The document introduces the Future Work Centre, an independent research organization with a mission to use innovative psychological research to improve work for everyone. It does this by identifying through evidence-based research what workplace policies and initiatives work and don't work, in order to help organizations make better informed decisions. The Center focuses its research on four main themes: the work environment, the employee journey, the healthy workplace, and the evolving organization. It aims to provide organizations with an understanding of how to evaluate various human resources initiatives and better adapt to changes in the workplace.
The complete guide to increasing quality and quantity of survey responsesXoxoday
In an attention-hungry world, people ignore surveys for several reasons. But, it doesn’t have to be this way. Today, every stakeholder, be it a researcher, marketer, or a CXO understands the importance of good quality surveys and the role incentives play in boosting response rates.
Good survey design can assuage and resolve several challenges faced by surveyors across the globe.
Xoxoday has created this guide to teach you the best practices for creating surveys, walk you through the various reward systems, and show how a leading market research company automated survey incentives to achieve its business goals.
The guide is all about how surveyors can create quality surveys that respondents would like to fill. It has the following sections:
Reasons why people ignore surveys.
Best practices to conduct surveys.
How to maximize ‘Show Rate’ with rewards.
To differentiate between manual and automated systems for rewards.
How Nielsen used Xoxoday Rewards to automate survey rewards.
Reward ideas for your surveys.
Removing survey response bias.
Over the years, employee recognition has evolved from being a nice way to thank employees for their years of service, to something that can have a significant and meaningful impact on your workforce and your business. And because of this, it’s no longer seen as a “nice to do'', but a “have to do”.
However, as with anything in life and in business, it’s all about how you do it - do it the right way and you reap the benefits, do it the wrong way and you waste your time, energy and your company’s money.
It’s this “right way” of doing recognition that we will explore in this guide, sharing tips and stories to help you achieve the many positive impacts that it can deliver to your employees and your company.
Crises impact employee engagement differently, and in ways you may not expect. The common enemy a crisis presents can bring people together. Sustaining that engagement once the threat wanes is a different challenge for leaders, and we address it in this presentation.
Remote work is different, if not hard. There are times when it seems to have solved world problems, on the other hand, it reminds us that we are a collective being and we need to exist with our people to keep those motivation juices flowing. No, we are not debating if it is here to stay or not, but we are breaking down how companies can leverage technology to set up systems that ensure that our people are motivated and aligned to the shared values.
This is a presentation of the WES (Workplace Engagement Survey). It is an effective and inexpensive way to survey your employees with recommendations for increased engagement and productivity.
The complete guide to increasing quality and quantity of survey responsesXoxoday
In an attention-hungry world, people ignore surveys for several reasons. But, it doesn’t have to be this way. Today, every stakeholder, be it a researcher, marketer, or a CXO understands the importance of good quality surveys and the role incentives play in boosting response rates.
Good survey design can assuage and resolve several challenges faced by surveyors across the globe.
Xoxoday has created this guide to teach you the best practices for creating surveys, walk you through the various reward systems, and show how a leading market research company automated survey incentives to achieve its business goals.
The guide is all about how surveyors can create quality surveys that respondents would like to fill. It has the following sections:
Reasons why people ignore surveys.
Best practices to conduct surveys.
How to maximize ‘Show Rate’ with rewards.
To differentiate between manual and automated systems for rewards.
How Nielsen used Xoxoday Rewards to automate survey rewards.
Reward ideas for your surveys.
Removing survey response bias.
Over the years, employee recognition has evolved from being a nice way to thank employees for their years of service, to something that can have a significant and meaningful impact on your workforce and your business. And because of this, it’s no longer seen as a “nice to do'', but a “have to do”.
However, as with anything in life and in business, it’s all about how you do it - do it the right way and you reap the benefits, do it the wrong way and you waste your time, energy and your company’s money.
It’s this “right way” of doing recognition that we will explore in this guide, sharing tips and stories to help you achieve the many positive impacts that it can deliver to your employees and your company.
