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Hybrid work is here to stay, but are you making the most of it? Join us on July 8th for "The Hybrid Work Dilemma." - https://www.flexos.work/hybrid2024.
Learn how to do more with less office space while increasing productivity, collaboration, and employee engagement. It's a chance to get inspired and connect with peers in a live roundtable to tackle your hybrid work challenges.
Thanks to Tactic, the #1 rated space logistics platform used by customers such as Microsoft, Redbull, and the UN, for making this event possible. Visit Tactic today to unlock the power of hybrid work: https://www.gettactic.com/work.
In today’s episode, we explore AI and modern work with Annie Dean, the VP of Team Anywhere at Atlassian, the largest distributed work company in the world.
Annie has advocated for flexible work for over ten years, stemming from her own needs as a new mom, but in this episode, we shift the conversation from WHERE we work to HOW we work.
We discuss how to work more effectively, AI's profound impact on productivity and collaboration, its broader implications for workplace diversity and inclusion, and Annie's inspiring vision for the future of work.
Here are the actionable key takeaways from the conversation:
Default to Digital-First Norms. The way Atlassian works today has proven that the office no longer needs to be a dependency for how great work gets done. Digital-first approaches optimize work efficiency, especially now that AI fuels even more seamless collaboration and information access. Shift towards digital-first practices and utilize AI tools to enhance productivity and reduce dependency on costly physical office spaces.2Reduce Ineffective Collaboration. Fortune 500 companies collectively waste 25 billion hours a year on ineffective work, preventing people from doing the deep and creative work they crave. F500 CEOs believe their teams can get the same amount done in half the time, but their people are wasting time being stuck in a system that they can't win against. Annie’s study found that a lack of clarity on goals, a lack of knowledge sharing, and too much distraction are the three main reasons we are now getting our best work done.Leverage AI To Further Boost Effective Work And Collaboration. AI can solve the challenge of information being in many people's heads or even digitally dispersed in various accounts, email threads, and Slack channels.Change Your Own Way of Working. Many of these lessons can start small. Working differently yourself can help you model the right behaviors to your teams. Then, sponsor your employees to do the same. Think actively with your team members about how to attack the work they need to do.Embrace Modern Work to Promote Inclusivity. As Annie said, “So much of the story about women's place in leadership and in their fulfillment and growth in their careers is about logistics. Their access to higher salaries was actually a question of logistics, not intent, talent, or drive.” Make logistics work for everyone by making work digital and providing flexibility to accommodate the realities of people’s daily lives. This way, we can fulfill Annie’s wish of having the people who have been left out of the workforce until now run our companies in ten years.Like reading more than listening? Find the article on our website: www.flexos.work/learn/annie-dean-how-we-work-trumps-where-we-work
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Hybrid work is here to stay, but are you making the most of it? Join us on July 8th for "The Hybrid Work Dilemma." - https://www.flexos.work/hybrid2024.
Learn how to do more with less office space while increasing productivity, collaboration, and employee engagement. It's a chance to get inspired and connect with peers in a live roundtable to tackle your hybrid work challenges.
Thanks to Tactic, the #1 rated space logistics platform used by customers such as Microsoft, Redbull, and the UN, for making this event possible. Visit Tactic today to unlock the power of hybrid work: https://www.gettactic.com/work.
In today’s episode, we talk with Janet Pogue, the Global Director of Workplace Research at Gensler, about office design in 2024.
Janet shares her insights from over twenty years of research, including their latest study, which covered 15 countries and 16,000 office workers.
We’ll discuss how the pandemic has accelerated changes in workplace expectations, the essential elements of high-performing workspaces, and practical tips for making your office a place where people truly want to be.
Here are the actionable key takeaways from the conversation:
High-Performing Workspaces: Many offices remain unchanged post-pandemic, despite significant shifts in how we work. As Janet says, people now spend about half of their workweek in the office, and more than ever, they come into the office to focus and get their work done. Evaluate and update your office to align with new work habits and expectations. With more spaces for focused work, cocreation, informal and confidential conversations, hybrid meetings, and wellbeing. And, make sure you involve employees in the design process to increase their engagement and satisfaction with the workspace. As Janet said: "When people feel like they had a say, they now have ownership."Balancing Function and Experience: Successful workspaces balance functional efficiency with creating an engaging, welcoming environment. But it’s not space alone. We need to be intentional about the experience by hosting events, and having team and core days, all to create a sense of vibrancy so that offices are a carrot, not a stick. For innovation, the lifeblood of companies, to flourish, you need to have more people across teams, not just within a team. So, beyond the office design, think about why people want to be there and how you facilitate this.Leveraging Third Spaces: I loved Gensler's finding that you can extend the functionality and appeal of your office by using third spaces like coffee shops. With employees already spending a third of their week outside of the office and home, help them find more opportunities to tap into coworking spaces, libraries, coffee shops, and outdoor spaces to complement the office setting.Improving Technology: Effective technology integration is essential for successful hybrid work environments. As Janet said, almost every meeting will have someone joining remotely. Invest in technology that enhances communication and collaboration, ensuring remote and in-office workers are equally engaged. This includes not just better microphones and cameras but also optimizing the room's acoustics.Like reading more than listening? Find the article on our website: www.flexos.work/learn/reimagining-office-gensler-janet-pogue-space-design-new-era
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Hybrid work is here to stay, but are you making the most of it? Join us on July 8th for "The Hybrid Work Dilemma." - https://www.flexos.work/hybrid2024.
Learn how to do more with less office space while increasing productivity, collaboration, and employee engagement. It's a chance to get inspired and connect with peers in a live roundtable to tackle your hybrid work challenges.
