The future workplace experience 10 rules for mastering disruption in recruiting and engaging employees

Praise for The Future Workplace Experience “Meister and Mulcahy have done a fantastic job laying out a detailed road map for how organizations can construct and—more importantly—execute an optimal future workplace experience that drives employee engagement and materially improves organizational outcomes This book is required reading for your entire HR team as well as senior business leaders as you explore how to expand the scope and impact of HR and in the process create a compelling experience for both employees and customers.” —DAVID ALMEDA SVP, Chief People Officer, Kronos, Inc “The workspace is an opportunity for a company to have a visible manifestation of their culture Meister and Mulcahy make the case that in order to create compelling experiences through the physical environment you need to reach into the hearts, minds and souls of your company’s talent The Five Functions of Workspaces is not only the new outline for creating great engaging environments, it’s a call to action for designers and shapers of space to listen to employees and create a place where they want to come to be a part of a community, their best work, and can have fun in the process.” —BRYAN BERTHOLD Managing Director of Workplace Strategy & Change Management, Cushman & Wakefield “A must read for all those charged with leadership in this age of a changing and dynamic workforce This book reminds us that ‘Generational Intelligence’ is a core competency in management for both today and tomorrow It helps us recognize we must infuse mutligenerational strategies into our workforce practices throughout the entire employee lifecycle including talent acquisition, learning, development, engagement, and retention Meister and Mulcahy have created a comprehensive road map that is an invaluable tool and resource.” —DONNA BONAPARTE Vice President Human Resources, Babson College “Engaging, practical, and insightful—Meister and Mulcahy have produced the definitive how-to guide for successfully navigating the future world of work For any leader, the message is clear—‘agility’ will be the essential determinant of future success To produce results and engage others, future leaders must be transparent, accountable, inclusive, and future focused.” —DR SIMON BOUCHER Chief Executive, Irish Management Institute “The pace of change in the business world is incredible, and having a road map is needed Meister and Mulcahy not only give organizations a tangible direction to follow; they capture the reality that the evolution of work affects all companies—not just the giant ones Noting the importance of agility and activism for the leaders of today and tomorrow was refreshing, on point, and necessary.” —STEVE BROWNE Executive Director of HR, LaRosa’s, Inc “Meister and Mulcahy capture the craving the modern workforce has of an organization and its leaders Namely, to work in a transparent (honest), connected (team-oriented) and option-filled environment (personalization) Rule #3, Be an Agile Leader, captures the need of balancing transparency with enabling trust Organizations that can rise successfully to this challenge will end up with very engaged employees, indeed Our mission as talent professionals has to be to drive the engagement agenda as well as flexibly motivate in an accelerated world.” —GILLIAN DAVIS Head of Global Talent Acquisition, Havas Media Group “In an era of unprecedented change in how we live, learn, and work, Meister and Mulcahy have documented the growing importance of investing in learning to increase productivity and competitiveness in the global marketplace You will want to share this book with your entire learning and development team!” —DON DUQUETTE Executive Vice President, GP Strategies “In The Future Workplace Experience, Meister and Mulcahy paint a compelling picture of navigating the trends that are reshaping the future work environment and redefining learning This book challenges leaders to disrupt their current learning models and create learning on-demand solutions that are dynamic, innovative, and personalized In today’s highly competitive global environment, creating a continuous learning environment is critical for attracting, retaining, and engaging your workforce.” —SHIREEN DONALDSON Vice President Human Resources, Keysight