Crises impact employee engagement differently, and in ways you may not expect. The common enemy a crisis presents can bring people together. Sustaining that engagement once the threat wanes is a different challenge for leaders, and we address it in this presentation.
Remote work is different, if not hard. There are times when it seems to have solved world problems, on the other hand, it reminds us that we are a collective being and we need to exist with our people to keep those motivation juices flowing. No, we are not debating if it is here to stay or not, but we are breaking down how companies can leverage technology to set up systems that ensure that our people are motivated and aligned to the shared values.
This is a presentation of the WES (Workplace Engagement Survey). It is an effective and inexpensive way to survey your employees with recommendations for increased engagement and productivity.
Discover how the science of PI has helped businesses for over 60 years use analytics to increase sales, recruit the right talent, reduce turnover, and motivate their teams.
How to Make Working From Home More ProductiveSpringworks
Are you wondering how to stay productive when you work from home and surrounded by distractions? Here are 7 practical ways to make working from home more productive.
Mental Wealth reveals an approach to workplace mental health and wellbeing that is proven to get results. We are talking about Mental Wealth through our just released book, Mental Wealth: An Essential Guide to Workplace Mental Health and Wellbeing. What else is in WorkLife this month? Check it out here…
The Optimistic Workplace: A Book Visual SummarySwitch+Shift
When it comes to work these days, we’re expected to do more with less—but is this nose-to-the-grindstone philosophy the best way to run a business? Alarmingly low employee engagement numbers indicate otherwise.
So, if pushing everyone harder isn’t the path to productivity, what is? Supported by the latest research, The Optimistic Workplace, an eye-opening book, argues that our best work is the product of a positive environment. That’s good news for you as a manager. While you can’t personally transform the corporate culture, you can influence the workplace climate and create meaningful and lasting change.
This deck is a visual summary of my book: http://goo.gl/xFvAyv
Far from being a wish-upon-a-star discussion of workplace happiness, this book presents an array of surprisingly simple strategies as well as practical 30-, 60-, and 90-day plans designed to focus your actions and make workplace optimism not just a worthy goal—but a real and measurable result.
The hundreds of employee engagement surveys that we conduct every year is showing an interesting, albeit concerning trend: highly engaged organizations often have emerging employee issues and concerns around decreasing work-life balance. On the one hand, this is a form of “collateral damage”. Highly engaged employees, by definition, tend to give more of themselves, and sometimes work-life balance suffers as a result – through the employee’s own engaged behaviours. Because work-life balance has little influence on engagement per se, it (too) often gets lower priority: however, this approach is fraught with danger. Highly engaged and high performing organizations can fall into the work-life balance “cultural trap”.
Employee Engagement Best Practices: Survey Process Tips to Improve Trust, Acc...Qualtrics
To view the on-demand webinar for this presentation see the below link: https://success.qualtrics.com/survey-process-tips-watch.html?utm_source=slideshare
Measuring employee engagement can drive positive organizational change and increase revenue, retention, and overall productivity. However, mismanaging your employee engagement program can actually decrease trust, accountability, and empowerment amongst employees.
Join Qualtrics and Sarah Marrs, Employee Engagement Specialist, as we discuss common pitfalls that undermine engagement programs along with some practical tips to ensure a successful experience.
Growing your business can be hard work. But, it becomes even harder when you continually focus on “areas for improvement”… There is an alternative; it is called a “Bright Spots Approach”.
