Futures Forum Exploring the future workplace of 2025 Thursday June 29

CENTER FOR PEOPLE AND BUILDINGS FUTURES FORUM EVI DE BRUYNE RESEARCHER CENTER FOR PEOPLE AND BUILDINGS DORANNE GERRITSE CONSULTANT/RESEARCHER HOSPITALITY GROUP

objectives How does the nature of work change and how anticipate to this? Achieve more in-depth analysis of the implications of high-level trends for organizations Translate to short-to-medium term impact (+/- 10 years) Based on the developments, understand how to facilitate the future employee Determine strategic agenda for organizations towards 2025 from an integrated approach: HR, IT, FM and CRE

Research questions How does the future of work look like in knowledge-based and administrative organisations in 2025? 1 What changing needs can we expect from end-users in the future workplace and future work environment? 2 What are the consequences for facilitating the future organization and future employee? 3

Future studies Aimed at taking the right decision at the right time Focus on understanding the impact of developments in terms of: Time Expected influence / effect Problem-solving / anticipating

APPROACH Literature review Focus Groups end-users (n=120) Delphi study experts (n= 46 & n=36) Pre-Design workshop (n=27)

Pre-design Determine requirements of the future for own profession: FM/CRE, IT, HR Determine requirements and solutions from multi-disciplinairy perspective Design the future work environment by guest journey method

Conclusions

Changing nature of work REPERCUSSIONS Loss of administrative jobs, managing employee outflow Managing technological impact, largest impact expected now – 5 years Changes in required knowledge, skills and origin of jobs, war for attracting right profile

THE work That remains… requires cooperation ORGANISATIONS REMOTE WORKING LARGE FIXED CORE WITH SMALL FLEXIBLE LAYER OTHERS BECAUSE OF CHANGING JOB TYPES NETWORK OF INDEPENDENT WORKERS NO CHANGE OTHER A SMALL FIXED CORE WITH A LARGE FLEXIBLE LAYER MORE DIFFERENT EXPERTISES NEED TO BE CONNECTED

Work that remains… is more complex and creative SPECIALISATION Information architect Data analist Managing/maintaining digital infrastucture Programming COMPETENCIES Creativity and innovation Entrepreneurship Cooperation / working together Adaptability

“The profile of the future: the independent, self-employed, hyper social IT professional’’

Working in a Digitalised Environment ONLINE PLATFORMS FOR REMOTE WORKING AUDIO/VIDEO TECHNIQUES THAT REPLACE FACE-TO-FACE MEETINGS CLOUD COMPUTING NEW DEVICES OTHER EXPERT PANEL N=36

employed at multiple projects/initiatives temporary commitment to projects more stakeholders involved loosening of ‘ties’ to organisation and colleagues individualisation and ‘invisibility’ complexity value / productivity chain connection of different expertises pressure on (digital) infrastructure to connect stakeholders working anywhere and with everyone ensure effectiveness of working, sharing and communicating

SOCIAL BEHAVIOUR INDIVIDUALISATION Need for facilitating social cohesion in both it and FM/CRE and digital environment Collegial relations become more important Emphasis on connectivity and personal network Loyalty towards teams, collectives in stead of organisation Shorter working relationship Multiple employers Less loyalty Change managerial role  self-managing Evaluation is team effort Output management Inspirational leaderschip, facilitating team and facilitating individual ‘Matchmaker’

The Office as Catalyst in a Flexible World 91% 66% 88% EXPECTS TIME SPEND IN THE OFFICE DECREASES EXPECTS WORKING TIMES BECOME (EVEN MORE) FLEXIBLE EXPECTS SMALLER OFFICES

Effective working (N = 66) Collaboration consists mostly of face-to-face meetings. digital meetings.

Physical encounters to collaborate with peers Digital encounters to collaborate with peers

The Office as Catalyst in a Flexible World Facilitate cooperation and encounters Facilitate individual work or work that is interchangeble online less Provide inspirational environment to engage, stimulating innovation and creativity Experience the organisational culture, feel engaged

A strategic agenda for support services IT HR FM/RE Accessability and availability of data, systems and information Security Cloud- & webbased solutions Tools for collaboration and sharing information Use of Big Data Internet of Things Attract and retain talent Flexibilisation of work an working relationship Learning, development and personal efficiency The organisations capacity to learn Individualisation of labour conditions Flexibility and adaptability of the work environment Added value and link to primary processes Further development and innovation of workplace concept Circulary economy Individualisation employee needs Integration with other support services

Communal topics Integral workplace management 3rd workplace, working at home Insight in (future) user needs Supporting/facilitating employees on individual level and team level (in stead of departments) Provide choices

What will the work environment look like in 2025?

discussion Limitations in the research design Topic ‘Future Developments’ is highly explorative Next step: follow-up of pre-design. Translating conclusions to real-life solutions

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