Technologies “‘Be an Agile Leader’ is a lesson all of us can and should understand Increasingly, diverse experiences, skills, and points of view are simply the price of admission to the executive table Learning agility is a critical differentiator that separates the ‘ho-hum’ contributor from the ‘wow’ conversation leader.” —CHRIS EDMONDS-WATERS Head of Human Resources, SVB, Silicon Valley Bank “The Future Workplace Experience is a must-read and a must-act for innovative HR leaders and CEOs alike who are focused on developing people strategies that will attract and retain the talent required to lead their organizations into the future Agile leaders who can both produce results and engage the next generation of employees will be the key to our future workplaces—the battle for talent will be one for the record books, and agile leaders will be the champions Meister and Mulcahy share invaluable insights from leading organizations that provide a road map for continually evolving the workplace experience through their 10 Rules to Navigate the Future Workplace.” —STEPHANIE FRANKLIN Senior Vice President, Global Human Resources, Nuance Communications “Mobility and choice are the new change masters, and employees are in charge of where and how they work Meister and Mulcahy make the case that the time is now to rethink the workspace to match the fluid demands of a global workforce It’s not enough to read this book; you will want to act now to reimagine your company’s approach to workplace and policy.” —MARK GILBREATH CEO and Founder, LiquidSpace “As work evolves away from the tangible elements of place, time and location, to the less tangible areas of identity, mindset and motivation, Meister and Mulcahy a remarkable job articulating a framework for leaders and organizations to harness and succeed within this paradigm shift.” —BRIAN JONES Vice President, Human Resources, American Eagle Outfitters “Now that speed counts and organizations are flatter, Meister and Mulcahy illustrate the framework that is needed to provide great experiences and continuous development for leaders and teams of all sizes This book is a valuable resource and reference point, as learning organizations need to adapt to these rapid changes and partner with other functional areas to solve for these ubiquitous realities.” —JAY MOORE Global Learning Leader, GE Crotonville “The Future Workplace Experience is a necessary, compelling, and actionable plan for companies in any industry, of any size, at any point in their journey toward creating a holistic experience for employees The 10 Rules to Navigate the Future Workplace address topics such as creating seamless experiences beyond the ‘trophy perks’ and adopting greater transparency among leaders These are critical topics for both HR professionals and business leaders.” —ANDREA NEWMAN Director, HR Strategy Office, Intel “I LOVE this book! Finally, a holistic perspective that reaches across the table to beckon HR, real estate, and IT to come together and cocreate an authentic employee experience, aligning the physical and virtual space with the culture of an organization Our workspace is the biggest billboard our organization has to communicate culture, and this book offers a road map on ‘how to’ intentionally make it come alive.” —KATE NORTH Vice President, Workplace Innovation, PlaceValue and Global Chair, Workplace Evolutionaries (WE) “Companies must offer an experience for their employees that compels them to stay The authors’ 10 rules for creating the future workplace are imperatives and they make a compelling case for Rule #1: Make the Workplace an Experience By curating the employee experience to insure innovation, freedom, movement, and connection to each other and the company, employees will stay and thrive!” —SANDY REZENDES Chief Learning Officer, Citizens Financial Group, Inc “Meister and Mulcahy provide an illuminating vision of what’s next for the workplace The Future Workplace Experience highlights the need to reinvent the employee value proposition This book presents a strong case for the adaptability required not only by the HR profession, but by the business world.” —BARBARA RUNYON Vice President and Chief Human Resources Officer, La-Z-Boy Incorporated “The valuable insights provided in The Future Workplace Experience are coupled with practical guidance from practitioners who