The advancements in technology, paired with globalisation have promoted a trend towards agile working, with workers free to work at a time and location which suits them. In the changing world of work, there is a growing trend for employees to work flexibly and not be required to be tied to their desks in traditional working patterns, with 70% of people globally working remotely at least once a week . There are multiple organisational benefits to agile working, including increased productivity, autonomy and the promotion of work-life balance for employees.
Recently, Microsoft Japan implemented a 4 day working week to much success. Offering its 2,300 employees a variety of agile working styles, Microsoft Japan launched a pilot programme aiming to increase productivity and morale, with a goal to realise the same results with 20% fewer weekly hours. The results appeared to be highly positive: a 40% rise in productivity, happier workers and a decline in days taken off. However, there are often unintended consequences of agile working which organisations should consider in their approach. The introduction of the shorter week came with the introduction of ‘strict new rules’, with managers being ‘heavy handed’ in their implementation, including employees being fined for taking too long on work-related matters.
Taking these dynamics into consideration, the pressure to output the same amount, or the resulting 40% rise in productivity in Microsoft’s case, in a shorter amount of time could have a detrimental effect upon employees wellbeing and long term efficiency.
Organisations such as Tiggertrap and the Los Angeles Times have also suffered unintended consequences when introducing an unlimited vacation policy. On the face of it, this seems like a positive idea which promotes high levels of rejuvenation, empowerment and autonomy. However, in practice often these policies push people to always be ‘on’ and connected, with a Glassdoor survey showing that 61% of workers admit to working despite being on vacation.
In many cases, one of the main disadvantages associated with unlimited vacation policies is that often employees end up taking less time off. Tiggertrap scrapped their unlimited vacation policy after results found that employees had reduced their average number of holiday taken from 28 days to 15. Factors such as unspoken expectations and nobody wanting to be the person who takes the most time off, contribute to spiralling behaviour in which employees take even less holiday than before. Adding to this, the advancement in technology has enabled new ways of working, but has also promoted the growth of an ‘always on’ culture, in which there are potential stresses of constantly being connected to work and never truly switching off.
So, after this reflection of the disadvantages of a more agile approach to working arrangements, why should organisations still consider this strategy as their most future-proofed option?
In the changing world of work, organisations need to adapt their traditional approaches to ways of working in order to attract and retain the best talent. By offering a wider menu of options of working hours, organisations should be able to attract a broader range of people and maintain a stronger talent pipeline. In confronting the unintended consequences, it is crucial that organisations develop policies that will not just allow employees to work flexibly or have time off, but encourage them to do so. If the aim of the policy is to enhance a less frenzied working environment, with reduced burnout and higher productivity, organisations need to tackle the culture in which these policies sit and support individual behaviour that does not promote employees to be ‘always on’ and constantly connected. To approach this, organisations could benefit from considering a more tailored approach, aiming to promote a culture which empowers their employees ‘to communicate when they need time to disconnect’, rather than rolling out a one-size-fits-all policy.
2 Kelly, J. (2019). Microsoft Japan Launched A Four-Day Workweek To Much Success: Is This The Key To Attracting Talent In The Tight U.S. Job Market?. [online] Forbes.com. Available at: https://www.forbes.com/sites/jackkelly/2019/11/05/microsoft-japan-launched-a-four-day-week-work-to-much-success-is-this-the-answer-to-attract-talent-in-the-tight-us-job-market/#4863cf6759ff [Accessed 21 Nov. 2019].
3 Unlimited Vacation Time Policy (2016), Hot Spots Movement. Available at: http://hotspotscdn.blob.core.windows.net/files/1247/unlimited-vacation-time-case-study-160915.pdf [Accessed 21st. Nov. 2019]
4 Future of HR Report (2016), Hot Spots Movement, Available at http://hotspotscdn.blob.core.windows.net/files/1267/future-of-hr-report-final.pdf
Happy new year! January 2019 is in full swing and we should all be two weeks in to our new years’ resolutions (…or not!). Whilst staying fit and healthy, saving money, and travelling remain high on the list of our top resolutions, for the last 5 years, getting a new job is approximately 15% of the nations’ main focus – quite a scary statistic for HR professionals trying to hold on to great talent.
