The future of work is not clickbait – so let’s get to work

ANTONIETTE MENDOZA-TALOSIG, BERNADETTE O’CONNOR, AND EVELYN KWEK

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What do Great Workplaces For All™ look like in the future of work?

At the 18th annual Great Place To Work® For All Summit held in Orlando on October 11-13, a future positioned for all aims to recognize, foster, and support great workplaces across the globe for all working people. We share the key takeaways from 3 of our team members, what they gleaned from the Conference which saw global leaders and thinkers come together to share their reflections from leading their organizations through the crisis of the past two years, and their vision for the future workplace.

What might be a relevant takeaway for you as you double down for the remaining of 2022 and start planning for 2023?

Talent As the Competitive Differentiator

Julie Sweet, Chair and Chief Executive Officer of Accenture shared how she led the 700,000-strong workforce at Accenture when the company navigated difficult macro conditions. “The kind of change that organizations need to drive right now, it is at such a large scale that we have to put our employees at the forefront of these changes in order to succeed. Our core change agents are our employees,” she said.

Talent is truly the competitive differentiator – companies that are diverse and inclusive and who are listening to their employees are those that move ahead of their competitors.

Courage and Care in the workplace

Great Place To Work and the workplaces that we recognize have a few things in common. They have the courage to change, the care for people to succeed and the desire to maximize human potential in a supportive and caring environment. The theme of inclusiveness was a shared sentiment throughout the Summit and across all keynote speakers who are HR and people leaders and experts across a range of industries.

Care, kindness, and connection is what every human needs and the clarion call to recognise everyone as a human first, not just an employee was clear.

In the workplace, employers can check in and ask their team members: “How are you doing, really?” and then wait for a response. This makes a huge difference because if a company can exemplify showing and having care in the organization, it will enable people to learn to ask for help.

18th annual Great Place To Work® For All Summit held in Orlando, Florida. October 11-13

Argue like you’re right, listen like you’re wrong

Leslie Patterson, Americas & US Diversity, Equity and Inclusiveness Leader at Ernst & Young spoke about supporting the needs of a multi-generational workforce. She said one of the best ways to engage with staff regardless of their age is to check in – in a genuine way.

“Ask – tell me about yourself? Don’t just make it about work, that’s how you establish trust with someone, by getting to know them, and that trust fosters inclusiveness and shared understanding.”

Assil Omar, Vice President, Talent Acquisition and Human Capital Planning at AbbVie discussed Empowering Resilience and how to retain top talent through challenging times. She said organizations must have a readiness to go toward pain, not avoid it. “If you see areas in your organization that need improving, leaders must take a genuine step forward, then reflect and evolve. Pain plus reflection is what equals progress when a strong culture of learning is encouraged.”

When crisis builds character – how do you respond?

Julie Sweet reminded organizations that a crisis, like the one many companies around the world have found themselves in, is what can accelerate change. She asked the question: “Can your team articulate what you want to change?” Your whole team needs to understand the challenges facing your business in order to get onboard with responding to those problems.

We all face challenges in life that we deal with, triumph and learn from, and one of the advice by Cynt Marshall, CEO of Dallas Mavericks and author of the book “You’ve Been Chosen” is to bring your authentic self to work and just “do you”. All of these make us uniquely qualified for something significant. We do not need to be someone else. The best way to live out our dreams is by being our true selves.

The future of work is for you, for us, for all

Regardless of the incredibly inspiring sessions at the Summit that the team attended, this phrase rings true: “Things don’t get better until people get better. The future of work is not clickbait, it is genuine trust, interest, and support for all.”

Curious about creating a better workplace in ASEAN?

Join us on November 16 and 17 at Marina Bay Sands Singapore for the ASEAN Greater Summit as we share Insights about Best Workplaces in ASEAN, how to build Employee Well-Being and Elevating your Employer Brand.

ANTONIETTE MENDOZA-TALOSIG, BERNADETTE O’CONNOR, AND EVELYN KWEK

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Great Place To Work identifies Best Workplaces in Asia™ by surveying 2.1 million employees in Asia and the Middle East about the key factors that create great workplaces for all and analyzing company workplace programs impacting 5.9 million employees in the region.

To be considered, companies must first be identified as outstanding in their local region by appearing on one or more of our Best Workplaces lists in Bahrain, Greater China (including China, Hong Kong and Taiwan), India, Indonesia, Japan, Kuwait, Oman, Philippines, Qatar, Saudi Arabia, Singapore, South Korea, Sri Lanka, UAE, Vietnam during 2022 or early 2023.

Companies rank in three size categories: Small and Medium (10-499 employees); Large (500+); and Multinational. Multinational organizations are also assessed on their efforts to create great workplaces across multiple countries in the region. They must appear on at least two national lists in Asia and the Middle East and have at least 1,000 employees worldwide with at least 40% (or 5,000+) of those employees located outside the headquarters country.

To determine the 2022 Vietnam Best Workplaces™, Great Place To Work®️ analyzed confidential survey feedback representing nearly 20,000 employees across different industries in Vietnam. Employees responded to over 60 survey questions describing the extent to which their organization creates a Great Place To Work For All™️.

85% of the evaluation is based on what employees say about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. Great Place To Work analyzes these experiences relative to each organization’s size, workforce make up, and what’s typical in their industry. The remaining 15% of the rank is based on an assessment of all employees’ daily experiences of innovation, the company’s values, and the effectiveness of their leaders, to ensure they’re consistently experienced.

To be considered, companies had to meet the Great Place To Work-Certified™ standard. To ensure survey results truly represent all employees, Great Place To Work requires that Trust Index©️ survey results are accurate to a 95% confidence level with a 5% margin of error or better. We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results. 

Companies with 10-99 people were considered for the Small category, companies with 100-999 people were considered for the Medium category and companies with 1000+ people were considered for the Large category.