The document discusses challenges with workforce engagement and the costs of disengagement. It notes that today's workforce is made up of four generations (Millennials, Gen X, Baby Boomers, Gen Z) with different work styles and values. To improve engagement, the workplace and tools must be adapted to a mobile, digital workforce. Cisco offers solutions like telepresence, collaboration apps, and analytics to transform the workplace, enable mobile workers, and deliver effective meetings. This can help organizations better engage employees and reduce costs associated with disengagement.
July 22 presentation - thoughts?
If need be, I can email directly (norris.krueger@gmail.com)
Or try: http://bit.ly/cUjzCo
Be sure to check out Monica's & Cornelia's great presentations also uploaded!
"An Aging Workforce: Shifting from Problem to Potential" - breakout session at the MN Career Development Association 2012 Spring Conference - with Kate Schaefers
July 22 presentation - thoughts?
If need be, I can email directly (norris.krueger@gmail.com)
Or try: http://bit.ly/cUjzCo
Be sure to check out Monica's & Cornelia's great presentations also uploaded!
"An Aging Workforce: Shifting from Problem to Potential" - breakout session at the MN Career Development Association 2012 Spring Conference - with Kate Schaefers
There is an overwhelming amount of information in the technology news about artificial intelligence (AI) and bots in the enterprise. One issue is the gap between hype and reality. The other issue covers whether AI and bots will take our jobs. Whether we are talking about bots for Atlassian's JIRA and HipChat to recent announcements by Workplace by Facebook about opening up it's Work Chat API to chat bots, AI and bots are happening. The question is how can we use them to improve how we do our job?
According to Scott Middleton, founder and CEO of Stratejos, "These bots will replace jobs but it will be the boring parts of our jobs. They'll take care of the tedious, administrative side while giving us new information and insights we don't currently have. Freeing us to do bigger, more creative things."
Middleton will join the ServiceRocket webinar to discuss:
- AI in the enterprise: Why now?
- What is an enterprise bot?
- What is possible today addressing the difference between hype and reality.
- What is possible (inevitable) tomorrow.
On November 24, 2016, Tom Haak of the HR Trend Institute, gave a presentation about HR Trends to students of the University of Applied Sciences Utrecht. These are the slides he used.
On July 3, 2017, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation to a group of Siemens HR professionals. These are the slides he used.
As we enter the new year, a new strategy, focus or mindset is often required. In a few years time, the impending onslaught of digital and intelligent tech like AI, robotics, autonomous vehicles, blockchain, VR/AR, voice personal assistants and IoT will create a perfect storm for innovation and disruption. Due to this threat of technological and digital disruption, many organisations are undergoing digital transformation, building an innovative culture and exploring blue ocean businesses.
Companies in this creative journey frequently find that while strategy and leadership are important, the biggest inertia and obstacle is culture and individual mindsets. According to McKinsey, Cultural and Behaviour Challenges (33%) is the most formidable challenge to digital transformation (article). Similarly, in a Cap Gemini report, Culture (62%) is ranked as the top hurdle to digital transformation (article). In Nov 2017, Harvard Business Review piece emphasizes the need for CEOs to think like founders and not mere managers (article).
To address this critical gap, we have specially developed the MINDSET 4.0 Now! program for various types of organisations (MNCs, government agencies, local enterprises) in a variety of sectors (from financial services, retail, FMCG, healthcare, real estate, telecoms, technology, manufacturing, logistics, etc) for senior, middle and promising talent (CXOs to mid-level managers). Objective of program is to quickly inculcate and internalise the Innovator's Mindset in your leaders and talent and unlock their potential to be creative catalyst in your organisation's future.
On July 6, 2017, Tom Haak of the HR Trend Institute (https://hrtreninstitute.com) gave a presentation for the HR team of Eneco. These are the slides he used.
Business case for deploying online collaboration across organisational bounda...David Terrar
Pollyanna Jones of NHS England & David Terrar of Agile Elephant, introduced by John Glover of Kahootz, use the NHS England futureNHS platform as a case study story for implementing an effective collaboration solution across silos, teams and organisational boundaries. The story shows:
* How the Department of Health and their Arm’s-Length Bodies are using a shared service arrangement to improve team working and stakeholder engagement across the UK health sector
* The potential, drivers and enablers that are necessary for success and the impending blockers and pitfalls with advice as how to overcome them.
* Where to start, how to educate your staff, and an understanding as to how to select and drive benefit from collaboration tools across the value chain
* How to tap into the collective knowledge and expertise of your stakeholders to foster a sense of shared purpose and community involvement
* Building a solid business case. Where the value and ROI of collaboration tools could lie as your organisation looks to improve team working with external parties and across organisational boundaries.
On November 3, 2016, Tom Haak of the HR Trend Institute conducted a workshop focused on increasing the impact of HR by making use of current trends, for a client in The Hague. These are the slides he used
Our changing world: Four trends set to impact how we lead in the future. A presentation by Futurist Adam Jorlen for the Holos Group Real Leadership Program in Melbourne, Australia July 2012.
How entrepreneurial ecosystems and entrepreneur mindsets co-evolveNorris Krueger
Great case of how Aalto University's killer entrepreneurship programs were designed, developed and delivered by students (the Aalto Entrepreneur Society or AaltoES) in partnership with the entrep community. Fun to see how the entrepreneurial mindset grew and co-evolved as the entrepreneurial ecosystem grew. The REAL work was done by Tua Bjorklund, scholar in residence at the Aalto Design Factory. The final version of this draft is forthcoming in the Journal of Enterprising Communities!
There is an overwhelming amount of information in the technology news about artificial intelligence (AI) and bots in the enterprise. One issue is the gap between hype and reality. The other issue covers whether AI and bots will take our jobs. Whether we are talking about bots for Atlassian's JIRA and HipChat to recent announcements by Workplace by Facebook about opening up it's Work Chat API to chat bots, AI and bots are happening. The question is how can we use them to improve how we do our job?
According to Scott Middleton, founder and CEO of Stratejos, "These bots will replace jobs but it will be the boring parts of our jobs. They'll take care of the tedious, administrative side while giving us new information and insights we don't currently have. Freeing us to do bigger, more creative things."
Middleton will join the ServiceRocket webinar to discuss:
- AI in the enterprise: Why now?
- What is an enterprise bot?
- What is possible today addressing the difference between hype and reality.
- What is possible (inevitable) tomorrow.
On November 24, 2016, Tom Haak of the HR Trend Institute, gave a presentation about HR Trends to students of the University of Applied Sciences Utrecht. These are the slides he used.
