Presentation at Strategic HR Network Annual Congress on The Future of Work. The Future of Work is Social, Collaborative and Connected.
Examining how employee behaviours at work are being shaped by wider consumer technology trends and social media
- Harnessing the power of social technology to build collaboration, connection and enterprise networks
- Implications for leadership within the organisation
3. +
The Ever Evolving Workplace
• The world of work has continually evolved over
time, even if we just think of work life from the era
of the industrial revolution with it’s various
different stages inclusive of the era of
Globalisation and de-industralisation in many
Western countries. Moving on to the Information
Age, then Digital Age.
• Each phase brings evolutions in the way we work;
changing jobs, creating jobs, with other jobs
disappearing.
5. +
Technology:
Experience & Implications
• Technology has implications on the way we do
things, even with the simple experiences such
as buying petrol and shopping in supermarkets.
• But consider not just the changes in the
experiences, but also the changes in jobs
related to the experience
7. +
Robots & Automation: Impact
• Robots and Automation have a particular strong
impact.We are well aware of automation in
factory processes and how it has affected
manual jobs, but have we considered potential
implications for white collar jobs.
• We’ve long had driverless trains, now driverless
cars; but we also have drones to help with
property surveys; ediscovery; that helps with
discovery stage of legal processes, robots for
surgery and Japan actually has a fully
automated, robot serviced hotel.
8. +
The MultiGenerational Workplace
Members of each generation bring distinct sets
of values, attitudes, expectations & behaviours
to the workplace as a result of the influences of:
9. +
The MultiGenerational Workplace
• societal trends around raising and educating children;
• traumatic social events;
• a significant change in the economic cycle;
• the influence of significant leaders and entrepreneurs
or
• a dramatic demographic shift which influences the
distribution of resources in a society.
• There is a need to under the value that each
generation brings and get them to appreciate each
other and work together effectively
10. +
Social Media & Brand Ambassadorship
We are all now aware of Facebook,Twitter, LinkedIn, Instagram,
but there’s also so much more.
11. +
Social Media & Brand Ambassadorship
Glassdoor helps employers target, influence and
convert candidates to quality hires.
Be the First to Know When Someone Leaves a
Company
16. +
Social Media & Brand
Ambassadorship
• It’s no longer practical to try and stop
employees from using Social Media.
• The key question is how can we ensure that they
use it in a way that presents organisations in a
positive way such that they become Brand
Ambassadors for their organisations
17. +
The Way We Work
The future of leadership will see employees
being given far more freedom and
opportunity.The days of successful leaders
being overly controlling are numbered – new
ways of working mean flexibility and
empowerment will become central to
businesses large and small.
Richard Branson
19. +
The Way We Work
• If we want to attract and retain the people we
want and need, we will need to re-consider the
way we work, specifically:
• Work Life Balance
• Flexibility
• Where we Work
• Contracting Types
• Hierachies
• Our Systems and Processes or better still
frameworks
• And the Well Being of Our People
20. +
Implications for HR
The future of this function will lie in anticipating
demographic trends and modeling the impact they
will have on the workforce.
HR will need to translate these trends into new
approaches to long-standing practices such as
recruitment, training and development, and
remuneration.
It will also need to develop new initiatives that help
people sequence their careers and take time to rest
and recuperate.This is where I believe HR will really
make its mark on corporate strategy – as guardians
of the future of work.
Lynda Gratton
21. +
HR Capabilities
With a proactive mindset and focused on business
strategy, HR will take on a new wider people remit
incorporating and influencing many other aspects of the
business.
22. +
Some Key Questions
• What changes can you already identify in your
industry?
• What does your organisation stand for? Can
current and prospective employees recognise
your values?
• How can you turn your values into a compelling
part of your employer brand?
• Do you have the systems/metrics in place to
understand your workforce and to enable
optimal performance?
23. +
Some Key Questions
• How can you most effectively use and encourage
staff to use technology – seamlessly integrating
tools, systems and automation with human
interaction?
• Do your processes & protocols enable or
disenable staff?
• How can you monitor ethics and behaviour
without encroaching on personal space and
freedom
• How can you ensure that all staff effectively
contribute to the future of your organisation and
continually feel a part of it?
