ABOUT THE SPEAKER
Michael C. Bush - Equity visionary
Michael C. Bush is helping to build a better world by helping organizations become great places to work for all.

Why you should listen

Michael C. Bush is CEO of Great Place to Work, the global research and analytics firm that produces the annual FORTUNE 100 Best Companies to Work For list, the 100 Best Workplaces for Women list, the Best Workplaces for Diversity list and dozens of other distinguished workplace rankings around the world.
 
Since 2015, Bush has expanded Great Place to Work's global mission to build a better world by helping organizations create great places to work not just for some but for all. Under his leadership, the firm has developed a higher standard of excellence that accounts for fair and equitable treatment of employees across demographic groups, as well as executive leader effectiveness, innovation and financial sustainability.
 
His book A Great Place to Work For All outlines the compelling business and social benefits that come from these efforts.

More profile about the speaker
Michael C. Bush | Speaker | TED.com
The Way We Work

Michael C. Bush: This is what makes employees happy at work

Michael C. Bush: Hal yang membuat karyawan bahagia di tempat kerja

Filmed:
1,789,420 views

Ada 3 miliar pekerja di dunia ini, dan hanya 40% dari mereka merasa bahagia di tempat kerja. Michael C. Bush membagikan pendapatnya tentang hal yang membuat pekerja tidak bahagia -- dan cara perusahaan menghitung untung rugi lewat tingkat kepuasan karyawannya.
- Equity visionary
Michael C. Bush is helping to build a better world by helping organizations become great places to work for all. Full bio

Double-click the English transcript below to play the video.