In this presentation you will learn:
- Why you should focus more on bright spots
- How other companies are successfully using bright spots to grow faster
- Why bright spots focus will also help you fix the weak spots in your company
- How you can get started quickly
Reassuring the employee engagement skeptics:
“back pocket” answers to respond and address concerns about your survey initiative
You are convinced of the need to measure and manage employee engagement in your organization. You’ve seen the benefits of higher morale, higher productivity, higher retention, and all the rest. Unfortunately, you’re also met with “the skeptics”: those people in your organization who are just not convinced the same way you are:
“Engagement surveys are so yesterday. We need a more novel approach”
“Engagement surveys are not really confidential”
“Engagement surveys don’t change anything. Nothing ever happens”
In this webinar, Norm Baillie-David, will provide you with experience and keen insight into what the real insecurities are when people put forward these and other objections. Better yet, this webinar will arm you with evidence and facts from decades of research in order to address these issues and convince “the skeptics” in your organization of the benefits of actively measuring and managing employee engagement.
Xerox surveyed over 5,900 people regarding their optimism in the workplace. See the results and learn why optimism is so important for business success.
Learn to reinvent our workplaces for tomorrow, bringing lessons from ROWE, Holacracy, and the world of self-management. Learn:
- Principles and Competencies of a high performing workforce in a VUCA world
- Be introduced to self-management models like ROWE and Holacracy
- Identify key habits you can implement now and keep after the COVID-19 crisis is over
Presenter: @pamross of Blue Rebel Networks (www.bluerebelworks.com)
JWebinar held June 23 at Silicon Halton (www.SiliconHalton.com)
https://bit.ly/2XJNERQ
Cycles: The simplest, proven way to build your businessBryan Cassady
Scaling up is hard and deadly if done wrong. We would like to help you get it right.
A study by Startup Genome analyzed the results of 3,200 start-ups, they found that of the majority of start-ups failed. That shouldn’t come as a surprise to anyone. What is more important is they found, 70% failed because of premature or faulty scaling.
In this workshop, you learn about the ABCs method. The ABCs method is a system-based approach to growing your business. It has been proven to build ideas up to 6x faster while reducing risks 30-80%.
Making More Money (Workbook): Simple Strategies for Improving Cash Flow and P...jrd9234
Improvement is about helping you make more money—it’s not about change for the sake of change. Many organizations try to apply the tools of improvement to things that don’t make a difference—like shuffling deck chairs on a sinking ship. Real improvement gets to the root of organizational problems and addresses those problems with lasting solutions.
The principles of improvement apply to every kind of organization—regardless of size or structure. There is no organization anywhere which can’t benefit from improvement. As my late friend and mentor Bill Conway used to wryly say, “The normal state of everything is all screwed up.” This statement is axiomatically true because we tend to accept “screwed up” as the normal state of things. But it doesn’t have to be that way.
Finding waste usually involves a significant change in mindset—and a willingness to question the way we do things now. To paraphrase a famous quote from Einstein, we can’t solve our problems without first changing the way we think. Or to use Bill Conway’s expression, we can’t do improvement unless we “get our squash right.” With that in mind, the exercises in this workbook are designed to help you uncover areas where significant improvement is not only possible, but absolutely necessary. You may find opportunity in places you never would have expected.
Employee Engagement in a Challenging EconomyTalentMap
Thirty dollar oil. A sixty-five cent dollar. A tanking stock market. Clearly, the economy is providing its challenges for our organizations (public sector included!); but, what about our employees? How does economic turmoil affect employee engagement. If they have their jobs, even if they are secure ones, is it “employee engagement” as usual. The short answer is no. The economy and the environment does have an impact on employee engagement. Moreover, we are coming off the much bigger recession of 2008-09, and we know that most organizations tend to make things worse rather than better.
Discover how the science of PI has helped businesses for over 60 years use analytics to increase sales, recruit the right talent, reduce turnover, and motivate their teams.
How to Make Working From Home More ProductiveSpringworks
Are you wondering how to stay productive when you work from home and surrounded by distractions? Here are 7 practical ways to make working from home more productive.
Mental Wealth reveals an approach to workplace mental health and wellbeing that is proven to get results. We are talking about Mental Wealth through our just released book, Mental Wealth: An Essential Guide to Workplace Mental Health and Wellbeing. What else is in WorkLife this month? Check it out here…
The Optimistic Workplace: A Book Visual SummarySwitch+Shift
When it comes to work these days, we’re expected to do more with less—but is this nose-to-the-grindstone philosophy the best way to run a business? Alarmingly low employee engagement numbers indicate otherwise.
