Faced with an onslaught of technological advances-big data, automation and artificial intelligence-CEO Vittorio Colao reflected on how he should change the organization to incorporate these advancements to improve the way the functions work, how to incorporate machine learning and artificial intelligence that de facto improve productivity and slash costs and what can he could do to give back to society and make sure that new opportunities were created for the new generation. Prior to building HYP Labs, Bre wrote code for Disney, designed user interfaces for Ticketmaster, and consulted for Verizon and other tech companies. This isnt about some far future of work change is already happening, and accelerating. Thats not a good thing. By: Joseph B. Fuller, Matt Sigelman, Nik Dawson, and Gad Levanon. But the past couple of years has brought uniquely acute frustration factors for employees and leaders, including working through the pandemic, concerns over racial justice, and increased turnover in the workplace. True flexibility is an ongoing process requiring that management be open to experimentation and new ideas. One pharmaceutical company offered employees workweeks of four 10-hour days with job security in return for a no-overtime-payment agreement. A June 2021 study from Future Forum (of which BCG is a founding member) assessed more than 10,000 knowledge workers in six countries and found that 93% want a flexible schedule, 76% want flexibility in where they work, and 56% are open to a job change.. As leaders navigate the future of work, they must balance two fundamental goals: to FIRST is More Than Robots SM. Companies are transforming their operating models to enable faster innovation and adaptation using agile at scale, AI at scale, and bionic ways of working. He is recognized as an industry expert in VoIP, networking for real-time usage, Unified Communications, and business models for technology adoption. By clicking the "Submit" button, you are agreeing to the If a family member is ill or someone has been in a car accident, its no issue to leave work. The leaders role is to make performance expectations clear and resources to support flexibility and performance consistent across people and teams. 2018. Today's workers want a flexible schedule, flexibility in where they work, and a good portion are likely to jump to a new company in the next year. The first focuses on special arrangements for nonwork activities. As companies bring employees back to the workplace, its tempting to revert to old work models. Prior to founding PKE , he was Vice President of Technology Strategy and Innovation for Avaya. Despite all the hype about flexibilitys work-life benefits, studies consistently show that companies are better at creating flexible work options than at enabling the use of them. The author offers four recommendations to try: 1)Balance your emotions first before reacting to your teams frustration. Workers may swap or give away shifts as long as overtime doesnt increase and health and safety rules are not violated. Privacy Policy. The choices made must be viewed as fair by both leaders and employees. At Future of Work Expo, experts who are reimagining workplaces and processes provide practical strategies and tactics for leading your organization through this challenging era. Multiple forces of change demographics, technology, automation, globalization are coming together at an unprecedented pace and scale. Because of the way that the units are staffed and scheduled, there doesnt seem to be a whole lot of flexibility. It may be helpful for managers to give employees a list of considerations to reflect on and address. As the CTO, he scaled the team to over 700 employees and a dozen global offices. When, how and where will employees return to work? One tactic is to publicly recognize top talent who work flexibly and achieve high performance. Dec Broward County Convention Center Fill out the below form for more information about exhibiting and sponsorship opportunities at Future of Work Expo: February 14-17, 2023 Harriet Molyneaux, managing director at HSM Advisory, a future-of-work research and advisory group, adds to this notion by describing the time-location work spectrum: At one end of the spectrum is everyone in the office, nine till five, so both restricted time and location. That allowed its teams to function well during the pandemic, when workers had to care for children during school closures or take care of other personal needs. As managers learned during the pandemic, a company can schedule hourly work flexibly and in shorter shifts and give paid time off at the last minute without penalty; in fact, those accommodations were necessary to support essential workers during the crisis. for additional research or to schedule time with an expert. We cant get enough staff on the weekends to run the production we need to run even with eight different schedule options. Neither approach is sustainable over the long term. I dont want that to be the reason we cant produce. Health care organizations in particular, with their large female workforce, have been early adopters of self-scheduling. Stress and poor mental well-being are among the leading causes of absence, presenteeism (people coming into work when they are ill) and leaveism (working during your time off) - none of which are good news for you or the people you manage. The latter rarely ask for flexibility but may well want more of it. Phil is the organizer of WebRTC World Conf & Expo, the global eco-system event for WebRTC. Indeed, anger that leads to physical or emotional harm to others is unacceptable. 