00:00
We surveysurvei CEOsCEO, policePOLISI officerspetugas,
trucktruk driversdriver, cooksmemasak, engineersinsinyur.
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Kami melakukan survei kepada CEO, polisi,
supir truk, koki, insinyur.
00:04
If people are workingkerja,
we'vekita sudah surveyeddisurvei them.
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Ketika mereka bekerja
kami melakukan survei
00:06
And what we know,
in termsistilah of theirmereka happinesskebahagiaan:
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Berbicara tentang kebahagian,
kami melihat:
00:08
workerspekerja all want the samesama things.
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keinginan semua karyawan sama.
00:10
[The Way We Work]
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[Cara Kerja Kami]
00:15
There's threetiga billionmilyar
workingkerja people in the worlddunia.
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Ada 3 miliar orang yang bekerja
di dunia ini.
00:17
And about 40 percentpersen of them would say
they're happysenang at work.
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40% karyawan menyatakan
mereka bahagia saat bekerja.
00:20
That meanscara about 1.8 billionmilyar,
or almosthampir two billionmilyar people,
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Itu artinya sekitar 1,8 milyar
atau hampir 2 miliar orang,
00:24
are not happysenang at work.
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tidak bahagia saat bekerja.
00:25
What does that do,
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Apa pengaruh hal ini
00:27
bothkedua to those people
and the organizationsorganisasi that they work in?
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terhadap karyawan dan perusahaan
tempat mereka bekerja?
00:30
Well, let's talk about moneyuang.
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Mari kita bicara tentang uang.
00:31
OrganizationsOrganisasi that have
a lot of happysenang employeespara karyawan
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Perusahaan yang mempunyai
banyak karyawan bahagia,
00:34
have threetiga timeswaktu the revenuependapatan growthpertumbuhan,
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meraih 3 kali lipat pendapatan,
00:36
compareddibandingkan to organizationsorganisasi
where that's not truebenar.
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dibanding perusahaan yang
pekerjanya tidak bahagia.
00:38
They outperformmengungguli the stockpersediaan marketpasar
by a factorfaktor of threetiga.
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Kinerja mereka di bursa saham
3 kali lipat lebih baik.
00:41
And if you look at employeekaryawan turnoveromset,
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Jika Anda amati perputaran karyawannya,
00:43
it's halfsetengah that of organizationsorganisasi
that have a lot of unhappytidak bahagia employeespara karyawan.
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50% dari perusahaan itu
mempunyai pegawai tidak bahagia
00:48
The miraclekeajaiban thing is,
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Keuntungannya,
00:49
you don't have to spendmenghabiskan
more moneyuang to make this happenterjadi.
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Anda tidak perlu menguras uang
untuk mencapainya.
00:51
It's not about ping-pongTenis Meja tablestabel
and massagespijat and petmembelai walkingberjalan.
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Tidak perlu meja pingpong, pijat,
hewan peliharaan.
00:54
It's not about the perkstunjangan.
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Ini bukan soal fasilitas ekstra.
00:56
It's all about how
they're treateddiobati by theirmereka leaderspemimpin
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Tetapi tentang perlakuan atasan
00:58
and by the people that they work with.
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dan rekan kerja terhadap karyawan.
01:00
So I'd like to shareBagikan a fewbeberapa ideaside ide
that createmembuat happysenang employeespara karyawan.
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Saya ingin membagikan ide
yang membuat karyawan bahagia.
01:04
IdeaIde numberjumlah one:
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Ide pertama:
01:06
in organizationsorganisasi
where employeespara karyawan are happysenang,
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Tempat kerja yang dapat
membuat karyawannya bahagia,
01:08
what you find is two things are presentmenyajikan:
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memiliki dua hal yang penting,
01:10
trustkepercayaan and respectmenghormati.
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kepercayaan dan rasa hormat.
01:12
LeadersPemimpin oftensering say,
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Pemimpin sering berkata,
01:13
"We trustkepercayaan our employeespara karyawan.
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"Kami percaya karyawan kami.
01:15
We empowermemberdayakan our employeespara karyawan."
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Kami memberdayakan mereka."
01:16
And then when an employeekaryawan
needskebutuhan a laptoplaptop --
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Tapi ketika karyawan membutuhkan laptop --
01:18
and this is a truebenar examplecontoh --
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dan ini contoh nyata --
01:20
15 people have to approvemenyetujui that laptoplaptop.
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permohonan mereka
harus disetujui oleh 15 orang.
01:22
So for the employeekaryawan,
all the wordskata-kata are right,
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Karyawan telah dipercaya oleh perusahaan,
01:25
but 15 levelstingkat of approvalpersetujuan
for a $1,500 laptoplaptop?
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tetapi harus mendapat persetujuan
15 orang untuk laptop seharga 1.500 USD?
01:28
You've actuallysebenarnya spentmenghabiskan more moneyuang
than the laptoplaptop, on the approvalpersetujuan.
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Perusahaan akan membuang lebih
banyak uang untuk proses persetujuan.
01:32
And the employeekaryawan feelsterasa
maybe they're really not trusteddipercaya.
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Karyawan akan merasa
mereka tidak dipercaya,
01:35
So what can an organizationorganisasi do
to have a hightinggi leveltingkat of trustkepercayaan?
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Apa yang harus dilakukan
perusahaan untuk mendapat kepercayaan?
01:40
The first organizationorganisasi
that comesdatang to mindpikiran is FourEmpat SeasonsMusim.
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Perusahaan yang muncul
dalam benak saya adalah FourSeasons.
01:43
They have magnificentindah propertiesproperti
all around the worlddunia.
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Mereka memiliki properti
menakjubkan di dunia.
01:46
And theirmereka employeespara karyawan are told,
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Perusahaan memberi arahan,
01:47
"Do whateverterserah you think is right
when servicingpelayanan the customerpelanggan."
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"Lakukan yang terbaik menurutmu,
saat melayani pelanggan."
01:50
To handtangan that trustkepercayaan to your employeespara karyawan
to do whateverterserah they think is right
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Kepercayaan terhadap karyawan
untuk melakukan yang terbaik,
01:55
makesmembuat the employeespara karyawan feel great.
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membuat mereka merasa dihargai.
01:56
And this is why they're knowndikenal
for deliveringmengantarkan some of the bestterbaik servicelayanan
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Four Seasons dikenal sebagai
perusahaan yang memberikan
02:00
in the worlddunia.
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layanan terbaik di dunia
02:01
IdeaIde numberjumlah two: fairnesskeadilan.
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Ide kedua: keadilan.
02:03
The thing that erodesmengikis trustkepercayaan
in an organizationorganisasi
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Hal yang melunturkan
kepercayaan di perusahaan
02:07
fasterlebih cepat than anything elselain
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lebih cepat dari apapun,
02:08
is when employeespara karyawan feel
