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20 insights into “The 2020 Workplace” : Master Class One: 22nd January 2013

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Dr Karie Willyerd kicked off our 20-minute master class series by exploring the workplace of the future. …

Dr Karie Willyerd kicked off our 20-minute master class series by exploring the workplace of the future.
As organisations adapt to current business pressures, external forces will continue to change and shape the nature of business.
Based on the findings of extensive research from a global survey and interviews with more than 2,200 people across 300 companies, these highlights from the webinar show how organisations can connect employees and implement social media to address the needs of a global and increasingly Millennial workforce.
Find out what the 20 insights highlighted for “The 2020 Workplace” are now.

http://www.successfactors.com/en_us/events/the-talent-timeline--master-class-series.html

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  • 1. 20 insights into“The 2020 Workplace”Master Class One: 22nd January 2013Dr Karie WillyerdChief Learning OfficerSuccessFactors, an SAP Company
  • 2. Dr Karie Willyerd kicked off our 20-minute master class seriesby exploring the workplace of the future.As organisations adapt to current business pressures, externalforces will continue to change and shape the nature of business.Based on the findings of extensive research from a global surveyand interviews with more than 2,200 people across 300 companies,these highlights from the webinar show how organisations canconnect employees and implement social media to address theneeds of a global and increasingly Millennial workforce.
  • 3. The inter-generational workforce:one big, happy family?By 2020, Traditionalists (born pre-1946) will have left the workplace andfour generations will be working side-by-side in organisations worldwide: Baby Boomers (up to 1964) Gen X (up to 1976) Millennials (up to 1997) Generation 2020 (from 1997 onwards)The largest generational group in an organisation determines its culture –Baby Boomers currently account for around 70% of management.Baby Boomers’ influence is slipping – they have gone fromcomprising almost half the workforce in 2005 to just a quarter in 2020,and have been the hardest-hit group in terms of job losses throughoutthe recession. The US is facing a “one billion year talent cliff” as every day, workers with 350,000+ years of experience retire and are replaced with less than 170,000 years of experience.
  • 4. Millennials – in demand but highly demandingThe top five demands of Millennials from their boss are: Help me navigate my career path Almost 9 out of 10 prospective Give me straight feedback employees are using social media Mentor and coach me to look for jobs, but only half of organisations currently use social Sponsor my formal development media to find candidates. Allow me to work flexiblyAccording to recruiters, Millennial candidates are most likely to ask for training duringthe hiring process, while Gen X candidates are more likely to ask for a higher job title. % of Millennials say their employer actively marketed the company’s mobile device and social media policies as incentives to work there.Two-thirds of Millennials will ask about social media during a job interview, and over halfwon’t take a job within a company that bans social media or they will work round the ban.Post-hire, Millennial employees are most A third of Millennials prioritise sociallikely to ask for help finding a mentor, while media access in the workplace andGen X employees are more likely to ask for mobile device freedom over salary.a promotion. Seven out of ten Millennials believe being in the office is unnecessary to get the job done.
  • 5. what can employers do to attract, retain and develop millennials?Organisations that want to attract and retain Millennials need to include scalable, collaborativementoring initiatives in their recruitment and knowledge transfer propositions.HR leaders should conduct a workforce analysis of generational needs, and ensure theirlearning strategy is adapted to Millennials’ preference for social collaboration. Line managers need to rethink management practices by giving employees freedom without sacrificing focus, discipline and order.The best way to manage geographically-dispersed teams that include Millennials is throughvirtual collaborative spaces. IT leaders can support Millennials’ desire for freedom by enabling productivity in the 3RD office, at home and in the ‘third place’ – anywhere in between.2012 was the year that social media in the workplace became mainstream – organisationsmust support employees in becoming responsible digital citizens. Businesses apprehensive about social media would do well to remember the anxiety when email was first introduced into the workplace! Appropriate training is the most effective way to harness the benefits while avoiding the pitfalls. The last word… Baby Boomers – don’t assume the only thing Millennials can teach you is how to use Facebook! And Millennials – remember, you don’t always know what you don’t know.
  • 6. Looking to prepare your own workplacefor the future?Like many businesses, you may be apprehensive about how to addressa looming skills gap, meet the needs and expectations of the currentcrop of Millennials entering the workplace, or attract and retain the newgeneration of talent in the decade ahead.Best-in-class organisations are taking a three-pronged approach to positiontheir workforce – and their business – for long-term high performance:Embracing multi-channel recruitment – to target talent, build astrong candidate pipeline, ensure fast and fair selection, and on-boardnew hires seamlesslyBlending formal, social and extended learning – to improveretention, accelerate productivity, increase the efficiency of trainingdelivery and make budgets go further To find out more about the tools and technologies that can help you readily apply these strategies to your own business:Supporting social business collaboration – to connect employeeswith information, applications, processes and each other, to enable Call: +44 (0) 8450 742990joined-up decisive action. Email: 20mmc@successfactors.com Carry on the conversation: LinkedIn: bit.ly/20mmc Twitter: #20mmc

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