55% of employees are high performers when provided radical flexibility over where, when and with whom they work versus 36% of those working 9 to 5 in the office. 65% of employees say the pandemic has made them rethink the place work should have in their lives. Dec Phil is a widely sought speaker and has been in the VoiceCon/Enterprise Connect Great Debate three times. Heres what leaders can do to change that. March 1, 2020 Explains why companies that take a long-term view of value creation thrive, highlights the technology-driven business changes on the horizon, and takes a close look at the future of work. If you're self-employed, check if health and safety law applies to you. At the other extreme, flexibility will be implemented without structures or norms, resulting in a program that is disorganized, scattershot, and reactive to work requirements. The pandemic has caused unprecedented organizational disruption. Interestingly, lack of transparency and playing favorites happen to be some of the most pervasiveinhibitors to trustin organizations. Have I talked with my manager and clients to ensure that my part-time job is designed and scoped realistically so that I can perform it effectively within my reduced hours? Although a smaller number of men seek similar arrangements and may also face discrimination, they are more likely to advance in their careers. (Consider the unlimited vacation time that no one actually takes advantage of.) I often resorted to mandatory Zoom meetings on Friday nights at 6 PM, because that was the only calendar opening for key staff members. So, in the past, as employees developed negative beliefs about my clients leadership style, they noticed his flaws much more than any positive qualities. This is for three key reasons: First, businesses believe that the 24/7 remote-work form of flexibility can be leveraged to support productivity. Policies that enable employees to take vacation when desired or sick leave when needed even when that time off is unlimited on paper are often accompanied by disincentives for using them. How can managers cultivate this kind of environment and roll out flexible policies fairly? Research shows that if leaders believe that employees are telecommuting to increase productivity, such as by working long hours to meet job demands, then career benefits are likely to ensue. Technology, Media, and Telecommunications, The CEOs Dilemma: Business Resilience in a Time of Uncertainty, The Employers Report Card on the Future of Work, Work Will Never Be the SameSavvy Business Leaders Are Adapting to Change Thats Already Here, The Hybrid How-To: How Leaders Can Embrace Flexible Working Models, Why Deskless Workers Are Leavingand How to Win Them Back, To Fix the Labor Shortage, Solve the Care Crisis, How to Build a Sustainable Workforce and Improve Job Satisfaction, Winning the War for Talent in the Post-Pandemic World, I Want to Work but I Dont Want a Job: Why Flex Jobs Are Next Big Thing for the Future of Work, 6 Strategies to Boost Retention Through the Great Resignation, Decoding Global Reskilling and Career Paths, Towards a Reskilling Revolution: Industry-Led Action for the Future of Work. At Nortel, he led the development of VoIP solutions and multimedia communications as well as IP transport technology. Vodafone was operating in the fast-moving telecommunications market where innovation and scale were key. In December 2017, Vincent van den Boogert, CEO of ING in the Netherlands, was reflecting upon the company's "agile" transformation, a reorganization of work which had been critical to respond to and exceed rapidly changing customer expectations. Top leaders can also recognize and reward supervisors who encourage their teams to get the work done without burning out. The So What from BCG: Why the Way We Work Is Broken, Attracting and Retaining Deskless Workers for the Future of Work. BCG's Sharon Marcil discusses how organizations can build a culture that attracts, retains, and sustains the best talent. Another example comes from Delta, a large nonunionized U.S. airline that employs a bidding process whereby employees pick their own shifts using a software program, with choice increasing according to seniority. This post was originally published in April 2014 and has been updated. Leaders must also explain the organizations commitment to flexibility to outside stakeholders. Six Competencies for the Future of Human Resources. Another example comes from Nike, which cut pay for star athletes who went on maternity leave. For example, no one had to get up in the middle of the night for a conference call, since 3 PM in the Asia office was 9 AM at the companys headquarters. And do your expectations come with a healthy acceptance of failure or forbid it to the point that employees work out of fear rather than inspiration? The priority of workforce issues, such as talent retention, hiring and diversity, equity and inclusion (DEI), is rising among senior leadership. No regrets and bets. And reframe the concept of anger at work, so you and your team can handle it with sensibility, not dread. 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