On July 3, 2017, Tom Haak of the HR Trend Institute (https://hrtrendinstitute.com) gave a presentation to a group of Siemens HR professionals. These are the slides he used.
As we enter the new year, a new strategy, focus or mindset is often required. In a few years time, the impending onslaught of digital and intelligent tech like AI, robotics, autonomous vehicles, blockchain, VR/AR, voice personal assistants and IoT will create a perfect storm for innovation and disruption. Due to this threat of technological and digital disruption, many organisations are undergoing digital transformation, building an innovative culture and exploring blue ocean businesses.
Companies in this creative journey frequently find that while strategy and leadership are important, the biggest inertia and obstacle is culture and individual mindsets. According to McKinsey, Cultural and Behaviour Challenges (33%) is the most formidable challenge to digital transformation (article). Similarly, in a Cap Gemini report, Culture (62%) is ranked as the top hurdle to digital transformation (article). In Nov 2017, Harvard Business Review piece emphasizes the need for CEOs to think like founders and not mere managers (article).
To address this critical gap, we have specially developed the MINDSET 4.0 Now! program for various types of organisations (MNCs, government agencies, local enterprises) in a variety of sectors (from financial services, retail, FMCG, healthcare, real estate, telecoms, technology, manufacturing, logistics, etc) for senior, middle and promising talent (CXOs to mid-level managers). Objective of program is to quickly inculcate and internalise the Innovator's Mindset in your leaders and talent and unlock their potential to be creative catalyst in your organisation's future.
On July 6, 2017, Tom Haak of the HR Trend Institute (https://hrtreninstitute.com) gave a presentation for the HR team of Eneco. These are the slides he used.
Business case for deploying online collaboration across organisational bounda...David Terrar
Pollyanna Jones of NHS England & David Terrar of Agile Elephant, introduced by John Glover of Kahootz, use the NHS England futureNHS platform as a case study story for implementing an effective collaboration solution across silos, teams and organisational boundaries. The story shows:
* How the Department of Health and their Arm’s-Length Bodies are using a shared service arrangement to improve team working and stakeholder engagement across the UK health sector
* The potential, drivers and enablers that are necessary for success and the impending blockers and pitfalls with advice as how to overcome them.
* Where to start, how to educate your staff, and an understanding as to how to select and drive benefit from collaboration tools across the value chain
* How to tap into the collective knowledge and expertise of your stakeholders to foster a sense of shared purpose and community involvement
* Building a solid business case. Where the value and ROI of collaboration tools could lie as your organisation looks to improve team working with external parties and across organisational boundaries.
On November 3, 2016, Tom Haak of the HR Trend Institute conducted a workshop focused on increasing the impact of HR by making use of current trends, for a client in The Hague. These are the slides he used
Our changing world: Four trends set to impact how we lead in the future. A presentation by Futurist Adam Jorlen for the Holos Group Real Leadership Program in Melbourne, Australia July 2012.
How entrepreneurial ecosystems and entrepreneur mindsets co-evolveNorris Krueger
Great case of how Aalto University's killer entrepreneurship programs were designed, developed and delivered by students (the Aalto Entrepreneur Society or AaltoES) in partnership with the entrep community. Fun to see how the entrepreneurial mindset grew and co-evolved as the entrepreneurial ecosystem grew. The REAL work was done by Tua Bjorklund, scholar in residence at the Aalto Design Factory. The final version of this draft is forthcoming in the Journal of Enterprising Communities!
VWork: Measuring the benefits of agility at workRegus
Given at WorkTech New York on May 18, 2011 by Bob Gaudreau, Executive Vice-President Sales & Marketing at Regus.
Read the full report: http://slidesha.re/jG2yQM
About Regus: http://www.regus.com/?utm_campaign=slideshare
Tactical HR: Turning Employee Experience Into Financial StrategyShelley Reece
Most companies publicly communicate the belief that employees are their most valuable assets. However, if you look privately how they invest in human capital, their actions often do not match the rhetoric. Why? Corporate managers and HR professionals continue to struggle to quantify the value of investments in employees. This lack of clarity causes an unintentional misallocation of human capital budgets.
In this webinar, we will explore how employee behaviors lead to real positive or negative financial outcomes for businesses. With clearer key performance indicators, companies can better allocate and measure the results human capital investments.
Tactical HR: Turning Employee Experience Into Financial StrategyAggregage
Most companies publicly communicate the belief that employees are their most valuable assets. However, if you look privately how they invest in human capital, their actions often do not match the rhetoric. Why? Corporate managers and HR professionals continue to struggle to quantify the value of investments in employees. This lack of clarity causes an unintentional misallocation of human capital budgets.
In this webinar, we will explore how employee behaviors lead to real positive or negative financial outcomes for businesses. With clearer key performance indicators, companies can better allocate and measure the results human capital investments.
McCrindle Research 5 Social and Demographic Trends Redefining AustraliaMcCrindleResearch
McCrindle Research exists to conduct world class research and communicate the insights in innovative ways.
McCrindle Research track the trends and know the times. Here are 5 social and demographic trends redefining Australia today.
AI and Education 20240327 v16 for Northeastern.pptxISSIP
Prof. Mark L. Miller (https://www.linkedin.com/in/mlmiller751/), Northeastern University, class on AI and Education
Speaker: Jim Spohrer (https://www.linkedin.com/in/spohrer/)
===
Speaker: Dr. Jim Spohrer, retired Apple and IBM executive, currently Board of Directors for ISSIP.org (International Society of Service Innovation Professionals).
Title: AI and Education: A Historical Perspective and Possible Future Directions
Abstract: This talk will briefly survey my 50 years working in the area of AI & Education. At MIT (1974- 1978), MIT's summer EXPLO schools for AI and entrepreneurship classes. At Verbex (1978-1982), speech recognition, language models, early generative AI. At Yale (1982-1989), MARCEL, a generate- test-and-debug architecture and student model of programming bugs. At Apple (1989-1998), from content (SK8) to community (EOE) to context (WorldBoard). At IBM (1999 - 2021), service science and open source AI. At ISSIP (2021-present), generative AI and digital twins.
Bio:Jim’s Bio (142 words):
Jim Spohrer is a student of service science and open-source, trusted AI. He is a retired industry executive (Apple, IBM), who is a member of the Board of Directors of the non-profit International Society of Service Innovation Professionals (ISSIP). At IBM, he served as Director for Open Source AI/Data, Global University Programs, IBM Almaden Service Research, and CTO IBM Venture Capital Relations Group. At Apple, he achieved Distinguished Engineer Scientist Technologist (DEST) for authoring and learning platforms. After MIT (BS/Physics), he developed speech recognition systems at Verbex (Exxon), then Yale (PhD/Computer Science AI). With over ninety publications and nine patents, awards include AMA ServSIG Christopher Lovelock Career Contributions to the Service Discipline, Evert Gummesson Service Research, Vargo-Lusch Service-Dominant Logic, Daniel Berg Service Systems, and PICMET Fellow for advancing service science. In 2021, Jim was appointed a UIDP Senior Fellow (University-Industry Demonstration Partnership).
