Future of Work. NWoW Event @ Namur
32
THE new WORLD OF WORK
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Transcript of Future of Work. NWoW Event @ Namur
THE new WORLD OF WORK
WIN - WINSustainable
VALUE CREATIONINNOVATIONCONTINUITY
PRODUCTIVITYRESULTS
COMPETITIVENESS
MEANINGSELF DEVELOPMENTRECOGNITIONPASSION IN JOBWORKLIFE BALANCE
Labor marketGlobal Economy
Individualisation
NewCONTEXT
EMPL
OYER
EMPL
OYEE
RELATIONfocus on
FLEXIBILITYmOre
WORKPLACE87
CONTRACTING85REMUNERATION86
CONTENT|CAREER84TRAINING28
WORKINGTIME22
Engagement, more than satisfaction |
61%
17%22%
dissatisfied satisfied engaged
Source: SD Worx – Engagement Study ©
Engagement, more than satisfaction |
61%
17%22%
dissatisfied satisfied engaged
Source: SD Worx – Engagement Study ©
Engagement, more than satisfaction |
61%
17%22%
dissatisfied satisfied engaged
Source: SD Worx – Engagement Study ©
Turn your employees into intrapreneurs who initiate change
(Re)vitalising HR
Employee Value
Org
anis
atio
nal V
alue
Inflexible people
Agile people
Initiative people
Transforming HR
Make your employees agile to cope with changes
Step 1
Step 2
!ELEMENTSKey
AutonomyMORE RESPONSABILITYBY MINIMIZING HIERARCHICAL STRUCTURES AND RULES
A complete new way of organising
ORGANISING WORK MATCHING INDIVIDUAL STRENGHTS AND ORGANISATIONAL OBJECTIVES
Strength Based Workdesign
A complete new way of organising
AMPLIFYING COLLABORATION BY STIMULATING DIALOGUE, INTERACTION AND KNOWLEDGE SHARING
Collaboration
A complete new way of organising
WHICH PARTS OF WORK ORGANISATION WILL CHANGE?Culture & leadership | How?
Jobs & career | What?
Structures & organisation | Whereby and with whom?
Time & Place | When and where?
NEW ATTITUDES AND COMPETENCES FOR EMPLOYEES AND LEADERSOpen leadership: authenticity
Leader is talentmanager, social architect, facilitator, coach
Create a culture of trust
Define clear goals and objectives
Continuous dialogue
Stop controlling start interacting
Culture & leadership
0 15 30 45 60
Stimulator
Innovator
Mentor
Pilot
Mediator
Coordinator
Productor
Controller
None
Social Architects
— WHAT ROLES ARE STILL TOO FEW IN YOUR ORGANIZATION FOR OPTIMAL PERFORMANCE?
From job-descriptions to roles
Personal branding
Market place with individual talent and tasks and projects
Temporary roles in projects
Transitional career
Jobs & career
Structures & organisation More autonomy in the teams
Minimal structure and rules
Agility embedded in organisational structure
Communities
Project-structure
Time & Place Teleworking
Co-working-places
Knowledge-sharing-platforms
Open access to information
New labor-contracts
Project-deals based on results
Social media
MAKE A BUSINESS CASE
COMMUNICATION-PLANCREATE A INTERDISCIPLINARY PROJECT-TEAM
CREATE BUY-IN AT C-LEVEL
INTEGRATED APPROACH INSTEAD OF AD HOC INITIATVES
in the business processes
Development
in the HR processes
Staffing
in the culture of the organisation
Performance
Reward
Embed
CaseTELEWORKING FOR
PAYROLL ADVISORSSD WORX’
Teleworking as first stepVISION+ AUTONOMY+ STRENGHT BASED+ FLEXIBILITY
WORKERS+ AUTONOMY (PLACE)— TRAFICJAM+ WORK-LIFE BALANCE
EMPLOYER+ MOBILITY POL+ RETENTION POLICY+ ENGAGEMENT+ SERVICE TO CUSTOMER— PLACE COSTS
»« GAIN DE TEMPS |
Avec le temps gagné tu gagnes du temps de sommeil
»« GAIN DE TEMPS |
Je gagne 1,5 heure de temps de trajet
»« WORK-LIFE |
Pouvoir me rendre à la banque pendant les heures de bureau
»«WORK-LIFE |
à la maison, tout le monde a réagi de manière très enthousiaste
»«DRIVER SEAT |
Tu peux plus facilement déterminer ton propre rythme
»« DRIVER SEAT |
Il y a plus d’autonomie pour organiser ta journée
»« ENGAGEMENT |
Tu te sens plus ‘owner’ de la relation client
»« ENGAGEMENT |
Mon contact avec mes clients se déroule de manière plus souple
INCLUSIVE COMMUNICATESET THE GOALS TO REACHORGANIZE SUPPORT (FOR JUNIORS MAINLY)SENSE OF BELONGING :
ACTIVELY ENSURING THAT PEOPLE CONTINUE TO IDENTIFY WITH THE COMPANY AND THE TEAM
Critical Succes Factors