Our research suggests that there are three new years’ resolutions that organisations should consider in order to hold on to the great people that drive their performance:
- Build a Narrative around The Future of Work
Employees are anxious about the future of work and what this means for them, and they’re looking to their leaders for direction. In increasingly uncertain times, it is essential that your organisation and leaders are informed about the trends shaping the future of work and have a well-developed point of view to communicate to their teams. We’ve been working with 30 of the world’s leading companies to help them understand what a strong narrative looks like and how it can be developed. We’ve also worked with companies to engage their employees on the journey – tapping into their insights and experience to create a narrative that really resonates.
2. Upgrade your company culture
Shifting a company culture can be daunting – but not as daunting as not changing it at all. According to research by Robert Walters, 73% of professionals in the UK have left a job because of an outdated workplace culture. With every organisation having a culture, and every employee experiencing it daily, it’s something which needs to continuously transform to reflect your organisation, its people and the modern day. There are many ways to get started on this, including identifying who the real influencers are within your organisation; harnessing the power of positive sub cultures within the company; and changing people’s micro behaviours in order to bring about larger scale change. Click here to find out more about how you can shift your company culture in 2019.
3. Stay Agile
Flexible working and work-life balance are the at the forefront of workplace agility. As technology improves, so too do our means of crafting agile people strategies that give people more freedom to decide how, when and where they work. Staying agile means building adaptability, fostering speed and dynamism, and enabling fluidity, all of which will be critical to mobilising talent in a changing world of work. We’ve just completed a fascinating piece of research on the benefits and unintended consequences of agile ways of working. One key revelation was the need to ensure that agile and activity-based work environments provide enough team continuity to ensure that people do not end up feeling lonely or isolated.
To find out more about any of these topics, please contact firstname.lastname@example.org
When we meet people, we often think that we can tell a lot about them by the occupation they have. “So, what do you do?” is probably the most common icebreaker I hear, as our work is often regarded as shorthand for explaining to people who we are.[i] But our work identity is not our only identity.
No one person has a single identity; we all have talents, interests, relationships with others, causes we’re passionate about and worldviews that help to make us who we are. In order to embrace our authentic selves throughout our careers, the question researchers are now asking is how to balance the multiple identities that we have. But, after exploring agile people strategies here at Hot Spots Movement, what I think we should be asking is how to integrate them.[ii]
We are increasingly moving away from the 9-5, from which people can clock off and assume their out-of-office identity. With technology enabling a 24/7 culture and people demanding flexible, agile ways of working, our work and our personal lives are becoming more and more interwoven. Instead of allowing our work to monopolise our time and become the core part of our identity (something psychologists call “work-role centrality”) or viewing our work as something that begins and ends and is entirely separate from other aspects of our lives, integrating our identities enables us to be our authentic selves at all times, living and working according to our values and passions.[iii]
The rise in thinking about work-life integration focuses on scheduling time to disconnect and break away from our desks at multiple points throughout the day to ensure that we are maintaining our vitality and sustaining our productivity. Perhaps this can be as easy as using our lunch breaks more effectively, for example, to go to the gym, attend a lecture or catch up on that tv episode you missed. It might be leaving work early to make sure you have dinner with your family or friends and making up that time at home later on.
To fully integrate our work-life identities, we should consider how to reignite or reinforce our connection with work. Instead of perceiving work as something we have to switch off from, how can we make work more meaningful and more aligned with our other identities?
Firstly, we can seek out new projects. When current work isn’t stimulating, we should find new ways to feed our intellectual curiosity. Seeking new challenges and a greater variety within our working day may help us to gain a whole new perspective on what work means to us and what really holds our interest. Similarly, pursuing new skills that we’re passionate about mastering or gain new knowledge on a topic we’ve always been interested in can raise both our engagement and sense of purpose at work.[iv]
Expanding our networks and meeting diverse people can introduce us not only to potential new friends but to potential new futures for ourselves, as these connections may be able to offer advice and guidance as we forge new career paths. Attending external conferences, lectures and events, or reaching out to colleagues from different internal functions are simple ways to integrate our work with our other interests.
