Workshop presentation delivered in Geneva May 2015. This presentation explores the trends currently shaping the future of HR and what employers need to do to prepare for the changes ahead.
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
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%
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
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!