INDEX
Please note that index links point to page beginnings from the print edition. Locations are approximate in e-readers, and you may need to page down one or more times after clicking a link to get to the indexed material.
Numbers
3M Post-it notes, 53
10 rules to navigate future workplace
expect the unexpected. See expect the unexpected
Rule 1. See workplace as experience
Rule 2. See culture, use space to promote
Rule 3. See agile leadership
Rule 4. See technology as enabler/disruptor
Rule 5. See recruitment, build data-driven ecosystem
Rule 6. See on-demand learning
Rule 7. See generations, tap power of multiple
Rule 8. See gender equality, build
Rule 9. See gig economy workers, plan for more
Rule 10. See workplace activist, being
summary of
A
accomplishments
of engaged workers, 3
executives publicizing company, 49
leaders acknowledging team, 53, 59, 216
men vs. women feelings of career, 170
accountability
managing gig economy workforce, 194
to produce results, 51–53
via objectives and key results, 88
ACE (appreciation, coaching, and evaluation), IBM, 150–151
action plan
agile leadership, 69–70
being workplace activist, 209
build data-driven recruiting ecosystem, 115
build gender equality, 182
on-demand learning, 135
make workplace an experience, 25–26
plan for more for gig economy workers, 198–199
tap power of multiple generations, 161–162
technology as enabler/disruptor, 94
use space to promote culture, 45–46
Active Working CIC, wellness, 37–39
Activision Studio, mentoring program, 149
activism. See workplace activist, being
activity-based working, designing, 35
ADbot, Microsoft, 90
Adidas, wearables, 83
Adobe, leadership accountability, 51–52
Affordable Care Act, and freelance workers, 189
age diversity. See generations, tap power of multiple
agile leadership
action plan, 69–70
engage people via development, 63–66
engage people via inclusivity, 61–63
engage people via role-modeling, 66–68
engage people via team intelligence, 59–61
expected vs. unexpected future of, 212, 216
overview of, 47–48
produce results via accountability, 51–53
produce results via future focus, 55–59
produce results via intrapreneurship, 53–55
produce results via transparency, 48–51
seven dimensions of, 68–69
AI (artificial intelligence), 90–91
air quality, WELL Building Standard, 38
Airbnb
employee engagement, 4
employee ratings, 10
importance of culture, 68
smart technology, 22
transparency in workplace, 23
workspace design amenities, 19
The Alchemy of Growth, 205
alumni networks, referrals from corporate, 110–111
Amazon
Alexa intelligent assistant, 90
consumer experience, 123–124
paid maternity leave at, 171
Ambassadors program, Red Hat, 108–109
American Express, workplace flexibility, 13
Amway, leadership accountability, 52
analytics
better hiring decisions, 87
current employee experience, 4–5
employee retention risk, 5
engagement of gig economy workers, 195
hiring from internal referrals, 107–110
measuring learning, 133–134
in recruitment. See recruitment, build data-driven ecosystem
smart sourcing recruitment, 104–107
Starbucks and, 8–9
Anthology app, 95
Aon Hewitt research, 16
Apollo Education Group, 190–191
App Annie, 88
appification, 80–81
Apple
paid maternity leave, 171
response of Steve Jobs to change, 207
Siri mobile intelligent assistant, 90
unconscious bias against diversity, 176
apps
data-driven recruiting ecosystems, 217
HR expanding uses for, 205
job seeking, 95–99
rise of corporate stores for, 80, 208
Aquent, Gymnasium program, 103–104
AR (augmented reality), 84–87
artificial intelligence (AI), 90–91
Association for Talent Development study, 16
Asturias, Marjorie, 218
Atos, communication/collaboration technology, 75–76
augmented reality (AR), 84–87
augmented reality, augmenting worker senses, 84–85
Automated Insights, journalists, 90
automation, from technology, 89–93
Automattic, recruiting process, 218
Axa Lab, innovation center, 154
B
Bacigalupo, Tony, 42
balanced workplaces, 18
Bamesberger, Ann, 39–40
Bank of America, paid maternity leave, 171–172
Barozzi, Gianpaolo, 189–190
Basecamp, people development, 64–65
Beck, Pete, 78–79