To stop your work identity from becoming your only identity, find ways to integrate and align your work with your passions, interests and talents. To talk more about our identities at work, drop me an email at email@example.com
[i] Al Gini, ‘Work, Identity and Self: How We Are Formed by the Work We Do’ (1998).
For somebody like me for whom time is a gift – not as extra years added to the later part of my life but right now in the form of an 8th day of the week, an extra hour every day – I’m keen to understand why time is so volatile. Why are so many people struggling to make ends meet time-wise at work?
When at Hot Spots Movement we speak to companies around the world, and again lately when we were in Australia, we hear from senior executives how stretched they are, with many requests on their time that are not to do with their ‘day job’. Of course, in a time such as this of increasingly fluid job design and project-based working, the definition of ‘day job’ is not a hard and fast one. Nevertheless, it seems that many of the requests are peripheral to people’s roles. You may ask why this is an issue – after all being useful is profoundly satisfying to most people, and contributing to the ‘greater good’ of the organisation by delivering input over and above your own projects surely is positive? It is, but not at the expense of preserving time to focus, to think, and to ponder longer-term strategic matters. When people are persistently stretched, and their time therefore is too fragmented, their productivity, creativity and wellbeing may suffer. Although a hidden cost for some time, it will eventually catch up with both the individual and the organisation.
So, what is it that is occupying the time of busy executives, and are these tasks really adding value? They seem to fall into two categories: reporting, and collaborative endeavours, such as attending meetings or reviewing others’ work.
Let’s start with reporting. One of the many great columns Lucy Kellaway wrote in The Financial Times was about why young people leave jobs. Her empirical evidence was that they lose the will to live because they were promised meaningful work, however, once on the job, they’re asked to produce reports and spreadsheets that are not being put to use. I’m not convinced this only happens to young people.
Next, collaboration. As the new and indiscriminately applied preferred working style in many organisations, there’s a tendency to over-collaborate and be too consensus-focused (or afraid of taking full accountability). Both lead to more meetings and more requests for input, where in fact one or two viewpoints would suffice. Of course, there’s a certain respect for hierarchy, and there are compliance-driven requests, but we could question more what is on our to-do list, be they legacy tasks or new tasks. And a bit tongue-in-cheek, see what happens if we don’t get around to providing our input. I’m not sure it would always even be noticed?
As companies move to designing work around projects rather than roles, I’m wondering if we should learn from freelance workers who work on discrete and time-defined projects, measured on outcome, and therefore can focus on these? Perhaps a zero-budgeting  based approach to how we spend our time may be helpful – regularly resetting the to-do list to 0. We need to be regularly asking ourselves, ‘what is it that keeps me busy, and is it really adding value?’ On that note, back to my to-do list, where the first point is to critically question the items!
 Where you have to justify what you need to spend, starting from 0 for every period, rather than assuming legacy spend requirements.
I recently returned from running our annual Workshop in Sydney. Alongside trying to find the best flat white in the city and dealing with jetlag, I was able to hear more about what is on the minds of our Australia based clients. At our workshop we discussed why companies need to build a narrative on the future of work, and how to build a future-proofed culture amongst other topics. There were three major takeaways for organisations that came out for me around the workshop.
- Think about your narrative
Despite increasing digital disruption and the rise of AI and analytics, organisations need to ensure they don’t forget the social aspects of change, and the power of stories over straight facts or data. Research has shown that stories impact people’s brains differently to facts, causing more connections in the brain and leading to closer relationships between the storyteller and the listener. People use stories as a way of understanding the world and this is particularly true when it comes to the future of work. Employees are looking to employers to provide a sense of stability and purpose in a rapidly changing world. Organisations therefore need to reflect on their own narrative on the future, thinking about what it will mean to work in their company and how work will be done in the future. Where are your non-negotiables? Where are you going to take a bet and what will stay the same? In considering questions such as these, companies can provide their workers with a story about where they are going, and how they will be supported along this journey.