are already actively engaged around the future of work This book is a most valuable and insightful addition to the debate on this critical topic It is destined to be seen as a valuable resource and reference work for business leaders, human resources professionals, academics, and students alike.” —NIALL SAUL, MSC, FCIPD VP Organisational Capability and People, Asavie Technologies “Meister and Mulcahy’s research has clearly identified a road map to help organizations to develop an agile workplace that is able to anticipate, adapt, and act to leverage marketplace changes Their 10 Rules to Navigate the Future Workplace have tremendous implications for the HR function to be a major force for driving and enabling the execution of organizational strategy —KELLY SAVAGE Chief Human Resources Officer, Amway “The Future Workplace Experience is much more than a research tome on future workplace trends It is a compelling synthesis of original research, real-world case studies, and practical tools, The Future Workplace Experience is really a road map for navigating the twenty-first century world of uncertainty, exponential change, and disruption that business and HR leaders face today Read this book and you will learn how to be a workplace activist and make the change happen in your organization.” —ERIC SEVERSON National Advisory Council on Innovation & Entrepreneurship, Former Co-CHRO, Gap Inc “Right from the initial vivid description of a futuristic workday, The Future Workplace Experience paints a striking picture of changes that organizations face The authors’ call for urgent action is timely and their advice welcome Their principles of ‘Agile Leadership’ capture the essence of leadership needed in the digital era The 10 rules and insightful case studies will provide you with a clear framework to succeed in the rapidly transforming world we face This is a much needed book!” —DR VISHAL SHAH Vice President, Leadership & People Sciences, Wipro Technologies “Leaders responsible for developing talent in their organizations are grappling with new ways to learning which is on demand, engaging, and aligned to the strategic business priorities of the company The Future Workplace Experience argues the time is now to reimagine learning and embed ongoing development into each employee’s experience at work.” —MARTHA SOEHREN, PHD Chief Talent Development Officer and Senior Vice President, Comcast Copyright © 2017 by McGraw-Hill Education All rights reserved Except as permitted under the United States Copyright Act of 1976, no part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without the prior written permission of the publisher ISBN: 978-1-25-958939-3 MHID: 1-25-958939-0 The material in this eBook also appears in the print version of this title: ISBN: 978-1-25-958938-6, MHID: 1-25-958938-2 eBook conversion by codeMantra Version 1.0 All trademarks are trademarks of their respective owners Rather than put a trademark symbol after every occurrence of a trademarked name, we use names in an editorial fashion only, and to the benefit of the trademark owner, with no intention of infringement of the trademark Where such designations appear in this book, they have been printed with initial caps McGraw-Hill Education eBooks are available at special quantity discounts to use as premiums and sales promotions or for use in corporate training programs To contact a representative, please visit the Contact Us page at www.mhprofessional.com This publication is designed to provide accurate and authoritative information in regard to the subject matter covered It is sold with the understanding that neither the author nor the publisher is engaged in rendering legal, accounting, securities trading, or other professional services If legal advice or other expert assistance is required, the services of a competent professional person should be sought —From a Declaration of Principles Jointly Adopted by a Committee of the American Bar Association and a Committee of Publishers and Associations TERMS OF USE This is a copyrighted work and McGraw-Hill Education and its licensors reserve all rights in and to the work Use of this work is subject to these terms Except as permitted under the Copyright Act of 1976 and the right to store and retrieve one copy of the work, you may not decompile, disassemble, reverse engineer, reproduce, modify, create derivative