So, if pushing everyone harder isn’t the path to productivity, what is? Supported by the latest research, The Optimistic Workplace, an eye-opening book, argues that our best work is the product of a positive environment. That’s good news for you as a manager. While you can’t personally transform the corporate culture, you can influence the workplace climate and create meaningful and lasting change.
This deck is a visual summary of my book: http://goo.gl/xFvAyv
Far from being a wish-upon-a-star discussion of workplace happiness, this book presents an array of surprisingly simple strategies as well as practical 30-, 60-, and 90-day plans designed to focus your actions and make workplace optimism not just a worthy goal—but a real and measurable result.
The hundreds of employee engagement surveys that we conduct every year is showing an interesting, albeit concerning trend: highly engaged organizations often have emerging employee issues and concerns around decreasing work-life balance. On the one hand, this is a form of “collateral damage”. Highly engaged employees, by definition, tend to give more of themselves, and sometimes work-life balance suffers as a result – through the employee’s own engaged behaviours. Because work-life balance has little influence on engagement per se, it (too) often gets lower priority: however, this approach is fraught with danger. Highly engaged and high performing organizations can fall into the work-life balance “cultural trap”.
Employee Engagement Best Practices: Survey Process Tips to Improve Trust, Acc...Qualtrics
To view the on-demand webinar for this presentation see the below link: https://success.qualtrics.com/survey-process-tips-watch.html?utm_source=slideshare
Measuring employee engagement can drive positive organizational change and increase revenue, retention, and overall productivity. However, mismanaging your employee engagement program can actually decrease trust, accountability, and empowerment amongst employees.
Join Qualtrics and Sarah Marrs, Employee Engagement Specialist, as we discuss common pitfalls that undermine engagement programs along with some practical tips to ensure a successful experience.
Growing your business can be hard work. But, it becomes even harder when you continually focus on “areas for improvement”… There is an alternative; it is called a “Bright Spots Approach”.
In this presentation you will learn:
- Why you should focus more on bright spots
- How other companies are successfully using bright spots to grow faster
- Why bright spots focus will also help you fix the weak spots in your company
- How you can get started quickly
Reassuring the employee engagement skeptics:
“back pocket” answers to respond and address concerns about your survey initiative
You are convinced of the need to measure and manage employee engagement in your organization. You’ve seen the benefits of higher morale, higher productivity, higher retention, and all the rest. Unfortunately, you’re also met with “the skeptics”: those people in your organization who are just not convinced the same way you are:
“Engagement surveys are so yesterday. We need a more novel approach”
“Engagement surveys are not really confidential”
“Engagement surveys don’t change anything. Nothing ever happens”
In this webinar, Norm Baillie-David, will provide you with experience and keen insight into what the real insecurities are when people put forward these and other objections. Better yet, this webinar will arm you with evidence and facts from decades of research in order to address these issues and convince “the skeptics” in your organization of the benefits of actively measuring and managing employee engagement.
Xerox surveyed over 5,900 people regarding their optimism in the workplace. See the results and learn why optimism is so important for business success.
Learn to reinvent our workplaces for tomorrow, bringing lessons from ROWE, Holacracy, and the world of self-management. Learn:
- Principles and Competencies of a high performing workforce in a VUCA world
- Be introduced to self-management models like ROWE and Holacracy
- Identify key habits you can implement now and keep after the COVID-19 crisis is over
Presenter: @pamross of Blue Rebel Networks (www.bluerebelworks.com)
JWebinar held June 23 at Silicon Halton (www.SiliconHalton.com)
https://bit.ly/2XJNERQ
Cycles: The simplest, proven way to build your businessBryan Cassady
Scaling up is hard and deadly if done wrong. We would like to help you get it right.