Thanks to Tactic, the #1 rated space logistics platform used by customers such as Microsoft, Redbull, and the UN, for making this event possible. Visit Tactic today to unlock the power of hybrid work: https://www.gettactic.com/work.
In today’s episode, I welcome Ashley Herd, a lawyer turned management trainer whose TikToks and YouTube videos reach over 5 million views a month.
This reach gives Ashley an amazing insight into the real sentiment of employees and managers, which she combines with data from doing corporate leadership training at scale.
We'll discuss the importance of respect in the workplace, managers' untapped potential, and AI's evolving role in leadership.
A great episode if you deal with remote teams, navigate hybrid work environments, or want to improve your managers.
Here are the actionable key takeaways from the conversation:
Respect and Humanity in the Workplace: Ashley sees a lot of unfiltered feedback on the world of work in her video comments. Combined with corporate training, it’s taught her that when employees feel valued and respected, morale and productivity are significantly boosted. Ensure you foster an environment where respect and empathy are central. Regularly check in with your team to understand their needs and concerns, and make people feel they matter in things like being able to take time off and getting credit for their work.The Ripple Effect of Good Management: Effective management goes beyond getting the work done well; it's about positively influencing and inspiring teams. But it goes further: As Ashley said: "Managers have a potential for ripple impact on their teams and often don't know how to harness it." So, invest in manager training programs that focus on empathy, communication, and leadership skills. Give them the autonomy to manage well and not have to run to HR every time.Driving Performance with Empathy: Performance is important, but don’t forget empathy to create a balanced and effective management style. Focus on understanding your team's needs and aligning them with organizational goals for optimal performance.Balancing Remote and Hybrid Work: Remote work requires a shift in management style, focusing more on outcomes than hours worked. As Ashley said, "Managers often worry about what their remote teams are doing, but it's about setting clear expectations and trust." Set clear goals and expectations for your remote teams. Use regular check-ins to maintain engagement and address any concerns.Like reading more than listening? Find the article on our website: www.flexos.work/learn/empathy-efficiency-ashley-herds-viral-management-tips
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Hybrid work is here to stay, but are you making the most of it? Join us on July 8th for "The Hybrid Work Dilemma." - https://www.flexos.work/hybrid2024.
Learn how to do more with less office space while increasing productivity, collaboration, and employee engagement. It's a chance to get inspired and connect with peers in a live roundtable to tackle your hybrid work challenges.
Thanks to Tactic, the #1 rated space logistics platform used by customers such as Microsoft, Redbull, and the UN, for making this event possible. Visit Tactic today to unlock the power of hybrid work: https://www.gettactic.com/work.
In today’s episode, we meet Amber Wanner, founder of Vette, who’s using AI to make recruiting more human.
We'll discuss how Amber’s methods provide instant, meaningful conversations, not just interviews, often with people in similar roles who may be suited better for that conversation than a recruiter.
Here are the actionable key takeaways from the conversation:
Making People Feel Valued: Amber said her purpose is to show as many people in the world that they matter. Recruitment can feel like a plight, but try to reenergize your process to emphasize human connection.Instant Interviews: When you let people choose when to interview, as Vette does, you see that people choose to interview much faster than the usual process, and over 50% of the time outside of office hours. Does your current recruiting process support this?From Interviews to Conversations: Amber is dedicated to transforming hiring from traditional interviews to conversations. She believes in allowing colleagues and individuals familiar with the role to interact with candidates rather than relying on recruiters with limited knowledge of the position. She said, “A warehouse worker talking to another worker flows better, allowing for a safer, more comfortable environment."Using AI Purposefully: Amber found great ways to apply AI in places where it complements the human touch. For example, by matching candidates and interviewers like Uber does riders and drivers. They also use AI to summarize conversations and extract key data points. If you’re looking for ways to implement AI, this is a great place to start.Like reading more than listening? Find the article on our website: www.flexos.work/learn/ai-make-recruitment-more-human-amber-wanner-vette
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Hybrid work is here to stay, but are you making the most of it? Join us on July 8th for "The Hybrid Work Dilemma." - https://www.flexos.work/hybrid2024.
Learn how to do more with less office space while increasing productivity, collaboration, and employee engagement. It's a chance to get inspired and connect with peers in a live roundtable to tackle your hybrid work challenges.
Thanks to Tactic, the #1 rated space logistics platform used by customers such as Microsoft, Redbull, and the UN, for making this event possible.
In today’s episode, we explore the revolutionary idea of treating employees like responsible grownups with Amy Leschke-Kahle, a renowned thinker in the people and business space.
Her mission is to solve hard problems you can’t see, bust workplace myths, and design solutions for people working in the real world.
Before starting her own advisory, Amy served as Vice President of Talent Insights and Innovation for ADP. She led HRIT, people analytics, and learning & development organizations for several Fortune 500 companies.
You’ll likely know for her writing in Fast Company, Forbes.com, MIT Sloan Management Review, and Fortune.