- Abandon assumptions around aging
The importance of not relying on stereotypes and assumptions around aging also came out strongly in the Workshop. Longer working lives mean that organisations cannot make assumptions around the needs and desires of their workforce, particularly older workers. No longer is it always the case that a worker in their 60s is looking to retire, for example. Organisations need to make sure that their practices and processes are not based on erroneous expectations. They need to rethink the way they approach retirement, or what it means to progress in the organisation, so that people are not penalised if they want to downgrade their working hours without losing status in the organisation.
- Identify your influencers
Finally, the need to think about the cultural influencers in organisations was another important point. Rather than relying on hierarchical leaders, companies need to uncover the real influencers and work with them to drive cultural change. These influencers can be discovered through network analysis or crowdsourced conversations but should be brought in early on in the process to ensure the behavioural change so crucial so a successful culture shift.
It was great to hear from our members in Sydney, and we look forward to our next trip Down Under!
By Charlotte Jenkins, Marketing and Community Manager.
During my final year at University, students were approached by counsellors about taking lessons in mindfulness in order to help us cope with the stress of final year. Initially, I dismissed it as another one of those health fads claiming to be a panacea for all modern ills, but after hearing about the benefits from other friends, I decided to do some research. Mindfulness can be described as a way to focus one’s awareness on the present, so that you are more conscious of what you are doing in that moment. Essentially, it is a way to re-programme one’s mind to think in less stressful ways. Admittedly, as quite an anxious person, this resonated with me, and so now I try to incorporate mindfulness into my everyday life, and since starting here at Hot Spots Movement, I have been interested in how mindfulness could be transferred into my working life, and how it can help workers to be less stressed and ultimately more productive.
Over the past decade, research into mindfulness has exploded, with thousands of studies being conducted into its possible potential. The latest neuroscience studies are predominantly what transformed this practice from an ancient Buddhist concept into an exercise adopted by celebrities, businesses, politicians and the NHS. In 2007, scientists discovered that there are two different networks in our brain, two different ways we interact with the world: the default network and the direct experience network. The direct experience network is activated when you are being mindful; not thinking about the past, the future or about other people. It is argued that this way of thinking allows you to get closer to the reality of an event, making you more flexible and relaxed in the decisions you make.
Some of the world’s biggest companies such as Google, Facebook and interestingly, our Future of Work Consortium member KPMG are paying attention to these studies and are now offering mindfulness or meditation programmes as a way to make their employees happier and less stressed. For example, Chade-Meng Tan, a Google pioneer completely revolutionised Google through introducing the ground-breaking ‘Search Inside Yourself’ mindfulness programme to all employees. Perhaps this approach to wellbeing is one of the reasons why Google is consistently rated as the world’s best employer. Similarly, CEO Mark Bertolini completely reshaped the culture of Aetna when he joined in 2010, drawing on his experience of mindfulness, which helped him through a time of intense depression after a life-threatening skiing incident. He introduced free yoga and meditation classes to all employees, with those participating reporting on average a 28% reduction in their stress levels and a 20% improvement in sleep quality. Since Bertolini took over as CEO, Aetna’s stock increased threefold. The New York Times wrote an interesting article on this case study, finding that Aetna’s employees each gained an average of 62 minutes per week of productivity, which Aetna estimates is worth $3,000 per employee per year.
Another motivation behind introducing mindfulness into the workplace has been the immense pressure that workers are under today. According to the City Mental Health Alliance, 50% of long-term absences are accounted for by such stress, accumulating to 70 million sick days. More poignantly for employers, stress causes losses of £26 billion a year for the UK alone, and so it is no surprise that the leading innovative businesses have embraced mindfulness, in the hope that it will reflect in not only employees’ wellbeing, but also in productivity levels, and ultimately in profits.
I believe that introducing mindfulness into an organisation is a step in the right direction. Research may still not be able to unequivocally say that practicing mindfulness increases productivity, however the results of neuroscience studies are impressive and the case studies such as those of Google and Aetna show it is definitely worth investing in.
