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

Avril 2012

Frédéric Williquet+32 478 888 [email protected] @fredericw