Connected Employee Experience

Wat gaat er veranderen in de werkplek van de toekomst? Frank van Ierland en Corina Ahlrich vertellen je in deze video wat er belangrijk is voor de optimale werkplek ervaring. Daarnaast zie je in onderstaande video welke transformatie Capgemini zelf heeft ondergaan en wat de elementen waren die daarbij belangrijk waren.

Vertrouwen in medewerkers centraal bij de werkplek van de toekomst

Het nieuwe werken vereist vertrouwen in je medewerkers, het bieden van een gezonde balans en een veilige werkomgeving. De behoefte van de medewerker staat altijd centraal. Dit breng je in kaart door gebruikersdata te analyseren, je performance op orde te brengen en door workshops te faciliteren.

De werkplek van de toekomst

Slimme, data gedreven ondersteuning van je werknemers stelt ze in staat om altijd en overal te werken. Niets nieuws onder horizon, of wel? Kijkend naar de veranderingen in de werkplek van de toekomst moet je rekening houden met:

• Vertrouwen: Hoe gaan je werknemers om met hun apparaten?
• Balans: Hoe blijven je werknemers gezond?
• Security: Niet langer een gesloten enterprise netwerk, is je data veilig?
• Experience: Nieuwe technologie alleen is niet genoeg, Digitale Adoptie maakt het verschil.

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Meer weten? Download de brochure, beluister de Podcast ‘Focus on user experience to drive digital adoption at workplace’ of bezoek de officiële Connected Employee Experience pagina en vind er alles over de werkplek van de toekomst.

Je kan natuurlijk ook altijd contact opnemen met één van onze experts.

Contact Frank van Ierland

Contact Corine Ahlrichs

De antwoorden uit de Q&A sessie van het webinar vind je hieronder:

Connected Employee Experience Break-Out Q&A

Tijdens de break-out zijn er verschillende vragen gesteld door de deelnemers. Omdat er onvoldoende tijd was tijdens de sessie om alle vragen te beantwoorden heeft CEE-expert Frank van Ierland achteraf de tijd genomen om alsnog alle vragen te beantwoorden, je kan ze hier terugvinden. Omdat de sessie in het Engels was, zijn de vragen en de antwoorden dat ook.

Q1: Isn’t more of a cultural shift within the company to teach employees it’s ok to prioritize your own well-being rather than monitoring their screen activity?

A1: Yes indeed, so use the screen monitoring as one of your tools, it often helps to confront people with their actual behaviour like when they have the idea, they don’t spend so much time behind the screen.

Q2: A practical question: I wonder how do you manage capacity of office space when it becomes more flexible as meeting place and people come and go? 

A2: It’s a challenge, but what we see now is that meeting spaces take up more m2 per person then work only spaces that compensates for the fewer number of persons in the office. Aside of that we use our smart building monitoring tools to check how efficient all spaces are used and to optimize the use.

Q3: What’s your view on onboarding new colleagues to the company with everyone virtual. How to create and maintain ‘binding’?

A3: That indeed is a challenge, it needs extra steps. On the one side we are taking extra time to have virtual drinks and social gathering and make sure we also have a meeting where people can meet each other and get updated on what their colleagues are doing. On the other side we are using a buddy program where every new employee gets a buddy which he or she physically meets and can introduce him to all social aspects of the company.

Q4: Balance is now an issue while working at home.  How can you keep an eye on that as your responsibility as employer healthy?

A4: Tools like ‘MyAnalytics’ help provide hints to take a break and can create a report for the employee or his manager where he needs to work smarter.

Q5: Managing on results also means that the employee can do the job/ task on his/her own. How do learn on the job with digital technologies only?

A5: It won’t be perfect but capturing the way of work of experienced employees can be a kind of on the job training. Video is then the best way to offer a synchronic demonstration, but also working apart together both attending a video call can help.

Q6: Can you say something about how to avoid being “always on”?

A6: I think this should be in the whole education of employees, tools like ‘MyAnalytics’ can help but this is more about attitude. It also differs between generation. The latest generations did grow up being connected all the time and work/life is something they already blend.

Q7: What do you see as necessary change in HR Department to create the culture of leadership / trust versus control / manage?

A7: It’s not only the HR department but it should be in the whole working culture of a company, but I agree it should be driven from HR. Leadership should pick this up be an example and start training/education the whole company.

Q8: How does Capgemini deal with the work-life line that is shrinking due to working from home? When does the work stop? With technology, you’re always online.

A8: It’s an issue I agree, we are currently implementing several programs, especially to educate our employees and to give them techniques/mindset to be aware of this. Aside of this their manager plays an active role in checking up with their people and starting the dialogue on the balance. We especially take care of these employees who live alone and bring them in contact with other employees nearby for activities like taking a walk together.

Q9: Thanks for the answer and elaborate. When you apply analytics, I assume that data privacy becomes an area of attention especially when monitoring people at home or not in the office. In your point of view, what will be the way to deal with that?

A9: Yes, data privacy is key in this and not only in working at home. We need to find the balance between helping the user and his privacy, and to do this we have to make very transparent which data we collect and how this is used, I also think there is a shift into accepting losing some of your privacy to get benefits from that. We are also constantly trading this of in our private life.

Q10: What measures should companies make to ensure that personal data is not misused? By law, there is a rule for personeels-volg-systeem. People are sensitive to be confronted with the message “you were too long in the toilet”

A10: We see an important application of ‘Persona’s’. Since persona’s are an anonymous version of employee populations, we can connect data from individuals to these persona’s. Due to this translation, we can draw more generic conclusions and offer tailormade activities to all employees. Again, transparency is key in this, make sure what data is collected and how it is used, involving a Peoples Council if needed.

Q11: How do you get people to adopt? You can promote things until you turn blue, but people also need to be willing to adopt.

A11: Yes, indeed there you hit the essence of adoption, it is not about promotion, it is about making people want to use something, finding out what drives them. Our approach starts when we accurately map all technical possibilities with desired improvements of employees’ daily work. We are happy to elaborate on this ‘employee experience centered’ approach.

Q12: Can you explain your view on the employers’ role to enable the right home and remote environment and equipment?

A12: I think there is a big responsibility with the employer, not only a legal responsibility (ARBO law), but his employees are key in being successfully as a company, so I think he should make this one of his top priorities now.

Q13: Are you also enrolling/selling the technology shown in the future vision video to clients?

A13: Yes, from our team we see Capgemini as one of our clients, but these products and services are available to all our clients.

Q14: What different management skills are necessary for new way of working?

A14: Depends on your current culture but key is the shift in trust, as a manager you need to trust your employees without them being close to you. Second key thing is care, you need to take care of your employees differently to become more aware of them and how they work to prevent burning them up. These are things that probably need retraining for some managers. Trust / leadership versus Control / Manager.

Je kan natuurlijk ook altijd contact opnemen met één van onze experts.

Contact Frank van Ierland

Contact Corine Ahlrichs