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Tag: Workplace Evolutionaries


Rigorous study measures dramatic improvement in employee performance factors following 2.5 day well-being course 

Rigorous study measures dramatic improvement in employee performance factors following 2.5 day well-being course 

"Programs focused on employee well-being have gained momentum in recent years, but few have been rigorously evaluated. This study evaluates the effectiveness of an intervention designed to enhance vitality and purpose in life by assessing changes in employee quality of life (QoL) and health-related behaviors."

Source: journals.sagepub.com

Johnson & Johnson's Human Performance Institute teamed up with Tufts University to study the impact of an intensive 2.5 day well-being intervention that focused on energy management. Six months later, they measured marked improvements in participants' vitality, general health, mental health, social functioning, sense of purpose, and sleep quality.

 

It's a heavy read with 10 authors, 48 footnotes, and a heap of statistics, but it's an important one. It shows, among other things, that we need to measure what matters. Though wellness interventions have scored poorly in reducing medical expenses, their ability to improve employee performance could be far more impactful.


Automation and its impact on the workforce: Results from a survey of 900+ global employers

Automation and its impact on the workforce: Results from a survey of 900+ global employers

The 2017 - 2018 Willis Towers Watson Global Future of Work Survey reveals how employers are moving beyond workplace automation myths as they determine how to manage the many emerging work options, from contingent labor to AI and robotics. It examines not only where breakthroughs are needed but also how to plot a course of action.

Source: www.willistowerswatson.com

The results of this Towers Watson survey suggest employers are unprepared for how automation will change the nature of work, the workforce, and how both are managed: 

  • 27% of respondents say they require fewer employees due to automation today; that jumps to 49% by 2020.
  • Respondents said 83% of work is currently being done by full-time employees. They expect this to drop to 77% by 2020. Work performed by the following categories of talent is expected to rise during that timeframe: Part-timers (7% now, 10% in 2020),  free agents (4% now, 6% by 2020), workers on loan from other organizations (1% today, 2% in 2020), free agents from online talent platforms (.2% now, 1% in 2020). Work performed by consultants and outside agencies is expected remain flat at 4%. 
  • 69% or respondents feel automation and the changing workforce mix will require breakthrough approaches in performance management. Over two-thirds say it will require new organizational structures.
  • More than a third of employers say they are unprepared to deconstruct jobs toward identifying which tasks can be automated.
  • Over half say automation increases workplace flexibility today; 68% say it will do so in 2020.
  • 38% say they are unprepared for the task of re-skilling those who will be effected by automation.
  • 45% say by 2020 they will be redesigning jobs so the can be done by people with higher skills, 42% say they will be doing the same so jobs can be done by people with lower skills.

 

Their report elaborates on the following suggested course of action:

  • Understand how technology and automation will impact work
  • Define the re-skilling pathways
  • Lead the change to new ways of working


The why and how of ‘play’ at work

The why and how of ‘play’ at work

When we play, we improvise, imagine, and inspire—all of which is good for business. Here’s how to add playfulness to business strategy.

Source: www.bcg.com

The article suggests that somewhere between improvisation and imagination lies inspiration and play is essential to all three. It asserts that play is not the opposite or work, that's leisure. Play is part of productive work, especially where innovation is concerned. To encourage an atmosphere of play, the authors suggest we:

  1. Eliminate the risk of rejection or embarrassment
  2. Forget about goals; only then can your mind wander
  3. Create boundaries, areas where play is welcome and encouraged
  4. Encourage spontaneity and impulsiveness
  5. Be patient. Sometimes play yields great new ideas and sometimes it doesn't, at least not right away. 


Think driverless cars won’t impact your business? Think again. 

Think driverless cars won’t impact your business? Think again. 

Fast food, real estate, military operations, even home improvement — many large industries will have to shift their strategies in the wake of driverless cars.

Source: www.cbinsights.com

The article points to 33 industries that stand to win or lose when humans take a back seat to driving. The more interesting ones include:

  • Parking garages/lots: According to Mckinsey, driverless cars could eliminate the need for 61 billion square feet of unnecessary parking space. Remaining spaces will need to be reconfigured for the new normal.
  • Residential real estate: Bloomberg predicts a devaluation of urban residential space allocation of space. An increase in urban sprawl is predicted by many. Homeowners may repurpose garages as living space.
  • Commercial real estate: The phrase "location, location, location" will lose its importance.
  • Healthcare: Collision-free driving could reduce US healthcare costs by $500B/year. 
  • Insurance/Legal professions: 94% of car crashes are due to human error. Driverless cars will shift the insurance burden to the manufacturers/fleet owners and reduce litigation.


Upcoming WE events…Find one near you

Upcoming WE events…Find one near you

From its inception, WE has desired to be a truly global community to expand our collective workplace intelligence and build a network of workplace strategist throughout the world. More than a dozen WE HUBs already exist in Sweden, Australia, and in cities across North America. 

Source: we.ifma.org

WE'd love to see you at one of these upcoming WE events:

 

  • April 16 & 17, Pollinator & WE PDX, Portland OR
  • April 19 WEbinar: Mobility in the Workplace 
  • May 15-17, WE at WorldWorkplace Europe, Barcelona
  • June 18-22, NYC WE:HUB, Workplace Week, New York NY
  • June 19-20, WE at Facility Fusion, Québec City
  • June 20, WE:HUB Smartworking Summit, London

 

Stay tuned to http://we.ifma.org/events/ for updates!

