A summary of the current future of work trends

1. The Future of Work Is Here (Now)!
Dave Millner, Executive Consulting Partner & HR Futurist, Watson Talent & IBM Kenexa
@HRCurator
November 2017

2. Future of Work Overview
Impact on Organizations, Leaders and
Managers
Impact on the Workforce
2
Agenda

3. 3
The world will never
be this slow
again
BUSINESS DISRUPTION
TALENT DISRUPTION
EXPERIENCE DISRUPTION
The Paradox We Face

4. NEW TECHNOLOGIES
“DIGITAL TRANSFORMATION”
NEW ORGANIZATIONAL STRUCTURES
“NEW BUSINESS MODELS”
JOB DE-CONSTRUCTION
“NEW SKILL DEMANDS”
TAILORED EMPLOYEE
EXPERIENCES
“MAKING WORK PERSONAL”
DISRUPTION & CHANGE
“THE NEW NORMAL”
INFORMATION OVERLOAD,
“THE OVERWHELMED EMPLOYEE”
BIG DATA & ANALYTICS
“NEW DECISION MAKING MODELS”
VUCA (R)
WORLD
OF WORK

5. “We can't control our
employees, but we can
control the work
conditions”
IT’S ABOUT CREATING
AN EMPLOYEE
EXPERIENCE THAT IS
FIT FOR THE FUTURE
Relationships
The Work Workplace
AI, Automation & Rapid Digital Technology,
Unscripted Work and Jobs,
Agility 2.0
Every Employee Will Have an ROI
Ambidextrous Organizational Strategies
New Structures & Business Models
Locationless,
High Involvement Networked Teams,
Workforce of One
We have to re-imagine
how we will work

6. 6
ORGANIZATIONAL RESPONSES
AUTOMATION
• AI, IoT & Robotics
• Cognitive: Tech that Understands,
Reasons, Learns & Interacts
• Process & Procedure Level
DIGITAL JOURNEY
• Improving the Customer
Experience
• Cultural Shift
• …but ‘Tech” Alone Won’t
Solve Underlying People
Issues
EMPLOYEE EXPERIENCE
• More than Engagement
• Personal Connection
• Organizations Want
Employees to Stay for Longer
than 2.7 years!

7. EMPLOYEE EXPERIENCE
INDIVIDUAL
• BELONGING: part of a team
• PURPOSE: job that is important
• ACHIEVEMENT: feeling of
accomplishment
• HAPPINESS: feel good about job
• ENERGY: enthusiastic at work
TALENT
• Aligned Talent Practices to
Maximize Everyone’s Potential
and Capability
• Personalized for Every Employee
• Analytics That Drive New Insights
• Career/Job Pathways
ORGANIZATION
• Design Meaningful Jobs & Work
Structures
• Organizational Trust
• Empowerment & Voice
• Leaders as Talent Magnets
• Recognition, Feedback & Growth
FUTURE
WORKPLACE

8. 8
FUTURE OF WORK & LEADERSHIP
TODAYS
LEADERS
STRATEGY
ENGAGING
TALENT
INSPIRING
PEOPLE
RESULTS 2020
LEADERS
CLARITY
EXPERIENCE
BUILDER
ENERGIZER
EXECUTION
• Synthesizer
• Imagineer
• Trust Builder
• Talent Magnet
• Navigator
• Activator
• Impact
• Change Mobiliser
• Performance Hunter

9. IMPACT ON THE WORKFORCE
CHANGING EXPECTATIONS OF
EMPLOYEES
• Constant new learning.
• Empowerment and re-framing
accountability for performance and
improvement.
• Less career progression opportunities
• No fixed job descriptions.
NEW WORK PRACTICES
• Impact of automation on processes
and re-shaped roles.
• Boundaryless teams and collaboration.
• Empowered teams drive improvement.
• ROI focus in all jobs.
NEW CAPABILITIES
• Shift from Knowledge Worker to a
Learning Worker.
• Change responsiveness.

10. 10
CREATE EXPERIENCES
Employee experiences are as
important as customer experiences
Use analytics to understand
employees insights better
Focus on touchpoints where
employee experience drives
productivity etc.
WORKFORCE CHALLENGES
ENABLE THE WORKFORCE
Constant rhythm of feedback/
insights to drive engagement
Game changing approaches to
employee input
Personalized just in time learning
Create an empowered workplace
VALUE BASED PRACTICES
Head Office has to shift from being
a “cost centre” to being a “profit
centre”
Show real time insights/trends
through talent/business analytics
Drive fact-based decisions for
tangible value to the business.

11. 11
MORE MEANINGFUL WORK
MORE PERSONALISED
EXPERIENCE
CONTINGENT WORKFORCETHE OPPORTUNITIES
POWER SHIFTS NEW EXPECTATIONS CAREER SHIFTSTHE CONSEQUENCES
LOSS OF CERTAINTYAGILE STRUCTURES DIFFERENT OUTCOMESTHE RISKS
HIGH INVOLVEMENT
WORKFORCE
HR/TALENT TEAMS NEED TO
STEP UP
LEADERS NEED TO
CHANGE BEHAVIOUR
THE PRIORITIES
“KEEPING IT HUMAN” IS GOING TO GET HARDER AS THERE WILL BE A REAL FOCUS ON
“ADDED VALUE”
FUTURE OF WORK: IT WON’T BE EASY!

12. 12
FUTURE OF WORK: SOME EXAMPLES!
•Blockchain Based
CV’s
•Personalized
Onboarding &
Learning based on
Data Profile
•Everyone has a
Career Coach
•ROI based
remuneration via
Blockchain
•Team not Individual
Jobs
•“Workforce of One”
•Org. Design and
Change Based on
ONA
•Data Everywhere
(and Available) at all
Levels
•New Org. Structures?
•Virtual team and
networking
underpinned by
technology
•Customer facing
processes automated
with Robots and
Augmented
Intelligence (AI)
systems
BUSINESS
PRACTICES
ORG.
PRACTICES
PEOPLE
PRACTICES
EMPLOYEE
PRACTICES
AUTOMATION VS.
THE RISE OF THE HUMANS

13. 60%think ‘few people
will have stable,
long-term
employment in the
future’
9xgreater data
collected in last two
years than
previously collected
in all of humanity
90%of organisations
believe their
industries will be
totally disrupted by
digital trends
Sources: (l-r) Bersin by Deloitte, MIT/Deloitte, PWC FOW 2030, Korn Ferry
is added to Gross Domestic Product
(GDP) for every US dollar invested in
human capital
$11.39

14. 14
KEY QUESTIONS
• How will automation be managed so that it doesn’t lead to
an unsustainable increase in unemployment?
• How can businesses be incentivized to improve the “shape”
of their workforce rather than simply decreasing it?
• How will automation impact upon careers given reduced
workloads and increasing human life spans mean that
demographic changes could be significant?
• How will these changes impact upon the Project
Management profession?

15. Dave Millner,
Executive Consulting Partner &
HR Futurist,
Watson Talent, IBM Kenexa
dave.millner@uk.ibm.com
Mobile: +44 (0) 7779 802830
Twitter: @HRCurator
Sage People: Top 10 Global Influencer 2017
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