In this conversation, we'll dive into how rethinking HR structures, embracing AI, and fostering a culture of trust and autonomy can transform organizations. Here are the critical insights into modernizing HR and workplace culture:
Treat Employees Like Adults: Amy passionately argued for treating employees like responsible adults. If you treat your employees like responsible, super smart grownups, they will thrive." So, foster a culture of trust and autonomy, empowering employees to take ownership of their work and make meaningful contributions.Separate HR Functions: Amy emphasized the need to separate operational functions from talent amplification in HR. Distinctly separating compliance and payroll from coaching and development functions can streamline operations and enhance focus. Consider reorganizing HR departments to delineate between operational and talent functions, ensuring each gets the attention it deserves.Embrace AI for Connection: Amy highlighted how AI can help us be better coworkers, which highlights that AI isn't just for automating tasks; it can enhance human interactions and relationships at work. Implement AI tools that facilitate better employee communication and understanding, using data-driven insights to foster stronger workplace connections.Courageous Leadership for Transformation: Amy discussed the importance of leaders willing to make bold changes, saying, "It takes courageous leaders willing to take a pause and make that switch." Insight: Significant organizational change requires leaders who are brave enough to disrupt the status quo. Pilot innovative structures and processes, creating a culture that supports experimentation and growth.Focus on the Work, Not the Person: Amy pointed out that focusing on work rather than personal traits reduces unnecessary friction. Emphasizing work outcomes over personal characteristics can create a more objective and fair environment. Develop performance metrics and feedback systems concentrating on work quality and outcomes, minimizing personal biases.Like reading more than listening? Find the article on our website: www.flexos.work/learn/treating-employees-like-grownups-amy-leschke-kahle.
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This episode is brought to you by Deel: https://www.flexos.work/deel.
Looking to hire employees globally?
Choose Deel, the #1 Employer of Record, operating in over 100 countries. Simplify hiring, payroll, and compliance—all on a single platform.
Deel’s in-house legal experts ensure continuous compliance and unmatched data security, making international employment effortless.
Customers praise the platform for its intuitive design and robust support, earning over 3,000 positive reviews.
If you're ready to expand your team worldwide with ease, visit https://www.flexos.work/deel to book a demo today.
Thanks so much to the wonderful team at Deel for making FlexOS' mission of a happier future of work possible.
In today’s episode, we explore the transformative role of AI with our first return guest, Dr. Alexandra Samuel.
Since our last discussion, AI has not only advanced in capabilities but also in its integration into our daily workflows and organizational structures.
We'll delve into how AI is transforming how we work, what our relationship with AI should be, the differing speeds at which it is being adopted even within one organization, and what you as a business leader should do to successfully bring AI to your organization.
1. You have to act now
As Alex shared, the typical way of adopting technology is where a company collects requirements, tests, and rolls out. Doesn’t work for AI. By that time, the robots would have taken over. So move fast, and especially, start experimenting. Alex suggests to find some people who are already AI enthusiasts, and tap them to have the teams innovate together.
2. Create a Culture of AI
Alexandra stressed the importance of organizational culture in adopting AI, and how we need to define our relationship with AI, and how it is used, for example in making it a norm to summarize handover materials before sending. Have discussions and create agreements between people about when and where to use AI. As Alex says, make AI not just legitimated, but expected.
3. Let People Experiment
A really important way to get people to use AI more is to let them experiment as we also saw in the MOderna and Microsoft case studies. Make time available to figure out how to automate your own work. And make it clear that it’s okay to do so. At the same time, you need to reassure people that this is not about losing their jobs.
4. Ensure to Close the Gap
As Alex shared, already, some people are using AI a lot, and for some people, AI is still very new and used infrequently. As AI evolves, that could create a gap between employees. Ensure to close the gap, putting efforts into equal understanding and time spent with AI tools for all. Get everyone to get the benefits of for example being good at using the ChatGPT voice feature, which is a game-changer. This is a huge benefit, as Alex says, “profound changes come when you develop that capacity as an organization or a team.”
And Alex CTA, AI is a co-intelligence. And the co means we change too. We evolve too. Rethink your relationship with AI. By leveraging these insights and integrating these tactics, you can facilitate smoother AI adoption and ensure your organizations remain at the forefront of technological innovation and workplace efficiency.
Like reading more than listening? Find the article on our website: www.flexos.work/learn/using-ai-with-teams-wsj-technologist-alexandra-samuel
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This episode is brought to you by Deel: https://www.flexos.work/deel.
Looking to hire employees globally?
Choose Deel, the #1 Employer of Record, operating in over 100 countries. Simplify hiring, payroll, and compliance—all on a single platform.
Deel’s in-house legal experts ensure continuous compliance and unmatched data security, making international employment effortless.
Customers praise the platform for its intuitive design and robust support, earning over 3,000 positive reviews.
If you're ready to expand your team worldwide with ease, visit https://www.flexos.work/deel to book a demo today.
Thanks so much to the wonderful team at Deel for making FlexOS' mission of a happier future of work possible.
In today’s episode, we're joined by David Paffenholz, founder of PeopleGPT, an AI platform that uses a ChatGPT-style interface to help source the right candidate for open roles.
We'll discuss how AI is transforming recruitment, making it more efficient, altering the role of human recruiters, and whether they are still necessary.
Here are a few key takeaways from the conversation:
Efficiency Through AI: We learned how AI platforms like PeopleGPT could reduce the time recruiters spend on sourcing candidates by up to 90% by taking over the repetitive and predictable tasks of sorting through candidates, leaving recruiters more time for what humans are good at.The Human in the Loop: The conversation underscored how humans still play a role in nuanced decisions and strategic direction, at least for now. Very often, the real value is better understanding the true needs before a search even starts, informed by company culture and organizational understanding. Ethical Considerations: We also touched on the ethical implications of using AI in recruitment, ensuring that as we integrate these technologies, they enhance rather than compromise our human values and workplace culture. Practices David put in place include removing all personally identifiable information including names, gender, and nationality.Future Work is a weekly newsletter and bi-weekly podcast to help people-centric leaders stay ahead in the future of work.
Like reading more than listening? Find the article on our website: www.flexos.work/learn/90-faster-recruiting-with-ai-david-paffenholz-founder-peoplegpt
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This episode of Future Work is brought to you by Tactic: https://www.gettactic.com/work.
