Faster, Better, Consolidated Progress: How to Capture Employee Wisdom through Crowdsourcing
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The document discusses how crowdsourcing can effectively engage employees and capture their insights for organizational progress and change. It emphasizes the importance of asking the right questions, listening actively, and respecting employees as sources of valuable data. Additionally, it outlines common pitfalls to avoid and the need for a structured approach to harnessing collective intelligence.
Faster, Better, Consolidated Progress: How to Capture Employee Wisdom through Crowdsourcing
- 1. Faster, Better, Reinforced Progress: How to engage and capture employee wisdom through crowdsourcing
- 2. © Synthetron 2015 >10 years of experience Crowdsource Dialogues Live Insights FNV
- 3. © Synthetron 2015 How Synthetro n works 3
- 4. © Synthetron 2015 Synthetron solves: Scale Synthesis Peer Authenticity Qualified data: •Really important •Deep analysis Instant short list of top opinions & ideas evolutionary discussion clever virtual scalable table setting Deep analysis actionable insight Online www moderated Qualified data set synthetrons © Synthetron 2016
- 6. © Synthetron 2015 Wisdom of crowd insight intelligence In the crowd Of the crowd With the crowd Estimate predict Poll Dialogue
- 7. © Synthetron 2015 Cases © Synthetron 2016
- 8. feedback and suggestions directly from shop floor on new staff planning Corporate Operations © Synthetron 2016
- 9. © Synthetron 2015 Engage top 1,000 worldwide Co-create and test vision & strategic options & culture Corporate transformation © Synthetron 2016
- 10. Engagement © Synthetron 2016 Operational 1.What goes well 2.What does not 3.What is the solution for …
- 12. © Synthetron 2015 © Synthetron 2015 How to capture the three levels of “employee wisdom" Faster, better, unifying Progress
- 13. © Synthetron 2015 Really got me into the topic, learned something in engaging way Engaging Intervention Mindset Change curve Do as now: take into considerations the needs of its members Methode war super. Eine Stunde die richtige Zeitvorgabe. Länger nicht – man muss sich ganz schön konzentrieren, wenn man nichts verpassen will I love talking like this – it nice to see how others react to honesty – ….real advantages of being honest and talking like this – I enjoyed this very much Thank you for involving us Heel zinvol: eigenlijk komen veel ideeën terug en iedereen heeft de kans om zijn idee te ventileren
- 14. © Synthetron 2015 People are . against change when engaged not
- 15. © Synthetron 2015 3 levels of insights based on what they think observe experience
- 16. Consistency at 3 levels ConfirmConfirm Emerging rules Emerging rules Value creation Value creation Emerging New ways Emerging New ways MeaningMeaning BehavioursBehaviours Strategy Plan Operation thoughts words deeds 3H Business direction Top Down Bottom Up © Synthetron 2016
- 17. 7 meta topics 2. Design & plan 1. Vision & motivation 3. Leadership & communication 5. People 4. Process & organisation 6. Behaviour and values 7. What is in it for me?
- 18. © Synthetron 2015 © Synthetron 2015 Crowdsourcing a way to engage employees into Faster, better, unifying Progress KSF?
- 20. © Synthetron 2015 Pitfalls © Synthetron 2015
- 21. © Synthetron 2015 Slow and Fast thinking Daniel Kahneman Fast brain takes over for the wrong things Slow brain is lazy © Synthetron 2015
- 22. © Synthetron 2015 Biases.. - Anchoring - Beauty - Familiarity - Halo effect - Stereotyping - Post purchase ...
- 23. © Synthetron 2015 1.Incorrect information signals 2.Reputation pressure 3.Lack of critical thinking 4.Incompetent or inexperienced Groupthink Cascade Herding Groups tend to amplify biases lemmings © Synthetron 2015
- 24. © Synthetron 2015 Do it Right Learn to Listen
- 25. © Synthetron 2015 © Synthetron 2015 1. Right Reason
- 26. © Synthetron 2015 1. know why Objective Insights, solutions Scope, feedback, test Learning, reflection Innovation, co-creation Measure People Engage People Listen to people Use People Value? Good? Success? Willing to act?