Readings:Apple's ATG Authoring Tools:
URL: https://dl.acm.org/doi/pdf/10.1145/279044.279173 Blog: WorldBoard
URL: https://service-science.info/archives/2060 Blog: Reflecting on Generative AI and Digital Twins
URL: https://service-science.info/archives/6521 Book: Service in the AI Era
Attached: Pages 46-54.Video: Speech Recognition (History)
URL: https://youtu.be/G9z4VAsw_kw
Thanks, -Jim
--Jim Spohrer, PhDBoard of Directors, ISSIP (International Society of Service Innovation Professionals) Board of Directors, ServCollab ("Serving Humanity Through Collaboration")Senior Fellow, UIDP ("Strengthening University-Industry Partnerships")Retired Industry Executive (Apple, IBM)
Similar to Better Engaging the Quad-Generational Workforce (20)
Alt. GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using ...James Anderson
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
UiPath Test Automation using UiPath Test Suite series, part 6DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 6. In this session, we will cover Test Automation with generative AI and Open AI.
UiPath Test Automation with generative AI and Open AI webinar offers an in-depth exploration of leveraging cutting-edge technologies for test automation within the UiPath platform. Attendees will delve into the integration of generative AI, a test automation solution, with Open AI advanced natural language processing capabilities.
Throughout the session, participants will discover how this synergy empowers testers to automate repetitive tasks, enhance testing accuracy, and expedite the software testing life cycle. Topics covered include the seamless integration process, practical use cases, and the benefits of harnessing AI-driven automation for UiPath testing initiatives. By attending this webinar, testers, and automation professionals can gain valuable insights into harnessing the power of AI to optimize their test automation workflows within the UiPath ecosystem, ultimately driving efficiency and quality in software development processes.
What will you get from this session?
1. Insights into integrating generative AI.
2. Understanding how this integration enhances test automation within the UiPath platform
3. Practical demonstrations
4. Exploration of real-world use cases illustrating the benefits of AI-driven test automation for UiPath
Topics covered:
What is generative AI
Test Automation with generative AI and Open AI.
UiPath integration with generative AI
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Sudheer Mechineni, Head of Application Frameworks, Standard Chartered Bank
Discover how Standard Chartered Bank harnessed the power of Neo4j to transform complex data access challenges into a dynamic, scalable graph database solution. This keynote will cover their journey from initial adoption to deploying a fully automated, enterprise-grade causal cluster, highlighting key strategies for modelling organisational changes and ensuring robust disaster recovery. Learn how these innovations have not only enhanced Standard Chartered Bank’s data infrastructure but also positioned them as pioneers in the banking sector’s adoption of graph technology.
Dr. Sean Tan, Head of Data Science, Changi Airport Group
Discover how Changi Airport Group (CAG) leverages graph technologies and generative AI to revolutionize their search capabilities. This session delves into the unique search needs of CAG’s diverse passengers and customers, showcasing how graph data structures enhance the accuracy and relevance of AI-generated search results, mitigating the risk of “hallucinations” and improving the overall customer journey.
The Art of the Pitch: WordPress Relationships and SalesLaura Byrne
Clients don’t know what they don’t know. What web solutions are right for them? How does WordPress come into the picture? How do you make sure you understand scope and timeline? What do you do if sometime changes?
All these questions and more will be explored as we talk about matching clients’ needs with what your agency offers without pulling teeth or pulling your hair out. Practical tips, and strategies for successful relationship building that leads to closing the deal.
Maruthi Prithivirajan, Head of ASEAN & IN Solution Architecture, Neo4j
Get an inside look at the latest Neo4j innovations that enable relationship-driven intelligence at scale. Learn more about the newest cloud integrations and product enhancements that make Neo4j an essential choice for developers building apps with interconnected data and generative AI.
In his public lecture, Christian Timmerer provides insights into the fascinating history of video streaming, starting from its humble beginnings before YouTube to the groundbreaking technologies that now dominate platforms like Netflix and ORF ON. Timmerer also presents provocative contributions of his own that have significantly influenced the industry. He concludes by looking at future challenges and invites the audience to join in a discussion.
Securing your Kubernetes cluster_ a step-by-step guide to success !KatiaHIMEUR1
Today, after several years of existence, an extremely active community and an ultra-dynamic ecosystem, Kubernetes has established itself as the de facto standard in container orchestration. Thanks to a wide range of managed services, it has never been so easy to set up a ready-to-use Kubernetes cluster.
However, this ease of use means that the subject of security in Kubernetes is often left for later, or even neglected. This exposes companies to significant risks.
In this talk, I'll show you step-by-step how to secure your Kubernetes cluster for greater peace of mind and reliability.
Unlocking Productivity: Leveraging the Potential of Copilot in Microsoft 365, a presentation by Christoforos Vlachos, Senior Solutions Manager – Modern Workplace, Uni Systems
Encryption in Microsoft 365 - ExpertsLive Netherlands 2024Albert Hoitingh
In this session I delve into the encryption technology used in Microsoft 365 and Microsoft Purview. Including the concepts of Customer Key and Double Key Encryption.
Removing Uninteresting Bytes in Software FuzzingAftab Hussain
Imagine a world where software fuzzing, the process of mutating bytes in test seeds to uncover hidden and erroneous program behaviors, becomes faster and more effective. A lot depends on the initial seeds, which can significantly dictate the trajectory of a fuzzing campaign, particularly in terms of how long it takes to uncover interesting behaviour in your code. We introduce DIAR, a technique designed to speedup fuzzing campaigns by pinpointing and eliminating those uninteresting bytes in the seeds. Picture this: instead of wasting valuable resources on meaningless mutations in large, bloated seeds, DIAR removes the unnecessary bytes, streamlining the entire process.
In this work, we equipped AFL, a popular fuzzer, with DIAR and examined two critical Linux libraries -- Libxml's xmllint, a tool for parsing xml documents, and Binutil's readelf, an essential debugging and security analysis command-line tool used to display detailed information about ELF (Executable and Linkable Format). Our preliminary results show that AFL+DIAR does not only discover new paths more quickly but also achieves higher coverage overall. This work thus showcases how starting with lean and optimized seeds can lead to faster, more comprehensive fuzzing campaigns -- and DIAR helps you find such seeds.
