its toolsets are growing, improving work lives and making people and businesses more successful.

HOW-4 - an emerging ONA tool - reveals and monitors the existing networks uncovering the latent power of the informal networks thus supporting people and organizations on their path to success.