Future of Work

1

• Future of Work
• Chris Whitaker

2

• KCOM Group

• KCOM Group is a leading provider of
  communications services to consumer and business
  markets across the UK.
• Our Vision together we are committed to
  delivering inspiring customer experiences and
  passionately pursuing better ways to connect
  people
• We want to take a leading position in the markets
  we serve by 2015

3

• People Strategy

• To create an environment that harnesses and
  rewards the potential of our people to deliver
  our business strategy and flexibly support our
  brands in driving growth and a customer
  experience we can be proud of. Creating
  excellence together is our driving principle
• Our priority areas are
• Creating a value driven culture
• Leadership Development
• Talent Employer Brand
• Reward
• Decided to include Future of Work as a workstream
  on its on, reflecting the importance to our
  Strategy

4

• Member organisations

5

• Topics

• Generational Understanding
• Society changes Demography
• Technology
• Leadership
• Talent
• Key trends

When we work, what we do, where we do it how we
do it
6

• Generations

• Traditionalists, born prior to 1946
• Baby Boomers, born between 1946 and 1964
• Gen X, born between 1965 and 1976
• Millennials (Gen Y) born between 1977 and 1997
• Gen 2020, born after 1997

By 2020 there will be 5 generations at work for
the first time what does this mean for HR
Communications Strategies?
7

• Ascendance needs of Gen Y

Typically described as those entering the labour
market since 2000 representing the largest
segment of those in employment by 2020 These
individuals will be at a critical time in their
careers assuming key leadership roles in
Organisations, Education and Government
Status is new tech, not an office
Work is an activity not a location
Speedy, relaxed, socially themed meetings
Happy to blend personal private lives
Collaborate innovate
Technology is something they have grown up with its not new to them
More familiar with diversity and more accepting of differences
Accustomed to rapid change and expect flexibility
8

• Society changes and demography

Declining trust in organisations
Longevity
Rise of Powerful women
Hyper-specialisation / Mastery
Mobility
Falling pensions
Life / Work flexibility
Eco systems
Micro entrepreneurs
9

• Technology

• Technology will enable organisations to better
  see employee productivity the role of the middle
  manager is dead
• Five Billion people connected by 2025
• Worlds knowledge becomes digitalised
• Avatars will be able to interact with other users
  on your behalf
• Cognitive assistants will act as a content
  buffer, prioritising what you see and what
  doesnt reach you. They will understand how you
  prefer to work and will take decisions based on
  user preference
• Hollowing out jobs

10

• Big Data

• Humans generated more data in 2009 than in the
  previous 5,000 years combined!Source as cited
  by wwwreadwriteweb.com, July 2010
• In 2012, 20 households will generate more
  Internet traffic than the entire Internet in
  2008Source Cisco ISBG
• By 2015, 1 Zettabyte of Data will flow over the
  Internet
• One Zettabyte stack of books from Earth to
  Pluto 20 times (72 billion miles)Source Cisco
  Visual Networking Index, June 2011

11

• Organisational Structures Leadership

• Traditional approach 2008
• Hierarchical
• Command control
• Pyramid structure
• Planned structured
• Internal workers
• Device centric
• Value created by processing data
• Emerging approach - 2020
• Flatter
• Flexibility
• Rectangular structure
• Real time adhocracy
• Internal workers communities
• Cloud centric BYOT
• Value created by processing relevance
• New business models

Sources Cisco /Gartner / 2020 Work Place Book
12

• Our organisational structure

AS IS
TO BE
VISION








13

• Community Relations

• Global citizens
• Within 5 years each organisation will need a
  narrative on their role in society
• Doing real corporate good will become a key
  function of the Employer Brand
• Companies disappoint

14

• Leadership

• Future leadership challenges
• Growing pace of collaborative and collective
  leadership
• Shortages in future talent pools
• Leadership Competency Gaps
• Developing Future Leaders

• Lack of privacy rise of authenticity
• Adept with social media messaging and tools
  digitally savvy
• Emotionally intelligent with an ability to
  inspire and engage all generations

15

• Leadership

Hotspots Movement 2012
16

• Work 2020 Vision Key Trends 1 10

1. Hired / Promoted based upon your Reputation
   Capital
2. Mobile device will become your office / classroom
3. Global Talent shortage will be acute
4. Recruiting will start on Social Networking sites
   first interview could be with your avatar
5. Web commuters will force companies to reinvent
   corporate offices their design
6. Companies will hire an entire team to tackle
   business problems sourcing of Intact team
7. Job requirements for CEO will include blogging
   twitter
8. Corporate training curriculum will use video
   games, alternate reality simulations to deliver
   learning
9. 2020 mindset required to thrive in a networked
   world
10. HR focus will move from outsourcing to crowd
    sourcing for innovation programs

Source The 2020 Work Place Book
17

• Work 2020 Vision Key Trends 11 20

1. Corporate Social Networks will grow inside
   companies
2. You will elect your leader
3. Life long learning will be a business
   requirement)
4. Work / life flexibility will replace work / life
   balance
5. Companies will disclose their Corporate Social
   Responsibility program and progress
6. Diversity will be a business not a HR issue
7. The lines covering marketing, communications and
   learning will blur
8. Corporate App stores will enable employees to
   better manage their work life flexibility
9. Social Media literacy will be a requirement for
   all employees
10. Building a portfolio of contract jobs will be a
    way of sustaining full time employment

Source The 2020 Work Place Book
18

• Talent

• Finding, attracting retaining Talent
• Talent Clusters
• Youth Unemployment
• Skills gaps

19

• Our actions

• Reviewing our whole employment approach to 16-24
  year olds, then other generations
• Participating in Balancing the Leadership scale
  mentoring group
• Trialling BYOD in parts of the organisation
• Investing in Next Generation Access to cope with
  additional demands
• Sharing research and understanding on this topic
  across the organisation
• Inviting people to leadership events based on
  contribution rather than hierarchy
• Introducing social media strategy and principles
  for Leadership teams
• Committing to future participation in the Future
  of Work research program

20

• Summary

• World of work is changing at an unprecedented
  speed
• Technology and demography are on the front line
  of these changes
• Work is an activity not a place
• Speed of change is awesome, if your not agile
  you will get left behind

21

• And finally

• The first person to live to 200 years old

has already been born