- 28. © Synthetron 2015 Avoid the Chit-Chat trap 2 to the right crowd # Experience = = Knowledge/Info # chit chatpolicy beliefs Concept discussion deep dialogue Experience focused discussions © Synthetron 2016
- 30. © Synthetron 2015 Purpose? avoid Ambiguous questions Do you expect the crowd sourced energy market to take off? ….to account for more than 30% of energy supply ? …. in your country? …. and share why? …. over the next 5 years? © Synthetron 2015
- 31. + order/ compare What will you do differently after CSW? How satisfied are you about CSW conference? = How do I feel about CSW? = Do I like CSW? What was good about CSW? What did you learn at CSW? What was really good about CSW? When was I awake, joyful, triggered? + Translate, apply Evaluate classify best, good, so-so, bad © Synthetron 2016
- 32. © Synthetron 2015 Triggering questions •What gets you out of bed in the morning to come to work? •Think back ..when you had a really good day at work last month ...what triggered this? Client HR: •What is engagement for you as employees? •What makes you be engaged? Engaging Triggering question Powerful Head Heart Hand Slow & Fast Common Goal© Synthetron 2015
- 33. © Synthetron 2015 „Was ist, wenn überhaupt, falsch an der deutschen Außenpolitik? Was müsste geändert werden?“ Powerful questions Critical thinking Right Flow
- 35. What are they really saying? Grounded theoryFind the systemic themes the lowest level of meaning managerial actionable Crowd’s insights Cluster measure importance Crowd’s quantification
- 36. How are they saying it Mindset communicate in tune
- 37. What do 3 levels tell me? Change forces 2010 2011
- 39. © Synthetron 2015 Respect people as subjects NOT people as objects • Tone of voice • Engage be conscious about impact of the question, thanking, complementing , remunerating(?) • Respect data/ outcome
- 40. © Synthetron 2015 Crowdsourcing is not decision making nor a free lunch Follow up © Synthetron 2016
- 41. © Synthetron 2015 © Synthetron 2015 1.Engagement & intervention 2.Wide scope 3.Do it right • Avoid pitfalls • Right reason • Right crowd • Right process • Right questions /flow 5.Really listen 6.Demonstrate respect 7.Follow up, act Recap Crowdsource employee intelligence
- 42. © Synthetron 2015 Do it Right Listen to learn & Learn to Listen Crowd- sourcing employee ?
Editor's Notes
- #3: Corporate: to co create strategy, understand engagement HR, Citizens: customers
- #4: Insert video.
- #5: Synthetrons Crowdsourcing platform Focused dialogues under guidance of a moderator An evolutionary process, written interactive sharing reacting and evaluating of ideas (collaboration) , so that best ideas emerge In a safe space (anonymous and peers) with no group think, fully scalable Real time and conclusive
- #16: verbatims spontaneously focus more on enablers, and critical success factors across all categories
- #23: Kalmemanslow -> reflect -> needs to be triggeredFast -> reflex -> automatically takes overBiases: halo effect seen it before , beauty bias beuty is right, familiarity bias people with name starts with P prefere more pepsi than those with c – who prefere cocacola substitute bias: How satisfied are you with your superior ? => fastbrain translates how do you feel anout your superior = easier first one is about performance the secons one is about social liking
- #25: Cascade herding Lemmings story .. In ti self a bias .. Because e not true First idea repitition First positions alignment Trying to please the group despite knowing what is right
- #35: Back in November 2013 German Foreign Minister Frank-Walter Steinmeier launched a http://www.synthetron.com/the-foreign-ministry-of-germany-mandated-synthetron-to-learn-from-online-debates-for-its-2014-review-process/ http://www.economist.com/news/europe/21645223-germany-emerging-faster-it-wanted-global-diplomatic-force-lurch-world Back in November 2013 German Foreign Minister Frank-Walter Steinmeier launched a “What goes wrong?” reflection on Germany’s foreign policy to consider what needs to be changed.
- #38: overtuigd van grote verhaal maar willen meer duidelijkheid over hoe, wat, wanneer. enthousiast en toegewijd, maar aarzelend om te starten en wachten hiervoor concrete details, middelen. Mensen zijn grotendeels mee met visie en grote verhaal. Ze willen nu concrete informatie over de practische veranderingen. Ze zijn overtuigd van het waarom maar willen meer duidelijkheid over hoe, wat, wanneer. Ze zijn enthousiast en toegewijd, maar aarzelend om te starten en wachten hiervoor concrete details and middelen/resources. Ze zijn niet tegen verandering, maar willen zeker zijn dat het process duidelijk is en goed uitgewerkt om onaangename verrassingen te vermijden. Ze zijn positief en enthousiast doelgericht. De franstalige group is hier wat voorzichtiger en wil weten echt hoe dit in realiteit zal werken.
- #45: Changing environment, organisatons, governements can no longer afford not to involve all ressources Connected crowd , structured into new organisation (teal of F Laloux) or more practive angaging crowds Managed and unmanaged it will be a force for change and can be real force for good and acceleration