Fluxx: The Future of Work

Hangátirat Automatikusan generált

• 00:04 - 00:06

  Hi, I'm natalia from flux.

• 00:06 - 00:09

  We help our clients solve real problems using our own

• 00:10 - 00:13

  agile design, thinking methodology from creating the world's most downloaded

• 00:14 - 00:18

  free health app, redesigning a 300 year old auction house

• 00:18 - 00:20

  and even launching an award winning lockdown.

• 00:21 - 00:22

  Com strategy for a healthcare company.

• 00:23 - 00:26

  In a matter of weeks, we've worked with hundreds of

• 00:26 - 00:28

  global brands and businesses to help them solve their most

• 00:28 - 00:30

  complex business challenges.

• 00:36 - 00:39

  Recently, we've been supporting businesses with a new kind of

• 00:39 - 00:41

  challenge at flux.

• 00:41 - 00:43

  We love studying human behavior.

• 00:44 - 00:46

  And so since day one of lockdown, we've been closely

• 00:47 - 00:51

  observing the impact of the pandemic right now, reimagining the

• 00:51 - 00:54

  way we work is the single most important thing on

• 00:55 - 00:56

  business leaders minds.

• 00:56 - 00:59

  And we're helping a number of organizations realize what that

• 01:00 - 01:00

  means for them.

• 01:02 - 01:05

  Lockdown has prompted a fundamental shift in attitudes to remote

• 01:05 - 01:09

  working with 73 of employees now saying they want remote

• 01:09 - 01:10

  options to stay.

• 01:11 - 01:14

  So the so the leaders that don't act won't survive.

• 01:16 - 01:19

  Covid has presented an opportunity like no other to reengineer

• 01:20 - 01:22

  businesses and create something new, something better.

• 01:23 - 01:24

  So how will we?

• 01:24 - 01:25

  Re imagining the world of work?

• 01:26 - 01:28

  Well, we believe the future is hybrid.

• 01:34 - 01:36

  So what does hybrid working actually mean?

• 01:36 - 01:40

  Well, hybrid working means working both at home and in

• 01:40 - 01:40

  the office.

• 01:41 - 01:43

  This means that where you work is guided by the

• 01:43 - 01:46

  work that needs doing as opposed to a fixed pattern

• 01:46 - 01:49

  or day of the week, the office remains a valuable

• 01:49 - 01:53

  assets. But instead of the default place to work, it

• 01:53 - 01:56

  is used purposefully for co creation, collaboration and connection.

• 01:58 - 02:02

  We're helping organizations to embrace this opportunity and leapfrog their

• 02:02 - 02:08

  competitors. There are four key areas of competitive advantage from

• 02:08 - 02:11

  talent to cost savings, sustainability to business agility.

• 02:13 - 02:14

  Looking at the war for talent.

• 02:15 - 02:18

  In today's job market, candidates are looking for flexibility.

• 02:19 - 02:22

  Almost 50 of UK workers say they would take a

• 02:22 - 02:26

  pay cut for greater flexibility and whilst companies can use

• 02:26 - 02:29

  hybrid as an opportunity to tap into more diverse talent

• 02:29 - 02:32

  pool and explore new working contracts, there are true benefits

• 02:33 - 02:37

  for both the individual and the business, and with flexible

• 02:37 - 02:40

  working and work from anywhere, savings can be made on

• 02:40 - 02:44

  assets and infrastructure and reinvested back into the business and

• 02:44 - 02:44

  its people.

• 02:45 - 02:49

  A recent Forbes article suggests that productivity gains could equate

• 02:49 - 02:53

  to as much as $11,000 per year per employee when

• 02:53 - 02:58

  working from home, 50 of the time, embracing a hybrid

• 02:58 - 03:02

  working culture will help companies accelerate their sustainability agenda by

• 03:03 - 03:06

  reducing business travel, daily commutes and waste generated by offices

• 03:08 - 03:11

  commuting actually contributes to over a third of all emissions

• 03:11 - 03:12

  from passenger transport.

• 03:13 - 03:16

  And as we embrace more purposeful travel, technology continues to

• 03:16 - 03:18

  evolve and people's attitudes change.

• 03:19 - 03:21

  We will see business travel continue to decline.

• 03:23 - 03:25

  One organization we're working with recently announced that they are

• 03:25 - 03:31

  cutting business travel by 50%,, creating a more agile workforce

• 03:31 - 03:35

  will unlock productivity, making it easier to make quick decisions

• 03:35 - 03:37

  and effectively respond and adapt to change.

• 03:39 - 03:42

  Inefficient meetings could cost employees up to 34 of an

• 03:42 - 03:43

  employee's salary.

• 03:46 - 03:48

  A hybrid future has advantages for companies in their culture

• 03:49 - 03:49

  as well.

• 03:50 - 03:52

  It creates an environment where success is judged on outputs,

• 03:53 - 03:57

  not hours spent in the office, flexibility is built into

• 03:57 - 04:00

  the working day, enabling businesses to be more diverse and

• 04:00 - 04:03

  inclusive and allowing employees to manage their time in a

• 04:03 - 04:05

  way that suits their own needs.

• 04:06 - 04:08

  It presents an opportunity for employees to focus on well

• 04:08 - 04:11

  being as part of their working lives as opposed to

• 04:12 - 04:13

  fitting it around work.