behaviors, modeling transparent, 50–51
benefits
customizing for generation Xers, 154
employees rating Starbucks, 7–8
for gig economy workers, 191, 193
moving beyond trophy workplaces with, 9
student loan repayments for millennials as, 152–153
of using gig economy workers, 186–188
Best Places to Work list, Fortune, 101
Biga, Andy, 107
The Bill & Melinda Gates Foundation, maternity leave, 170
biometrics, tracking with wearables, 83
Biro, Noemi, 77
Black, Dan, 102
blended workforce
future of gig economy workers, 221
impact of gig economy workers, 192–196
rise of, 183–184
Bloomberg, paid maternity leave, 171
Blue Work program, American Express, 13
BlueCrew, freelancing work, 191
BMW, innovation center, 154
Bolger, Rod, 176
boomers
comparing with generational cohorts, 140
at organizational level, 157–158
overview of, 156
personal expectations of, 156–157
questions to ask about, 158
within teams, 157
in workplace longer, 179–180
Booz Allen Hamilton, innovation, 79
Boston Interactive, wellness, 36–37
brand, managing employer, 99–103
breadwinner moms, 172–175
Breakathon, Cisco HR, 62
Breton, Thierry, 75–76
BrilliantYOU learning market, GE, 124–125
Brock, L. J., 108–109
Browne, Brendan, 104–105, 202–203
Brzezinski, Mika, 164
Buckingham, Lisa, 122–123
Burns, Janice, 149–150, 156–157
Burst and Boost, Verizon Wireless, 78–79
business frameworks, 205
business, learning at speed of, 117–118
C
Career Builder, flexible workplace policies, 11
Castellarnau, Alex, 148
Caterpillar, succession planning, 203–204
certification, of gig economy workers, 193
change
future focus by watching, 59
in gender pay gap, 168
workplace activism for. See workplace activist, being
Chatbots, 89–90
check-ins, Adobe, 51–52
chief employee experience officer, 24–25
chief household officer (CHO), 172–175
chief human resource officer (CHRO), 10–11, 21, 24–25
chief learning officer (CLO), 129, 134–135
childcare, egalitarian family roles/inadequate, 169–170
China, generational cohorts in, 159–160
CHO (chief household officer), 172–175
choice
enabling for where to work, 33–36
workspace impacting, 28
CHRO (chief human resource officer), 10–11, 21, 24–25
Chu, John, 88
Chubb Group of Insurance Companies, closing gender gap, 177
Churchman, Sarah, 176
circadian lighting, workplace wellness, 38
Cisco
inclusivity, 61–62
safe accountability, 52
Spark, 76
Talent Cloud, 189–190
team intelligence, 59–60
WebEx, 76
workplace flexibility, 12–13
Citigroup
future workplace, 207–208
classification, gig economy worker, 195
CLO (chief learning officer), 129, 135
club employees, American Express, 13
Cognizant Technologies, app store, 80–81, 208
collaboration
align workspace design/cultural values, 32–33
enhance workspace for engagement, 39–41
nurture community values through space, 41–44
production space design, 35
technology for, 75–76
ten top workplace tools for, 76
college savings accounts, 154
comfort, WELL Building Standard, 38
comfort zone
future focus by stepping outside, 59
communications
technology as enabler of interactive/visual, 74–75
technology for collaboration and, 75–76
of transparent leadership, 48–50
value of learning/development of, 133–134
communications manager role, 131
community
nurture values through space, 41–44
using space to promote culture, 29
community manager role, 43–44, 132
compliance risk, gig economy workers, 195
computer sciences, gender gap and, 168
“Conn3ct.” PepsiCo, 148
Connections, IBM, 76
consumer experience, future of, 213–214
consumerization, 73–74
convivial workplaces, 18
Corbel, Jean, 75–76
Cortana, Microsoft mobile intelligent assistant, 90
costs
benefits of gig economy workers, 187
of disengaged employees, 3–4
Fitbits reducing healthcare, 82
coworking spaces
community values nurtured via, 41–44
for gig economy workers, 192
that people are happy coming to, 215
Craig, Keith, 157
creativity, and technology skills gap, 91
credentials, upskilling workforce, 126
Cripe, Billy, 187
cross-functional alliances, 122–123
cultural experience
Airbnb employee ratings on, 10
embedding workplace flexibility in, 12
employer rating sites for, 7
expected vs. unexpected future of, 213–214