A study by Startup Genome analyzed the results of 3,200 start-ups, they found that of the majority of start-ups failed. That shouldn’t come as a surprise to anyone. What is more important is they found, 70% failed because of premature or faulty scaling.
In this workshop, you learn about the ABCs method. The ABCs method is a system-based approach to growing your business. It has been proven to build ideas up to 6x faster while reducing risks 30-80%.
Making More Money (Workbook): Simple Strategies for Improving Cash Flow and P...jrd9234
Improvement is about helping you make more money—it’s not about change for the sake of change. Many organizations try to apply the tools of improvement to things that don’t make a difference—like shuffling deck chairs on a sinking ship. Real improvement gets to the root of organizational problems and addresses those problems with lasting solutions.
The principles of improvement apply to every kind of organization—regardless of size or structure. There is no organization anywhere which can’t benefit from improvement. As my late friend and mentor Bill Conway used to wryly say, “The normal state of everything is all screwed up.” This statement is axiomatically true because we tend to accept “screwed up” as the normal state of things. But it doesn’t have to be that way.
Finding waste usually involves a significant change in mindset—and a willingness to question the way we do things now. To paraphrase a famous quote from Einstein, we can’t solve our problems without first changing the way we think. Or to use Bill Conway’s expression, we can’t do improvement unless we “get our squash right.” With that in mind, the exercises in this workbook are designed to help you uncover areas where significant improvement is not only possible, but absolutely necessary. You may find opportunity in places you never would have expected.
Employee Engagement in a Challenging EconomyTalentMap
Thirty dollar oil. A sixty-five cent dollar. A tanking stock market. Clearly, the economy is providing its challenges for our organizations (public sector included!); but, what about our employees? How does economic turmoil affect employee engagement. If they have their jobs, even if they are secure ones, is it “employee engagement” as usual. The short answer is no. The economy and the environment does have an impact on employee engagement. Moreover, we are coming off the much bigger recession of 2008-09, and we know that most organizations tend to make things worse rather than better.
A complete study on FMCG INDUSTRY with their financial background which will help to analyze the working and financial condition of Companies in FMCG SECTOR.
Its all about the new environment friendly bricks that are now in more demand as compared to clay bricks. So how its useful and what it contains is explained here.
Google glass, A new innovation leading to new technology Ekta Agrawal
This presentation will help you to understand better the working of Google glass the innovation that makes changes in the world and bring new innovation to you
This report contains a complete analysis of FMCG SECTOR which includes history, companies background, financial and working of companies (top 5 companies) under FMCG sector.
Based on our findings, in this year’s report you’ll find a diverse array of workplace and employee quality of life factors represented; these include trends related to the built environment, technological advances and the workforce. Each of the trends, by definition, has the ability to improve the quality of life of people and their communities. As one would expect, however, organizational commitment
to its people — both on a professional and personal level — remains a central theme among all of our trends. With more employees viewing their work and life as one, it can only benefit an organization
to become acquainted with the workplace trends that will engage and retain the workforce of 2014.
How can satisfaction in the workplace be fixed and/or improved? Both employees and employers can take action to increase their job satisfaction. Commitment from both sides leads to understanding and improvement in the workplace. O.C. Tanner provides 5 tips for each to help increase employee satisfaction and retain top talent.
6 Ways to change human resources in the millennial ageConduent
Work is changing faster than ever before. HR professionals know and live this every day. The head-on collision of digitization, disruptive business models, technology advances and powerful socio-economic forces are transforming every company in every market. Here's how to adapt and thrive.
6 Ways to change human resources in the millennial ageAlan Robinson
Work is changing faster than ever before. HR professionals know and live this every day. The head-on collision of digitization, disruptive business models, technology advances and powerful socio-economic forces are transforming every company in every market. Here's how to adapt and thrive.
