At people first, we constantly refer to the future of work – it is part of our normal every day vocabulary (and product development!). But does everyone know what we’re referring to?
I’ve been asked by a few people to explain this is a bit more detail and I would like to take this opportunity to do that so we’re all on the same page and you understand why I’m referring to flow, check-ins, job crafting etc.
What we know is that work doesn’t work for many people. Trying to operate as we did 50 years ago just won’t retain any competitive advantage and will simply mean that companies die through a lack of innovation, change and engagement.
The future of work has been a source of discussions over the last couple of years as people start to wrestle with the impact of AI and bots in the workplace. Together with a rapidly changing environment, exponential growth of mobile technology and a fundamental shift in people’s expectations of work, it is recognised that work can and must change.
Moving away from a hierarchical organisation structure
For many companies, the most obvious shift will be away from a traditional hierarchy structure that prevents matrix working and reinforces silos. Years ago when I studied for my MBA, we looked at many types of alternative organisational structure and I often considered how these would come to fruition. Well, we’re now there. Structures are going to become more fluid. People will serve tours of duty on projects and move easily to new projects. Because check-ins will be in place, structures will be flattened.
At the same time, people will be want to be in more control of their jobs and this isn’t only limited to searching for jobs where they have the requisite skills. Job crafting will enable them to redefine the boundaries of their jobs, their relationships and even how they interpret their jobs. To support this seed change, the alliance contract will set the principles for employment between the employee and employer.
The following articles and video will help you as a HR leader understand what the future of work is and let you start to reflect on how this will affect your business.
- Flow is King At people first, flow is king. Many of us are highly invested in this concept, so I would like to give HR leaders an overview of flow and how it contributes to the bottom line. Flow is a constituent of the #futureofwork and in our office, we’re constantly checking that each other is in the flow.
- Is your company culture ready for check-ins? Some will argue that culture change is unnecessary, and that managers should just be given some software and a basic policy to follow. Yes, this will enable check-ins to be used in a company. But this won’t have delivered quality check-ins, true cost-savings or the psychological change that will deliver true value for people and the business.
- Job Crafting In your career, which job has delivered the most happiness and engagement? How much influence did you have over the work that you did? The likelihood is that the job in which you had the greatest influence was the one with which you were happiest and most engaged.
- The Future of Work is for the misfits: we are all misfits deep inside The future of work sees two technology streams in tension. The first stream is about automation, robotics and the concentration of information remaining in the hands of the employers, supported by the traditional behemoth HR Tech companies.
- Dr Peter Bloom discusses people first as the “future of work. Bar none” Dr Peter Bloom. Dr. Peter Bloom is a Senior Lecturer and Head of the Department of People and Organisations at the Open University and Co-Founder of the research group REEF (Research into Employment, Empowerment, and Futures).
In people first, the science of flow underpins everything we do and this is supported by check-ins, job crafting, the bot to provide a digital personal assistant, people analytics and the powerful alliance contract. Visit our website to find out more and be part of the people first revolution.