Présentation faite à l'occasion du premier workshop NWoW en Wallonie organisé par la Coalition NWoW et l'AWT le 17 avril 2012.

1. THE new WORLD OF WORK

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

3. focus on
RELATION

4. WORKPLACE87
REMUNERATION86
CONTRACTING85
CONTENT|CAREER84
TRAINING28
mOre
WORKINGTIME22
FLEXIBILITY

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

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

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

9. !
Key
ELEMENTS

10. A complete new
way of organising
Autonomy
MORE RESPONSABILITY
BY MINIMIZING
HIERARCHICAL
STRUCTURES AND RULES

11. A complete new
way of organising
Strength Based Workdesign
ORGANISING WORK
MATCHING
INDIVIDUAL STRENGHTS AND
ORGANISATIONAL OBJECTIVES

12. A complete new
way of organising
Collaboration
AMPLIFYING
COLLABORATION BY
STIMULATING DIALOGUE,
INTERACTION AND
KNOWLEDGE SHARING

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

14. Culture & COMPETENCES FOR EMPLOYEES AND LEADERS
NEW ATTITUDES AND
leadership
Open leadership: authenticity
Leader is talentmanager, social architect, facilitator, coach
Create a culture of trust
Define clear goals and objectives
Continuous dialogue
Stop controlling start interacting

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

16. Jobs & career
From job-descriptions to roles
Personal branding
Market place with individual talent and tasks and projects
Temporary roles in projects
Transitional career

17. Structures & organisation
More autonomy in the teams
Minimal structure and rules
Agility embedded in organisational structure
Communities
Project-structure

18. Time & Place
Teleworking
Co-working-places
Knowledge-sharing-platforms
Open access to information
New labor-contracts
Project-deals based on results
Social media

19. CREATE BUY-IN AT C-LEVEL
MAKE A BUSINESS CASE
CREATE A INTERDISCIPLINARY PROJECT-TEAM
COMMUNICATION-PLAN
INTEGRATED APPROACH INSTEAD OF AD HOC INITIATVES

20. Embed
in the culture of the organisation
in the business processes
in the HR processes
Development
Staffing
Performance
Reward

21. Case
TELEWORKING FOR
SD WORX’
PAYROLL ADVISORS

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

23. «
GAIN DE TEMPS |
»
Avec le temps gagné tu
gagnes du temps de sommeil

24. « »
GAIN DE TEMPS |
Je gagne 1,5 heure de
temps de trajet

25. «
WORK-LIFE |
Pouvoir me rendre à
»
la banque pendant les
heures de bureau

26. «
WORK-LIFE |
à la maison, tout le monde
»
a réagi de manière très
enthousiaste

27. «
DRIVER SEAT |
Tu peux plus facilement
»
déterminer ton propre
rythme

28. «
DRIVER SEAT |
»
Il y a plus d’autonomie
pour organiser ta journée

29. «
ENGAGEMENT |
»
Tu te sens plus ‘owner’
de la relation client

30. «
ENGAGEMENT |
Mon contact avec mes
»
clients se déroule de
manière plus souple

31. Critical Succes Factors
INCLUSIVE COMMUNICATE
SET THE GOALS TO REACH
ORGANIZE SUPPORT (FOR JUNIORS MAINLY)
SENSE OF BELONGING :
ACTIVELY ENSURING THAT PEOPLE CONTINUE TO
IDENTIFY WITH THE COMPANY AND THE TEAM

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