Assembling Your Staff
The practice of medicine is by far one of the most important fields in which people can work. Taking care of peoples health is such an important profession that it should have only employees who take pride in their job and want to come to work each week
6 Steps to Adapting Your Client Retention Strategy to Your Coworkers & Colla...M3S Total Talent Solutions
Global Head of Learning and Talent Development at Morgan McKinley shares how to boost employee engagement and productivity: treating your staff as well as your customers.
Proko's Guide to Positivity and Effective Employee EngagementLeeWills3
Proko allows your employees to easily share good things about your culture and career opportunities, or simply acknowledge the people that are making work great.
Create e-cards and other sharable assets that employees can select, personalize, and share.
Import content to an easy-to-use, customizable microsite.
Track sharing activity and leverage those insights for future employer branding and employee advocacy activities.
Website: https://www.proko.co/product
9 things you need to do to build your dream teamNaomi Simson
Whether it is on a sporting field, in your office or at a pub trivia
night, we all know a dream team when we see one. They share
certain unmistakable qualities that have the power to make
magic happen and success seem so attainable.
2. Hello.
We’re the Future
Work Centre.
Our mission is to make work better
for everyone, now and in the future.
To do this, we’ll:
use innovative psychological research to shine a light on how
work affects people, organisations and society – and what
does and doesn’t make it better
make the results available to everyone, along with the tools
they need to take action
use our passion for psychology to inform, engage and inspire.
But we won’t stop at sharing the science.
We’ll use it to raise the standard of occupational psychology
in the UK, develop the psychologists who are starting their
careers and campaign for change.
To find out more, go to www.futureworkcentre.com.
Future Work Centre / 02
3. No more
blind faith.
Just the
facts.
Bringing
science to
the world
of work.
Future Work Centre / 03
How do you know if the money you’ve spent on
training is paying off?
Has your flexible-working scheme kept talented
people in your workforce?
Has making your open-plan office encouraged
people to collaborate more?
And do you make changes because you know
they work – or because you hope they will?
At the Future Work Centre, we see a lot of
organisations basing decisions on what they
believe or have heard is true, rather than on
hard evidence.
It might be that everyone else is doing it, or it’s
‘best practice’. Or it might be that there is evidence,
but it’s not good enough evidence.
Whatever the cause, the end result’s the same:
organisations are investing time and money in
initiatives they don’t know are going to work.
And often, they don’t measure whether those
initiatives have worked the way they’d hoped.
We’re here to help.
The Future Work Centre is an independent
research organisation with a mission to make
work better for everyone: people, organisations
and society.
We do this by carrying out innovative psychological
research into the world of work. Our research
identifies what works and what doesn’t, so you can
make the right decisions. And once you’ve made
your decision, it’ll help you to find out if you’re
getting the right results.
This means you can make decisions about how
to recruit and develop your people, manage change
and design jobs based on sound science, not
blind faith.
And it means that the next time someone asks
you an awkward question, you’ll be able to give
a confident answer.
4. Future Work Centre / 04
It’s the end of the financial
year and the CEO corners
you in the lift and asks:
‘How’s that £2 million training
programme going?
What impact has it had
on our productivity?’
Would you be able
to answer?
5. Future Work Centre / 05
4 ways we’re
different.
3.
We shine a light on the whole
spectrum of work, not just one
corner. Which means we can
help you with any organisational
issue.
4.
We’re completely independent
– no vested interests or hidden
agendas. So you’ll get the advice
that’s best for you, not for us.
1.
We’re driven by a desire to
make work better for everyone.
So we do our own research, as
well as what our clients pay for.
And we share all our findings
openly and for free.
2.
Our research will help you
make better decisions and
evaluate what you do. Nothing
else. But if you need more, we
can put you in touch with experts
who can help.
6. Future Work Centre / 06
Why our
research
raises the bar:
evidence.
Everyone’s different.
That’s why, when we do our research, we take into
account the fact that what works for one person
or organisation may not work for another. And
whatever the question we’re trying to answer for you,
we apply scientific techniques to do it.
