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Why employees no longer believe in ‘your desk’

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Today’s employees believe that the traditional “working behind a desk” concept is outdated and that technology enables them to strike a balance between work and their personal life, writes ANJA VAN BEEK.

Today’s employees – especially younger people – expect to be able to strike a reasonable balance between the needs of their personal lives and their professional obligations. They believe in working hard, but they also understand that investing time in their health, hobbies, friends and family is important to leading a fulfilled and productive life.

According to the Sage Walk with Me Report, 41% of the young workforce believes that technology will make the concept of “your desk” outdated, that the workplace will have more virtual staff in the next 10 years.

Progressive HR departments are embracing this shift in the workplace as a positive trend – and are looking at ways that they can use work-life balance as a means to attract and retain the best talent. They understand that work-life balance isn’t just good for the employee – it is also good for business because it can lead to lower costs and enhanced productivity.

The indirect costs of an exhausted workforce include absenteeism, health costs, reduced company morale, poor employee retention, lower productivity and lapses in quality of employees’ work. The costs of constantly recruiting and training new employees to replace those who burn out or leave can be substantial. By contrast, where the workforce works sensible hours, the people are often more creative, motivated, productive and engaged.

HR has an important role to play here – by means of helping to facilitate a culture that focuses in performance and quality of output rather than on the number of hours that people spend at their desks.

Here are some ways HR can support these changes in work culture:

1.     Be there for employees

With mobile devices in every employee’s hands, many people fail to unplug from work, even over the weekends or when they are on leave. Be aware of employees who never log off and who don’t draw a clear line between home and work.

Watch for warning signs like frequent absenteeism or slipping productivity and work quality – these might indicate that an employee is working too hard rather than slacking off. Also ask managers to watch out for signs of burn-out among the members of their teams.

If necessary, make it a policy that employees don’t need to answer emails or their mobile phones outside work hours, unless it’s an emergency. Employee-assistance programmes or external resources can be considered to help employees who struggle to say no to pushy co-workers or who battle to manage their time.

2.     Introduce workplace flexibility

Flexible hours don’t suit every job or every organisation, but knowledge workers increasingly expect some leeway around where and when they work. Though traditional managers fear that people will be unproductive when they work from home some of the time, or have some freedom in choosing their hours, this needn’t be the case.

Getting it right is about putting the right policies, technology, processes and performance management structures in place. There are affordable cloud-based technology solutions that can assist. Collaboration software (that can track task progress), videoconferencing, and human resources apps can empower employees and give business peace of mind in terms of output. HR and managers will need to make an effort to measure output regularly to ensure no one is falling behind.

Where it isn’t possible for people to work flexible hours, companies can support employees in other ways. For example, many larger companies offer employees onsite gyms or childcare facilities, or arrange laundry collection for people who cannot get away from the office.

3.     Set the example

Leading by example is one of the best successful ways for HR to create a company culture that promotes an output-oriented culture and supports the principles of a healthy work-life balance. HR can encourage managers and business owners to set an example, by taking frequent breaks, by completing their tasks and by taking their allocated holiday breaks. HR can also offer work-life balance workshops and encourage community upliftment or philanthropic activities to encourage a sense of accomplishment that is not work related.

Closing words

Whether you’re a small business owner or an HR professional at a large organisation, you’ll understand that it takes hard work and sacrifice to turn a dream business idea into a way of life. It’s important to support the employees who are joining your enterprise on this journey and to help them lead balanced and healthy lives.

* Anja van Beek, Vice President for People (HR) at Sage International (Africa Australia, Middle East and Asia)

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Welcome to world of 2099

The world of 2099 will be unrecognisable from the world of today, but it can be predicted, says one visionary. ARTHUR GOLDSTUCK met him in Singapore.

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Futuristic structures tower over the landscape. Giant, alien-looking trees light up with dazzling colours amid the hundreds of plant species that grow up their trunks. Cosmetic stores sell their wares via public touch-screens, with products delivered instantly in drawers below the screens.