Tactic is the #1 rated space logistics platform used by customers such as Microsoft, Redbull, the UN, and Northwestern University to create order out of the chaos.
Tactic has a 100% customer satisfaction score on G2 because it was built from the ground up with the end user in mind.
It’s an all-in-one solution for hot desking, room reservations, and visitor management.
Visit Tactic today to unlock the power of hybrid work.
Our thanks to the Tactic team for sponsoring this episode!
In today’s episode, we explore how HR can be a powerhouse for business transformation in the age of AI and remote work.
We're joined by Lars Schmidt, who shares his journey of 25 years, from operator to one of the most influential thought leaders in the industry.
We delve into how HR is not just a support function but a critical driver of business strategy, especially in times of AI, and what leaders in HR and across the organization can do to futureproof themselves and their teams.
Here are some actionable takeaways to implement in your roles and organizations:
Get close to the business. Lars emphasizes how HR should be close to the business, something Anthony Onesto also sent a previous episode. He named Spotify, who is CHRO has created a context in which AR is a natural partner for all important decisions made in the business. Look at this on an individual and organization level. Make sure you truly understand the business - the most successful CHROs have spent time outside of HR. And be curious!Regular Engagement with AI Tools: Encourage your HR team and employees to engage with AI tools on a weekly basis. This practice helps integrate new technologies seamlessly into daily operations, enhancing productivity and decision-making.Emphasize Skills Development: Focus on continuous learning and skills development within your teams. Most skills will expire i. 2.5 years. With the rapid pace of change in job requirements, fostering a culture of growth and adaptability is crucial.Foster Talent Mobility: Implement strategies that support talent mobility within the organization. This approach not only prepares your workforce for future needs but also helps in retaining top talent by providing them with new challenges and growth opportunities.Promote Self-Learning: While we’re all stressed and burnt out, Lars agrees that we’re with the vanguard of a new world of work. Hr is leading that change. Encourage your HR professionals to be proactive in their personal and professional development. Staying curious and informed about industry trends and new tools can make them more effective and forward-thinking in their roles.Future Work is a weekly newsletter and bi-weekly podcast to help people-centric leaders stay ahead in the future of work.
Like reading more than listening? Find the article on our website: www.flexos.work/learn/lars-schmidt-leaders-should-experiment-with-ai-weekly
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This episode of Future Work is brought to you by Tactic.
Tactic is the #1 rated space logistics platform used by customers such as Microsoft, Redbull, the UN, and Northwestern University to create order out of the chaos.
Tactic has a 100% customer satisfaction score on G2 because it was built from the ground up with the end user in mind.
It’s an all-in-one solution for hot desking, room reservations, and visitor management.
Visit Tactic today to unlock the power of hybrid work.
Our thanks to the Tactic team for sponsoring this episode!
In this edition, I have the pleasure of speaking with Ashutosh Garg, the founder and CEO of Eightfold, a unicorn HR tech platform that brings AI to improve the entire talent lifecycle, companies, and the world of work.
Ashutosh brings a wealth of experience from his early days pioneering personalization at Google to now helping companies like Ernst and Young, Bayer, Morgan Stanley and Starbucks use AI to revolutionize how talents are managed and nurtured in the workforce.
Today, he'll share insights from his journey and how AI can play a pivotal role in enhancing our work lives. Here are the key takeaways:
Career Development and Employee Retention with AI: We've learned that AI's potential to tailor career paths to individual skills and aspirations can dramatically transform employee growth and satisfaction. By aligning opportunities closely with personal competencies, organizations can maximize employee potential, drive engagement, and keep the best people longer.Human in the Loop: This new way of thinking about people also means sometimes a team or manager has to give up a great employee to benefit the greater good, central to the theme of Josh Bersin’s dynamic organizations at the beginning of the season. It also means that even the smartest AI platform will always have a human in the loop, to control its impact on an organization.Reducing Bias with AI Tools: AI platforms can significantly reduce human biases that often influence hiring decisions. By standardizing processes and focusing on data-driven assessments, AI helps ensure that recruitment is based on merit and qualifications, not unconscious biases, leading to fairer employment practices. I love Ashutosh’ point that this starts even at job descriptions, where we need to be objective about even the kind of tasks done in the role we’re hiring for.Creating a Better World of Work: Ashutosh's mission with Eightfold is to create a better world of work—a place where employment is more than a necessity but a fulfilling part of life. AI is poised to transform the workplace into a more satisfying and productive environment by matching individuals to careers that genuinely fit their skills and aspirations.Future Work is a weekly newsletter and bi-weekly podcast to help people-centric leaders stay ahead in the future of work.
Like reading more than listening? Find the article on our website: www.flexos.work/learn/ai-and-the-entire-talent-lifecycle-eightfold-ceo-ashutosh-garg
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Welcome to today’s episode where we explore the fascinating intersection of AI and human resources with Barb Hyman, the founder of Sapia.
As companies like Starbucks, Randstad and Holland & Barett begin to leverage AI for interviewing, Barb discusses how this decreases bias, increases diversity, and makes the recruiting job a lot more joyful.
