IT service provider Wortell underwent a major transformation last year. In order to become more flexible, the company changed its organisational structure and created self-organising teams. The top-down era was over: no more managers, but self-determination. In the new structure, the employee is central, as is the emphasis on personal responsibility.
This new vision on working had to be reflected in the entire HR policy. So also in remuneration. The company asks employees to take responsibility themselves. No more managers determining the goals; teams and employees are now at the helm themselves. The result: greater intrinsic motivation. This means that, as an employer, you also have to provide the space for this,” says Marlon Ranson-van den Berg, who is responsible for HR policy at Wortell. Not only in the work itself, but also in the terms of employment’.
New vision on Reward
In order to facilitate this personal responsibility in remuneration, Wortell wanted to offer more freedom of choice in employment conditions. Ranson-van den Berg: “If you want more holidays, a more expensive laptop or the latest iPhone, then that should be possible. This required an adjustment of the current remuneration policy.
Before the transformation, Wortell already offered employees a certain degree of flexibility in their working conditions. Employees could buy and sell holidays and build up a voluntary pension. But this was not enough for the new way of looking at remuneration. For example, employees could only buy holidays in January. But many people do not know at that time what their plans are for the rest of the year.
‘The previous system was outdated’
To calculate all individual choices of employees, HR worked with its own system in Excel. It worked fine for making these calculations. But administratively it was clumsy and it was not suitable for realising greater freedom of choice. Moreover, the system was rather old-fashioned, says Ranson-van den Berg. We are an innovative club and we offer customers innovative solutions, but internally we were still working with Excel sheets. We want to offer our employees the same quality that we offer our customers. That is a piece of good employment practice.