works based upon, transmit, distribute, disseminate, sell, publish or sublicense the work or any part of it without McGraw-Hill Education’s prior consent You may use the work for your own noncommercial and personal use; any other use of the work is strictly prohibited Your right to use the work may be terminated if you fail to comply with these terms THE WORK IS PROVIDED “AS IS.” McGRAW-HILL EDUCATION AND ITS LICENSORS MAKE NO GUARANTEES OR WARRANTIES AS TO THE ACCURACY, ADEQUACY OR COMPLETENESS OF OR RESULTS TO BE OBTAINED FROM USING THE WORK, INCLUDING ANY INFORMATION THAT CAN BE ACCESSED THROUGH THE WORK VIA HYPERLINK OR OTHERWISE, AND EXPRESSLY DISCLAIM ANY WARRANTY, EXPRESS OR IMPLIED, INCLUDING BUT NOT LIMITED TO IMPLIED WARRANTIES OF MERCHANTABILITY OR FITNESS FOR A PARTICULAR PURPOSE McGraw-Hill Education and its licensors not warrant or guarantee that the functions contained in the work will meet your requirements or that its operation will be uninterrupted or error free Neither McGraw-Hill Education nor its licensors shall be liable to you or anyone else for any inaccuracy, error or omission, regardless of cause, in the work or for any damages resulting therefrom McGraw-Hill Education has no responsibility for the content of any information accessed through the work Under no circumstances shall McGraw-Hill Education and/or its licensors be liable for any indirect, incidental, special, punitive, consequential or similar damages that result from the use of or inability to use the work, even if any of them has been advised of the possibility of such damages This limitation of liability shall apply to any claim or cause whatsoever whether such claim or cause arises in contract, tort or otherwise For my family, Bob, Danielle, Deborah, and Matt, my loving supporters Thank you, everything is possible with all of you by my side! Jeanne For my wife Diane for sharing all the best life experiences Kevin And for the members of the Future Workplace Network, for generously sharing your challenges and opportunities in preparing for the future of work Jeanne and Kevin Profinder service, 197 recruitment, 97–99 smart sourcing recruitment, 104–107 Litz, Andi, 149 Livermore, Dr David, 143 Lync, Microsoft collaborative tool, 76 M M virtual assistant, Facebook, 90 A Magazine Is an IPad That Does Not Work (YouTube video), 159 management employer rating sites for, of gig economy workers, 194 Manpower, 190–191 marketing manager role, 132 marketing, merging HR and, 122–123 massive open online courses See MOOCs (massive open online courses) MasterCard career mobility centers, 156–157 early adopter of reciprocal mentoring, 149 personal development at, 17 maternity leave, paid breadwinner moms and, 172–175 building gender equality, 180–181 companies offering, 170–172 enhancements in, 174 McAden, Robert, 31–32 McDonough, Amy, 82 McKinsey Academy coworking space, 43 educating nonemployees vs employees, 219 transforming learning via MOOCs, 128–129 mechanical wearables, 84 Melloh, Mike, 131 Menon, Jayesh, 204–205 mentoring Gen Xers at JetBlue, 154 Gen Zers, 144, 147 gig economy workers, 193 millennials, 148–150 senior executives via reverse/reciprocal, 149–150 messaging apps, 203 Messenger, Facebook, 203 Meyerson, Dr Bernard, 91 Meza-Doyle, Katya V., 110 “#MIBB!” (“Millennials in Boomer Bodies”), IBM, 150 Micron Technology, 204–205 Microsoft chatbots on, 90 Cortana, mobile intelligent assistant, 90 HoloLens, 85, 86 Lync, collaborative tool, 76 paid maternity leave at, 171 safe accountability at, 52 transforming learning via MOOCs, 127–128 Yammer, collaborative tool, 76 Millennial Corps, IBM employee affinity group, 114, 150–151 unexpected results of diversity, 220 millennials comparing with generational cohorts, 140 as first global phenomenon, 159 gig economy and, 186 managing older workers in office, 140–142 managing work/rest of life, 168–170 organizational level of, 151–153 as parents of generation alpha babies, 160 personal expectations of, 148–150 questions to ask, 153 within teams, 150–151 understanding, 148–153 “Millennials in Boomer Bodies” (“#MIBB!”), IBM, 150 Miller, Andrew, 103–104 mind support, WELL Building Standard, 38 mindset Gen Zers with experimental, 146–147 IBM products created by millennial, 150 shifting learning, 119–121 mission driven companies, 14 mission, workspace impacting, 28 mistakes, leadership