Upload
others
View
0
Download
0
Embed Size (px)
Citation preview
1
Getting Back to HumanMaintaining our human connection in the midst of the digital era
May 16, 2017
2
More than 83,000,000 babies will be born this year.They will be born into a data economy.
3
Nearly 4 exabytes (4x1018)
of new information will be created worldwide this year.
Just 1 exabyte is equivalent to DID YOU KNOW?
25 billion DVDs
4
5,000 years.That’s more information than was created in the previous
DID YOU KNOW?
5
It’s estimated that one week’s worth of The New York Times …
Monday Tuesday Wednesday Thursday Friday Saturday Sunday
DID YOU KNOW?
6
… contains more information than the average 18th-century person could expect to encounter in a lifetime.
7
doublingThe amount of new technical information is
every two years. Which means …
DID YOU KNOW?
8
of what college students learn in their freshman year will be outdated by their third year of study.
50%
DID YOU KNOW?
9
It’s estimated that by 2049, the computational capabilities of the entire human species …… may be exceeded by a $1,000 computer.
DID YOU KNOW?
10
DID YOU KNOW?
The U.S. Department of Labor estimates that today’s learner will have 10 to 14 jobs …
by age 38. 1413121110090807060504030201
11
DID YOU KNOW?
One out of four workers has been with the same company less than one year ...… and one out of two has been with the
same company less than five years.
12
“Write me” “Call me” “Email me” “Text me”
DID YOU KNOW?
MillennialBoomer Gen XTraditionalist
For the first time in history, we have four generations leveraging multiple technologies simultaneously:
13
… but it also createsefficiencyproductivityspeedconnectivitypredictabilitydecision supportimproved collaboration
Technology enables …anxietyoverworkisolationdistractions
DID YOU KNOW?
14
On one hand, Social media interaction is the new norm,
especially for American teens ages 13 to 17.71%
52%
41%
33% 33%
24%
14% 11%
Facebook Instagram Snapchat Twitter Google+ Vine Tumblr Other
Source: pewinternet.org/2015/04/09/teens-social-media-technology-2015/
DID YOU KNOW?
15
53% of participants in a recent study said that social media sites had changed their behavior ...
On the other,
DID YOU KNOW?
Source: Anxiety UK
… and 51% of those said the change had been negative.
16
On one hand, On the other,9 in 10 people sleep within arm’s
reach of their mobile phones.
Source: Kensington Stress and Technology in the Workplace Survey
the primary sources of workplace stress include things like email information overload and a
constant need to “remain connected.”
87
DID YOU KNOW?
17
1 out of 6 couples married in the US last year met online.
On one hand,On the other,Social media is now a
factor in 1 in 7 divorces.
DID YOU KNOW?
Source: dailymail.co.uk/news/article-3061616/Facebook-Twitter-factor-one-seven-divorces.html#ixzz45w55eb23 /
18
DID YOU KNOW?
3000 Photos 47k Apps 100k Tweets
In 2013, every minute on the internet had
19
The rate of technology adoption is increasing…
DID YOU KNOW?
3000Photos 47kapps 100ktweets
Constant connectivity Productivity demands Change capacity
Lost work
Decreased human contactPrivacy infringement
… yet could have far-reaching consequences.
2016: 1 min on the internet
38k Photos 194k Apps 350k Tweets
20
How do we retain our human connection in the
midst of all these changes?
403 trillionGigabytes of data per year will be created
by Internet of Things devices by 2018
2billionGlobal jobs could be
impacted as a result of technology and automation
72%of Americans have used the Gig economy
for services
31 millionNumber of contingent workers in US economy
by 2020 (1 in 5 workers)
64%of millennials say they want their job to make
the world a better place
Rate of change and business disruption1
Source: Richard Foster, Yale University
of 2006’s Fortune 500 companies no longer exist.
50%
22
“When it comes to the future of work, a late adopter is the same as out of business.” – Jacob Morgan
2
23
Convergence and the Sharing Economy
The sharing economy has unlocked tremendous value in our economy and has disrupted a variety of industries.
Some projections put the sharing economy’s revenues at $335 billion globally by 2025
Source: Sophy Moffat, Industry Disrupted: The Sharing Economy
These industries have had to rethink the way they operate, resulting in a net benefit to the industry as well as the consumer.
