HAIGO – FUTURE OF WORK
FUTURE OF WORK Assessments and ideas to guide managers and HR through the
digital transformation.
Pour lire cette publication en français, c’est par ici.
HAIGO – FUTURE OF WORK
Who are we?
haigo is a consulting firm known for it’s innovation. We help
large groups such as AXA, Thales and the Société Générale to
innovate and grow quickly thanks to our method - based on the
identification of new users’ needs.
With the analysis of emerging signals such as the ones exposed
in this white paper, we accelerate the digital transformation of
our clients.
Inspired by Design Thinking, our multidisciplinary approach is
applied to our projects developed with our clients and their
partners.
Currently, we train several hundreds of students from HEC,
the Sorbonne University and the Ecole 42 with our approach.
Contact us : [email protected]
HAIGO – FUTURE OF WORK
SOMMAIREp.4
p.20
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: 10 key assessments : 3 work trails : 3 consulting programs
HAIGO – FUTURE OF WORK
Why this publication?
Digital technologies have changed our
relationship with the world. They’ve diminished
monopolies, made exchanges flow better, go
against established norms and influence our
relationship with our work.
The conference Next: Economy, organized in
November in San Francisco by Tim O’Reilly aimed
at questioning the impact of technologies within
our society.
We have summed up the trends tackled
during the conference and offer you the
insight to foresee these disruptions
yourselves.
HAIGO – FUTURE OF WORK
The speakers and the audience of the conference:On stage, over fifty participants of the evolution of work were
present. Among others:
• Tim O’Reilly, founder of O’Reilly Media
• Reid Hoffman, founder of Linkedin
• Sébastien Thrun, founder & CEO of Udacity
• Leah Busque, founder & CEO of TaskRabbit
• Stéphane Kasriel, CEO of UpWork
• Chad Dickerson, CEO of Etsy
• Mark Hatch, founder of Techshop
• Limor Fried, founder of Adafruit
• Satya Nadella, CEO of Microsoft
• Jeff Immelt, CEO of General Electric
400 people attended the event, mainly from the USA.
HAIGO – FUTURE OF WORK
How to read this report?
The different ideas which were explored have been classified into themes.
Involving partners
Corporate culture, redefining its
perimeters when new types of partners
with different temporal and spatial
relations are being integrated.
Developing potentials
Jobs are changing, involving new skills,
training is therefore a continuous
process and a selling point when
recruiting.
Understanding the right
profiles
New opportunities appear, new skills
(ready to be used) available to
companies.
RECRUITMENT TRAINING ENGAGEMENT
HAIGO – FUTURE OF WORK
10 KEY-ASSESSMENTSpresented during the conference to recruit,
train and engage tomorrow’s partners
HAIGO – FUTURE OF WORK
The presented assessments are going to be completed afterwards with examples allowing managers to ask themselves the right questions:
• What are tomorrow’s talents expecting?
• Who are the operators who can help us set up a new deal?
• How can I open up my company to innovation?
FOREWORD
HAIGO – FUTURE OF WORK
1. From job to task, the scale of work is changing.
2. Upon request, workforce is immediately accessible.
3. Flexibility or instability? What is the best for partners?
4. The polarization of unskilled and highly-skilled workers.
5. The freelance worker is surrounded and works with a multidisciplinary team.
6. Decentralization, the company is now an ecosystem.
7. Data and algorithms, moving towards the ultra-quantification of labour.
8. Education is not a stash but a flow.
9. Completed projects are even more important than diplomas.
10. Increased working: technology is everywhere.
Training & retention
Recruitment Corporate culture The 10 key-assessments of the conference:
HAIGO – FUTURE OF WORK
1_ From job to task, the scale of work is changing
Technology allows for the flexibility of employment and the
figure of the worker is no longer the “full-time employee”: the
scale of work is changing and individuals can have several
employers for whom they work on specific projects.
New technologies (and especially new on-line platforms) allow
people to be hired directly and on a specific task. New
operators can connect more and more targeted talent for a
travel, a home-service or a market-study.
Among those companies, we can find of course Uber, but also
TaskRabbit which allows small jobs to be done by people living
close to you (Jobbing) as well as HourlyNerd which connects
the best business profiles for market-studies.
Recruitment Corporate cultureOn Upwork, you can buy services charged per minute. In this example, the inclusion of an on-line
signature costs 4 minutes, that is a few dollars.
