Minimize Waste to Maximize Wellness · Minimize Waste to Maximize Wellness National Wellness Conference 2016 Gavin Kellett ... Officevibe (nd) ’10 Essential Pillars of Employee

Gavin Kellett [email protected] Page 1 of 7

Minimize Waste to Maximize Wellness National Wellness Conference 2016

Gavin Kellett – Holistic Wellness Solutions, Australia.

Email: [email protected]

Facebook: Facebook.com/HWSCanberra

Phone: (+614) 02 497974

Linkedin: https://www.linkedin.com/in/gavin-kellett-a4815057

Waste definition: “To consume, spend, or employ uselessly or without adequate return: use to no avail or profit; squander”. (Macquarie

Dictionary)

Lean Manufacturing Model: TIMWOODS

Source: LBSpartners.ie

Lean Service Model:

Delays

Duplication

Unnecessary movement

Unclear communication

Incorrect inventory

Errors

Opportunity lost

Office environment waste: (Skopek & Best data)

Acoustic disturbance – 6%

Lighting – 5.5%

Thermal comfort and ventilation – 5%

Commuting – 11.5 days / FTE (pa)

Ergonomics and privacy – 6%

Layout and workflow – difficult to estimate but could be significant

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Employee Engagement:

Employee Satisfaction definition: “The extent to which employees are happy or content with their jobs and work environment”.

(www.dictionary.com)

Employee Engagement definition: “The extent to which employees feel passionate about their jobs, are committed to the organization,

and put discretionary effort into their work”. (www.dictionary.com)

Employee Satisfaction vs Engagement:

Employee engagement and satisfaction are different measurements but related. Satisfaction is a contentment measure – work conditions

and pay. It’s possible and likely that people are satisfied but not engaged. Their contentment needs are met – they have a safe

comfortable workplace and they are paid a fair salary. Employee satisfaction is the admission price for engagement.

Gallup Q12 survey – more than 25 million respondents from 195 countries, 70 languages.

Questions:

1. I know what is expected of me at work.

2. I have the materials and equipment I need to do at my work.

3. At work, I have the opportunity to do what I do best every day.

4. In the last 7 days, I have received recognition or praise for doing good work.

5. My supervisor, or someone at work, seems to care about me as a person.

6. There is someone at work who encourages my development.

7. At work, my opinions seem to count.

8. The mission or purpose of my company makes me feel my job is important.

9. My associates or fellow employees are committed to doing quality work.

10. I have a best friend at work.

11. In the last 6 months, someone at work has talked to me about my progress.

12. This last year, I have had opportunities at work to learn and grow.

Responses sorted into three categories – Engaged, Not Engaged, and Actively Disengaged.

Source: Gallup, State of the American Workplace, p.13

Using 2012 as an example, there were 70% in the broad Disengaged category (52% Not Engaged + 18% Actively Disengaged).

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Why is it so bad?

Do most people have a bad relationship with their manager?

Are they simply bored? Is the nature of work boring?

Are people well matched to their jobs?

Are they remunerated adequately? Recognized?

Here’s an imperative question – Are they well? Are non-work factors affecting their work life?

The figures are even worse under the conditions where the organization is ‘Letting go’ of employees.

Source: Gallup, State of the American Workplace, p.15

The bigger picture – $2.2T annual workplace waste in the USA (12% GDP)

Source: Global Wellness Institute, The Future of Wellness at Work, p.5

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Intangible Asset Waste:

Andrew Sherman in his TED Talk on Harvesting Intangible Assets claims there could be up to $40 Trillion locked up in unharvested

intangible assets, such as Research and Development projects.

We have moved from the classic manufacturing tangible/intangible model of 88/12% and flipped to a 12/88% tangible to intangible asset

base in the New Economy.

Environmental Waste :

Source: www.upstreampolicy.org

How waste affects us:

Waste promotes feelings of confusion, frustration, anxiety, dissatisfaction, disgust, sadness, possibly anger, and shame.

Waste affects productivity, as Productivity = Output / Input.

Waste affects us on the global scale, affecting the delicate balance of living systems.

Waste affects us on a country / continent level because one country’s waste and pollution is another’s problem. When waste affects the

economy of one nation, other nations are affects because the system is global.

Companies are affected as their profit is diminished, their reputation is damaged, and their people are affected.

Individuals are affected in different ways, with the possibility of all dimensions of wellness affected.

How we can reveal waste:

Business analysts, utilising tools such as swimlane diagrams, the 5 why’s exercise, etc.

Get different views from different people in the organization. Don’t just talk with Executives or HR.

Keep logs – track material, time, computer network stats.

What can be done?

As a Wellness Professional, we can be directly involved in waste minimization by the very nature of what we do to help improve the

wellness of individuals.

If our role extends into the strategic space we can help shape policy and processes to promote efficiency and a well-workplace. We can

contribute toward employee satisfaction and employee engagement.

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2016 Global Wellness Institute report on The Future of Wellness at Work:

The Physical Environment:

• Prioritise safety in the work environment.

• Mitigate Sick Building Syndrome.

• Infuse wellness into the physical work environment.

• Promote healthy and social behaviours through workspace design.

Personal Aspects:

• Address diverse employee needs.