We call this approach ‘evidence-based’ research.
But you could also describe it as ‘finding out what
works, in what way and for whom’.
We also draw upon the work other people have done.
And whether we’re assessing our work or someone
else’s, we’ll always be impartial and avoid bias.
But what does this really mean?
We’ll start by assessing where your people are with
the things you want the training to improve (technical
skills, for example, or job satisfaction). This will give us
a baseline before the training starts.
We might also pick a ‘control’ group of similar people
who won’t go through the training, so we can compare
the two groups afterwards. This will mean we can
measure the actual impact the training has had, not
just whether people have enjoyed it.
If you like, we’ll also look at what kind of person
benefited from the training the most, so you can
target it better next time. Or we’ll find a different
way of achieving the same goals.
All of which means you’ll know what works, in what
way and for whom.
Imagine you’re investing in training.
You want to know it’ll give you results – right?
But do you have any evidence?
7. Future Work Centre / 07
The world of work is changing fast.
Globalisation is increasing competition
at home and abroad.
Technology is disrupting old ways of working
and forcing organisations to innovate.
And talent shortages are making it even harder
to find and keep the best people.
This means it’s more important than ever to get the
science of occupational psychology right – and
across the whole of spectrum of work.
We’ve come up with four themes to help us do this.
These themes don’t stand alone: they overlap
and influence each other. But they help us to focus
our research and bring the spectrum to life.
1. The work environment
2. The employee journey
3. The healthy workplace
4. The evolving organisation
Making work
better for
everyone:
a story in
four parts.
8. Future Work Centre / 08
The
employee
journey
The employee journey is the path we all take
though our careers. But people are now moving
jobs much more often than before. What does
that mean for them and their employers?
This theme explores how organisations assess,
train and develop people, as well as identify future
stars. And it looks at how people join organisations
and how and why they leave.
We’ll help you to understand:
how to calculate the return you’re making on
the money you’re spending on training courses
and development programmes
how people can plan their careers and prepare
for the next step they want to take, and the
reasons they get dissatisfied and leave
how to work out how effective your processes
are for assessing and selecting people at
all levels.
The work
environment
The environment people work in every day – both
physical and psychological – has a big impact on
how they feel and perform. And flexible working
means it’s constantly in flux.
This theme looks at the environmental factors that
influence people’s experience of work, from the
content of their jobs to the systems, technology
and tools they use to organise and do their work.
We’ll help you to understand:
how new technology and processes affect
your people and their productivity – and the
best ways to adapt
the impact of job design on the things that
are critical to your success, such as productive
people, good communication and cohesive
teams
how flexible working arrangements and
supportive managers can help people to
achieve their potential.
9. The evolving
organisation
Change is no longer something organisations do
once every few years. It’s become a constant. But
those that do it badly can have unhappy employees
and become less productive and efficient.
This theme looks at how organisations adapt to
reflect the changing world and the impact this
has on their people.
We’ll help you to understand:
how to evaluate the effect of change initiatives
on your people, processes and performance
how to get a clearer picture of how ready your
people are for change and how you can manage
it better in your organisation
how employees can support change and make
valuable contributions.
Part of making work better is identifying the things
that make a workplace ‘healthy’ and contribute to
employee happiness.
This theme includes psychological and physical
health, initiatives to improve wellbeing, the impact
of stress, bullying and harassment, and how
employees balance work and their personal lives.
We’ll help you to understand:
how to know if your initiatives to improve
wellbeing are really working
how to work out the impact that jobs and the
work environment have on the health and
happiness of your people
why workplace harassment and bullying happen
and the impact they have.
The healthy
workplace
Future Work Centre / 09
10. Get in touch
We hope this introduction to the
Future Work Centre has caught
your interest.
For more about how we can make
work better for you and your people,
go to
www.futureworkcentre.com
or call us
020 7947 4273
or write to
info@futureworkcentre.com