accountable for, 51–52 mobile apps for analytics, 88 for financial services, 56 of generation alpha, 161 HR expanding knowledge to, 205 for performance, 21 for recruitment, 96–98 for reverse mentoring, 58 mobile-first strategy, consumer brands, 16 mobile intelligent assistants, 90 MOOCs (massive open online courses) corporate learning via, 125–129 on-demand learning via, 119–121 in lifelong learning sector, 119–121 new roles for learning team, 131 as recruitment method outside USA, 87 ten most popular, 126 training before hiring via, 103–104 moonlighters, gig economy, 185 Moore, Ellen, 177 Morning Joe, MSNBC gender inequality, 164 Morris, Donna, 51–52 Most In-Demand Employers list, LinkedIn, 101 Mullenweg, Matt, 218 Multipoly, PwC recruitment tool, 77 MyPath program, Manpower, 191 N Narrative Science, for journalists, 90 Natixis Global Asset Management, student loan repayment, 152 navigating, multiple generations in workplace, 139–142 Neighborhood Work Environment models, 40, 41 Net Promoter, 101–102 Netflix, maternity leave, 170–171 Neuberg, Brad, 42–43 newspaper industry, unbundling jobs, 189 next-generation workforce, 160–161 Nordic countries, working women in, 165 nourishment, WELL Building Standard, 38 Novartis, pharmaceuticals, 143 Nvidia, student loan repayment, 152 O objectives and key results (OKRs), 88 Oculus Rift VR, 85, 86 Oculus Touch, 86 OKRs (objectives and key results), 88 omnichannel communications, 74–75 on-demand learning action plan, 135–136 build learning partnerships, 125–132 communicate value: why/what/how, 133–134 employees take charge of their own learning, 117–119 expand learning opportunities, 123–125 expected vs unexpected future of, 212, 218–219 future of, 135 generation Zers appreciation for, 145 for millennials, 151 to prepare employees for future, 117 rethink vision for learning, 120–123 shift mindset to, 119–121 OnePlus Loop VR, 86 OnUp movement, SunTrust Banks, Inc., 14–15 operational efficiencies, technology for, 88–89 Opus for Work, freelance work at, 191 organizational level boomers at, 157–158 gen Xers at, 154 generation Zers at, 147 millennials at, 151–153 Workplace Generational Intelligence Framework, 144 OSVR (open-source VR) developer ecosystem, 86 Owen Campaign, GE Digital, 100–101 Owlchemy Labs, Job Simulator VR game, 86 P Panasonic Avionics, as workplace, 23–24, 202 Papas, Paul, 22 Partner University, 129 partnerships build learning, 125–132 Gen Zers early interest in, 147 HR strategies for gig economy workers, 194–195 IBM Millennial Corps, 150–151 marketing/HR, 121–123 older worker/younger leader, 157 paternity leave, paid, 171–172, 181 Peduall, David, 169 peer-to-peer learning, 65–66, 219 Peets Coffee, employee rating of, people developers, agile leaders as, 63–66 PepsiCo’s, “Conn3ct,” 148 Percolate, 49 performance feedback via technology, 87–88 gender diversity and business, 167–168 of gig economy workers, 193, 195 management of, 20–22, 52–53 personal expectations of boomers, 156–157 of generation Xers, 153–154 of generation Zers, 145–146 of gig economy workers, 190–191 of millennials, 148–150 Workplace Generational Intelligence Framework, 144 personalize learning, via MOOCs, 126–127 pet friendly experiences, unexpected outcomes of, 214 Phillip Morris International (PMI), people development, 64 physical experience expected vs unexpected future of, 213–214 as principle of future workplace, rethinking workspaces, 17–20 Pirie, Chris, 127–128 platforms, top virtual reality, 86 Playstation VR platform, 85, 86 PMI (Phillip Morris International), people development, 64 podcasts, on-demand learning with, 119 Pokémon Go, 84 Polycom, interactive/visual communications, 74–75 Porch home improvement network, transparency at, 49 production spaces, getting job done in, 35 professional identity, for gig economy workers, 191 Profinder service, LinkedIn, 197 project groups, inclusivity in, 61 promotions, unconscious bias in, 174 purpose Airbnb employee ratings for, 10 emotional experience provided via, employee experience via, 5–6, 11–13 millennials wanting work that has, 151 providing at work, 14–15 PwC (PricewaterhouseCoopers) boomers at, 179–180 digital motivation for recruitment, 77 female workforce at, 169 gig economy workers, 197 marketplace for freelancers, 185–186 Next Gen research, 5–6 student loan repayment, 152 Talent Exchange, 187 training workforce in unconscious