Today’s discussion unveiled several critical insights into how AI is reshaping the hiring landscape and HR as a whole:
The role of AI in Recruiting: We learned that AI can dramatically enhance interviews by replicating a five-star recruiting journey at scale, starting with a structured interview. It also makes interviews less biased, more enjoyable for the candidate, and the start of a data-driven employee journey that leads to improved retention. Consider integrating AI tools where manual work doesn’t provide benefits and may induce bias. Bias and Diversity: Giving more candidates a universal interview experience leads to more people being considered for a role, blind to demographics. Additionally, using chat vs. video or in-person interviews leads to more women applying, and letting candidates proactively provide demographic information.Data-Driven Insights for Retention: Our discussion highlighted how AI could use performance data to predict long-term job success, thus improving retention rates, like Holland & Barrett saving money with 30% improved retention. Ethical AI Use: Addressing AI skepticism through ethical practices was a significant point. Promote transparency in your AI implementations and engage in open dialogues about the ethical use of AI in your hiring practices to build trust and acceptance among stakeholders. Also keep in mind that where the data from candidates sits matters and increases your fluency in understanding the privacy elements of AI.I also loved Barb’s point of view that AI ultimately gives people more agency, which is a very positive view on the future of work.
Future Work is a weekly newsletter and bi-weekly podcast to help people-centric leaders stay ahead in the future of work.
Like reading more than listening? Find the article on our website: www.flexos.work/learn/starbucks-uses-ai-interviews-barb-hyman-sapia
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I’m thrilled to have Anthony Onesto join us. Anthony is not only the Chief People Officer at Suzy, an AI consumer research platform, but also a product and innovation advisor to HR tech platforms like ADP and Lattice.
We’ll discuss which tech is worth investing in, the role of AI in the future of work, and why data is the new oil. Here are five key highlights:
1. HR leaders need to speak business
Any platform or program you’re introducing needs to lead to a business outcome.
2. Data is the new oil
To tie HR efforts to business results, you need to be analytics-focused, you need to have data underpin every decision. And you need that data in one place, not in fifteen.
3. Centralization of workplace tech
To get data in one place, you’ll likely be better off working with one core platform that offers most of what you need. While there are some data warehousing solutions, they rely on vendors’ API access, which is getting more and more limited as everyone makes a play for becoming the ‘one platform.’
4. The Opportunity in AI
While AI could negatively disrupt us, Anthony still sees opportunities. For example, he sees opportunities to replace bad user experiences with ChatGPT-style chat interfaces and create new workflows with a simple prompt.
5. Start Today
That leads to our final insight. If you haven’t already, start today. Pick something, regardless of how small, where AI can automate a workflow, freeing up your team to do the work humans are uniquely good at.
Future Work is a weekly newsletter and bi-weekly podcast to help people-centric leaders stay ahead in the future of work.
Like reading more than listening? Find the article on our website: www.flexos.work/learn/workplace-tech-bridging-hr-business-ai-anthony-onesto-cpo-suzy
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Today, I have a dynamic discussion with Q Hamirani, an influential figure in the HR, AI and remote work sphere. He is known for his groundbreaking work at Airbnb and his current role as Chief People Officer at an ed-tech company, Paper and most recently founded the world's largest community for HR and AI enthusiasts called PeopleGPT (you can join at www.thepeoplegpt.com) - this is a community I have been an early member of and really enjoy etc.
Discover the implications of generative AI for HR, how embracing technology can redefine organizational structures and career paths, and why we should never choose the status quo.
Here are four takeaways to apply as a leader:
1. Embrace and Drive Change
Q underscores the importance of challenging the status quo and actively seeking ways to improve and innovate. As employee engagement is still at record low levels, encourage your teams to question existing processes and to explore new ideas that could lead to the development of pioneering programs like Airbnb’s "Work Anywhere" initiative.
2. Strategic Integration of Technology in HR
As Q says, in HR, it's always a combination of technology with humans in the loop. Use technology to free you up to do more interesting and complex work. This goes beyond automating routine tasks to leveraging advanced technologies like generative AI for more strategic purposes, like enhancing decision-making, improving employee engagement, and personalizing the employee experience. As leaders, fostering a culture that embraces technology will be key to staying competitive and efficient.
3. Choosing the Right Technology
Whether it’s HR technology or IT technology like collaboration tools, you have to be tied to the hip as HR leaders, because these platforms deeply influence the employee experience. As Q said, it's important for HR or people leaders to be very opinionated and influence what collaboration tools are being given across the organization by IT typically. Q is also a big advocate of centralizing onto one platform, especially for communication and knowledge management, and especially in remote companies where this becomes the employee experience
4. Navigating Generative AI
If you feel a bit behind, you’re not alone. This conversation reminded me that we're still all figuring it out. One thing is for sure, there is a lot to figure out, for example, workforce planning as AI can do the job of one or multiple people. We may also need less manager. So everyone, including HR, needs to jump in and get familiar. Plus, there may be some teams in your org who are using it actively, so why not spotlight this to the rest of the company so you can all learn together?
As people leaders, your stewardship in these areas will shape the future of work within your organization.
Q’s insights remind us that the path to innovation and success is paved with curiosity, courage, and a commitment to putting people at the heart of everything we do – especially as it relates to new technology like Gen AI.
Future Work is a weekly newsletter and bi-weekly podcast to help people-centric leaders stay ahead in the future of work.
Like reading more than listening? Find the article on our website: www.flexos.work/learn/unicorn-chro-how-to-embrace-generative-ai-q-hamirani-paper
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Josh Bersin is an Industry Analyst and Thought Leader in the HR, leadership, and technology space. Josh is authored three books, most recently the bestseller Irristable, The Seven Secrets Of The World’s Most Enduring, Employee-Focused Organizations.
Today, we discuss The modern company, Technology, AI, people, and playing the infinite game. Here are a few takeaways to apply as a leader:
1. Taking Care of People
Our people are the company. While our financial system sees people as an expense, companies should look at people as their most valuable asset and invest in them, which in turn strengthens your company.