If you’d like to find out more about the benefits of mindfulness at work, please don’t hesitate to reach out to me at firstname.lastname@example.org
Applying for jobs can be a nerve-wracking experience, as competition is high and a step toward to your career goals hangs in the balance. My assumption was that all candidates shared this same trepidation, but research from 2014 has revealed that men are far less cautious than women in this regard and will tend to apply for a role if they meet around 60% of the job requirements, whereas women will only apply if they meet 100% of them.[i] Why does this disparity exist, and why aren’t more women applying for roles within their reach?
One argument is that the language used within job adverts themselves dissuades certain genders from applying. For example, women are more likely to be deterred by adverts requesting individuals able to ‘manage’ rather than ‘develop’ teams, whereas men tend to prefer jobs requesting ‘competitive’ rather than ‘supportive’ candidates. Words such as these, imbued with gender connotations, are surprisingly prevalent. The technology company, Textio carried out research in 2016 to flag gendered language and found that the average job advert contains twice as many ‘masculine’ phrases as ‘feminine’ ones.[ii] A similar study by recruitment services company, Total Jobs discovered that, within the 77,000 job adverts included in their study, 478,175 words carried gender bias; an average of six male-coded or female-coded words per advert.[iii] The use of gendered language can pose a significant problem, as it can signal to potential candidates that they don’t – and won’t – belong.
Simple alterations can make a huge difference. Atlassian, an Australian software company, hired 80% more women into technical roles within two years by changing the wording of its job adverts, demonstrating the extensive effect of language.[iv] Paying close attention to the language used will be critical for companies wanting to grow the size of their talent pool, as ZipRecruiter proved when it discovered that gender neutral adverts receive up to 42% more applications than more biased ones.[v]
And yet, there are some points of contention that arise when asking organisations to change their wording. Firstly, in some cases, specific words are necessary. For example, positions in investment banking demand a level of competition and fearlessness, and failing to include these elements in a job description may mean that a new employee is unprepared for the realities of the role. Secondly, changing the language in adverts does not attempt to address the underlying social issues concerning why certain characteristics are perceived as either masculine or feminine in the first place. Removing gendered words from job descriptions does not necessarily remove the biases associated with them. However, despite these concerns, crafting gender neutral job adverts is an expression of a firm’s commitment to inclusion; and this must be seen as a step in the right direction.
Some state that the 60%/100% disparity is not evidence of a language problem but of a “confidence gap” between men and women.[vi] They argue that women are less confident in their own abilities, whereas men are more self-assured and tend to take a more “cavalier” approach to applications.[vii] This may be true of certain individuals but it seems both unfair and unlikely to assume that all men and women fit this stereotype. In fact, researchers at the Harvard Business Review have dubbed the confidence gap a “myth”, suggesting that women are not deterred from job applications because they lack confidence but because they do not want to waste time and energy applying to a role they are not adequately equipped to perform.[viii] Which instead raises the question: why are men applying for jobs that they aren’t qualified for? And, do the men that start in these roles find themselves out of their depth? Maybe. Maybe not. Perhaps what this disparity actually shows is that more men have simply seen these job adverts for what they really are: wish lists.
A lack of female applicants signals the need for a wider change in how job adverts are understood.
Lengthy bullet-pointed lists of job requirements can trick applicants into thinking that each point is vital when, in reality, recruiters write lists of ideal attributes rather than strict, unyielding lists of absolute necessities. Limiting the number of words in your job adverts will make it far easier for candidates to realise that they meet the requirements, while also reducing the risk of including gendered language. As more people feel both able and inspired to apply, recruiters may find that individuals with transferrable skills can bring something unexpected to the organisation and take the role in a new and exciting direction. Furthermore, recent research on job descriptions has shown that providing people with a rigid list of tasks does not encourage them to push boundaries and innovate. Looser listings encourage opportunities for creativity and demonstrate that your organisation has space for people to be ambitious and to craft their own work and career path.[ix] Let all of your applicants feel 100% ready to take on a role they can help to shape.
To talk more about inclusion at work, drop me an email at email@example.com.