bias, 176–177 Q Qualcomm, Employee App Store, 16–17, 208 questions, invite dialog with, 223 Quicken, 215 R racial minorities, in culturally diverse workforce, 142 Rackspace, workspace design, 30–32, 44 RateMyEmployer, employer rating site, reciprocal (reverse) mentoring program, 149–150 recruiting scrum master job role, GE Digital, 101 recruitment of boomers, 158 decision making for, 87–89 digital motivation as tool for, 77 funding learning for multiple generations, 139–140 of generation Zers, 146 recognizing unconscious bias in, 175 strategies for gig economy workers, 194 via student loan repayment for millennials, 152 recruitment, build data-driven ecosystem action plan, 115 for continuous job seeker, 95–99 expected vs unexpected future of, 212, 217–218 management of employer brand, 99–103 overview of, 100 tap employees for referrals, 107–111 train before hiring, 103–104 transparency in, 111–114 use smart sourcing, 104–107 Red Hat, internal referrals, 108–109 Reddit, paid maternity leave, 171 Reengineering the Corporation: A Manifesto for Business Revolution (Hammer & Champy), xiii referrals, recruitment, 23–24, 107–111 RescueTime app, 35 restoration spaces, 36 results, producing agile leadership’s ability to, 47–48 be accountable, 51–53 be intrapreneurial, 53–55 be transparent, 48–51 dimensions of agile leadership, 68–69 retention, employee via emotional connection, 6–8 via purpose, 15 via workplace flexibility, 12 retirement boomers and, 156–158, 179–180 gig economy workers and, 189, 198 reverse (reciprocal) mentoring program, 149–150 Rio Tinto truck drivers, wearables, 83 roam employees, American Express Blue Work program, 13 Robin Powered, 22 role-modeling culture, agile leaders, 66–68 roles, learning team, 131 Ross, Louis, 119 Rule of Two, Kimberly-Clark Corporation, 176–177 rules See 10 rules to navigate future workplace S safe accountability, 52 safety, with wearable devices, 82–83, 84 Saint-Gobain, 350 year legacy/future of, 201–202 Salesforce Chatter, collaborative workplace tool, 76 Samsung Gear VR, 86 Sandberg, Sheryl, 163 Scarborough, Joe, 164 Scholars program, JetBlue, 154 Schwabel, Dan, 141–142 Scialla, Paul, 38–39 sedentary behavior, health outcomes of, 36 sensor-based systems, work environment, 22 serial learning, 117–119 Sheopuri, Anshul, Shinzo Abe, 167 Sinek, Simon, 133–134 skills generation Zers developing, 145–146, 147 gig economy workers using niche, 187 in smart sourcing, 104–107 skills, technology as enhancer augmented reality, 84–85 avoiding skills gap, 91–93 implantable and ingestible, 83 overview of, 81 quantification and measurement, 82–83 strength and endurance, 84 virtual reality, 85–87 Slack chatbots, 90 collaborative workplace tool, 76 mindset of gen Zers, 146 Slater, Sarah, 215 smart sourcing, recruiting via, 104–107 smart technologies, how companies leverage, 20–21 Smart Working initiative, Credit Suisse, 40–41 SmartCap, wearables, 83 smartphones, 16 Smartup, DBS Bank, 58 Smith, Brad, 54 Smith, Casey, 157 Smith, Laurence, 56–57 Snapchat increased reliance on, 203 recruiting on, 97–99 social intelligence, 91 social media, 97–99, 149–150 Sodexo, mobile recruiting, 96 Sony Playstation, 53 sourcing, gig economy workers, 194 space See culture, use space to promote Spark, Cisco, 76 specialized sales representative, new job role of twenty-first century, 92 standing desks, workplace wellness, 36–37 Starbucks, employee rating of, 7–9 Start with Why (Sinek), 134 State Street Bank, paid paternity leave at, 172 Stephenson, Randall, 117 strategy, future focused, 55–59 stress, and workplace flexibility, 12 student loan repayment benefits, 152–153 succession planning, Caterpillar, 203–204 Sulon Q, VR, 86 SunTrust Banks, Inc., 14 swiping right, job seeking apps, 96 Switch app, 95 T talent-acquisition process, job seekers, 111–114 Talent Cloud, Cisco, 189–190 Talent Exchange, PwC, 185–187, 189, 197 TD Ameritrade, recruitment, 158 teachers, employees as learners and, 132–133 team intelligence, developing, 59–61 “team lift-outs,” 216 teams boomers within, 157 developing inclusivity in, 61 generation Xers within, 154 generation Zers within, 146–147 millennials within, 150–151 Workplace Generational Intelligence Framework for, 144 Tech Tank Stadium, Booz Allen Hamilton, 79 technology avoiding skills gap in, 91–93 expected vs unexpected future of, 213–214 finding talented gig economy workers