This episode of Future Work is brought to you by Tactic: https://www.gettactic.com/work.

Tactic is the #1 rated space logistics platform used by customers such as Microsoft, Redbull, the UN, and Northwestern University to create order out of the chaos. Tactic has a 100% customer satisfaction score on G2 because it was built from the ground up with the end user in mind. It’s an all-in-one solution for hot desking, room reservations, and visitor management.

Visit Tactic today to unlock the power of hybrid work: https://www.gettactic.com/work.

Our thanks to the Tactic team for sponsoring this episode!

In this conversation, Tim Reitsma and Joe O'Connor discuss the concept of work time reduction, exploring its implications for productivity, employee engagement, and overall well-being. They delve into the differences between a four-day work week and broader work time reduction strategies, emphasizing the importance of addressing burnout and creating a culture that values time over money. The discussion highlights the role of AI in enhancing productivity and offers practical steps for organizations looking to implement these changes. Ultimately, the conversation advocates for a shift in workplace culture towards a more sustainable and fulfilling work environment.

Takeaways:

1. Work Time Reduction as a Productivity Strategy: Shorter workweeks, like the four-day model, enhance productivity and well-being by reducing inefficiencies and burnout including better rest, work-life balance, and psychological detachment from work.
2. Work time reduction isn't one-size-fits-all: Options include nine-day fortnights, half-day Fridays, or shorter workdays. The key is adapting strategies to organizational needs and creating a bottom-up initiative.
3. Changing Employee Priorities: Employees increasingly value time over salary, with many willing to trade pay raises for reduced hours.
4. AI as a Key Enabler: AI streamlines tasks, enabling shorter workweeks while maintaining high performance.
5. Leadership and Engagement: Success depends on leadership buy-in, clear goals, and employee-driven solutions, supported by a culture of continuous improvement.
6. A Competitive Edge: Flexible work models help organizations attract and retain top talent in a competitive market.
7. The Future of Work is About Outcomes, Not Hours: Organizations must prioritize results over time spent, with clear goals, accountability, and employee autonomy driving success.

To get a notification of new episodes, sign up for the Future Work newsletter at: https://www.flexos.work/future-work.

Reading more: www.flexos.work/learn/futurework-case-working-less-reduced-hours-drive-productivity

This episode of Future Work is brought to you by Tactic: https://www.gettactic.com/work.

Tactic is the #1 rated space logistics platform used by customers such as Microsoft, Redbull, the UN, and Northwestern University to create order out of the chaos. Tactic has a 100% customer satisfaction score on G2 because it was built from the ground up with the end user in mind. It’s an all-in-one solution for hot desking, room reservations, and visitor management.

Visit Tactic today to unlock the power of hybrid work: https://www.gettactic.com/work.

Our thanks to the Tactic team for sponsoring this episode!

In today’s episode of the Future Work Podcast, we’re excited to welcome Paul Falcone, a renowned HR leader, bestselling author of 17 books, and experienced executive with a career spanning Paramount Pictures, NBCUniversal, and more. With his works translated into six languages and over 750,000 copies sold, Paul has shaped leadership practices globally. He’ll share actionable insights on navigating AI’s evolving landscape while championing human-centric leadership, helping organizations tackle the challenges and opportunities of 2025.

Takeaways:

1. Prioritize Talent Development: Address talent scarcity by focusing on career ladders, certifications, and upskilling, ensuring long-term workforce readiness in a competitive market.

2. Strengthen Emotional Intelligence (EI): Train leaders to build trust and inspire employees, fostering employee experience (EX) and driving discretionary effort, critical for retention and engagement.

3. Leverage AI in HR: Use tools like Josh Bersin’s Galileo to enhance HR processes, from data analytics to personalized learning, while staying informed about AI’s limitations and opportunities.

4. Adapt to Hybrid Work: Support hybrid work as an essential model for retaining talent, avoiding rigid in-office mandates that risk trust and employee satisfaction.

5. Align with Gen Z’s Expectations: Prepare for the Zoomer workforce (60% by 2030) by emphasizing professional growth, diversity, inclusion, and work-life balance, training managers to act as mentors and coaches.

To get a notification of new episodes, sign up for the Future Work newsletter at: https://www.flexos.work/future-work.

Reading more: www.flexos.work/learn/futurework-the-future-hr-balancing-ai-human-centric

This episode of Future Work is brought to you by Tactic: https://www.gettactic.com/work.

Tactic is the #1 rated space logistics platform used by customers such as Microsoft, Redbull, the UN, and Northwestern University to create order out of the chaos. Tactic has a 100% customer satisfaction score on G2 because it was built from the ground up with the end user in mind. It’s an all-in-one solution for hot desking, room reservations, and visitor management.

Visit Tactic today to unlock the power of hybrid work: https://www.gettactic.com/work.

Our thanks to the Tactic team for sponsoring this episode!

In this conversation, Tim Reitsma and Nick Petschek explore the multifaceted nature of change in organizations, particularly in the context of HR and the future of work. They discuss the importance of adaptability, the role of HR in facilitating change, and the need for organizations to create a culture that embraces change rather than reacts to it. The conversation emphasizes the significance of understanding the 'why' behind changes, fostering connections in a digital world, and the necessity of training and introspection for individuals and organizations alike.

Takeaways:

1. Change is a constant in our lives and organizations.
2. Creating adaptable organizations involves systems, culture, and individual capabilities.
3. Proactive change is more effective than reactive change.
4. A sense of urgency can be created without panic.
5. HR plays a crucial role in leading change initiatives.
6. Face-to-face interactions foster connection and urgency.
7. Introspection is key to understanding resistance to change.
8. Training alone is not enough; culture and systems must support change.
9. Understanding the 'why' behind changes is essential for buy-in.
10. Different individuals have varying thresholds for accepting change.

