This is a series summits that allows Aspen to collect the best practices from the summits to show to other companies who need help on closing “Worker Voice Gap”
"Worker Voice Gap" is
Their needs that haven't been addressed
From Deskless workers’
pain points, we learned that...
So what are these needs? Increasing wages only?
Not only money, but they also suffer from mental health, stress, physical health, etc.
Managers fail to create speak-up cultures
Managers are not empowered to act on input from below
Managers feel compelled to adopt a short-term outlook to work
They think employees are a “labor cost”
Why can’t some companies do well?
What kinds of efforts that people invested in the “Worker Voice Gap” in the past?
Amazon Labor Union (ALU )
An independent, worker-led movement for job security, union pay, better working conditions, and worker power and dignity at Amazon.com, Inc.
What kinds of efforts that people invested in the “worker voice gap” in the past ? / Deskless workers
#MeToo
Anti-work movement r/antiwork is a subreddit associated with contemporary labor movements, critique of work, and the anti-work movement.The forum's slogan reads: "Unemployment for all, not just the rich!" Posts on the forum commonly describe employees' negative experiences at work, dissatisfaction with working conditions, and unionization.
What kinds of efforts that people invested in the “worker voice gap” in the past ? / Deskless workers
#MeToo
Me Too
Originally founded in 2006, it became prominent both online and in the mainstream in late 2017, when several high-profile actresses opened up about their experiences with sexual harassment in the film industry.
What kinds of efforts that people invested in the “worker voice gap” in the past ? / Deskless workers
Employer
Halt the company’s stock buyback plan - Howard Schultz (CEO of Starbucks)
What kinds of efforts that people invested in the “worker voice gap” in the past ? /Employer
JP Morgan Chase, Ford, Intel, Walmart, and Amazon are investing billions of dollars in employee development.
average company now spends more than $1400 per employee on development each year, totaling more than $360 billion around the world. This number has grown significantly this year as companies add $200-300 per employee on coaching and wellbeing programs.
What kinds of efforts that people invested in the “worker voice gap” in the past ? /Employer
The Feds are working to support higher
The Biden Administration is pushing for
wages and benefits through tax policy
more powers for employees
and other regulations.
(Biden is a big fan of unions)
What kinds of efforts that people invested in the “worker voice gap” in the past ? /Government
what elso can we do? Let’s start
By standing on the shoulders of giants
Appreciative Inquiry Summit and Co-Design Practices
What does “By standing on the
shoulders of giants” mean?
Appreciative Inquiry Summit and Co-Design Practices
PRONS vs CONS
Preparation
Day 1
Day 2-3
Day 4-5
Day 6
Find the “giants”
Cafetime
Dream
Co-Design
Destiny
What does the "non-worker
How can we build the "non-worker
Get to work on the specifics
voice gap" look like?
voice gap" world together?
of what will be done
Starting the research
Getting to know each other
How can we find the “giants” ?
HR tool / supporting technologies
Top business management consultant
Investigate
Employee review platform
Identify (“III” tools)
Online reports,
survey, articles studies
Invite “Giants”
HR tool / supporting technologies
Top business management consultant
Employee review platform
Online reports,
survey, articles studies
Oracle Cloud HCM
JOSH BERSIN
Glassdoor
businessinsider
workday
IDC
Indeed
Oracle Blogs
Qualtrics XM
vantagecircle
Comparably
Forbes
Sage
Shrm
niche
IDC
Greenhouse
McKinsey
payscale
custominsights
PeopleSoft
Deloitte
simplyhired
SAP SuccessFactors
BCG
zippia
custminsights
PwC
seek
medallia
easily access HR,
benefits,
payroll,
workforce management,
learning,
Talent Safety
Empowerment
Community
Appreciation
Opportunity
employee engagement,
performance management,
succession,
pay equity,
diversity and inclusion,
Personalized Employee Experiences,
Develop Soft Skills,
Offer Micro-Learning,
Get Managers Involved,
Integrate Learning Into Employee Experience,
Transparency,
trust,
communications,
frictionless,
collaborative work environment,
culture of belonging，
inclusion,
Employee listening,
engagement recognition,
Career development,
upskilling opportunities,
social responsibility,
Compensation,
Workload,
Attitudes,
Staff relationships,
Working environment,
Company culture,
A Positive Work Environment,
Feedback,
Rewards and Recognition,
Work-life Balance，
Employee Satisfaction,
Involve and Engage your Employees,
Develop Employee Skills,
Evaluate and Measure Employee, Satisfaction,
Employee Well-being,
Clearly defined Goals and Objectives,
16 companies
IKEA
Costco
BODY
SHOP
SHAKE
SHACK
Chipotle
Benefits
Ave $20 / hour
Medical/RX, Dental/Vision, Generous 401(k), paid time off, parental leave, retirement plan “Tack”, income protection, disability, Parental leave, Co-worker discount, Pet insurance, IKEA meal deal, Tuition assistance
PROS
CONS
"The Benefits are great and you can change job positions within your first day being employed" (in 865 reviews)
"Poor management and understaffed in the kitchen and bath department; well pretty much anywhere." (in 438 reviews)
"pay is good and able to pick up more shifts if needed" (in 438 reviews)
"The new managers don't get time to learn from the Ikea managers that keads to frustation sometimes."