- These are slides of the talk given at IEEE International Conference on Software Testing Verification and Validation Workshop, ICSTW 2022.
4. Worldwide Engagement
13% engaged
63% disengaged
24% actively disengaged.
Active Disengagement is a Global Problem
Germany:
€112B- €138B per year
(US$151B to $186B)
Active Disengagement
UK: £52B-£70B per year
(US$83B-$112B)
Active Disengagement
US $450B to
$550B per year
Active Disengagement
6% Engagement in China
Less than half the global average
New Zealand &
Australia
24% engaged,60% not
engaged.16% actively
disengaged
Highest active disengagement in
Middle East & North Africa
(MENA), particularly in Tunisia 54%,
Algeria 53%, Syria 45%
6. The Workforce is in Transition: Quad-generational
Personalize Your Approach to Each Generation for Better Engagement
Motivation Values Work Style
Working Longer,
Retiring Later
Defined By Their Work Value Face Time
Independent, Resourceful,
Self-reliant
Value Work-Life Balance
Don’t Need or
Want Face Time
Independent, Resourceful,
Self-reliant
Work Must Make Their
Lives and Society Better
Expect Equal
Seat at the Table
Just Now Entering
the Workforce
Only Know Global, Diverse
Workforce/place
Prefer Live/Video/Visual
Generation Z
(born 1995 to 2009)
Generation X
(born 1964-1980)
Baby Boomers
(born 1946-1964)
Millennials (Generation Y)
(born 1980-1995)
7. The Workforce is in Transition: Quad-generational
17%
36%
34%
35%
42%
21%
2% 12%
Now 2020
Organizations Must Address Each Generation’s Needs
Generation Z
(born 1995 to 2009)
Generation X
(born 1964-1980)
Baby Boomers
(born 1946-1964)
Millennials (Generation Y)
(born 1980-1995)
8. Digitization and Social Trends are Challenging Organizations
Companies will Adapt or Perish
Eroding
Geo Boundaries
Consumer-
driven IT
Under-utilizing
Assets
Explosion of
Devices
Evolving Social
Contracts
9. Every Change Impacts the Workforce Experience
Optimize
Work Environment
Enable a
Mobile Workforce
Improve
Employee Engagement
Millennials
(born 1980-1995)
Baby Boomers
(born 1946-1964)
Generation Z
(born 1995 to 2009)
Generation X
(born 1964-1980)
Evolving Social Contracts
Under-utilizing Assets
Consumer-driven IT
Eroding Geo Boundaries
Explosion of Devices
Quad-generation Workforce
Needs Differ
Digitization & Social Trends
Are Challenging Organizations
Employee Disengagement
Costs Are High
Enterprises Must Address Organizational Challenges to
Attract and Retain Top Talent
10. Attract and Retain the Quad-generational Workforce with a
Better Workforce Experience
Enable a
Digital Workforce
Deliver
Flawless and
Effective Meetings
Transform the
Workplace
Optimized Work Environment Seamless Mobile Workforce Better Employee Engagement
12. Experience
(Customize Your Space with Your Preferred Settings)
Color
Blue
Temp
68°74°
• Smart+Connected Spaces
• Cisco Maps
Reserve
(Flexible Workspaces)
Locate
(Spaces and Conference Rooms)
Dynamic Workspace
Allocation
Simply Find and Personalize Workspaces
Cisco Connected Workplace
~40%Lower Real
Estate Costs
~50%Lower Furniture
Costs
~40%Reduction in
workplace
services
13. Workplace Analytics
Occupancy and Utilization
Dwell Times
High Traffic Areas
Understand and Optimize Real Estate Utilization
• Hyper-location Based Services
• Cisco Mobility Services Engine
• Smart+Connected Spaces
15. Secure Access to People,
Information and Resources
On the Move
From the Workplace
On Any Device
Improve Workforce Productivity
• Cisco Unified Access
• Cisco Identity Services Engine
16. Agent Connects to Experts
While On-site with
Claimant
Faster Processing of Insurance Claims
• Cisco Remote Mobile Expert
• Cisco Jabber
Real-time Consultation
(Connect via Video or Voice)
Share Accident Details
Display Video and
Photographic Footage
17. Interactive Support
Streamline Processes and Decision Quality
• Cisco Remote Expert Mobile
• Cisco Personal TelePresence
Conference in Third Parties
(Body Shop, Roadside Assistance)
Share Web Pages and Links
(Even Guide 3rd party to fill the web form by sharing
screens)
19. Work Where and When Life
Requires
Reduce Stress; Increase Employee Satisfaction
Commute During Off Hours
(Save time and money)
• Cisco Collaboration Endpoints
• Cisco Network Infrastructure &
Policy-based Access
20. Best Experience for the Capabilities You Have
• Cisco WebEx
• Cisco Jabber
• Cisco SPARK
From Pocket to Boardroom
Instant Global Collaboration
21. Audience Engagement
Virtual, Global Events
On any Device
Internal and External
Save Time and Money Without Compromising Experience
• Cisco TelePresence
• Cisco Network Infrastructure
• Cisco Social Miner
22. Attract and Retain a Better Engaged Workforce
Motivation Values Work Style
Working Longer,
Retiring Later
Defined By Their Work Value Face Time
Independent, Resourceful,
Self-reliant
Value Work-Life Balance
Don’t Need or
Want Face Time
Independent, Resourceful,
Self-reliant
Work Must Make Their
Lives and Society Better
Expect Equal
Seat at the Table
Just Now Entering
the Workforce
Only Know Global, Diverse
Workforce/place
Prefer Live/Video/Visual
Face-to-face Communications Worldwide
Same Experience Regardless of Where You Are
Boundary-less Collaboration
Work Easily with People Inside and Outside the Organization
Generation Z
(born 1995 to 2009)
Generation X
(born 1964-1980)
Baby Boomers
(born 1946-1964)
Millennials (Generation Y)
(born 1980-1995)