Taxis Hotels Consumer Products Automotive
24
A career made up of somewhat
disparate projects or roles
The changing nature of jobs3
of children entering school today will end up in jobs that do not
yet exist
Portfolio Careers
Creative problem-solving, people
management, and social intelligence will increase in value as AI matures
65%Most will have That require
“Soft Skills”
Source: World Economic Forum, The Future of Jobs Report
25
4 The new connected consumer
Consumers and employees have higher expectations than ever
70% of consumers agree technology has made it easier than ever to take their business elsewhere2
2/3 of consumers say they’re likely to switch brands if they’re treated like a number instead of an individual2
56% of employees would stay with a company that emphasized their needs3
91% of Millennials say that a company’s social impact is a factor when considering which companies to work for1
f
1 Rob Asghar, Millennial’s Work Ethic is in the Eye of the Beholder2Salesforce, State of the Connected Consumer Report3Time, Top Reasons Why Americans Stay at Their Jobs
It used to be that employers selected employees, but today, employees select employers
26
Companies in many industries are transitioning through technology – yet keeping a focus on people
Ford transitioned from an automotive to a technology company, declaring its employees are no long building cars, they are improving customers’ lives 1
Southwest Airlines uses data analytics to increase customer satisfaction and to improve the customer and employee experience – to have fun! 2
Alltech invests in agricultural technology start-ups with employees that understand how to innovate and apply technology to solve problems around production, distribution, food waste, nutrition, etc. 3
Hospitals use artificial intelligence and new software to diagnose diseases, giving doctors have more time to focus on patient relationship while technicians are still needed for more complex diagnoses 4
Sources:1. CA Technologies, Automotive Companies are Embracing Digital Transformation, 20162. SITA, Passenger IT Trends Survey, 2016
3. SAP, Value Creation in the Digital Agribusiness Network, 20164. MDConnect, The Consumer-Driven, Digital Disruption in Healthcare, 2015
So what’s next?
These trends are changing nearly everythingabout employment today:
Business models How we work together
How we define and design our workspaces
Organizational design and structure
Role and job design
Where and how work is done
The way we manage people
27
FWN is a component of a larger transformation ecosystem that sits at the intersection of the new talent and new HR function
Future Work Now
New Organization
Design
Thinking
New learning and change programs
New alignment of rewards programs, performance goals and career paths
New Workforce & Leadership/Talent
New Work Environment
CEO
HR IT
FinanceReal
Estate
New HR / Experience Function
Transformation Drivers
Transactions / Carve-Outs
Operational Model Redesign
Robotic Process Automation
Customer Experience
Cost Transformation
Culture Transformation
Leadership / Talent
FWN moves quickly to designing your employee experience based on a variety of inputs, using the Readiness Index and Workshop results as frame of reference
Surveys – Uncover known needs from employees
Assessments –Discover unspoken and unconscious needs for individual and team interactions
Analytics –Understand communication and collaboration networks
Research –Apply research-based principles to identify personas
Inputs Employee Experience Map
Future Work Now
The Future of Work Readiness Index is used to calibrate existing activities and start the engagement
Future Work Now
Get clarity on your strengths and design options to accelerate your readiness for the future of work
03
Understand your current state and desired future state across a framework of critical future work employee experiences
Begin with your leaders’ views on the forces driving change at your organization
►A digital dashboard is delivered, including (a) the context for your future of work transformation, (b) your benchmarked Future of Work Readiness Index score and (c) your prioritized design options.
►The digital dashboard can also serve as a living dashboard for progress, as you drive your design solution (e.g., ongoing employee and customer engagement and ROI metrics).
02
Begin with your leaders’ views on the forces driving change at your organization
01
We define employee experience simply as seeing the world through the eyes of our employees, staying connected, and being aware of their major milestones. In the last year we have appointed a Head of Employee Experience and we are developing a strategy to create an employee experience which takes into account the physical environment our employees work in, the tools and technologies that enable their productivity, and learning to achieve their best at work.All of this is part of continuously evolving our HR capabilities.”
Focus On Creating A Compelling Employee Experience
- Susan PetersSenior Vice President, Human Resources at General Electric
31
A renewed focus on seven core areas can positively impact the employee experience:
Mind ClarityManaging stress and technology overload
Physical EnvironmentDesigning physical space to reinforce collaboration and accommodate employees
PurposeBecoming purpose-driven toinspire employees to innovate
LeadershipIdentifying and training the next generation of leaders for the digital age
Teaming AbilityDriving for innovation through more effective collaboration, teaming and diversity
Performance & RewardsRecognizing the need for flexible systems and structures
Technology ExperienceFacilitating collaboration and interaction across boundaries and borders
32
In a survey of 200,000 job-seekers, the top four job preferences all revolved around culture:
1. Being appreciated for your work
2. Having good relationships with colleagues
3. Having a good work-life balance
4. Having a good relationship with the boss
An attractive, fixed salary came in eighth.Source: TED Talk (October 2014), Rainer Strack: The workforce crisis of 2030 — and how to solve it
33
Purpose
34
LeadershipEmbracing Disruption
Mind Clarity
Resilience
Super Connector
Culturally Connected Intellectual
Innovation
Balancing Technology & Human
Virtual Leadership
360° thinking
Inspiration
Empathy
Leading With Purpose
35
74% of millennials prefer to collaborate in
small groups1
Teaming
Relationship accelerators
Measurement and feedback
Team models Role identification
What are the rules of the game and how do we enforce them?
How do I establish my value?
Who am I on this team?