• 04:13 - 04:16

  And finally, it calls for a new area of era

• 04:16 - 04:21

  of leadership, one that empowers teams to take ownership, devolving

• 04:21 - 04:23

  decision making and increasing the pace of work.

• 04:25 - 04:27

  It's not as simple as flicking a switch.

• 04:28 - 04:31

  The journey to a hybrid future needs, deliberate and thoughtful

• 04:31 - 04:35

  design. Fostering the right environment will be crucial for success.

• 04:37 - 04:44

  Yeah, this is where flux design thinking comes into play,

• 04:45 - 04:49

  taking a human centered approach and really listening to both

• 04:49 - 04:52

  the employee and business needs means we can we can

• 04:52 - 04:56

  help organizations focus on the areas that really matter.

• 04:57 - 05:00

  Using this insight, we're able to create a future of

• 05:00 - 05:04

  work vision principles and framework that preserves what is unique

• 05:04 - 05:08

  to the business and prioritizes areas that will add the

• 05:08 - 05:10

  most value to both the business and its people.

• 05:12 - 05:14

  Recently, we've been working with one of the UK's largest

• 05:15 - 05:18

  healthcare providers, who like many were forced into remote working

• 05:19 - 05:22

  overnight as a business with well being at its heart,

• 05:23 - 05:26

  they acknowledged the challenges presented by remote working and the

• 05:26 - 05:28

  impact on employee engagement and well being.

• 05:29 - 05:32

  This organization saw the opportunity to define the future of

• 05:32 - 05:36

  work strategy that put employee well being truly front and

• 05:36 - 05:43

  center, whether it's about people, profitability, profitability, purpose or planet,

• 05:44 - 05:48

  we're working with organizations who are grabbing the opportunity to

• 05:48 - 05:49

  re imagine their future.

• 05:55 - 05:58

  Reimagining the way a business works isn't an easy feat.

• 05:59 - 06:03

  There are cultural, geographical and organizational nuances that have to

• 06:03 - 06:05

  be considered and there's a lot at stake.

• 06:06 - 06:09

  If we don't get it right, we're working with 100

• 06:09 - 06:12

  year old Global FmC G who have offices across the

• 06:12 - 06:17

  globe with different cultures, time zones, businesses to consider and

• 06:17 - 06:21

  a heritage to uphold together we develop their future of

• 06:21 - 06:25

  work strategy playbook and supporting resources to help activate and

• 06:25 - 06:30

  deploy the changes, redefining the brilliant basics, optimizing ways of

• 06:30 - 06:33

  working and unearthing the new skills required to embed and

• 06:33 - 06:35

  enact sustainable change.

• 06:36 - 06:37

  Sustainable is the key word here.

• 06:39 - 06:41

  If companies don't act to create a route to a

• 06:41 - 06:44

  sustainable way of working, people will burn out.

• 06:45 - 06:49

  31 currently report experiencing emotional exhaustion on a weekly basis,

• 06:50 - 06:52

  bringing to life the level of urgency to act here,

• 06:54 - 06:57

  remote working has presented a launchpad for new behaviors, but

• 06:57 - 06:59

  we acknowledge there are barriers to overcome.

• 07:00 - 07:03

  There are three key challenges that we're helping our clients

• 07:03 - 07:06

  to overcome when encouraging behavior change across the organization.

• 07:08 - 07:11

  Let's start with the first status quo bias.

• 07:12 - 07:15

  People tend to revert backwards to previously established and familiar

• 07:16 - 07:19

  behaviors, so it's really important to be clear on the

• 07:19 - 07:23

  Y. And it's also important to establish new ways of

• 07:23 - 07:26

  working before the old routines are re establish and people

• 07:27 - 07:29

  default to previously ways of working.

• 07:30 - 07:33

  If we look at cognitive load when stressed or pressed

• 07:33 - 07:37

  for time, people are significantly less receptive to new information

• 07:37 - 07:37

  or change.

• 07:39 - 07:41

  So you need to make the process really easy to

• 07:41 - 07:46

  implement and follow both physically and cognitively and finally risk

• 07:47 - 07:51

  aversion. Even if the potential upside is acknowledged, people are

• 07:51 - 07:54

  more likely to take the perceived, safer option for fear

• 07:55 - 07:59

  of the unknown, Bring together a group of influences who

• 07:59 - 08:01

  are able to get behind the change and role model

• 08:01 - 08:05

  the new behaviors and encourage an agile mindset of trial

• 08:05 - 08:09

  and error to make failing feel okay and an opportunity

• 08:09 - 08:14

  to learn from successful companies are able to work differently.

• 08:15 - 08:18

  Empathetic leaders will dial into the needs of their employees

• 08:19 - 08:20

  and adjust to the moments.

• 08:21 - 08:24

  Empowered teams will be able to make their own decisions

• 08:25 - 08:28

  and take action no matter the level enabling both the

• 08:28 - 08:32

  teams and individuals to go further faster and shape better

• 08:32 - 08:32

  business outcomes.

• 08:34 - 08:36

  And a culture of trust will give employees the means

• 08:36 - 08:40

  to be productive, the power to innovate, adapt and identify

• 08:41 - 08:41

  avenues of growth.

• 08:43 - 08:44

  Thanks for listening.

• 08:44 - 08:47

  And if you're thinking about re imagining your world of

• 08:47 - 08:49

  work, feel free to drop me a line, and I'd

• 08:49 - 08:51

  be happy to share more of what we've learned so

• 08:51 - 08:51

  far.