23. Why Cisco?
Cisco Collaboration Architecture
Cisco Unified Datacenter
Architecture
• Network Security
• Unified Access
• Intelligent WAN
Cisco Enterprise Networks
Architecture• LEADER in Contact Center
• LEADER in Unified Communication
• LEADER in WAN Optimization
• CHALLENGER in Enterprise Video
Innovate • Growing Solution Portfolio
• End-to-End Solutions
Manage
• Trained Ecosystem of Partners
• Continual Partner CertificationPay
• Cisco Capital financing
• Multiple Consumption Models
• Packaged SKU’s, Streamlined ordering
Build
• Day 0: Consulting Services
• Day 1: Implementation Services
• Day 2: Support and Managed Services
Design
• Industry Leading Solutions
• Tested Proven Architectures
• Validated Offer Blocks & Published BOM
Enterprise Video
Unified Communication
Servers
Network
24. Digitize the Workforce Experience
Enable a
Digital Workforce
Deliver
Flawless and
Effective Meetings
Transform the
Workplace
Workspace Management Tools
Mobile Workspace
Collaborative Knowledge
Tech-Enabled Workspace
Collaborative Knowledge
WebEx
Mobile Workspace TelePresence
25. Deliver a Better Workforce Experience with Cisco!
Employees are Disengaged and
Directly Impact Customer Experience
Workplaces and Workforces are Both in Transition
Technology will Accelerate and Enhance
Next-generation Workplaces
Cisco Has an Unequaled Portfolio of Products, Solutions
& Services to Improve the Workforce Experience
Enable a
Digital Workforce
Transform the
Workplace
Deliver
Flawless and
Effective Meetings
Editor's Notes
Workforce Experience.
Let’s talk about how Cisco can help you engage your quad-generational workforce.
Today’s workforce is not engaged. Based on a survey done by Gallup across 142 countries, on average 68 to 87% of employees in an organization are either disengaged or actively dis-engaged. Disengaged employees are the ones that come into to work to “collect a paycheck.” They do not go the extra mile to get stuff done. Actively dis-engaged employees are those that have an actively negative attitude. They can bring the morale down by spreading discontent.
http://www.gallup.com/services/178514/state-american-workplace.aspx
Engaged: Inspired at work; Emotionally invested; Focused on creating value every day. Likely has a great boss.
Disengaged: Present. But likely “just collecting a paycheck”. Doesn’t go out of his/her way. Not inspired by work or managers. Essentially "checked out." They sleepwalk through their workday and put time -- but not energy or passion -- into their work. These employees are less destructive and disruptive than actively disengaged employees, but they are not helping their organizations grow.
Actively Disengaged: Negative. Potentially hostile. Roams the hall spreading discontent. Likely to have a boss from hell that makes him/her miserable.
Since the late 1990s, Gallup has administered the Q12 Survey to more than 25 million employees In 195 different countries and 70 languages.
Gallup: “State of the American Workplace Report 2013” report:
Gallup research also shows that these managers from hell are creating active disengagement costing the U.S. an estimated $450 billion to $550 billion annually. If your company reflects the average in the U.S., just imagine what poor management and disengagement are costing your bottom line.
Of the approximately 100 million people in America who hold full-time jobs, 30 million (30%) are engaged and inspired at work, so we can assume they have a great boss. At the other end of the spectrum are roughly 20 million (20%) employees who are actively disengaged. These employees, who have bosses from hell that make them miserable, roam the halls spreading discontent. The other 50 million (50%) American workers are not engaged. They’re just kind of present, but not inspired by their work or their managers.
Organizations with an average of 9.3 engaged employees for every actively disengaged employee in 2010-2011 experienced 147% higher earnings per share (EPS) compared with their competition in 2011-2012. In contrast, those with an average of 2.6 engaged employees for every actively disengaged employee experienced 2% lower EPS compared with their competition during that same time period.
Gallup “State of the Global Workplace 2013” report:
Currently, 13% of employees across 142 countries worldwide are engaged in their jobs — that is, they are emotionally invested in and focused on creating value for their organizations every day. As in Gallup’s 2009- 2010 global study of employee engagement, actively disengaged workers — i.e., those who are negative and potentially hostile to their organizations — continue to outnumber engaged employees at a rate of nearly 2-1.
Overall, among the 142 countries included in the current Gallup study, 13% of employees are engaged in their jobs, while 63% are not engaged and 24% are actively disengaged. However, these results vary substantially among different global regions.
Active disengagement is an immense drain on economies throughout the world. Gallup estimates, for example, that for the U.S., active disengagement costs US$450 billion to $550 billion per year. In Germany, that figure ranges from €112 billion to €138 billion per year (US$151 billion to $186 billion). In the United Kingdom, actively disengaged employees cost the country between £52 billion and £70 billion (US$83 billion and $112 billion) per year.
East Asia has the lowest proportion of engaged employees in the world, at 6%, which is less than half of the global mean of 13%. The regional finding is driven predominantly by results from China, where 6% of employees are engaged in their jobs — one of the lowest figures worldwide.
In Australia and New Zealand, 24% of employees are engaged, while 60% are not engaged and 16% are actively disengaged. The resulting ratio of engaged to actively disengaged employees — 1.5-to-1 — is one of the highest among all global regions and similar to results from the U.S. and Canada (1.6-to-1).
Gallup found the highest levels of active disengagement in the world in the Middle East and North Africa (MENA) region, particularly in Tunisia (54%),Algeria (53%), and Syria (45%). The region’s high unemployment rates may be a factor in these results, causing many disengaged workers to remain in their jobs despite their unhappiness at work.
Despite the country’s strong economic growth, only 8% of Indonesian employees are engaged in their jobs, while 15% are actively disengaged. By contrast, employees in the Philippines — another fast-growing economy in Southeast Asia — had the highest level of engagement in the region at 29%, with only 8% actively disengaged.
Since the late 1990s, Gallup has administered the Q12 Survey to more than 25 million employees In 195 different countries and 70 languages.
---------------
Additional Info: Gallup , Decision-Wise , FastCompany: Gallup , Gartner's 2015 Digital Workplace Conference
Gartner: Only 4 in 10 are highly engaged. 25% are actively disengaged thinking this is US data…
Additional Stats/Metrics from Gallup via Fast Company http://www.fastcompany.com/3009012/the-costs-of-ignoring-employee-engagement:
37% Lower Absenteeism
25% Lower Turnover (in High-turnover Organizations)
65% Lower Turnover (in Low-turnover Organizations)
28% Less Shrinkage
48% Fewer Safety Incidents
41% Fewer Patient Safety Incidents
41% Fewer Quality Incidents (Defects)
10% Higher ebc Metrics
21% Higher Productivity
22% Higher Profitability
3x Faster Profit Growth
19.2% Growth in Operating Income (12m period with High Engaged Workforce)
Individual happiness cascades through groups of people, like contagion.
Engaged: Inspired at work; Emotionally invested; Focused on creating value every day. Likely has a great boss.
Disengaged: Present. But likely “just collecting a paycheck”. Doesn’t go out of his/her way. Not inspired by work or managers. Essentially "checked out." They sleepwalk through their workday and put time -- but not energy or passion -- into their work. These employees are less destructive and disruptive than actively disengaged employees, but they are not helping their organizations grow.