as principle of future workplace, 9
ratings for Starbucks, 7–8
transparency/responsiveness and, 23–24
cultural intelligence, 61, 142–143
culture
closing gender gap in workplace, 168
diversity in workforce today, 142
employer brand conveying, 102
enabling agile leadership by role-modeling, 66–68
gender gap in workplace, 168
transparency for job seekers, 111–114
culture, use space to promote
action plan, 45–46
drivers of, 28–29
enable choice, 33–36
enhance engagement, 39–41
expected vs. unexpected future of, 212, 214–215
fitbits improving office, 82
nurture community values, 41–44
overview of, 27
promote wellness, 36–39
workspace design for, 29–33
workspace within future workspace, 44–45
D
Dahlin, Filipe, 64
DAQRI smart helmet, augmented reality, 85
Darrow, Kurt L., 29–30
data analyst, new job role of twenty-first century, 91–92
data collection, wearables for, 82–83
Davidson, Kirsten, 112–113
DBS Bank, future focus of, 56–58, 208
decision making
IBM’s Watson for AI-enabled, 91
technology for, 87–89
DeKoven, Bernard, 42–43
demographics, gig economy and, 198
“Demystifying the Gender Pay Gap,” 167–168
DePeau, Jamie, 122–123
development
opt-in opportunities for boomer, 156–157
rethinking employee, 15–17
selecting employer based on career, 120, 121
dialog, invite with questions, 223
digital motivation (gamification)
augmented reality for, 84
fostering engagement, 76–79
Dispatcher, freelance work at, 191
disruption
anticipate/navigate future workplace, 208
embrace for future focus, 58
as result of technology, 89–93, 217
Diversity Explosion (Frey), 142
Diversity Matters report, McKinsey, 167
diversity, workforce
age. See generations, tap power of multiple
in gig economy, 184–185
Kimberly-Clark Corporation developing, 176–177
leaders promoting, 61–63
more gender and cultural, 142
of next-generation, 159–161
results of age/cultural, 219–220
unconscious bias against, 175
Donovan, John, 50
Dow Chemical company, Leadership in Action, 151–152
Driven by Difference (Livermore), 143
du Val, Taso, 185
Dunkin’ Donuts, 7
E
e-mail usage, company vision of zero, 75–76
Ebbinghaus forgetting curve, 78–79
economics, of team intelligence, 60
editorial manager role, 132
education
on-demand learning. See on-demand learning
gender pay gap in, 164
training workforce in unconscious bias, 176–177
women breaking barriers in, 165–167
egalitarian family roles, obstacles to, 169–170
emotional experience
Airbnb employee ratings, 10
align workspace design to cultural values, 33
employer rating sites focus on, 6–9
expected vs. unexpected future of, 213–214
how companies provide, 11–13
increase employee engagement via, 5
nurture community values, 41–44
as principle of future workplace, 9
for retention in workplace, 5–6
empathy, developing, 91
employee affinity groups, 150–151
Employee App Store, Qualcomm, 16–17
Employee Choice Award, Glassdoor, 101
employee experience
chief employee experience officer, 24–25
employer rating sites focusing on, 6–9
expected vs. unexpected future of, 213–214
focus in workplace on, 3–6
what it means, 9
employee resource groups (ERGs), 150–151, 178
employees
as learners/teachers, 132
learning departments educating, 219
shift to on-demand learning, 117–121
tapping referrals from, 107–110
tapping referrals from former, 110–111
using learning to prepare for future, 117
employers
brand management for recruitment, 99–103
rating based on employee experience, 6–9
rating sites, 113
selecting for training/development, 120, 121
tuition reimbursement from, 152–153
engagement
by agile leadership, 47–48
cost of disengaged employees, 3–4
digital motivation fostering, 76–79
employer rating sites for, 6–9
enhance workspace for, 29, 34–35, 39–41
financial performance linked to, 16
of gig economy workers, 195
increased by compelling experience, 4–6
power of MOOCs for, 125–127
rethinking workspaces for, 17–20
via development skills, 63–66
via inclusivity, 61–63
via team intelligence, 59–61
enhancer. See skills, technology as enhancer
enterprises, augmented reality for, 84
entrepreneurial interests
of Gen Xers, 154
ERGs (employee resource groups), 150–151, 179
Everson, Miles, 187
