The Future of Work by David Creelman
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Silicon Halton BreakthroughHR event on Jan 16, 2018 Topics: 1. Freelance Workers Are Replacing Employees - by David Creelman 2. Knowledge Hiding in Organizations Learn more at www.breakthroughhr.ca or www.siliconhalton.com
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The Future of Work by David Creelman
- 1. David Creelman CEO Creelman Research dcreelman@creelmanresearch.com The Future of Work 114:46:20
- 2. Standard mental model Our organizations are made of employees in jobs 14:46:20 2
- 3. 3 • Temps • Part timers • Consultants • Contractors • Freelancers Reality is a bit more complex Employees in jobs + all manner of contingent workers +
- 4. 4 … or a lot more complex
- 5. 514:46:20
- 6. 6 A New Mental Model: X-Men Contingent workers power much of the organization
- 7. New Mental Model Use workers on projects and tasks Sometimes these are employees in jobs. Managers don’t lead employees They lead the work 14:46:20 7
- 8. Remind me again: What is a job? 14:46:20 8 High end work Low end work 40 hour container
- 9. Detachment To what extent do we need a traditional employment type of relationship? 14:46:20 9 To what extent can the work be done by an arms length free agent?
- 10. Deconstruction To what extent does 40 hours of work need to be packaged together in a full- time job? 14:46:20 10 To what extent can the work be deconstructed into stand-alone tasks?
- 11. Dispersion To what extent does the worker need to be in the office or at least nearby? 14:46:20 11 To what extent can the work be done anywhere?
- 12. What to do? • Talent Platforms open up new ways of getting work done. • The new ways challenge our core assumptions about work, talent and leadership. • Organizations are experimenting with the new methods —you should too. • It’s about all parts of the organization evolving, there’s no need for a master design. David Creelman: dcreelman@creelmanresearch.com LinkedIn: https://ca.linkedin.com/in/davidcreelman 12
Editor's Notes
- 12 slides 2 min / slide
- What do we worry about? Recruiting, Retention, Fair Pay, Org design, Job design
- This can matter, Caltex story….but usually we think of it as “off to the side”….I just have to tweak my mental model
- Field workers – changing shirts (Field marketing)…it’s not just an alternative, the old way seems crazy; a whole division we don’t build (FieldAgent); a whole job now done as a favour (FieldNation) Compression Algorithm – now it’s a competition, completely different and better – world’s best experts not the guy down the hallway (TopCoder) Creative Team – Tongal a top ten – it’s threatens the existing business…e.b WPP High end business analyst – business critical work (TalMix at Forester); challenges the mental model of contingent as unimportant
- There is a STORM of these, 100s of them, new one all the time, mergers, failures TaskRabbit acquierd by Ikiea
- What happens if you only have 1/3 as many employees (Upwork); what if you only have 5% as many employees? How easy it is to drive change in a 5000 person org vs 15000? What happens to your fixed costs? What happens to all the HR overhead of babysitting employees? What happens to the adaptability? Costs less. Fewer fixed costs. Less HR overhead. Agile. Adaptable re skills.