Future of Work. NWoW Event @ Namur

THE new WORLD OF WORK

VALUE CREATION MEANING EMPLOYER EMPLOYEE INNOVATION SELF DEVELOPMENT CONTINUITY WIN - WIN RECOGNITION PRODUCTIVITY Sustainable PASSION IN JOB RESULTS WORKLIFE BALANCE COMPETITIVENESS Labor market Global Economy IndividualisationNewCONTEXT

focus onRELATION

WORKPLACE87 REMUNERATION86 CONTRACTING85 CONTENT|CAREER84 TRAINING28mOre WORKINGTIME22FLEXIBILITY

Engagement, more than satisfaction | 61% 22% 17%dissatisﬁed satisﬁed engaged Source: SD Worx – Engagement Study ©

Engagement, more than satisfaction | Initiative peopleOrganisational Value Transforming HR 61% Agile Step 2 Turn your employees into intrapreneurs who initiate change people (Re)vitalising HR Step Make your employees agile to 22% 1 Inflexible 17% cope with changes people dissatisﬁed satisﬁed engaged Employee Value Source: SD Worx – Engagement Study ©

! KeyELEMENTS

A complete new way of organisingAutonomyMORE RESPONSABILITYBY MINIMIZINGHIERARCHICALSTRUCTURES AND RULES

A complete new way of organisingStrength Based WorkdesignORGANISING WORKMATCHINGINDIVIDUAL STRENGHTS ANDORGANISATIONAL OBJECTIVES

A complete new way of organisingCollaborationAMPLIFYINGCOLLABORATION BYSTIMULATING DIALOGUE,INTERACTION ANDKNOWLEDGE SHARING

WHICH PARTS OF WORK ORGANISATION WILL CHANGE?Culture & leadership | How?Jobs & career | What?Structures & organisation | Whereby and with whom?Time & Place | When and where?

Culture & COMPETENCES FOR EMPLOYEES AND LEADERS NEW ATTITUDES AND leadershipOpen leadership: authenticityLeader is talentmanager, social architect, facilitator, coachCreate a culture of trustDeﬁne clear goals and objectivesContinuous dialogueStop controlling start interacting

Social Architects0 15 30 45 60Stimulator Innovator Mentor Pilot Mediator Coordinator Productor Controller None — WHAT ROLES ARE STILL TOO FEW IN YOUR ORGANIZATION FOR OPTIMAL PERFORMANCE?

Jobs & careerFrom job-descriptions to rolesPersonal brandingMarket place with individual talent and tasks and projectsTemporary roles in projectsTransitional career

Structures & organisationMore autonomy in the teamsMinimal structure and rulesAgility embedded in organisational structureCommunitiesProject-structure

Time & PlaceTeleworkingCo-working-placesKnowledge-sharing-platformsOpen access to informationNew labor-contractsProject-deals based on resultsSocial media

CREATE BUY-IN AT C-LEVELMAKE A BUSINESS CASECREATE A INTERDISCIPLINARY PROJECT-TEAMCOMMUNICATION-PLANINTEGRATED APPROACH INSTEAD OF AD HOC INITIATVES

Embedin the culture of the organisationin the business processesin the HR processes Development Stafﬁng Performance Reward

CaseTELEWORKING FORSD WORX’PAYROLL ADVISORS

Teleworking as first stepVISION WORKERS EMPLOYER+ AUTONOMY + AUTONOMY (PLACE) + MOBILITY POL+ STRENGHT BASED — TRAFICJAM + RETENTION POLICY+ FLEXIBILITY + WORK-LIFE BALANCE + ENGAGEMENT + SERVICE TO CUSTOMER — PLACE COSTS

« GAIN DE TEMPS | »Avec le temps gagné tugagnes du temps de sommeil

« » GAIN DE TEMPS |Je gagne 1,5 heure detemps de trajet

« WORK-LIFE |Pouvoir me rendre à »la banque pendant lesheures de bureau

« WORK-LIFE |à la maison, tout le monde »a réagi de manière trèsenthousiaste

« DRIVER SEAT |Tu peux plus facilement »déterminer ton proprerythme

« DRIVER SEAT | »Il y a plus d’autonomiepour organiser ta journée

« ENGAGEMENT | »Tu te sens plus ‘owner’de la relation client

« ENGAGEMENT |Mon contact avec mes »clients se déroule demanière plus souple

Critical Succes FactorsINCLUSIVE COMMUNICATESET THE GOALS TO REACHORGANIZE SUPPORT (FOR JUNIORS MAINLY)SENSE OF BELONGING : ACTIVELY ENSURING THAT PEOPLE CONTINUE TO IDENTIFY WITH THE COMPANY AND THE TEAM

Frédéric Williquet +32 478 888 322 frederic.williquet@sdworx.comAvril 2012 @fredericw

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Future of Work. NWoW Event @ Namur

by SD Worx Belgium

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