Exoskeleton wearables, 84
expect the unexpected
as agile leader, 216
be workplace activist, 222
build data-driven recruiting ecosystem, 217–218
build gender equality, 220–221
consider technology as enabler/disruptor, 216–217
embrace on-demand learning, 218–219
expected vs. unexpected future, 211–213
make workplace an experience, 213–214
plan for more gig economy workers, 221–222
tap power of multiple generations, 219–220
use space to promote culture, 214–215
when navigating future workplace, 211
experimentation mindset, 53–55, 146
Exponential Organizations: Why New Organizations Are Ten Times Better, Faster, and Cheaper Than Yours, and What to Do About It (Ismail), 207
extroverts, enabling workplace choice for, 33–36
EY, brand management, 102–103
F
AI virtual assistant for, 90
anticipating/navigating future workplace, 207
chatbots on, 90
“like” button, 53
paid maternity leave, 171
paid paternity leave, 171
paying employees to live closer to office, 215
recruitment on, 97–99
reliance on Messenger, 203
unconscious bias against diversity and, 176
Family and Medical Leave Act, 170–171
family leave policies, 170–172
fashion, integrating future wearables with, 83
feedback
employer rating sites for, 6–9
IBM performance management via, 21–22
leadership accountable to provide, 52–53
technology informing performance, 87–88
via responsiveness in workplace, 23–24
Fidelity Investments
paid maternity leave at, 171
student loan repayment benefits of, 152
Field Nation, freelance work, 187, 189, 191
financial services
as future focus, 56–57
for gig economy workers, 191
SunTrust Banks employees, 14–15
FinTech financial services, 56–57
Fitbits, in workplace, 82
fitness
adopting trackers in workplace, 82
WELL Building Standard for, 38
flexibility, workplace
blended workforce and, 183–184
for boomers returning to workplace, 158
emotional connection via, 11–13
for generation Xers, 153–154
of gig economy workforce, 187–188, 193, 196–197
for millennials, 151
providing choice with, 35–36
flipped classrooms, 130–132
Ford Motor Company, on learning, 119
Forrester, 24–25
Fortune’s Best Places to Work list, 101
Fourrage, Ludo, 127–128
freelance business owners, gig economy, 185
freelancers. See gig economy workers, plan for more
Friedman, Thomas, 125
Fuller, Buckminster, 119
future focus
ability to engage people, 63–66
of agile leaders, 55–59
future workplace experience
anticipating/navigating, 207–209
principles of, 9
what it means, 10–11
G
gamification (digital motivation), 76–79, 84
Gandy, Trevor, 177
Garrow, Ron, 149
GE. See General Electric (GE)
Gebbia, Joe, 11
gender equality, build
action against unconscious bias, 177–179
action plan, 182
boomers on grid, 179–180
breadwinner mom/chief household officer, 172–175
expected vs. unexpected future, 212, 220–221
gender pay gap, 164–168
managing work/rest of life, 169–172
more women in workforce today, 142
overview of, 163–165
unconscious bias directed at women, 175–177
what can be done to, 180–181
women breaking educational barriers, 165–167
Genentech, workspace design, 39–40, 44
General Electric (GE)
BrilliantYOU learning market, 123–125
Digital, brand management, 100–103
mentoring at, 149
safe accountability at, 52
generation alpha, 159–160
generation Xers
in China, 159
comparing with generational cohorts, 140
understanding, 153–155
generation Zers
comparing with generational cohorts, 140
at organizational level, 147
overview of, 144
personal expectations of, 145–146
questions to ask about, 147–148
within teams, 146–147
understanding, 144–148
generational intelligence
leaders building, 142
for multiple generations. See Workplace Generational Intelligence Framework
generations, tap power of multiple
action plan, 161–162
boomers, 155–158
diverse next-generation, 161
expected vs. unexpected future of, 212, 219–220
generation X, 153–155
generation Z, 144–148
as global phenomenon, 159–160
how next-generation workforce will look, 160–161
importance of workplace flexibility, 12–13
millennials, 148–153
navigating in workplace, 139–142
new face of workforce, 142–143
Workplace Generational Intelligence Framework, 143–144
Gherson, Diane, 21