"Great people and diversity"
(in 369 reviews)
"The culture is great and if you are all about corporate you can advance up as positions open." (in 241 reviews)
"Most coworkers were great to work with and very helpful." (in 208 reviews)
(in 214 reviews)
"Salary is low and there is now way you can get a promotion!" (in 179 reviews)
"Long hours and during the weekend its always busy sometimes the co workers are really annoying and they dont want to Work" (in 110 reviews)
Benefits
Ave $18 / hour
Free memberships to the store,
Variety of health benefits, Seasonal work options, Extra pay on Sundays, Turkey time, Bonuses, bonuses, Retirement options, Promotion chances, Time off, Holidays, Bottom line
PROS
CONS
"The Benefits are great and so is the raises you get based on time on job."
"poor management and hours to work"
(in 2134 reviews)
"Very effective at keeping selective employees in check if the managers don't like that specific person."
"the pay is good and if you work carts then its super easy as well."
(in 1671 reviews)
(in 736 reviews)
(in 438 reviews)
"This job is great for people who dislike desk jobs and needs to be physically working." (in 471 reviews)
"Long hours and pay use to set the standard but has fallen in the last ten years for salaried employees." (in 283
"This place has great coworkers and I've made a lot of friends in a short time here." (in 245 reviews)
"Favoritism was huge at the warehouse I worked at." (in 175 reviews)
reviews)
Benefits
Ave $22 / hour
Health Insurance, Job Training, Soft Skill Training, Team Outings, Cafeteria, Work From Home, Education Assistance, Child care, Free Transport, Free Food, Gymnasium, International Relocation
PROS
CONS
"The team and experience gathered
"when i worked there is observed a lot
was great" (in 66 reviews)
of staffing issues and also experience
"One of the best parts about working
poor management." (in 89 reviews)
there was getting to apply body
"Pay is low for what may be expected of
butter all day and the free product
staff" (in 85 reviews)
samples you could take home."
(in 64 reviews)
"Staff are friendly and helpful"
"Very frustrating for the many managers and associates whose stores performed above average and still were not compensated for their
(in 58 reviews)
service." (in 70 reviews)
"Good training and discount for employees" (in 57 reviews)
"I am tired of upper management changing every 1" (in 36 reviews)
Benefits
Ave $14 / hour
Health Insurance,Dental Insurance, Vision Insurance, Flexible Spending Account (FSA), Disability Insurance, Mental Health Care, Supplemental Life Insurance
PROS
"Good pay and are flexible"
(in 133 reviews)
"Great people work there and make it worth the struggle" (in 40 reviews)
"cared, Great benefits for a fast"
(in 31 reviews)
CONS
"Managers were rude an unprofessional." (in 77 reviews)
"management is horrible" (in 71 reviews)
"Long hours and gets bored especially when theres no order" (in 57 reviews)
"Favoritism is a big thing at shake shack" (in 27 reviews)
"Free food during break but limited" (in 21 reviews)
"Break was short and unpaid even after being on your feet for 8+ hours they can
"great team members"
(in 20 reviews)
easily afford paid breaks."