• Recognise workplace stress as a top wellness deterrent.

• Align work with personal values and intrinsic motivations.

• Support and encourage healthy habits at work.

Social and Community:

• Cultivate and encourage friendships at work.

• Integrate wellbeing into leadership.

• Make a positive impact through work.

Gallup Q12 Recommendations:

• Select the right people.

• Develop employees’ strengths.

• Enhance employees’ wellbeing.

DecisionWise 2016 State of Employee Engagement:

This report differs to the Gallup Q12 results, as the survey respondents were Senior HR advisors instead of a broad population base.

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Deloitte University Press 2015 Global Human Capital Trends:

Source: Deloitte University Press: 2015 Human Capital Trends

Initiatives to address waste in the workplace:

Policy and strategic involvement.

Examine and refine processes.

Publicize efforts and wins – use a dashboard or equivalent.

Use logs to track where resources go, including time.

Reduce unnecessary production and consumption.

Green the office.

Focus on employee engagement.

Workplace flexibility.

Embrace technology and use it wisely.

Run wellness and engagement programs/activities.

Waste challenges and possible solutions:

1. We view waste in a limited manner. Sometimes we see only the obvious visual waste, and don’t look deeper into the less obvious

forms of waste.

Consider the non-visible waste.

Define, measure, and analyze waste.

Tie waste to profit loss.

2. Some organizations are too accepting of waste in the workplace, perhaps through lack of understanding.

Education.

Make people responsible for waste minimization.

3. Waste affects us more than we realize.

Waste affects us on multiple, if not all dimensions. Awareness is key.

4. Total waste elimination is mostly impossible.

Be waste-aware.

Celebrate improvements along the way.

Reduction, not elimination.

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5. The typical wellness role as we know it today may not be equipped to address high level issues including waste minimization and

employee engagement.

Wellness role to extend into broader, strategic areas.

Integrate employee engagement.

Be part of the Executive Team.

Celebrate wins.

6. The only way waste can be adequately addressed is at all levels in an organization.

Embrace waste minimisation at all levels.

Top level needs to lead the way by modelling.

Education.

7. We sometimes feel that our individual contribution is insignificant.

Every effort counts, no matter how small.

When we focus on our own wellness we affect the wellness of our planet.

Wellness is infectious, as are waste awareness and minimization efforts – infect the world!

REFERENCES

Lean Manufacturing Tools (nd), The Seven Wastes. Retrieved from http://leanmanufacturingtools.org/77/the-seven-wastes-7-mudas/ LBS Partners (2014), ‘Introduction to Lean Booklet’. Retrieved from http://www.lbspartners.ie/wp-content/uploads/2015/10/Introduction-to-Lean-Booklet.pdf The Council for Six Sigma Certification (nd), Body of Knowledge. Retrieved from http://www.sixsigmacouncil.org/body-of-knowledge/ Skopek, S. and Best, B. (2014) Green + Productive Workplace. USA: Jones Lang LaSalle. Gallup (2013) ‘State of the American Workplace’. Retrieved from http://employeeengagement.com/wp-content/uploads/2013/06/Gallup-2013-State-of-the-American-Workplace-Report.pdf Global Wellness Institute (2016) ‘2016 Research Report: The Future of Wellness At Work’. Retrieved from http://www.globalwellnessinstitute.org/industry-research Deloitte University Press (2015) ‘Global Human Capital Trends 2015’. Retrieved from http://www2.deloitte.com/content/dam/Deloitte/at/Documents/human-capital/hc-trends-2015.pdf Global Wellness Institute (2016) ‘Unlocking the power of Company Caring’. Retrieved from http://www.globalwellnessinstitute.org/industry-research/ Decisionwise (2016) ‘2016 State of Employee Engagement’. Retrieved from https://www.decision-wise.com/wp-content/uploads/2016/04/DecisionWise-The-State-of-Employee-Engagement-Report-2016.pdf Engage For Success (2012) ‘The Evidence, Employee Engagement Taskforce’. Retrieved from http://www.scancapture.co.uk/wp/wp-content/uploads/2013/01/Employee-Engagement-The-Evidence.pdf Officevibe (nd) ’10 Essential Pillars of Employee Engagement’. Retrieved from https://www.officevibe.com/resources/10-pillars-employee-engagement CultureLab (nd) ‘A Field Guide For People Creating The Future Of Work’. Retrieved from http://culturelabx.com/wp-content/uploads/2015/01/CLx-Culture-Code.pdf Australian Human Resources Institute (2014), ‘Anywhere-Anytime Work’. Retrieved from https://www.ahri.com.au/__data/assets/pdf_file/0016/39004/PULSE_Anytime-anywhere-work.pdf TED Talks (2012), Tony Schwartz ‘The Way We’re Working Isn’t Working’. Retrieved from http://tedxtalks.ted.com/video/TEDxMidwest-Tony-Schwartz-The-W TED Talks (2010), Nic Marks ‘The Happy Planet Index’. Retrieved from http://www.ted.com/talks/nic_marks_the_happy_planet_index?language=en TED Talks (2014), Andrew Sherman ‘Harvesting Intangible Assets’. Retrieved from http://tedxtalks.ted.com/video/Harvesting-intangible-assets-An;Recent