HAIGO – FUTURE OF WORK
2_ Upon request, workforce is immediately accessible
These services and tasks can now be done in real time and are
mobile. The selection cycle is thus shortened because those
platforms are working with reputation systems: the individual
offering his/her services is responsible for his/her on-line
identity (with recommendations for instance).
The American platform Upwork is a very good example: more
than 10 million freelancers are registered and evaluated
through their completed projects. It is based on three
parameters: the interest of the project, the capacity of an
individual to do it and his/her availability.
The economic model of the platform is the commission; the
interest is paired with the one of the people that the platform
helps to find a job. Being completely on-line, it limits tensions
and abolishes geographic boundaries while at the same time
offering a way to integrate new talents using specialized tools.
RecruitmentThe immediacy of a request is shown here with an app that allows an Uber
driver to answer a request immediately.
HAIGO – FUTURE OF WORK
3_ Flexibility or instability? What is the best for the partner?
For independent workers (53 million in the USA according to a
study by Upwork), now is not the time for just freelancing but
rather for several activities. It is not that uncommon to have a
“main work” and complete it with side jobs on-demand.
The protection of the independent worker has been largely
talked about during the conference:
• The certification of “on-demand” companies with the label
“Good Work Code”, composed of 8 independent standards
guaranteeing the worker’s stability as well as his/her
referencing.
• Portable Benefits. It is a simple idea: establishing
proportional rights from each employer and getting rid of
the concept of the single company. This theme is currently
debated in politics.
• Minimum wage of $15 per hour.
Training & retentionThe $15/hour movement is increasing in the USA and is being debated in
the context of the presidential election.
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4_ The polarization of unskilled and highly-skilled workers
The increasing flexibility of the work force is driving apart two
types of population from the “traditional” vision (that is what
we know from the 1950s):
• A group of people who reject this model by choice and who
can afford to be independent. The stake of the HR is to hire
these talents but also to win their loyalty. It is necessary to
develop more individualized services that require a specific
skill set.
• A group of people having difficulties entering the
“traditional” job market,who are hired on-demand. It is
necessary to have a replaceable standard procedure.
This vision is simplified, but what was depicted during the
conference shows life choices as well as a grave risk of
casualization that everyone needs to be aware of.
Recruitment Corporate culture“Freelance by choice”, he works as a data scientist for several clients at the
same time.
HAIGO – FUTURE OF WORK
5_ The freelancer is surrounded and works with a multidisciplinary team
Far from being lonely and isolated people, independent
workers are organized, working together and defending
themselves.
In the work context, they can apply as a group for projects on
platforms such as Upwork (which keeps a record of their
collaboration) and are united in networks. On the creative
platform Etsy for example, the most active dealers are now
teaming up.
This team-working is also physical, for instance in co-working
spaces. When complimentary profiles are mixed, expertise and
multidisciplinary projects often result.
In politics, new unions are appearing and defending the
interests of those operators. In the USA as in Europe,
exchanges are growing.
Training & retention Corporate cultureCo-working space in San Francisco besides renting offices spaces per day, is putting
freelancers in touch on projects, offering training, managing health-insurance…
HAIGO – FUTURE OF WORK
6_ Decentralized, the company is now an ecosystem
The companies’ needs are evolving, the yearnings of the
required talents too. Companies are less and less monolithic
structures but they have to learn how to seek talents from
where they lie and make them loyal.
With ultra-specialized freelancers and the outsourcing of
certain jobs, organizations are becoming ecosystems of
concentric circles and are gathering more projects as global
companies. Their activity is now gathering several circles
depending on the projects and the partners involved.
Naturally new elements are at stake around corporate culture,
knowledge management, confidentiality and other issues.
Recruitment Training & retention Corporate cultureExtracts from accounts on the website Upwork connecting
freelancers and companies.
HAIGO – FUTURE OF WORK
7_ Data and algorithms, towards the ultra-quantification of labor
The companies’ needs are more and more assessed, analyzed
and maximized, sometimes automatically. The employee (or the
on-demand worker) is used on very precise time slots
sometimes defined by maximized algorithms (yield
management). Tools such as StaffJoy synchronize the needs for
companies and the flexibility of workers.
On these platforms, it is the same for the beginning and end of
contracts. A driver has bad reviews? He will not be warned by a
manager, instead he will be “deactivated” (as Sébastien Thrun
recalled on stage).