via, 197 flexible workplace policies using, 12 generation alpha and, 159–160 how companies leverage smart, 20–22 as principle of future workplace, technology as enabler/disruptor action plan, 94 as advisor for decisions, 87–89 as disruption, 73–74 disruption/automation and, 89–93 as enabler of workflow See workflow, technology as enabler as enhancer of skills See skills, technology as enhancer expected vs unexpected future of, 212, 216–217 Ted Talks, 64–66, 119 Tedrick, Lou, 66, 78–79 Telstra, transparency at, 23, 49 temporary workers, in gig economy, 185 Tenaris University, 129, 219 text messaging, decline in, 203 Thébaud, Sarah, 169 Thodey, David, 23, 49 Tilt Brush, Google, 85–86 tolerance of behaviors, 67–68 toleration spaces, revitalizing, 35–36 Toptal, freelance work at, 185, 189 training See also on-demand learning American Express Blue Work program, 13 current employees with digital motivation, 78–79 employer rating sites for, gig economy workers, 190–191, 193 before hiring, 103–104 Job Simulator VR game for, 86–87 measuring success of, 133–134 rethinking employee, 15–17 in virtual reality, 87 workforce in unconscious bias, 176–177 transparency aligning workspace design to cultural values, 31–32 leadership producing results by, 48–51 practicing, 23–24 trophy workplaces, moving beyond, 9, 17–20 trust, transparent leadership and, 48–51 tuition reimbursement, for gig economy workers, 192 Twitter paid maternity leave at, 171 recruitment on, 97–99 U unbundling of jobs, 188–192 unconscious bias definition of, 175 against diversity, 176 involving men in discussions about, 181 moving from awareness to action, 177–179 reducing influence of, 176–177 Unconscious Bias Training, 176 unexpected See expect the unexpected Upwork, freelance work at, 189 U.S Navy, paid maternity leave, 171 V Verizon Wireless people development, 66 training employees with digital motivation, 78–79 Vice, people development, 64–66 virtual reality (VR) enhancing job skills, 85–87 top 10 platforms/headsets, 96 vision statement for learning, 120–123 visual communications, via technology, 74–75 VNWare Socialcast tool, 76 volunteering, gen Zers early interest in, 147 Volvo, use of VR, 85 VUCA (volatile, uncertain, complex, and ambiguous) workplace, 202, 203–204 W Waitzkin, Josh, 118 Wallsmith, Kris, 186 warehouses, augmented reality in, 84 water quality, WELL Building Standard, 38 Watson, AI, 91 wearables HR expanding knowledge to, 205 quantification/measurement with, 82–83 strength/endurance via, 84 Weber, Bruce, 173–174 WebEx, Cisco, 76 WELL Building Standard (WELL), 37–39 wellness fitness trackers in workplace, 82 ingestible sensors to monitor, 83 promoting in workspace, 36–39 tracking with wearable devices, 82–83 workspace impacting, 28 What, measuring learning investment, 134 What to Look for in Your Next Community Manager (Grasso), 44 WhatsApp, 22, 203 Why, organization is investing in learning, 134 Wojda, Kelly, 203–204 women action against unconscious bias towards, 175–176 as breadwinner moms/chief household officers, 172–175 gender equality for See gender equality, build managing work/rest of life, 169–172 workforce today composed of more, 143 WordPress, recruiting process at, 218 work-from-anywhere mindset, 11, 12 Work Life Coach, 172 Work Market, freelance work at, 189, 191 Work Rules! (Bock), 132 workflow, technology as enabler appification, 80–81 communication/collaboration, 75–76 communications more interactive/visual, 74–75 defined, 74 digital motivation fostering engagement, 76–79 ten top collaborative workplace tools, 76 workforce age diversity in See generations, tap power of multiple blended, 183–184 market for gig economy, 183–184 new face of, 142–143 WorkGenius, freelance work at, 191 workplace activist, being action plan, 209 anticipate/navigate future workplace, 207–209 expected vs unexpected future of, 212, 222 how to break HR, 204–207 leading change, 202 overview of, 201–202 recognize your job is not your job, 202–203 reframe HR for VUCA world, 203–204 workplace as experience action plan, 25–26 creating chief employee experience officer, 24–25 cultural experience, 23–24 emotional experience, 11–13 of employees, 3–6 employer rating sites focused on, 6–9 expected vs unexpected future of, 212, 213–214 intellectual experience, 15–17 physical experience, 17–20 principles to live by, purpose, 14–15 technological experience, 