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Denise shillito 22 12 2015 (002)
- 1. Denise Shillito The Future of HR! GENEVA 2015
- 2. HUMAN RESOURCES The future… Personnel Management HR PAST, PRESENT & FUTURE The present… HUMAN & INNOVATION COLLOBRATOR The Past……….
- 5. Changing Workforce Mindsets 2/3rds of people at school will be doing jobs that haven’t been invented! 38% of (CEO) prefer to work for a number of employers with guaranteed numbers of hours from each employer – referred to as portfolio worker model 76% HRD predict death of 9-5 office culture – 68% of graduates believe that virtual networks would lead to greater employee engagement and higher productivity (how do we cultivate a working culture remotely?) 77% of C-suite executives say there is a skills mismatch between graduates and business needs 53.5 % of HRD age discrimination still exists Agile workplace V’s traditional workplace
- 6. The new emerging Conscious Crowd Who are these people? “a person acting and behaving as both an individual and as a part of the greater connected whole. Such multiple relations form a more varied, rich and complex life; they also provide a more diverse range of impacts and opportunities to develop the self.” What impact will this have on business? Individuals looking for meaningful work – purpose in the what people do Values and Ethics of the company, people within the company believe they are true and not just lip service Greater strive to truly understand self and develop the self
- 7. 2 .Exploring the Importance of “self” in business today!
- 8. Increase in Neuroscience Practises Practise & Studies Year Aware and intergrate into my practice Aware but don’t use in my practice Aware but don’t fully understand Don’t see the relevance of these developments Neurochemistry of learning 2012 0 10% 17% 3% 2014 6% 23% 35% 4% Generational changes in brain functions which may affect learning: (Gen x,y,z) 2012 7% 31% 30% 5% 2014 13% 33% 30% 3% Unconscious thought theory (problem solving through our intuitive mind, when we are not actively trying) 2012 0 0 0 0 2014 18% 22% 31% 3% Learning states during game-based learning 2012 16% 25% 26% 2% 2014 24% 23% 23% 3% The correlation between physical exercise & increased learning performance 2012 19% 38% 23% 2% 2014 25% 33% 23% 3%
- 9. Neuroscience – Basic Brain Structure Cortex: thinking, logic, memory Limbic: Feelings, emotions Reptilian Brain: Instinctual or Survival response,(Fight, Flight, Freeze)
- 10. Neuroscience & Leadership SCARF Model – David Rock SCARF MODEL Threat Reward Status Giving advice or instructions, offering feedback, performance reviews Receiving positive feedback Certainty Not knowing your boss expectation. Stating clear objectives, breaking projects to small steps Autonomy Micromanaged Allowing people to organise their own work. Relatedness Meeting someone unknown, different culture Setting up mentoring or coaching systems at work, having a friend at work Fairness Lack of ground rules Transparency, doing volunteer work
- 11. How is business using this information? Threat & Reward > Unconscious reaction – Limbic System – Pre-frontal cortex Social > In-group & Out-group Habit > Ochsner & Lieberman – believe that 70% of what we do is governed by habit Role of emotions > Lieberman studies have suggested “naming” emotions lowers the arousal of the limbic system producing a quieter brain for the prefrontal cortex to function more effectively Learning
- 12. What would it be like to get rid of Performance Reviews? Numerous neuroscience research has highlighted that performance reviews are not working: Fixed mind-set and closed to learning and developing 67% of people grade did not get the grades they should have got 75% of people think they are not being rewarded by the performance review systems Challenges forced rating? Is it subjective? Engagement increases when we remove ratings It’s counterintuitive to get rid of the systems Companies are ditching performance reviews and improving quality conversations in the business (reduces the treats) Companies that have replaced performance reviews with innovative systems: Deloitte, Sony, Microsoft, Zappos, Atlassian https://www.neuroleadership.com/portfolio-items/kill-your-performance-ratings-webinar-with-david-rock/?portfolioID=138
- 14. Case Study: Atlassian 1 .Rip apart the traditional performance review 2. Stop paying individual performance bonuses 3. Create bite sized chunks 4. Performance still evaluated - with some crucial changes Jan Feb Mar April May June July Aug Sept Oct Nov Dec Career Focussed Remove barriers Check-in 360 Feedback Focus Areas
- 15. 3. The importance of providing meaningful work
- 16. How many businesses today really help their customers and staff live more meaningful or fulfilled lives? Identify & Discover what really makes your employees engaged: How employees can make a difference through their work? Dell: Social Innovation Lab – surrounded by purpose driven individuals VIRGIN Atlantic: Mentoring Monday Set up forum to inspire the workforce Google: 25% of employees time dedicated to a project they would like to work on Freedom to work where they wish Mindfulness at work - Understanding yourself Luxury Retail Companies: Revising customer strategies on customer values to get a deeper relationship with customers.
- 17. The future of HR: Humanising the workplace Evolution of “Self” in the workplace Innovation & Creative Aligning purpose of self to work Social & engaging - Greater flexibility in how we work Flatter structures and democracy in the workplace active participation from employees on how things should be done!