2. Keep People Connected
Create connections between people and operate as a community, not just a business. This may be harder in remote settings, which is why it’s an effort we all have to take. We have to give them a great development plan. Give them opportunities to meet other people, like how Josh brings all of his 50 remote team members together twice a year.
3. Becoming an Irrisitable, Enduring Company by Playing the Infinite Game
What actually makes for an irresistible company? He found that the best companies are enduring companies that play an infinite game, start with a clear mission and a problem to solve, and adapt with the market.
It helps them engage and retain their best people because they continue to be committed to the core mission, like Boeing with multiple generations of engineers working there.
4. Transforming to a Dynamic Organization.
Listening to employees and customers, who will tell you where change is needed and then adapt products and services. You need to adapt internally, focusing on goals versus titles and budgets. And to focus on every person as the unique individual that they are. Our skills and our relationships and our experiences can be used in multiple ways.
5. A new Generation of Work Tech
The organization of the future needs to know who works in them. What are they good at. What will they be good at, what’s their potential.
So a new category of software is called Talent Intelligence is on the rise, and this includes platforms like Eightfold and Beamery.
Have a conversation with vendors like these and see where the opportunity is. Don’t forget about the upsides, to working with someone who can tailor technology to your needs and perhaps adjust their roadmap to fit your purpose, make you more competitive and potentially change not just the vendor but the entire market.
6. AI and the Future of Work.
AI is really about data, and that the power and value are in the trustedness and accuracy of your data. You’ll continuously train your LLM on new data. AI marks a huge oppporuntity for HR people to lead the agenda . Can really buy AI systems without the IT function being involved, so include them, but lead with the functional agenda – what do we want these systems to do?
Future Work is a weekly newsletter and bi-weekly podcast to help people-centric leaders stay ahead in the future of work.
Like reading more than listening? Find the article on our website: www.flexos.work/learn/why-we-need-people-and-technology-with-josh-bersin
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Today is the last episode of our second season, in which I have the pleasure of speaking with Molly Sands, a PhD and the Head of Atlassian’s Team Anywhere Lab.
Molly is a behavioral scientist turned product and program leader whose work has been published in top tier academic journals, popular press including the New York Times, and a TED talk with over six million views.
Today, Molly shares what’s wrong with meetings, what we should do instead, and why you need a Chief Vibes Officer.
Here are a few takeaways to apply as a leader:
1. The Detrimental Impact of Meetings
While we often default to them, meetings are the top barrier to productivity and enjoyment, with 80% of people saying they’d be more productive with fewer meetings. Additionally, up to 67% of people work overtime due to these excessive meetings.
2. Alternatives to Traditional Meetings
Atlassian's research points to asynchronous communication tools, like Loom, and collaborative documents as powerful alternatives to traditional meetings. For instance, managers using Loom for updates, like Molly did, found that "teams felt more connected to the manager, more recognized for their work, and more clear on the top priorities for that week. So bye Zoom, and go Loom!
3. Atlassian's Formula for Optimal Work Week Structure
Atlassian recommends allocating no more than 30% of the workweek to scheduled meetings, advocating for a structured approach that includes blocks of focused work, collaboration, and reactivity. I loved Molly’s idea of keeping some blocks of time open for more casual coworking between smaller groups of colleagues. And, to look at our calendars not just for meetings but for everything on how we spend our time.
Future Work is a weekly newsletter and bi-weekly podcast to help people-centric leaders stay ahead in the future of work. Subscribe on FlexOS, Spotify, Apple Podcasts, and YouTube for the latest Future Work episodes.
Like reading more than listening? Find the article on our website: https://www.flexos.work/learn/meetings-dont-work-what-to-do-molly-sands-anywhere-lab-atlassian
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This week I’m speaking with Paul J. Zak, a neuroscientist and economics professor whose work focuses on human connection, human happiness, and effective teamwork.
Paul is a 5 time TED speaker, is in the top 0.3% of the most cited scientists, has given talks in 30 countries, and wrote the 2017 HBR classic “The Neuroscience of Trust.”
Paul shares insights from his extensive research on how trust influences productivity, innovation, and well-being in the workplace, providing a roadmap to foster a culture of trust and empowerment. All that, and the importance of embracing weirdness.
Here are a few takeaways to apply as a leader:
1. Embrace the Weirdness
Recognizing and celebrating the inherent weirdness in people creates a culture where everyone feels accepted and where trust is built more easily.
2. Trust is the Cornerstone of Modern Workplaces
Trust is even more critical for remote and hybrid teams. A zero-trust environment leads to micromanagement, which in turn stifles productivity and employee satisfaction. But – a high-trust workplace fosters innovation, productivity, and a sense of well-being among employees.
3. Trust AND Verify
Trust, coupled with verification, means employees have the autonomy to perform their tasks effectively while still being accountable for their outcomes. Plus, they’ll enjoy it more and stick around longer.
4. Keep Checking In
Effective communication and regular check-ins are vital in building and maintaining trust, especially in remote settings. Implementing daily huddles to discuss accomplishments, plans for the day, and any support needed can keep teams aligned and focused. Weekly deeper one-on-ones provide more personalized support and coaching opportunities, ensuring employees feel valued and understood.
5. Be vulnerable!
Leaders can leverage insights from neuroscience to enhance trust and team cohesion. For example, promoting a culture of vulnerability, which starts with you! It’s okay to not know everything, and it’s okay to share that. Your team will be better for it.
Future Work is a weekly newsletter and bi-weekly podcast to help people-centric leaders stay ahead in the future of work. Subscribe on FlexOS, Spotify, Apple Podcasts, and YouTube for the latest Future Work episodes.