that they're beingmakhluk treateddiobati unfairlytidak adil.
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adalah saat karyawan merasa
diperlakukan tidak adil.
02:11
EmployeesKaryawan want to be treateddiobati the samesama,
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Pegawai ingin diperlakukan adil,
02:13
regardlesstidak peduli of theirmereka rankperingkat
or theirmereka tenuremasa jabatan or theirmereka ageusia
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tanpa membandingkan posisi,
umur, pengalaman,
02:16
or theirmereka experiencepengalaman or theirmereka jobpekerjaan categorykategori,
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atau tipe pekerjaan mereka,
02:18
compareddibandingkan to anyonesiapa saja elselain.
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dengan pegawai lain.
02:20
When I think about great organizationsorganisasi
who get fairnesskeadilan right,
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Saat saya berpikir tentang perusahaan
yang menerapkan keadilan,
02:23
the first organizationorganisasi
that comesdatang to mindpikiran is SalesforceSalesforce.
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perusahaan yang terlintas pertama
adalah Salesforce.
02:26
They foundditemukan that menpria and womenwanita
workingkerja in the samesama jobpekerjaan
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Ketika menemukan pria dan wanita
melakukan pekerjaan sama,
02:28
with the samesama leveltingkat of proficiencykemampuan
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dengan tingkat keahlian yang sama,
02:30
were makingmembuat differentberbeda amountsjumlah of moneyuang.
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mendapatkan penghasilan berbeda.
02:32
So immediatelysegera, they
calculateddihitung the differenceperbedaan,
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Perusahaan segera menghitung selisihnya,
02:34
and they investeddiinvestasikan threetiga millionjuta dollarsdolar
to try and balancekeseimbangan things out.
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dan menginvestasikan 3 juta USD
untuk menyetarakan penghasilan karyawan.
02:39
IdeaIde numberjumlah threetiga is listeningmendengarkan.
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Ide ketiga: mendengarkan.
02:41
So, to be a listenerpendengar who connectsmenghubungkan
with all typesjenis of people,
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Untuk menjadi pendengar yang bisa membaur
dengan berbagai karakter orang,
02:45
we have to unlearnmelupakan a fewbeberapa things.
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kita perlu mengabaikan beberapa hal.
02:47
We'veKami telah all been taughtdiajarkan about
activeaktif listeningmendengarkan and eyemata contactkontak --
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Kita pernah belajar tentang mendengarkan
dan melakukan kontak mata --
02:51
an intenseintens staremenatap
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dengan tatapan yang intens
02:53
and a compassionatebelas kasihan look.
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dan belas kasihan.
02:54
That's not listeningmendengarkan.
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Itu bukan mendengarkan.
02:56
RepeatingMengulangi what the personorang saysmengatakan --
that's not listeningmendengarkan.
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Mengulangi perkataan orang--
ini namanya bukan mendengarkan.
02:59
BeingSedang humblemerendahkan
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Bersikap tulus
03:00
and always huntingberburu and searchingmencari
for the bestterbaik ideaide possiblemungkin --
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dan selalu mencari ide terbaik--
03:03
that's what listeningmendengarkan is.
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ini namanya mendengarkan.
03:05
And employeespara karyawan can feel
whetherapakah you're doing that or not.
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Karyawan dapat melihat
tindakan yang Anda lakukan.
03:07
They want to know, when they talk to you
and shareBagikan an ideaide,
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Mereka ingin tahu, saat bicara
dan berbagi ide dengan Anda,
03:11
did you considermempertimbangkan it
when you madeterbuat a decisionkeputusan?
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apakah keputusan dibuat
atas pertimbangan?
03:13
The one thing that everybodysemua orang appreciatesMenghargai
and wants when they're speakingberbicara
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Satu hal yang dihargai dan diinginkan
ketika seseorang berbicara
03:17
is to know that what they say
matterspenting so much
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adalah menyadari pentingnya
pembicaraan mereka
03:21
you mightmungkin actuallysebenarnya changeperubahan your mindpikiran.
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yang mampu mengubah
pikiran Anda.
03:23
OtherwiseJika tidak, what's the pointtitik
of the conversationpercakapan?
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Kalau tidak, apa gunanya
pembicaraan tersebut?
03:27
We all know the things we need to changeperubahan,
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Kita tahu apa yang perlu kita ubah,
03:29
the things that we need to do differentlyberbeda.
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yang perlu dilakukan dengan cara berbeda.
03:32
The way you behavebertingkah,
the way you treatmemperlakukan otherslainnya,
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Cara Anda bersikap,
memperlakukan orang lain,
03:34
the way you respondmenanggapi, the way you supportmendukung,
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merespons, mendukung,
03:37
definesmendefinisikan the work experiencepengalaman
for everyonesemua orang around you.
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berpengaruh pada suasana kerja
orang-orang sekitar Anda.
03:40
ChangingMengubah to be a better personorang --
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Berubah menjadi orang yang lebih baik --
03:42
the worlddunia is litteredberserakan with those failureskegagalan.
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dunia ini dipenuhi oleh kegagalan tersebut
03:44
But changingberubah because
there's something you believe in,
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Tapi berubah karena ada sesuatu
yang Anda yakini,
03:47
some purposetujuan that you have,
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ada tujuan yang Anda ingin capai,
03:49
where you're willingrela to riskrisiko
almosthampir everything
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ketika Anda berani menanggung
semua risiko,
03:52
because it's so importantpenting to you --
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karena hal ini penting bagi Anda --
03:54
that's the reasonalasan to changeperubahan.
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itu alasan tepat untuk berubah.
03:55
If it's not, you should probablymungkin
find a differentberbeda placetempat to work.
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Jika tidak, Anda sebaiknya
mencari tempat baru.
Translated by Santi Deviyanti Rahayu
Reviewed by Emi Kurnia

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ABOUT THE SPEAKER
Michael C. Bush - Equity visionary
Michael C. Bush is helping to build a better world by helping organizations become great places to work for all.

Why you should listen

Michael C. Bush is CEO of Great Place to Work, the global research and analytics firm that produces the annual FORTUNE 100 Best Companies to Work For list, the 100 Best Workplaces for Women list, the Best Workplaces for Diversity list and dozens of other distinguished workplace rankings around the world.
 
Since 2015, Bush has expanded Great Place to Work's global mission to build a better world by helping organizations create great places to work not just for some but for all. Under his leadership, the firm has developed a higher standard of excellence that accounts for fair and equitable treatment of employees across demographic groups, as well as executive leader effectiveness, innovation and financial sustainability.
 
His book A Great Place to Work For All outlines the compelling business and social benefits that come from these efforts.

More profile about the speaker
Michael C. Bush | Speaker | TED.com