This over-maximization is criticized as a source of casualization
and instability for workers: more than 40% of such workers do
not know their schedule more than a week in advance.
Recruitment Training & retention Corporate cultureMap of the density of trips made by Uber drivers showing the catchment
areas to the minute.
HAIGO – FUTURE OF WORK
8_ Education is not a stash but a flow
In-service training is a key-element in companies constantly
and rapidly changing and totally impacted with digital
technology.
The model “Studies-Work” seems to be ending for an
increasing part of jobs: individuals have to develop a training
culture throughout their lives and be aware that their job could
change instantly. They become their own training operators
and can be more involved with HR in their company.
Defended by entrepreneurs such as Sébastien Thrun; the
founder of Udacity (a platform of on-line courses dedicated to
IT), the concept of nanodegree (a one year training programme
in an operational technological field) can be an answer to the
automatization of certain tasks and aspects of one’s job.
The system of badges developed by LinkedIn was a precursor
of this trend.
Recruitment Training & retention Corporate culture
HAIGO – FUTURE OF WORK
9_ Completed projects are becoming more important than diplomas
Recruiting is no longer based solely on higher education but
rather on the skills acquired in constantly evolving companies.
As Reid Hoffman, the co-founder of LinkedIn, explained, the
new signs of education have to be taken into account. For
example, boot-camps, accelerated training for people
interested in an operational update in a technological field.
Besides, new jobs are appearing when old ones are being
redefined with the automatization of certain tasks. LinkedIn is
offering an essential monitoring device to match skills and new
processes, and is associated with the foundation Markle but
also EdX (an on-line course platform) and Arizona State
University (famous for teaching innovation) to guide career
changes using the program Rework America Connected.
Recruitment Training & retention Corporate cultureSidlee has created an intensive training program: the boot camp.
It is also a relevant tool for recruiting.
HAIGO – FUTURE OF WORK
10_ Increase work(er): technology is everywhere
As recalled by the McKinsey Global Institute, automatization
does not jeopardize jobs per se but a part of their tasks. It is
more about the increasing digitalization of these jobs rather
than just simplly automating.
Presented both as a partner (the ideal personal assistant for
instance) and as a set of tools, artificial intelligence makes work
efficient and gives more time for tasks with added value. It also
creates new jobs (like artificial intelligence trainer) on a smaller
scale.
Technology also includes physical tools such as the Daqri
helmet, one of the sponsors of the conference. It allows users
to add information with an augmented reality - answering to
increasing numbers of technical tasks.
Training & retention Corporate cultureInterface presenting the augmented vision of a viewer thanks
to the Daqri helmet.
HAIGO – FUTURE OF WORK
3 WORK TRAILSAllowing for a smooth transition between digital
and HR.
HAIGO – FUTURE OF WORK
RECRUITMENTand retention of the best.
1
HAIGO – FUTURE OF WORK
CONTEXT
As the scale of work is changing and one can move from
position to a task bought on-line, companies can seek a precise
partnership instead of just a partner.
These expertise can be found on platforms that are
increasingly specific though less formal routes are accessible
to partners.
It is also possible to proceed gradually in the context of
recruitment and to look for the best talents by starting work
with them on short projects. In France, one can think about
Studyka which offers students concrete cases while evaluating
their capacity to manage projects and work as a team.
1
HAIGO – FUTURE OF WORK
Recruitment & retention Concepts
The new “signals”
New forms of training are offered to applicants. Besides
MOOCs, boot camps (very operational intensive trainings) and
qualified training programmes are developed by companies
(such as Udacity and Google).
Working on platforms
Independent workers are not looking for full time and
permanent positions but can be hired on specialized platforms
such as Upwork. Multidisciplinary teams can be hired and
managed by such platforms.
Udacity offers qualified training and nanodegrees adapted to new digital jobs.
HAIGO – FUTURE OF WORK
Recruitment & retention The operators setting up a new deal:
Some operators are taking part in this change:
HourlyNerd
Directly connected to graduates from forty of the best
business schools worldwide, this platform meets the issues of
market analysis at a global scale.
Managed by Q
Cette entreprise externalise entièrement la gestion des
bureaux, qui se pilote désormais d’une application.