Actively Disengaged: Negative. Potentially hostile. Roams the hall spreading discontent. Likely to have a boss from hell that makes him/her miserable.
http://www.gallup.com/services/178514/state-american-workplace.aspx
And, this dis-engagement is expensive! Each dis-engaged employee costs $3,400 for every $10,000 in salary. So, if an organization has $100 million in salary budget, one third of that could be going to waste because of dis-engagement. And just in the US alone, active dis-engagement costs the economy half a trillion dollars! Think about <insert organization name>. Are you paying your employees to undermine your company’s goals?
http://www.gallup.com/services/178514/state-american-workplace.aspx
Engaged: Inspired at work; Emotionally invested; Focused on creating value every day. Likely has a great boss.
Disengaged: Present. But likely “just collecting a paycheck”. Doesn’t go out of his/her way. Not inspired by work or managers. Essentially "checked out." They sleepwalk through their workday and put time -- but not energy or passion -- into their work. These employees are less destructive and disruptive than actively disengaged employees, but they are not helping their organizations grow.
Actively Disengaged: Negative. Potentially hostile. Roams the hall spreading discontent. Likely to have a boss from hell that makes him/her miserable.
Since the late 1990s, Gallup has administered the Q12 Survey to more than 25 million employees In 195 different countries and 70 languages.
Gallup: “State of the American Workplace Report 2013” report:
Gallup research also shows that these managers from hell are creating active disengagement costing the U.S. an estimated $450 billion to $550 billion annually. If your company reflects the average in the U.S., just imagine what poor management and disengagement are costing your bottom line.
Of the approximately 100 million people in America who hold full-time jobs, 30 million (30%) are engaged and inspired at work, so we can assume they have a great boss. At the other end of the spectrum are roughly 20 million (20%) employees who are actively disengaged. These employees, who have bosses from hell that make them miserable, roam the halls spreading discontent. The other 50 million (50%) American workers are not engaged. They’re just kind of present, but not inspired by their work or their managers.
Organizations with an average of 9.3 engaged employees for every actively disengaged employee in 2010-2011 experienced 147% higher earnings per share (EPS) compared with their competition in 2011-2012. In contrast, those with an average of 2.6 engaged employees for every actively disengaged employee experienced 2% lower EPS compared with their competition during that same time period.
Gallup “State of the Global Workplace 2013” report:
Currently, 13% of employees across 142 countries worldwide are engaged in their jobs — that is, they are emotionally invested in and focused on creating value for their organizations every day. As in Gallup’s 2009- 2010 global study of employee engagement, actively disengaged workers — i.e., those who are negative and potentially hostile to their organizations — continue to outnumber engaged employees at a rate of nearly 2-1.
Overall, among the 142 countries included in the current Gallup study, 13% of employees are engaged in their jobs, while 63% are not engaged and 24% are actively disengaged. However, these results vary substantially among different global regions.
Active disengagement is an immense drain on economies throughout the world. Gallup estimates, for example, that for the U.S., active disengagement costs US$450 billion to $550 billion per year. In Germany, that figure ranges from €112 billion to €138 billion per year (US$151 billion to $186 billion). In the United Kingdom, actively disengaged employees cost the country between £52 billion and £70 billion (US$83 billion and $112 billion) per year.
East Asia has the lowest proportion of engaged employees in the world, at 6%, which is less than half of the global mean of 13%. The regional finding is driven predominantly by results from China, where 6% of employees are engaged in their jobs — one of the lowest figures worldwide.
In Australia and New Zealand, 24% of employees are engaged, while 60% are not engaged and 16% are actively disengaged. The resulting ratio of engaged to actively disengaged employees — 1.5-to-1 — is one of the highest among all global regions and similar to results from the U.S. and Canada (1.6-to-1).
Gallup found the highest levels of active disengagement in the world in the Middle East and North Africa (MENA) region, particularly in Tunisia (54%),Algeria (53%), and Syria (45%). The region’s high unemployment rates may be a factor in these results, causing many disengaged workers to remain in their jobs despite their unhappiness at work.
Despite the country’s strong economic growth, only 8% of Indonesian employees are engaged in their jobs, while 15% are actively disengaged. By contrast, employees in the Philippines — another fast-growing economy in Southeast Asia — had the highest level of engagement in the region at 29%, with only 8% actively disengaged.
Since the late 1990s, Gallup has administered the Q12 Survey to more than 25 million employees In 195 different countries and 70 languages.
---------------
Additional Info: Gallup , Decision-Wise , FastCompany: Gallup , Gartner's 2015 Digital Workplace Conference
Gartner: Only 4 in 10 are highly engaged. 25% are actively disengaged thinking this is US data…
Additional Stats/Metrics from Gallup via Fast Company http://www.fastcompany.com/3009012/the-costs-of-ignoring-employee-engagement:
37% Lower Absenteeism
25% Lower Turnover (in High-turnover Organizations)
65% Lower Turnover (in Low-turnover Organizations)
28% Less Shrinkage
48% Fewer Safety Incidents
41% Fewer Patient Safety Incidents
41% Fewer Quality Incidents (Defects)
10% Higher Customer Metrics
21% Higher Productivity
22% Higher Profitability
3x Faster Profit Growth
19.2% Growth in Operating Income (12m period with High Engaged Workforce)
Engaged: Inspired at work; Emotionally invested; Focused on creating value every day. Likely has a great boss.
Disengaged: Present. But likely “just collecting a paycheck”. Doesn’t go out of his/her way. Not inspired by work or managers. Essentially "checked out." They sleepwalk through their workday and put time -- but not energy or passion -- into their work. These employees are less destructive and disruptive than actively disengaged employees, but they are not helping their organizations grow.
Actively Disengaged: Negative. Potentially hostile. Roams the hall spreading discontent. Likely to have a boss from hell that makes him/her miserable.
State of the US workplace: http://www.gallup.com/services/178514/state-american-workplace.aspx And https://cisco.box.com/s/iyqnelunifxd6o3qhkmnp5nihzz60txs
State of the global workplace: https://cisco.box.com/s/eawerzp27azhrgz7gj3tvzu1llhjp0xq
http://www.mapsofworld.com/world-political-map-2000px.jpg
Gallup “State of the Global Workplace 2013” report:
Active disengagement is an immense drain on economies throughout the world. Gallup estimates, for example, that for the U.S., active disengagement costs US$450 billion to $550 billion per year. In Germany, that figure ranges from €112 billion to €138 billion per year (US$151 billion to $186 billion). In the United Kingdom, actively disengaged employees cost the country between £52 billion and £70 billion (US$83 billion and $112 billion) per year.