gig economy workers, plan for more
action plan, 198–199
benefits of using, 186–888
defined, 183
expected vs. unexpected future of, 212, 221–222
future growth, 196–198
growing market, 183–184
HR strategies to manage, 193–196
impact on HR, 192–193
platforms for finding freelance work, 189, 191
support services, 191–192
types of, 184–186
unbundling of jobs, 188–191
Glass, Google, 84
Glassdoor
Airbnb employee ratings on, 10
“Demystifying the Gender Pay Gap,” 167–168
Employee Choice Award, 101
employer rating site, 6–7
importance among job seekers, 113
importance of culture in hiring process, 68
promoting workplace wellness, 36
recruiting on, 97–99
transparency, 112–114
Global Coworking Unconference Conference (GCUC), 42–43
Global Learning & Development, PMI, 64
global opportunities, 151–152
global phenomenon, multiple generations in workforce, 159–160
Gmail, Google, 53
goal setting, informed by technology, 87–89
Golden Circle, 134
Goldman Sachs, paid maternity leave, 171
Goodall, Ashley, 59–60
Assistant, mobile intelligent assistant, 90
Glass, 84
Gmail, 53
Googler learning model, 132–133
Hangout, 76
paid maternity leave at, 171
Tilt Brush, 85–86
training workforce in unconscious bias, 176–177
Google+, recruiting on, 99
Gopalakrishnan, Mani, 124
Gosh Roy, Shanthy, 80
governance, of gig economy workers, 194
government, paid maternity/paternity leave from, 181
Grant, Adam, 5
“Gray Is the New Green,” TD Ameritrade, 158
“gray talent,” in gig economy, 198
Grewer, Amber, 100–101
Griffin, Phil, 164
ground control employees, Airbnb, 11
Gupta, Piyush, 57
Gymnasium program, Aquent, 103–104
H
Hack Club, 146
hackathons, DBS Bank, 56–58, 208
Hangout, Google, 76
Hanson, Jennifer, 171
Harter, Jim, 3–4
Haynes, Candy, 180
headsets, top VR, 86
healthcare
freelance work in, 189
wearables for, 205
in workplace. See wellness
High Five Platform, Panasonic Avionics, 24
Hipchat, chatbots on, 90
Holter, Kristin, 173–174
home employees, American Express Blue Work program, 13
“homing from work,” 215
Horizon framework, 205–206
hospitality-minded concierge services, homing from work, 215
HourlyNerd, freelance work at, 189
How, on-demand learning, 133–134
HR (human resources)
Airbnb employee ratings and, 10–11
compelling employee experience and, 4–5
consumerization of, 16
developing inclusivity, 62
employer ratings sites informing, 7, 9
gig economy workers impacting, 192–196
importance of Glassdoor among job seekers, 113–114
in last decade, 4
modeling team intelligence, 61
need to become activists, 204–207
operating in VUCA world, 203–204
rise of blended workforce and, 183–184
hub-based employees, American Express Blue Work program, 13
I
IBM
Connections, for collaboration, 76
corporate app store, 208
employee engagement, 4–5
on knowledge doubling curve, 119
smart technologies, 20–22
unexpected results of age/cultural diversity, 220
Watson artificial intelligence, 91
I’m Outta Here! How Coworking Is Making the Office Obsolete (Bacigalupo), 42
iMessage, 203
Immelt, Jeff, 100
implantable chips, 83
inclusive workplace, 61–63
independent contractors. See gig economy workers, plan for more
ingestible sensors, 83
innovation
agile leaders acknowledging, 55
agile leaders being intrapreunerial, 53–55
balanced workplaces for, 18
driven by digital motivation, 79
in people development, 63–66
production spaces designed for, 35
technology for collaboration and, 75–76
Innovation Catalyst program, Intuit, 54
innovation centers, Gen Xers, 154
power of MOOCs for, 125–127
use space to promote, 215
intellectual experience. See also learning; training
as principle of future workplace, 9
rethinking employee development, 15–17
intelligence
cultural, 142–143
generational, 142
intelligent assistant technology, 90, 91
interactive communications, via technology, 74–75
internal referrals, hiring from, 107–110
International WELL Building Institute (IWBI), 38
internships, for Gen Zers, 147
intrapreunerial mindset
of agile leaders, 53–55
of Gen Xers, 154
of learning leaders, 121–123
introverts, enabling workplace choice for, 33–36
Intuit, internal intrapreneurship, 53
IoE (Internet of everything), at workplace, 20