How are we pushing ourselves to be better?
38%of millennials feel that outdated collaboration processes hinder their company's innovation2
1Forbes 10 Ways Millennial’s Are Creating the Future of Work 2Forbes, Why Millennials Don’t Want to Work For You
Mind ClarityA Mindfulness program:
60%of Americans report
experiencing emotional symptoms
of stress2 clarity and focus mental agility
foresight to make better decisions
present compassionate connected
of companies have mindfulness
training programs already in place3
plan to add a mindfulness
training component in 20173
22%
21%
3National Business Group on Health1Harvard College2American Psychological Association, Stress in America
1) Enables people to cultivate a mental state of
2) Equips people with an improved ability to be
with other people.
$190bnAdditional healthcare
costs created annually as a result of workplace stress1
37
Performance Management
1.8xMore likely to be in top third of
financial performers
1% to 20%Increase in customer retention,
revenue and engagement
14xMore likely to have high-
leadership strength
Source: Bob Rogers, “Performance Rankings are Immoral,” DDI website, 13 November 2015.
The new performance management systems:
Removal of performance ratings
Increased feedback
Coaches vs managers
The art of the check-in
Continuous/immediate feedback
360-degree feedback
► Pay for sleep – Aetna provides compensation to employees who are able to highlight that they regularly receive enough sleep1
► REI encourages its employees to get outside by offering two paid days off a year (called “Yay Days”) to enjoy their
favorite outside activity3
Time offHealth
VolunteerInnovation
New Types of Rewards
01 02
03 04
Rewards
► Salesforce employees receive six days of paid volunteer time
► Researchers at 3M can spend 15% of their time exploring new ideas in whatever way they like, while playing ping pong, going for a walk or lying on a couch2
off a year, as well as $1,000 a year to donate to a charity of their choice3
1CNBC, Why Aetna’s CEO Pays Workers to Sleep2Harvard Business Review, Best Practices for Leading Via Innovation
3Entrepreneur, 10 Examples of Companies With Fantastic Cultures
Technology Experience
2 Design to improve the employee experience
3 Expect employee behavior to lag adoption
1 Observe employees like you do your customers
60% of people would choose a device
other than a laptop for both work and personal use1
70% of employees feel IT decision
makers do not take their opinions into consideration when selecting
business technology1
1Cisco, Connected Technology Reports
Air quality
Nourishment
Light
Fitness
Program ElementsWhat determines the state of your
health?
40%
15%
15%
30%
You control 70% of your well-being
Physical and social
Genetics
Medical
Lifestyle and behavior
Physical Environment
“Workspaces remind staff that they are choosing not just an employer, but a way of life”
Reducing footprint
Flexible working
Purpose-built spaces
Collision spaces
Biophilia
41
Any one of these levers provides value – however the integration of all can redefine the employee value proposition
Harnessing technology to create persona-based experiences to influence engagement, adoption and productivity
Collective Purpose
Mind clarity
Global digital leadership
Teaming ability
Physical environment
Technology experience
Performance and rewards
Creating synergy between people’s work experience and physical environment
Identifying and developing new competencies necessary to effectively lead in the digital age
Understanding role and team fit in an effort to customize techniques by employee type and maximize overall performance
Helping employees bring their best self to work by increasing individual mindfulness and removing internal stressors in response to external stimuli
Identifying an aspirational reason for being, serving as the backbone of the FWN experience
Setting the ideal motivations and rewards to create an inspired individual, team and organization
42
These levers complement the traditional elements of the corporate operating model.
BusinessModel
Operating model
Operating environment
Strategy
Structure
Process
Technology
Governance
PurposeCollectivepurpose
Leadership/Talent
Global digital leadership
TeamabilityTeaming ability
Mind ClarityMind clarity
Performance& Rewards
Performance and rewards
Employee Experience
Tech experience
Real EstatePhysical environment
Running the company
Creating the experience
Being the best run company is not the same as being the best company to work for.
43
With such a heavy emphasis on technology, research into high performing companies suggests “getting back to human” can be a competitive edge
Future Work Now
Sources:1. The Energy Project, What Is Your Quality of Life at Work, 20132. Edelman, The goodpurpose study, 2013
3. Raj Sisodia, Firms of Endearment, 20074. Havas, Meaningful Brands Index, 2013
Get (and keep) the best employees Attract, retain and engage customers Increase returns for shareholders
Of clients believe a purpose-driven company will
deliver the highest quality products/services
89 %
Of global consumers would recommend a
company with a purpose, a 39% increase from 20082
72 %
Purpose-led companies outperformed the S&P 500 by
10 times between 1996 and 20113
$10x
‘Meaningful brands’ connected to human well-being outperformed the
stock market by 120% in 20134
$120%
1.4 times more engaged and 1.7 times more satisfied1
1.4x
3 times more likely to stay1
3 x
44
“We can’t solve our problems with the same thinking we used when
we created them.”
Albert Einstein