East Asia has the lowest proportion of engaged employees in the world, at 6%, which is less than half of the global mean of 13%. The regional finding is driven predominantly by results from China, where 6% of employees are engaged in their jobs — one of the lowest figures worldwide.
In Australia and New Zealand, 24% of employees are engaged, while 60% are not engaged and 16% are actively disengaged. The resulting ratio of engaged to actively disengaged employees — 1.5-to-1 — is one of the highest among all global regions and similar to results from the U.S. and Canada (1.6-to-1).
Gallup found the highest levels of active disengagement in the world in the Middle East and North Africa (MENA) region, particularly in Tunisia (54%),Algeria (53%), and Syria (45%). The region’s high unemployment rates may be a factor in these results, causing many disengaged workers to remain in their jobs despite their unhappiness at work.
Despite the country’s strong economic growth, only 8% of Indonesian employees are engaged in their jobs, while 15% are actively disengaged. By contrast, employees in the Philippines — another fast-growing economy in Southeast Asia — had the highest level of engagement in the region at 29%, with only 8% actively disengaged.
On the other hand, if you can engage employees, there are positive effects on business results! Companies where an overwhelming majority of employees are engaged can have 1.5x higher EPS. That’s because engaged employees drive higher profitability, higher productivity, fewer safety incidents and lower turnover.
From Gallup via Fast Company http://www.fastcompany.com/3009012/the-costs-of-ignoring-employee-engagement:
37% Lower Absenteeism
25% Lower Turnover (in High-turnover Organizations)
65% Lower Turnover (in Low-turnover Organizations)
28% Less Shrinkage
48% Fewer Safety Incidents
41% Fewer Patient Safety Incidents
41% Fewer Quality Incidents (Defects)
10% Higher Customer Metrics
21% Higher Productivity
22% Higher Profitability
3x Faster Profit Growth
19.2% Growth in Operating Income (12m period with High Engaged Workforce)
Gallup: “State of the American Workplace Report 2013” report:
Gallup research also shows that these managers from hell are creating active disengagement costing the U.S. an estimated $450 billion to $550 billion annually. If your company reflects the average in the U.S., just imagine what poor management and disengagement are costing your bottom line.
Of the approximately 100 million people in America who hold full-time jobs, 30 million (30%) are engaged and inspired at work, so we can assume they have a great boss. At the other end of the spectrum are roughly 20 million (20%) employees who are actively disengaged. These employees, who have bosses from hell that make them miserable, roam the halls spreading discontent. The other 50 million (50%) American workers are not engaged. They’re just kind of present, but not inspired by their work or their managers.
Organizations with an average of 9.3 engaged employees for every actively disengaged employee in 2010-2011 experienced 147% higher earnings per share (EPS) compared with their competition in 2011-2012. In contrast, those with an average of 2.6 engaged employees for every actively disengaged employee experienced 2% lower EPS compared with their competition during that same time period.
Gallup “State of the Global Workplace 2013” report:
Currently, 13% of employees across 142 countries worldwide are engaged in their jobs — that is, they are emotionally invested in and focused on creating value for their organizations every day. As in Gallup’s 2009- 2010 global study of employee engagement, actively disengaged workers — i.e., those who are negative and potentially hostile to their organizations — continue to outnumber engaged employees at a rate of nearly 2-1.
Overall, among the 142 countries included in the current Gallup study, 13% of employees are engaged in their jobs, while 63% are not engaged and 24% are actively disengaged. However, these results vary substantially among different global regions.
Active disengagement is an immense drain on economies throughout the world. Gallup estimates, for example, that for the U.S., active disengagement costs US$450 billion to $550 billion per year. In Germany, that figure ranges from €112 billion to €138 billion per year (US$151 billion to $186 billion). In the United Kingdom, actively disengaged employees cost the country between £52 billion and £70 billion (US$83 billion and $112 billion) per year.
East Asia has the lowest proportion of engaged employees in the world, at 6%, which is less than half of the global mean of 13%. The regional finding is driven predominantly by results from China, where 6% of employees are engaged in their jobs — one of the lowest figures worldwide.
In Australia and New Zealand, 24% of employees are engaged, while 60% are not engaged and 16% are actively disengaged. The resulting ratio of engaged to actively disengaged employees — 1.5-to-1 — is one of the highest among all global regions and similar to results from the U.S. and Canada (1.6-to-1).
Gallup found the highest levels of active disengagement in the world in the Middle East and North Africa (MENA) region, particularly in Tunisia (54%),Algeria (53%), and Syria (45%). The region’s high unemployment rates may be a factor in these results, causing many disengaged workers to remain in their jobs despite their unhappiness at work.
Despite the country’s strong economic growth, only 8% of Indonesian employees are engaged in their jobs, while 15% are actively disengaged. By contrast, employees in the Philippines — another fast-growing economy in Southeast Asia — had the highest level of engagement in the region at 29%, with only 8% actively disengaged.
Since the late 1990s, Gallup has administered the Q12 Survey to more than 25 million employees In 195 different countries and 70 languages.
State of the US workplace: http://www.gallup.com/services/178514/state-american-workplace.aspx And https://cisco.box.com/s/iyqnelunifxd6o3qhkmnp5nihzz60txs
State of the global workplace: https://cisco.box.com/s/eawerzp27azhrgz7gj3tvzu1llhjp0xq
---------------
Additional Info: Gallup , Decision-Wise , FastCompany: Gallup , Gartner's 2015 Digital Workplace Conference
Gartner: Only 4 in 10 are highly engaged. 25% are actively disengaged thinking this is US data…
In some industries, the workforce is aging and they’re having trouble recruiting younger talent. Manufacturing, for instance, 35% are set to retire in 5 years, which will leave a huge gap. Some companies are developing creative programs to allow older people to retire but stay on as remote contractors. Others are looking to digitization to automate as many processes as they can.
And, employee engagement factors vary by generation – in fact, a typical enterprise now has 4 distinct generations. Baby Boomers, Generation X, Millennials and Generation Z. Each of these generations has its own motivations, values and work styles! Management needs to personalize its approach to each generation to engage them better.
