Future of Work

Chris Whitaker

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

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 it’s on, reflecting the importance to our Strategy

Member organisations

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

• 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

Generations

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

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 – it’s not new to them

More familiar with diversity and more accepting of differences

Accustomed to rapid change and expect flexibility

Longevity

Hyper-specialisation /

MasteryMobility

Life / Work flexibility

Declining trust in organisations

Falling pensions

Rise of Powerful women

Society changes and demography

Eco systems Micro entrepreneurs

Technology

• Technology will enable organisations to better see employee productivity –the role of the middle manager is dead

• Five Billion people connected by 2025

• World’s 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 doesn’t reach you. They will understand how you prefer to work and will take decisions based on user preference

• Hollowing out jobs

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

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

Our organisational structure

AS IS TO BE VISION

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

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

Leadership

Hotspots Movement 2012

1. Hired / Promoted based upon your Reputation Capital

2. Mobile device will become your office / classroom3. Global Talent shortage will be acute4. Recruiting will start on Social Networking sites &

first interview could be with your avatar5. Web commuters will force companies to reinvent

corporate offices & their design6. Companies will hire an entire team to tackle

business problems – sourcing of Intact team7. Job requirements for CEO will include blogging &

twitter8. 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

Work 2020 Vision – Key Trends 1 – 10

Source: The 2020 Work Place Book

Work 2020 Vision – Key Trends 11 – 20

11. Corporate Social Networks will grow inside companies12. You will elect your leader13. Life long learning will be a business requirement)14. Work / life flexibility will replace work / life balance15. Companies will disclose their Corporate Social

Responsibility program and progress16. Diversity will be a business not a HR issue17. The lines covering marketing, communications and

learning will blur18. Corporate App stores will enable employees to better

manage their work life flexibility19. Social Media literacy will be a requirement for all

employees20. Building a portfolio of contract jobs will be a way of

sustaining full time employment

Source: The 2020 Work Place Book

Talent

• Finding, attracting & retaining Talent

• Talent Clusters

• Youth Unemployment

• Skills gaps

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

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

And finally

has already been born