WEATWORK

THE BLUEPRINT OF ORGANIZATIONAL DNA

THE CHALLENGE

For decades, companies have been struggling to utilise the data on work and manpower dynamics to unleash the power of business growth and sustainable development.  A number of decisions have been made based on sentimental perceptions and baseless skeptics on how to align the pool of talents with companies' core values. The potential for misuse of data can result in ignored individual rights, wrongful termination, downgrading teamwork, untapped skills and low productivity.

Profoundly. If businesses use this data responsibly & effectively, the organisational risks they might face will be mitigated. They are low trust from employees, poor forecasts of future growth, high costs of conflicts and poor returns on investment. More trust leads to more economic dividends. If they adopt responsible strategies, trust dividend would be worth more than a 12.5 percent increase in future revenue growth (accenture.com). If the strategy is adopted effectively, more than 50 percent for workplace conflict costs would be saved (respectvn.com).

 

Here WE@WORK presents an approach to help corporate leaders successfully drive value while earning the trust of employees, investors and societies with smart investments into the untapped workplace data as well as the decoding & leveraging the organisational DNAs. 

WE@WORK

THE BLUEPRINT OF YOUR ORGANISATIONAL DNA

04  TYPICAL WE@WORK DNA PROFILES  

WHY DO ORGANISATIONS NEED WE@WORK?
To develop a strong, engaged and sustainable organisational DNA
Broken & unengaged organisational DNA 
  • Low team efficiency & cooperation
    • High turnover rate
    • Lack of working motivation & effort
    • Good staff but poor cooperation,
    • ​Lack of cohesion, many conflicts 
  • Ineffective succession & talent strategy
    • Talents are not discovered and developed
    • Many talents are passive and irresponsible
    • "Lead alone" or an organization operates only in the presence of a leader/owner 
  • Poor infrastructure for organisational development
    • Low time management efficiency 
    • Micromanagement
    • ​Unclear KPI & expectations 
Strong & engaged organisational DNA 
  • High team efficiency & cooperation
    • Loyal staff
    • Motivated & responsible staff
    • Supportive staff  
    • ​Cooperative team, low conflicts cost 
  • Effective succession & talent strategy
    • Talents are discovered and developed
    • Talents are proactive and accountable 
    • Effective remote management by technology
  • Infrastructure for sustainable organisational development 
    • High time management efficiency 
    • Results-driven management
    • ​S.M.A.R.T KPI & expectations 
  • Higher revenue, lower cost 
    • Employee engagement aligns with customer satisfaction   
    • Increase sales but not entail costs (especially risky hidden costs)
    • Reduce ​costs but not negatively impact on sales
    • The whole organization has good resilience and sustainable development before all changes and fluctuations
READ MORE

How to identify and classify organisational DNA of PWC

Click here to see how Price Waterhouse Cooper evaluates & classifies 07 organisational DNA models. 

WHAT PEOPLE SAY

"WE@WORK helps us test our organizational DNA in a very simple way. It is not only to measure our organizational health, but also isolate underlying causes & head off problems before they start” 

—  Kevin M. CEO of Kickstart —

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