(in 24 reviews)
Benefits
Ave $16 / hour
Health Insurance, Dental Insurance, Vision Insurance, Occupational Accident Insurance, Health Care On-Site, Disability Insurance, Life Insurance, Accidental Death & Dismemberment Insurance, Flexible Spending Account (FSA), Health Savings Account (HSA), Mental Health Care, Supplemental Life Insurance
PROS "free food and my GM was great but i know not every one had that same experience." (in 1821 reviews)
"Free meal everyday you work and and the 50% off when you don't work" (in 798 reviews)
"The pay is good to be a fast food restaurant and they are pretty good with working around your schedules."
(in 731 reviews)
"Great people to work with very fast paced.thats a pro for some one like me" (in 575 reviews)
CONS "Overworked and Bad management can make for a bad time" (in 894 reviews)
"Bad managers and not very flexible" (in 603 reviews)
"Long hours that you may have to stand and you could potentially miss a break because of the long lines." (in 401 reviews)
"No training due to shortage of employees" (in 171 reviews)
"The upper management is horrible and inconsistent" (in 154 reviews)
PRONS vs CONS
Preparation
Day 1
Day 2-3
Day 4-5
Day 6
Find the “giants”
Cafetime
Dream
Co-Design
Destiny
What does the "non-worker
How can we build the "non-worker
Get to work on the specifics
voice gap" look like?
voice gap" world together?
of what will be done
Starting the research
Getting to know each other
Preparation
Day 1
Day 2-3
Day 4-5
Day 6
Find the giants
Cafetime
Dream
Co-Design
Destiny
How can we build the
Get to work on the
Find the “giants” by
Getting to know
What does the "non-
specifics of what will
using “III” tools each other’s
worker voice gap"
"non-worker voice be done
pros&cons
look like?
gap" world together?
Specific activities include:
Specific activities include:
Specific activities include:
Specific activities include:
Find the “giants” by using “III” tools:
Interviews
Sharing of dreams
Pair up
HR tool / supporting technologies
Sharing background information
Small group discussions of dreams that
cons of each company, they are going to work
Small groups brainstorm possible actions
Top business management consultant
Sharing Pros and cons
were collected during the interview
together and help each other focus on their
and share with the large group.
Employee review platform
Sharing stories of worker voice gap, and
process
cons
Online reports, the survey, articles studies
how they address it
(2
groups
)
Specific activities include:
based on the pros and
G
eneration of
p
.
Selection of ins
Enlivening the dreams
C
Small groups discuss specific, tangible
Each group identifies the design architecture
examples of their dream and create
best suited to their organi
reation of the desired design architecture
z
ation/community.
ossible actions
p
ired actions
Individuals publicly declare their intention for action and specify cooperation and support needed.
creative, metaphorical presentations.
Selection of high im
p
act design elements
Formation of tas
k
grou
p
s
Enacting the dreams
Each group draws on interviews and dreams
Open space groups meet to plan next
Group presentations of dramatic dream
to select high impact design elements.
steps fo
C
coo
r
enactments to the large group rafting of
p
rovocative
p p ro
ositions for each
design element
Small groups draft provocative propositions
(
design statements
)
incorporating the
positive change core into the high impact design elements
.
L
p
eration and tas
arge
G
rou
pC
losing
k
achievement
.
After “Destiny” ?
Why Employee Experience 1 Matters Now 2 Example of Excellence 3 Working Solutions
Example Reports Preview
In summary, this summit gives a chance to the audience to learn from the best practices in the worker voice gap, and they also get a chance to see how people solve their problems since there is no perfect image of a nonworker voice gap. We still need to learn from each other, to improve together.
What’s in the future?
Learn from Giants 101 Discovery
Define
Debug
Co-Design
Destiny
In the future, we will invite the company that needs help to our summit, we will conduct another convening that focuses on discovering the stories and pain points of those who need help, and we will have you pair up with the best companies in a one-on-one setting because we believe that every company is different, problems are different too, the personalized solution is the key.
Finally, I want to say thank you to everyone who gave me suggestions and feedback during this process, The "Worker Voice Gap" awakened me again that the mission of being a designer is solving problems, and I’m glad I can contribute my efforts to this complex situation. Please get in contact with me at Parsons SDM
E Ouyang