HAIGO – FUTURE OF WORK
Taking up challenges
1
SHORT-TERM CHALLENGES
What are the new needs in terms of skills linked to the
development of new jobs?
• What are the recruitment standards for constantly evolving
positions, existing sometimes without prior education
training?
• How to make “juniors” and “seniors” evolve together? (see
reverse monitoring)
TOMORROW’S CHALLENGES?
How to train flexible partners in the new ways of working
loyal?
• How to be competitive regarding networks campaigning for
HR accountability (ex: Glassdoor)?
• How to proceed to a “gradual recruitment” (and suggest a
shift from outsourcing to part-time recruitment)?
•
HAIGO – FUTURE OF WORK
“60% of CEOs say they can't find the talent they need. It's becoming a real issue for growth.”
Gary SWARTEntrepreneur, Venture Capitalist,
General Partner of Polaris Partners, ex-CEO of oDesk
HAIGO – FUTURE OF WORK
TRAININGHow to change today’s companies
into tomorrow’s schools?
2
HAIGO – FUTURE OF WORK
CONTEXT
In the world of disruption, it might be tempting to introduce
projects relating to digital technology so that companies can
show they can adapt to the market. Short-term technological
projects override soft skills, but the digital revolution is also
about habits and uses.
For companies, it is important to understand the changes of
their business sector, while handing partners the key-methods
to grasp this change easily.
For partners, it is important to go back and forth between their
company and their training. They need to have the capacity to
spot the signals of change and to be guided and improved.
2
HAIGO – FUTURE OF WORK
In-house training Concepts
Lifelong Learning: Debates over the 21st century’s school are
questioning the place of school as a simple step in the learning
process of each citizen. Companies are taking over for
partners.
“Nano-degree”: used by Sébastien Thrun to define courses
offered on his platform, nanodegrees are an example of the
necessary connection between the business world and the
training world. It is certified and developed by professionals
guaranteeing students employability.
Companies are the new schools: according to a study by
PwC, the main reason to enter a company is training, learning
and experince.
HAIGO – FUTURE OF WORK
In-house training Operators setting up a new deal:
Some operators are taking part in this change:
LinkedIn and the acquisition of Lynda
The American heavyweight company with more than 350
million resumes has the capacity of selecting the necessary
trainings to make a career evolve. A great tool for HR… or
which can be used by partners directly?
Stanford and its concept of Open Loop
Still under consideration, the great university of Stanford is
thinking about an open model connecting training to the
business world. Each student has 6 years to complete a degree.
Udacity for technical profiles
Created by potential employers and teachers, its training is
highly professional and is used as a way to pre-recruit.
Diagram showing the future degrees at Stanford University. The school becomes a place to develop long-term skills.
HAIGO – FUTURE OF WORK
TAKING UP CHALLENGES
SHORT-TERM CHALLENGES
• Do you have the metrics to evaluate your training
suitability?
• Do you offer training that your employees are looking or
asking for?
• How to develop part of your training with your partners
(peer-to-peer learning)?
TOMORROW’S CHALLENGES?
• How to create training programs inside your company
and use them as competitive benefits to attract talent?
• The types of relationship to create between schools and
alternative training organizations?
• How to encourage training for employees within the
company?
2
HAIGO – FUTURE OF WORK
“Actual company values are the behaviors and skills that are valued in fellow employees”
Reed HastingsCEO of Netflix
HAIGO – FUTURE OF WORK
CORPORATE CULTUREWhat type of companies’ project to associate
partners with?
3
HAIGO – FUTURE OF WORK
CONTEXT
The different points which were discussed during this
conference show that corporate culture might be a key-issue
of these transformations.
From long-term compliance to companies, partners can start
short-term projects with them as well as with a new set of
partners:
• How to handle the collaboration between long-term and
short-term employees?
• How to keep a record of exchanges to use as wealth on
which companies can capitalize?
• Types of tools required to have access to the knowledge
of companies?
• How to keep track of tools they are using and the
information that is being developed?
• What the relationship between confidentiality and
private life?
3
HAIGO – FUTURE OF WORK
Corporate culture Predicting the employees’ expectations
There are multiple expectations at stake:
Decentralization
Companies are no longer a sole place of time, action and space.
The work sphere is more precisely defined in the presented
projects. Subsequently, how to make the smoothest
collaboration between the different parts of a project?
