Build your EWC Roadmap in 3 days
Build your EWC Roadmap in 3 days
When you make the decision to get more value out of your European Works Council and to start building the EWC Roadmap, we start by scanning the ambitions and expectations of both management and employee representatives.
Here is an example of how this might work for you in 3 days, but the programme can be fully customised to fit your planning requirements.
The first scan (EWC Metrics) aims to determine what kind of EWC you want.
A reactive EWC is a group that is content with a “mere” information-collecting role: value is found in listening to management explain how everything fits together on a global scale. There is little or no input from EWC members and consultation is next to non-existent.
A proactive EWC takes consultation very seriously and wants to have a real input in the debates and formulate an opinion on what management presents in terms of the way forward for (parts of) the European businesses.
A communicative EWC does not only take an active part in the meetings. It also wants to be involved in company decisions and develops a communications plan to facilitate that: formats, targets, frequency and tools.
A relevant EWC is involved in corporate projects and is considered a real asset by all stakeholders. It is able to suggest improvements at strategy level and is vital in communicating decisions (in which it has participated) to the workforce.
The second scan (EWC Dynamics) maps the motivational profile of your EWC as a group in order to find out whether EWC delegates are ready to “walk the talk”.
How does it work?
After all EWC members have completed the survey and the results have been analysed, we provide you with an executive summary of the results of the EWC Metrics and the EWC Dynamics scans.
Soon after providing the results of both scans, a follow-up meeting with the select committee is organised to explain the results of the ambitions of the group, as revealed by the EWC Metrics scan and the results of the value systems of the EWC, as revealed by the EWC Dynamics Scan. We draw conclusions from the results in order to see to what extent group dynamics match group ambitions.
Once the conclusions are ready (and if management has not participated in the Select Committee training day), they can be presented to management for discussion. This can be done by a Presence trainer and/or by the Select Committee.
Together with the Select Committee and management, we define the objectives of the training session with the full EWC.
The morning session of training day 2 (with the full EWC) focusses on the results of both scans and starts with a presentation of the joint conclusions of the select committee and management to all members of the European Works Council.
In interactive working group discussions, the participants set priorities for the EWC on the basis of the results of the EWC Metrics, and discuss the potential of the group to put these into practice. This exercise is aimed at defining realistic priorities on the basis of real statistics. The EWC is now aware of what can most likely be achieved and what is most likely to fail due to the characteristics of the group.
During the afternoon session, we work on the preferred future development of the EWC.
Questions addressed in depth are: how will the company evolve over the next 3 years? How will the market environment evolve in the next 3 years? What will the status of the EWC be in 3 years? What will the role of the EWC be within the company? How will employment evolve both within and outside of the company? How to leave a legacy for the newly elected members once the current mandate has expired?
The result of this exercise leads to the definition of the vision of the EWC.
Towards the end of the second training day, we link the vision of the EWC to the current identity. What is the EWC today? What is the role of the EWC now? What group identity do we need in order to implement our vision?
The results of this second training session are added to the executive summary of the online scans and are presented to management for review and approval.
Feedback from management is given to the select committee and the final identity and vision of the EWC are defined.
On training day 3, we work on the final plan for the group: the EWC Roadmap. On the basis of the identity and vision agreed, we work with the group on the focus and objectives, rules and procedures, tasks, possible working groups on specific topics, communication plan and tools etc…
At the end of the day, the European Works Council has a clear plan in place so that real progress can be made, making the EWC meaningful to all stakeholders.
Follow-up trainings can then help to implement the EWC Roadmap and to improve on communications with management, within the EWC and with the local level.
Want to define your EWC Roadmap process?
Presence is here to help!