iPhone, 208
Ismail, Salim, 207
IWBI (International WELL Building Institute), 38
J
Japan, gender gap in, 166–167
Jenkins, Anthony, 217
Jeopardy, IBM’s Watson on, 91
Jive, collaborative workplace tool, 76
job seekers
avoiding technology skills gap, 91–93
brand management for recruiting, 99–103
continual, 95–99
job hopping of talented Gen Xers, 154
smart sourcing recruitment of, 104–107
tapping employees for referrals, 107–111
training before hiring, 103–104
transparency with, 111–114
job shadowing, for Gen Zers, 147
Job Simulator VR game, 86
JobAdvisor, 6
Jobr app, 95
jobs. See also recruitment
future of recruitment, 217–218
gender pay gap in, 164–167
global gender workforce participation, 166
not existing ten years ago, 92–93
recognition that your job is not your job, 202–203
recruitment of boomers for new, 158
technology disrupting/augmenting, 89–91
temporary in-house rotation of boomers, 156
unbundling of, 188–192
Jobs, Steve, 207
Johnson & Johnson, paid maternity leave, 171
journalists
frreelance, 189
technology disrupting/augmenting jobs as, 90
K
Katsoudas, Fran, 61–62
Kaufman, Rebecca, 149
Kimberly-Clark Corporation, closing gender gap, 176–177
Kinisky, Tom, 201–202
Klein, Samantha, 150–151
Know Your Value (Brzezinski), 164
knowledge doubling curve, 119
Kodak, 207
Kofman, Fred, 202–203
L
La-Z-Boy Incorporated, workspace design, 29–31, 44
labels, gender-based, 221
Lange, Rolando, 129
languages, MOOCs translated into multiple, 127
Lanier, Jaron, 207
Latta, Zach, 146
leaders
agile. See agile leadership
development of, 63–66
managing gig economy workers, 193–196
older workers managed by younger, 140–142, 157
unexpected future of gig economy workers as, 221–222
women underrepresented as corporate, 165
as workplace activists. See workplace activist, being
Leadership in Action, Dow Chemical, 151–152
Lean In (Sandberg), 163
learning. See also on-demand learning
employers funding, 139
fostering engagement with digital, 76–79
generation Zers questioning higher education, 146–147
generation Zers using goal-oriented, 144–146
for gig economy workers, 190–191
innovation in, 63–66
intellectual experience and, 15–17
opt-in opportunities for boomers, 156–157
at speed of business, 117–118
learning experience manager role, 132
learning leaders
expand learning opportunities, 123–125
rethinking vision for learning, 120–123
Levy, Morris, 215
Liberation Management (Peters), 29
Life Coaches, enhancements to maternity leave, 172
life expectancy, and multiple generations in workplace, 139
lifelong learning sector, 119–121
“Lighting the Way to Financial Well-Being” program, SunTrust Banks, Inc., 14
lighting, WELL Building Standard, 38
Lincoln Financial Group campaign, 122–123
Line, reliance on messaging apps, 203
corporate alumni networks, 110
focus on outcomes at, 202–203
Most In-Demand Employers list, 101
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, 7
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
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
chatbots on, 90
Cortana, mobile intelligent assistant, 90
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 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, 7
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
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, 9
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, 9
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, 6
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
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, 5
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
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, 9
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
Telstra, transparency at, 23, 49
temporary workers, in gig economy, 185
text messaging, decline in, 203
Thébaud, Sarah, 169
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, 7
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
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
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, 9
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
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