Like reading more than listening? Find the article on our website: www.flexos.work/learn/trust-neuroscience-embracing-weirdness-at-work-paul-j-zak
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On this Future Work podcast, my guest is meeting facilitation guru Jakob Knutzen, the founder and CEO of Butter.
Jakob founded Butter, an online meeting and workshop platform, after being frustrated by overly complex and uninspiring alternatives.
In the episode, we discuss the power of synchronous moments, how to facilitate online meetings better, and why we don’t need an office.
Here are the key lessons you can apply today:
The Importance of Synchronicity: Like Chase Warrington, the Head of Remote at Doist, said in a previous episode, synchronicity remains important – even for remote teams. Jakob builds on this by saying people thrive on synchronous interactions, which explains the longing for office environments. Find synchronous moments with your team, especially for collaboration, brainstorming, communicating important or difficult news, and celebration.The Art and Science of Active Facilitation: Jakob stresses the critical role of active facilitation in virtual collaboration, in three key moments:Before the meeting: establish a concise and clear agenda with clear objectives and desired outcomes, roles and responsibilities, and send this to participants together with other pre-reads. Make sure you prepare well so that the meeting is effective and engaging.During the Session: adhere to the agenda while remaining flexible to adjust based on the conversation's flow and emerging priorities, actively facilitate by engaging participants, encouraging interaction, and ensure that the conversation remains focused while ensuring inclusivity. Finally, finish with a Real-Time Recap and Agreement: Summarize key points and decisions throughout the meeting to ensure alignment.After the Session: document the meeting's outcomes, including actionable tasks, and distribute them to all participants to ensure accountability and progress. Establish a clear follow-up process to monitor the implementation of decisions and progress on action items. And, seek feedback on the meeting's effectiveness to continually improve them and address any areas of concern.AI's Role in the Future of Meetings: Looking ahead, AI can revolutionize virtual collaboration. AI's potential includes enhance real-time engagement as a co-facilitator in meetings, workshops, and break-out rooms. I also liked Jakob’s reminder that we should not rely on AI too much for agendas and recaps, as writing those are part of how we internalize the meeting’s contents.Future Work is a weekly newsletter and bi-weekly podcast to help people-centric leaders stay ahead in the future of work. Subscribe on FlexOS, Spotify, Apple Podcasts, and YouTube for the latest Future Work episodes.
Like reading more than listening? Find the article on our website: www.flexos.work/learn/amazing-online-meetings-jakob-knutzen-ceo-butter
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Today, it’s my great pleasure to host Liam Martin, the co-founder and CEO of Time Doctor, a time-tracking tool, and the founder of Running Remote, a conference about remote work launched in 2017.
As Liam told me, everything he does focuses on one single mission: empowering the world’s transition toward remote work as quickly as possible, as he believes this will make humanity happier.
Today, we’ll discuss focusing on outputs, managing asynchronously, and why remote companies are more profitable.
Here’s what I picked up from this fascinating conversation.
1. Time Tracking to Understand Effectiveness
While time tracking is controversial, Liam believes it must be done in the context of radical transparency. And that if you measure your inputs at work better, you can get more and better outputs. Microsoft research shows that 76% of people say they’re more productive working from home, but managers say they are not. This is why measuring work is important to Liam, as it makes this conversation objective.
2. Remote, Work-Life Balance, and Hybrid
A longitudinal study from Liam’s Timedoctor data shows that while remote employees’ output per week is higher, output per hour is lower. Remote workers stretch out their weeks more, melting work and life together. Liam says that remote workers need to learn to create more boundaries between life and work. And that therefore, there may actually be a great role for hybrid work, where you spend your synchronous working time in an office and your asynchronous work remotely.
3. Asynchronous Management
From twenty years of remote work experience and studying the best remote companies, Liam embraced a model called asynchronous management, where you lead people without synchronously interacting with them. In fact, project management platforms can do the lion share of what management used to be, And as long as you focus on the outputs someone creates, that should be totally possible.
4. Remote as the Norm
Liam remarks that 82% of new tech companies in San Francisco are remote or hybrid, compared to 16% pre-pandemic. If all new companies embrace this working model, this will eventually become the norm. So, if you as an existing company don’t embrace this model, you will not be able to compete as it decreases costs.
Future Work is a weekly newsletter and bi-weekly podcast to help people-centric leaders stay ahead in the future of work.
Subscribe on FlexOS, Spotify, Apple Podcasts, and YouTube for the latest Future Work episodes.
Like reading more than listening? Find the article on our website: https://www.flexos.work/learn/remote-companies-are-more-profitable-liam-martin-ceo-time-doctor
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This week, it's my great pleasure to host TED speaker and Boston Consulting Group Managing Director Debbie Lovich.
Debbie has done a ton of research on making work work that has been published on Forbes, HBR, and BCG.
Since top talent is up to 10x more productive, our discussion delved into what truly drives joy at work and its profound impact on employee retention and effectiveness.
Here’s what I picked up from this fascinating conversation.
1. The Link Between Joy and Retention
Debbie's research revealed that employees who enjoy their work are far more likely to stay with their company. The retention rate more than doubles for those who find joy in their job compared to those who don't.
2. Work Types and Environments
It's fascinating to hear how different tasks affect our happiness. Focus work, administrative tasks, and interactive work uniquely shape our job satisfaction. Equally important is the environment – remote or in-office – and how it aligns with these tasks.
3. Role of Management
The role of management in all this cannot be overstressed. Managers are pivotal in fostering an environment where employees feel valued, supported, and fairly treated. Satisfaction with one's manager, access to necessary resources, equality in opportunities, and support from senior leaders are all crucial factors for employee happiness and retention.