20–22 transformative impact of technology on, 73–74 what it means, 10–11 Workplace Effectiveness team, Genentech, 39–40 Workplace Generational Intelligence Framework boomers, 155–158 generation Xers, 153–155 generation Zers, 144–148 millennials, 148–153 overview of, 143–145 workspace See culture, use space to promote X x-ray function, DAQRI smart helmet, 85 Xerox Corporation, employee affinity groups, 150 Y Yahoo, 171, 175 Yammer, Microsoft collaborative tool, 76 The Yard, 215 Yeo, Kee Meng, 52 YouTube action against unconscious bias, 175 people development, 64–66 recruiting on, 97–99 ABOUT THE AUTHORS Jeanne Meister is a founding partner of Future Workplace, an HR executive network and research firm Jeanne is the author of three previous books She is the coauthor of the bestselling book The 2020 Workplace: How Innovative Attract, Develop & Keep Tomorrow’s Employees Today and previously, Corporate Quality Universities and Corporate Universities Jeanne’s name is synonymous with the establishment and institutionalization of global corporate universities Jeanne is a regular contributor to Forbes and the recipient of the Distinguished Contribution in Workplace Learning Award, given by Association for Talent Development (ATD) to one executive each year honoring their body of work Jeanne regularly speaks on how companies are preparing for the future of work and appears frequently on CNBC Power Lunch, Fox Business, CNN, WPIX, New York, and NPR Market Place sharing best practices on the future workplace Jeanne has been named to the Top 50 Influencers in Human Resources Previously, Jeanne was Vice President, Market Development, Accenture She is a graduate of University of Connecticut and Boston University Jeanne serves on the Board of Advisors for Kronos Workforce Institute and on the edX Corporate Advisory Board and lives in New York City and Columbia County, New York Follow Jeanne on Twitter: @jcmeister Email Jeanne: jeannemeister@futureworkplace.com Connect with Jeanne on LinkedIn: https://www.linkedin.com/in/jeannemeister Kevin Mulcahy is a partner with Future Workplace and the cohost of The Future Workplace Network, a membership community for HR executives He is a champion of framing trends that shape the future of work Organizations regularly engage him to facilitate corporate workshops on “future proofing” their business and HR strategies Previously, Kevin has served as the practice head of a research consulting firm, in several executive roles at Sprint and as the CEO of an international telecom business He coaches on leadership effectiveness at the Harvard Business School and promotes entrepreneurial thought and action as an adjunct faculty member at Babson College Kevin is a graduate of Trinity College Dublin and Boston College He serves on the board of the Irish International Immigration Center and lives in Boston, MA Follow Kevin on Twitter: @KevinMulcahy Email Kevin: KevinMulcahy@Futureworkplace.com Connect with Kevin on LinkedIn: https://www.linkedin.com/in/kevinmulcahy1 About Future Workplace Future Workplace is an HR Executive Network and research firm dedicated to providing insights on the future of learning and working The firm operates the Future Workplace Network, a consortium of senior HR, Talent and Learning leaders from Fortune 1000 organizations who regularly convene to discuss, debate and share “next” practices on the future of work The firm also operates WorkplaceTrends.com, a comprehensive repository of curated HR tools and research summaries To learn more about becoming a member of the Future Workplace Network and WorkplaceTrends.com, email us at info@futureworkplace.com Follow Future Workplace on Twitter: @FutureWorkplace Follow on LinkedIn: https://www.linkedin.com/company/future-workplace ... enhance your future workplace experience and take action to master disruption in recruiting and engaging employees What You Will Find in This Book Our intent in writing The Future Workplace Experience. .. transforms the workplace, and the changing composition of the workforce We have synthesized our insights into 10 rules that you can apply to rethink and reimagine your future workplace The Future. .. employees for engaging them in mentoring sessions or continuing learning and development opportunities At the heart of the increased interest in designing compelling employee experiences is the