Millennials (~90 million)
Gen X (93 million)
Baby Boomers (66 million)
Generation Z: tend to be project based. Doesn't know a world without sleek laptops, smartphones, and the ability to connect with people via online communities… GenZ-ers are tech-savvy, vocal, and adaptable. But all that time online means they struggle to develop strong interpersonal skills, use appropriate body language, and understand privacy. As a whole, they're noticeably different from previous generations and they're bound to drive changes in corporate culture on an even greater scale than the Millennials did. (http://www.huffingtonpost.com/erica-dhawan/start-prepping-now-genera_b_7056562.html)
Generational Differences Chart: http://www.wmfc.org/uploads/GenerationalDifferencesChart.pdf
Another well-used Source: http://www.brucemayhewconsulting.com/index.cfm?id=20209
Other resources: http://www.valueoptions.com/spotlight_YIW/tools.htm and http://www.generationsatwork.com/articles_genx.php
Millennials operate in horizontal – not vertical – structures. Raised to believe their viewpoints matter equally. (http://colleendilen.com/2014/03/26/five-things-i-have-learned-as-a-millennial-working-with-baby-boomers/)
And, their mix is changing. For example, millennials are 1/5th of the employee population today, but are expected to be 1/3rd of the population in just 5 years. Companies have to make sure they are addressing the needs of each generation.
75% of the workforce is expected to be Millennials by 2025.
50% of workforce stat: http://singularityhub.com/2015/03/25/on-demand-employment-how-todays-workers-are-choosing-journeys-over-jobs/
Digitization of companies, industries, and governments is leading to technology playing a leading role in creation of new business value.
For example, under utilized fixed assets are being put to better use – such as private cars as Uber taxis or private homes as AirBnB Hotels.
To summarize, the markets forces impacting workforce experience are three fold:
#1 – employee disengagement costs are high!
#2 – most global enterprises have or will soon have a quad-generational workforce each with their own motivations, values and work styles.
#3 – Digitization & Social trends are challenging organizations.
Enterprises need to address these challenges to attract and retain top talent. They can do that by:
Improving employee engagement
Optimizing the work environment, &
Enabling a Mobile workforce
Cisco can help you attract and retain the quad-generational workforce with a better workforce experience. We do this through three business offers:
#1 Transform the workplace
#2 Enable a digital workforce
#3 Deliver Flawless & Effective Meetings
You can think about it as workplace, workforce, and connecting the two through effective meetings.
Let me bring this to life through a few use cases. The first set of use cases are around how Cisco can help deliver superior employee engagement.
By 2020, 20% of organizations will include employee engagement improvement as a shared performance objective for HR and IT groups . Gartner 1-Nov-14
Let’s say you have implemented flexible workspaces in your company. At the start of the day, an employee can use his smart device to reserve a flexible workspace for the day. He can then get directions to that workspace. Once he is in the room, based on products like Smart + Connected Spaces, we can automatically personalize the room settings such as light, and temperature. It can also personalize the settings of IP Phone and Personal TelePresence. So, employees can simply find and personalize the workspaces.
•Companies report that workplace mobility programs generate bottom-line occupancy savings of as much as 30 percent. Teknion
For workplace analytics, you can collect data by building, by floor, and by team. You can use this data to determine occupancy & utilization, dwell times and more. You can use this data to understand and optimize real estate utilization. Real estate is typically the second biggest expense in a corporation after people capital. Therefore, understanding and optimizing real estate utilization can lead to significant benefits in a corporation.
With Cisco solutions, you can setup the infrastructure so that your employees can securely access context based information and resources when they are on the move, as well as from the workplace, and from any device – a laptop, tablet or smartphone. This not only creates an elegant experience, but also helps improve workforce productivity.
In 2012, 37% of employees worked from a public work site (e.g., coffee shop, library, or possibly a cowork space). Younger employees are three times more likely to work from a public space than their older colleagues. Box: Forrester, “Enable Workplaces of the Future, Now”, May 2013 May-13
Another example of enabling a mobile workforce is for insurance claims. Let’s say a client was in a car accident. When the agent visits the client. He can connect with experts and do a real-time consultation. He can display video and photographic footage. This leads to faster claims processing.
Results
New Insurance Agents are able to “hit the street” earlier in on-boarding process
SMEs or Managers can provide support virtually
Accelerated claims processing with increased accuracy
Enhanced customer experience
Another example of enabling a mobile workforce has to do with providing interactive support in the field. In the same accident, the agent can also conference in third parties such as body shop or roadside assistance. He can share web pages and links and even guide the third party to fill out the web form by sharing screens. This streamlines processes and decision quality.
Results
New Insurance Agents are able to “hit the street” earlier in on-boarding process
SMEs or Managers can provide support virtually
Accelerated claims processing with increased accuracy
Enhanced customer experience
With Cisco Collaboration technologies and Cisco network infrastructure, you can enable your employees to work where and when life requires. For example, employees can work from home during rush hour, and commute during off hours. This saves them time and money. It also reduces stress and increases employee satisfaction.
30% bottom line savings with workplace mobility programs1 (Forbes)
2/3 of employers reported higher productivity among home-based employees2 (Forbes)
workplace mobility programs generate bottom-line savings of as much as 30 percent. Teknion Survey in Forbes 3/31/14
Over two thirds of the employers surveyed reported higher productivity among home-based employees, including British Telecom, American Express and Compaq. Box: Forbes, March 2013 http://www.forbes.com/sites/joelkotkin/2013/03/26/marissa-mayers-misstep-and-the-unstoppable-rise-of-telecommuting/ Mar-13
Cisco has found telecommuters are effective at communicating and collaborating. It has also improved employee retention and also saved $277 million by allowing its employees to telecommute. Box: Forbes, March 2013 http://www.forbes.com/sites/joelkotkin/2013/03/26/marissa-mayers-misstep-and-the-unstoppable-rise-of-telecommuting/ Mar-13
Let’s say you are hosting a global sales summit. Instead of making everyone travel to the event, you can make it a virtual event, but make it very immersive. Attendees can log in and access the event from any device whether they are internal employees or partners. You can drive audience engagement through integration of social tools such as twitter, live online questions & answers, and online networking between participants. You get almost all the benefits of an in-person conference and a great experience, but without the cost and time required for travel!
I showed 3 sets of uses cases that are valuable to each generation in a workforce. The baby boomers appreciate the face-to-face communications enabled by our collaboration solutions such as telepresence. Gen Xers value the fact that we can deliver the same online experience regardless of where you are or the device you are using – whether at home, or on the corporate campus. Millennials value the fact that our solutions help them work easily with people inside and outside the organization like the claims agent use case. And Gen Zers love the boundary-less collaboration enable by our mobility solutions.
And, here are the technologies & products that enable the use case
In conclusion, majority of employees are dis engaged. And, there are real benefits to driving better employee engagement. Due to a variety of trends, the workplace and workforce are in transition. And, Cisco technology can help better engage employees by delivering next-generation workplaces.
1 in 5 organizations aim to measure employee experience as a direct impact on customer experience. http://www.idc.com/getdoc.jsp?containerId=prUS25297714