Reception
From the welcoming of one or several “temporary” partners,
the process of acculturation has to to be simple and
understandable. HR have a key-part to play in this sphere and
are guaranteeing the companies’ values.
Flexibility of tools
Performing tools are being developed to meet the stakes of
tomorrow’s jobs. The best way to avoid being overstepped is
not to dwell on the past and trust these opportunities.
Welcome pack given to new employees at Ogilvy. Corporate culture for freelancers is still an issue.
HAIGO – FUTURE OF WORK
Corporate culture The operators setting up a new deal:
Some operators showing this search for simplification:
Communication – Slack
Acclaimed by startups, this tool for communication which aims
at replacing emails by more opened thematic conversations
has a direct impact on the knowledge of companies. It raises
issues regarding Knowledge Management.
Organization – Upwork
A platform that connects freelancers and offers a management
system for the people hired through the platform. One can
therefore communicate simply inside the organization and
keep a hand on the exchanges within the context of temporary
missions (short or long-term).
Slack allows in a simple manner the centralization of all the exchanges inside a company on the same space.
HAIGO – FUTURE OF WORK
TAKING UP CHALLENGES
SHORT-TERM CHALLENGES
• What type of documents would you hand to someone
coming for a one-month mission so that he/she can
understand your corporate culture?
• How to arrange time to meet physically in order to
create new opportunities?
• How to source the tools used by your partners and be
sure of their involvement?
TOMORROW’S CHALLENGES?
• How to use your corporate culture to attract/retain the
best talents?
• How to transform each employee into a potential
recruitment consultant?
• What sort of coaching for ambassador employees?
3
To make your corporate culture evolve
HAIGO – FUTURE OF WORK
“Silicon Valley doesn't get that people and culture are even more important in big companies than small ones.”
Jeff ImmeltCEO of General Electric
HAIGO – FUTURE OF WORK
ARE YOU READY?3 counseling programs to avoid missing the HR’s
digital change
HAIGO – FUTURE OF WORK
Observing & identifying weak
signals
3 COUNSELING PROGRAMS OF CHANGES
Creating opportunities &
prototypes
Co-designing & leading
changes
Oeuil
HAIGO – FUTURE OF WORK HAIGO – FUTURE OF WORK
OBSERVING & IDENTIFYING WEAK SIGNALS An achievable benchmark
What ?
We are relying on an international network of experts
established directly in more than 10 countries allowing us to
issue 3 types of analysis:
1. Identifying rising uses
2. Actionable publications suited for your actual needs
3. Connecting with startups and innovating operators
Clients
AXA, HEC, Centre de Recherche Interdisciplinaire…
HAIGO – FUTURE OF WORK HAIGO – FUTURE OF WORK
CREATING OPPORTUNITIES & PROTOTYPES 2-day immersive workshops
What ?
A 2-day full-time workshop to identify the HR issues of
your company, your opportunities, your strengths and
your weaknesses.
Goals:
1. Identifying the opportunities of change
2. Creating prototypes for the first solutions
3. Defining the roadmap to aim at the goals
Clients
Société Générale, Thales, Orange
HAIGO – FUTURE OF WORK HAIGO – FUTURE OF WORK
CO-DESIGNING & LEADING CHANGES Personalized shaping
What ?
Our method is inspired by Design Thinking and relies on
10 years of expertise in extremely varied activity sectors.
Together we can define a dedicated team made of
employees and multidisciplinary innovative experts
(designer, developer, strategist, anthropologist, growth-
hacker…).
The team is working on short sprints allowing them to
create very fast testable prototypes and prepare these in
a couple of weeks.
Clients
Société Générale, AXA, Thales…
HAIGO – FUTURE OF WORK
THE WRITERSof the report
HAIGO – FUTURE OF WORK
Patrick MARUEJOULS
THE WRITERS OF THE REPORT
Strategy, Design & Training
Founder of haigo, specialist of design innovation and of the
influence of training on organizations. Speaker at HEC Paris,
Sorbonne University, l’Ecole 42…
Contact : [email protected]
Twitter : @maruejouls
Margaux PELENStrategy & Education
Specialist of edtechs and researcher on the impact of
technology on education (10 countries). Speaker at HEC
Paris and at the CRI.
Contact : [email protected]
Twitter : @mapelen
HAIGO – FUTURE OF WORK
Patrick MARUEJOULS
+33 (0) 675 488 013
We make good things happen !