 

Don't see an event near you? Maybe you should start a HUB in your city! Message Kati Barklund (Europe) or Eric Johnson for details.


Save the Date: IFMA Facility Fusion March 20 WE Pre-Conference “WE + Sustainability = Your New Competitive Advantage” – Space is Limited 

Save the Date: IFMA Facility Fusion March 20 WE Pre-Conference “WE + Sustainability = Your New Competitive Advantage” – Space is Limited 

Our global thought leaders promise to open your minds to the latest thinking on how sustainability will be the next competitive advantage. 

Source: facilityfusion.ifma.org

This full day event is for everyone involved in the built environment that hears this call and wants to engage in a meaningful discussion and play a role in leading this important initiative. 

 

Hear from Sustainability Leaders:

  • The Edge (Deloitte, Amsterdam)
  • Method Soap (Chicago IL)
  • Cook County (Chicago IL)

 

Plus sessions on the role of technology, people and performance implications, best practices, and more.

 

To end the day, we will guide you through a powerful exercise designed to help you create your own, “unique action plans." 


Don’t miss out on Work Rebooted February 11-13, 2018 in SF where Workplace Evolutionaries Meets HR. 50% off with code WEHUBVIP 

Don’t miss out on Work Rebooted February 11-13, 2018 in SF where Workplace Evolutionaries Meets HR. 50% off with code WEHUBVIP 

The time has come to re-examine how we think about the nature of work, the concept of employment and what it takes to build a thriving workforce.

 

ARE YOU READY FOR A REBOOT?

Source: www.workrebooted.com

The lineup for this ground-breaking event is astouding:

 

Sunday 2/11: 

  • Interactive 3D workshop using LEGO® SERIOUS PLAY® methods
  • The Workplace Experience led by a dozen WE members
  • Capturing Your Best Workplace Experience
  • What WE/You Know for Sure
  • Balancing Technology and Human Ingenuity
  • And More

 

Monday 2/12 learn and chat about:

  • Learning Agility
  • The Future of HR
  • Intrapreneurship
  • The Employee Experience
  • Artificial Intelligence
  • The Gig Economy
  • Strategic HR
  • Invisible Talent
  • People Analytics
  • And more

 

Tuesday 2/13 learn and chat about:

  • The Digital Workforce
  • Workplace Conduct
  • The Empathetic Workplace
  • AI and Cognitive Bias
  • Workplace Culture
  • Making Meetings Matter
  • Flexible and Remote Work
  • And More

 

All that and you'll be home in time to give your Valentine a big squeeze and some Ghirardelli chocolates!

 

Use code: Sign up here. Use code WEHUBVIP for 50% off. 


A simple ‘thank you’ will help you attract and retain talent? 

"On a given day, only 10 percent of people say “thank you” to colleagues—and 60 percent of people report that they never or very rarely express gratitude at work. So OpenIDEO posed a challenge for the best ideas on how  express gratitude in the workplace. Over 300 contributions later they announced the winners.

Source: challenges.openideo.com

You can have a look at the winning ideas here, but the real winners are the employers that are doing something about the sad state of gratitude. In addition to lower turnover, research by Harvard and Wharton shows a simple 'thank you' can boost productivity by over 50%.

The article points to a number of great research papers and articles about gratitude. Here are a few quick tips for getting started:

  • Start at the top; people want to hear it from the boss
  • Thank the people who do thankless work
  • Quality and authenticity trump quantity
  • Gratitude isn’t one-size-fits-all
  • Make it personal

And there's a bonus in expressing gratitude. It feels good. 

Thank you for reading this post!


The fake news about Millennials…Let’s get the facts straight 

The fake news about Millennials…Let’s get the facts straight 

Maybe many of the assumptions we make about Gen Y aren’t unique to this generation. Maybe they’re specific to young people in general, writes Amanda Ruggeri

Source: www.bbc.com

Garbage in, garbage out as they say, and in terms of designing for millennials, your workplace may be the garbage. That Gen Y is so different really is fake news. Remember beanbag chairs, lava lamps, and nahru jackets? What if workplaces had been completely redesigned to fit young boomers? 

 

This article debunks nearly all we think we know about Millennials. Compared to other generations:

  • They work harder
  • They are more respectful of authority
  • They stay on the job longer

 

Though not covered in this article, other research shows they are not more collaborative, tech savvy, or social.

 

Critically, in terms of workplace design, like every generation in the past, they will change throughout their lives. Already, the trends are showing the eldest among them are buying cars, having kids, and moving to the suburbs to raise them.

 

The bottom line is, it's time to stop making assumptions about how people are , get out there and talk to them about what they want and need, and design with the knowledge that they will change over time. 


Does your workplace strategy help people connect with others? If not, perhaps it should.

Does your workplace strategy help people connect with others? If not, perhaps it should.

Self-reflection, introspection and some degree of solitude are important parts of a psychologically healthy life. But somewhere along the line we seem to have gotten the balance wrong. Because far from confirming our insistence that “happiness comes from within,” a wide body of research tells us almost the exact opposite."

Source: www.nytimes.com

Time use studies show the average person spends little more than 30 minutes a day communicating and socializing! We are eating alone more, attending fewer social events, and "hanging out" virtually rather than face to face.

 

Yet we know good social relationships are essential to both happiness and our health. And we know having friends at work is an important factor in employee engagement.

 

What are you doing to encourage human connectedness? 


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