This is not a vision of the future. It is a sample of Singapore today. But it is also an inkling of the world we may all experience in the future.

Singapore was the venue, last week, of the World Cities Summit, where engineers, politicians, investors and visionaries rubbed shoulders as they talked about the strategies and policies that would enhance urban living in the future.

As part of the Summit, global payment technologies leader Mastercard hosted a small media briefing by one of Singapore’s leading thinkers about the future, Dr Damian Tan, managing director of Vickers Venture Partners. The company’s slogan “We invest in the extraordinary,” offers a small clue to Tan’s perspective.

“We look as far forward as 2099 because, as a venture capital firm, we invest in the long term,” he tells a group of journalists from Africa and the Middle East. “Companies explode in growth because there is value in the future. If there is no growth, they won’t explode.”

The big question that the Smart Cities Summit and Mastercard are trying to help answer is, what will cities look like in the year 2099? Tan can’t give an exact answer, but he offers a framework that helps one approach the question.

“If you want to look at 81 years into the future, and understand the change that will come, you need to double that amount and look into the past. That takes us to 1856. The difference between then and now is the difference you can expect between now and 2099.”

Click here or on the page link below to read on: Page 2: Soldiers and Health in 2099.

  •    Arthur Goldstuck is founder of World Wide Worx and editor-in-chief of Gadget.co.za. Follow him on Twitter on @art2gee and on YouTube

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Street art goes electric

Kaspersky Lab and British street artist D*Face have unveiled the first-ever “art helmet” design at the Formula E finale for electric cars in New York.

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The ‘Save The World’ helmets will be raced by DS Virgin Racing’s drivers, Sam Bird and Alex Lynn, as they traverse the New York street circuit during the final races of the Formula E season.

The announcement signals the first art helmet by a Formula E team, continuing the heritage of art in motorsport and the cybersecurity brand’s commitment to contemporary art, creativity and innovation. D*Face took inspiration from Kaspersky Lab’s tagline, “A Company To Save The World”, and hopes that his colourful work will inspire people to take positive action.

D*Face will announce his first-ever art car design with a custom-made livery for the DS Virgin Racing Team. Its design will be released at the “Art Goes Green” event after Saturday’s race. The helmets and art car are the latest installations in the “Save the World” collection, following a major permanent public mural that was installed in Brooklyn, New York, in May.

D*Face, whose real name is Dean Stockton, said: “It is exciting to work with Kaspersky Lab on this project and create art with a real message of hope for a better future. After all, this is our world and we need to look after it. It will take every one of us to make a real lasting, impactful change. I love the mentality of the DS Virgin Racing Team and that of Formula E by showcasing sport in a way that doesn’t harm the environment, but is still just as exhilarating and fun.

“It is time for us all to stand together and make a change… be that stopping data steals, climate change, plastic waste or using damaging fuels. I want everyone to make a pledge to do one thing that will help make a change.”

As a sponsor of DS Virgin Racing Team, Kaspersky Lab is responsible for protecting the team’s devices against cyber threats. The company sees the technical environment in the global sport of Formula E as the next frontier in furthering its research and development of new technologies to keep vehicles secure in the digital world.

Sylvain Filippi, Managing Director at DS Virgin Racing, said: “The whole team fully supports this great initiative and our thanks got to Kaspersky and D*Face for their collaboration. It’s an honour to have such an innovative artist bring his talents to bear in our team ahead of the season-finale; the car, drivers’ crash helmets and mural all look amazing.”

Aldo Fucelli Pessot del Bo, Head of Global Partnerships and Sponsorships at Kaspersky Lab added: “There is a need for innovation on a global scale, both in contemporary art and in the fast-growing sport of Formula E. Now, for the first time ever, Kaspersky Lab is proudly bringing together the two sectors in an effort to Save the World and unleash creativity, encourage freedom of expression and further innovation.”

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