4. Evolving Employee-Employer Relationship
Our conversation also highlighted the evolving relationship between employees and employers, necessitating a personalized approach to employee needs and preferences. It's about understanding that each employee's requirements and aspirations are as unique as the customers our companies cater to.
5. Future of Work and AI's Role
AI's potential to reshape jobs, by enhancing joy and reducing mundane tasks, is enormous. However, it's crucial to balance AI implementation with an eye on employee happiness alongside productivity. Don’t let AI remove the work you enjoy doing.
6. In conclusion, Debbie's Optimistic Vision for the Future of Work
Debbie shared an optimistic vision for the future of work. It's one where there’s less us vs. them and employers and employees collaborate to redefine the workplace, focusing on mutual benefits, productivity, and a shared sense of accomplishment and joy.
Future Work is a weekly newsletter and bi-weekly podcast to help people-centric leaders stay ahead in the future of work.
Subscribe on FlexOS, Spotify, Apple Podcasts, and YouTube for the latest episodes.
Like reading more than listening? Find the article on our website: www.flexos.work/learn/retaining-top-talent-debbie-lovich-boston-consulting-group-bcg
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Are you struggling to attract, engage, and retain the best talent? The answer may be in Purpose.
In this episode of Future Work, I have the pleasure of speaking with author, consultant, and educator Josh Levine. Josh is a graphic designer turned brand strategist, and in the past years has been on a mission to help organizations design a culture advantage. His book, Great Mondays: How To Design A Company Culture Employees Love, was listed as one of BookAuthority’s best culture books of all time.
Josh and I speak about The Importance of Purpose, the 6 elements of Designing and Managing winning Cultures, and how great cultures allow you to shape an Employee Value Proposition that lets you attract, engage, and retain the best talent.
Here are the lessons to apply today:
1. The Importance of Purpose: Purpose, why you’re in business beyond making money, is even more important now as we don’t see each other as often. Purpose connects us as people and gives us meaning, which is a main motivator for humans.
2. Designing and Managing Culture: In Josh’ book, Great Mondays, he lays out a framework for designing and managing culture. It starts with Purpose (your North Star), Values (what you need to do to move the business forward), Behaviors (help employees make better decisions), Recognition and Rewards (linked to values-driven behavior), Rituals (to strengthen relationships), Cues (reminders.) Following this framework means you can finally manage, measure,, and optimize your culture.
3. Purpose means Business: A purpose statement isn’t just up in the clouds. Josh’s Credit Karma case study shows that aligning on a clear purpose can influence your product and drive business results. Credit Karma wanted their people to be their best financial selves, which meant that a financial dashboard will help their customer, but also provide great business opportunities.
4. Culture and Employee Value Proposition: The best cultures tie directly to Employee Engagement and Employee Value Proposition (EVP.) A great way to attract, engage, and retain employees is with the 5Ps: Package, Potential, People, Purpose, and Pedigree.
Future Work is a weekly newsletter and bi-weekly podcast to help people-centric leaders stay ahead in the future of work.
Subscribe on FlexOS, Spotify, Apple Podcasts, and YouTube for the latest Future Work episodes.
Like reading more than listening? Find the article on our website: www.flexos.work/learn/the-5ps-of-a-winning-employee-value-proposition-josh-levine
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Rebecca Hinds is a Stanford PhD who heads The Work Innovation Lab by Asana. Her research and insights have appeared in publications including Harvard Business Review, New York Times, the Wall Street Journal, Forbes, etc.
In this interview, Rebecca shares:
1. Neuroscience and AI: People have always been afraid of technology and innovation, and neuroscience shows us that people avoid what they fear, and AI is triggering our fear of the unknown, of being replaced.
2. Three Gaps for Organizational Adoption of AI: there are three big gaps between how executives and individual Contributors view the technology:
Optimism Gap: Executives see the promise and potential of AI more than Individual Contributors do.Transparency Gap: Executives think they are more transparent in using AI than they are according to individual contributors.Resource Gap: 25% of executives say they provide AI training, but only 11% of ICs agree. Leaders must close these three gaps to gain the benefits of AI in organizations.3. AI: From Individual Productivity to Team Results: People currently use AI for admin tasks, content production, and data analysis. While beneficial, this creates a risk of focusing too heavily on individual productivity versus team productivity. Doing so can lead to “collaboration overload." This will ultimately result in higher job satisfaction and retention rates due to the increased interest in the work assigned.
4. Solving the Meeting Overload Problems: Rebecca co-wrote the famous HBR article Meeting Overload Is a Fixable Problem. This article highlights the Meeting Doomsday case study, which let people delete all repeating meetings before adding them back, saving participants up to 2.5 work weeks per year. Cutting meeting time is important.
5. Tech Stacks: Less is More: Rebecca’s team recently released a new study about tech stacks in partnership with Amazon Web Services, using too many platforms is counterproductive especially because of switching costs. To solve this issue, the subtraction mindset is key: do less, not more.
6. The Innovation Score: Rebecca's Work Innovation Lab has developed a new AI-powered model for predicting a company's ability to innovate. Called The Innovation Score, it captures four key predictors of innovation: cohesion, velocity, resilience, and capacity.
7. And finally, a call to action from Rebecca: work needs to change, so be bold! Grab a couple of people and test better ways of working.
Future Work is a weekly newsletter and bi-weekly podcast to help people-centric leaders stay ahead in the future of work.
Subscribe on FlexOS, Spotify, Apple Podcasts, and YouTube for the latest Future Work episodes.
Like reading more than listening? Find the article on our website: www.flexos.work/learn/meeting-doomsday-how-asana-won-back-3000-hours
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