To get a notification of new episodes, sign up for the Future Work newsletter at: https://www.flexos.work/future-work.

Reading more: www.flexos.work/learn/futurework-future-work-starts-adaptability-insights-kotter

This episode of Future Work is brought to you by Tactic: https://www.gettactic.com/work.

Tactic is the #1 rated space logistics platform used by customers such as Microsoft, Redbull, the UN, and Northwestern University to create order out of the chaos. Tactic has a 100% customer satisfaction score on G2 because it was built from the ground up with the end user in mind. It’s an all-in-one solution for hot desking, room reservations, and visitor management.

Visit Tactic today to unlock the power of hybrid work: https://www.gettactic.com/work.

In this conversation, Tim Reitsma and Luke Mahoney explore the evolving landscape of HR, emphasizing the importance of breaking down silos and shifting from traditional HR practices to a more integrated approach focused on people experience. They discuss the need for HR to view employees as customers, the role of AI in automating administrative tasks, and the significance of co-creation and user-centric design in developing effective HR strategies. The conversation highlights the necessity of flexibility in the workplace and the potential for HR to drive value creation rather than merely serving as a support function.

Takeaways:

1. Break HR Silos and Treat Employees as Customers: Traditional HR silos divide functions like L&D, talent acquisition, and DEI, leading to inefficiency and disconnection. By smashing these silos, HR can create unified people experiences. Treating employees as customers reframes their relationship with HR and encourages the creation of engaging, value-driven work experiences.
2. Shift from Service Delivery to Value Creation: The transition from HR to people experience involves moving away from administrative tasks and focusing on how work experiences align with organizational goals. HR should operate as a strategic enabler, designing systems that create value for employees and drive business growth.
3. Design Work as a Product: Work should be viewed as a product that employees subscribe to, fulfilling personal and professional needs over time. Continuous improvement, data-driven decision-making, and user-centered design principles (borrowed from product design) should guide HR initiatives.
4. Leverage Automation and AI to Free HR for Strategic Work: Predictable and repeatable tasks should be automated, allowing HR professionals to focus on human-centered activities such as design, strategy, and employee engagement. Tools like inverted HR pyramids help visualize the shift from operational tasks to growth-focused work.
5. Flexibility as a Fundamental Work Design Principle: Flexibility is no longer a perk but a requirement. The future of work integrates flexibility into its design, aligning with employees' evolving expectations and life needs. This shift has the potential to transform not just workplaces but broader societal structures.

To get a notification of new episodes, sign up for the Future Work newsletter at: https://www.flexos.work/future-work.

Reading more: www.flexos.work/learn/futurework-employees-customers-designing-unified-experience

This episode of Future Work is brought to you by Tactic: https://www.gettactic.com/work.

Tactic is the #1 rated space logistics platform used by customers such as Microsoft, Redbull, the UN, and Northwestern University to create order out of the chaos. Tactic has a 100% customer satisfaction score on G2 because it was built from the ground up with the end user in mind. It’s an all-in-one solution for hot desking, room reservations, and visitor management.

Visit Tactic today to unlock the power of hybrid work: https://www.gettactic.com/work.

Our thanks to the Tactic team for sponsoring this episode!

In this conversation, Tim Reitsma and Alex Her delve into the intricacies of employer branding, exploring its definition, importance, and the role of AI in shaping its future. They discuss the significance of self-reflection in branding, the integration of candidate experience, and the necessity of transparency in employer branding. Alex shares insights from his community on common challenges and trends, emphasizing the need for organizations to identify their unique value propositions and the importance of measuring ROI in employer branding efforts. The conversation concludes with actionable strategies for attracting top talent and mastering employer branding.

Takeaways:

1. Authenticity in Employer Branding: Building a strong employer brand means aligning your message with the actual culture of the organization. Candidates are drawn to authenticity, so presenting an accurate, relatable image is essential to attract and retain top talent.
2. Candidate Experience as Part of the Brand: The candidate journey, from the career page to interviews, should reflect your brand’s values. Small details, like personalized communications and engaging media on the careers page, create a lasting impression and reinforce the brand's message.
3. Leveraging AI for Efficiency: AI tools like GPT or Gemini can streamline employer branding tasks, from research to content creation. This frees up time for HR teams to focus on more strategic and creative aspects of the branding process.
4. Employee Advocacy as a Branding Tool: Employee advocates naturally share their work experiences and amplify the brand’s message. Identifying and empowering these champions within the organization can enhance authenticity and broaden your reach.
5. Employer Brand ROI: Employer branding can save companies money by reducing reliance on job boards and increasing time-to-fill metrics. Measurable ROI may come from a reduction in recruitment costs and faster hiring times.
6. Community and Continual Learning: Engaging in communities (like Alex’s EB Space) and industry events keeps employer branding professionals updated on trends and best practices. This shared knowledge enables teams to adapt and innovate in an evolving field.

To get a notification of new episodes, sign up for the Future Work newsletter at: https://www.flexos.work/future-work.

Reading more: www.flexos.work/learn/futurework-candidate-journey-employee-advocates-crafting-lasting-employer-branding

This episode of Future Work is brought to you by Tactic: https://www.gettactic.com/work.

Tactic is the #1 rated space logistics platform used by customers such as Microsoft, Redbull, the UN, and Northwestern University to create order out of the chaos. Tactic has a 100% customer satisfaction score on G2 because it was built from the ground up with the end user in mind. It’s an all-in-one solution for hot desking, room reservations, and visitor management.

Visit Tactic today to unlock the power of hybrid work: https://www.gettactic.com/work.

Our thanks to the Tactic team for sponsoring this episode!

In this episode, Tim Reitsma sits down with Jim Harter, Chief Scientist for Workplace Management and Wellbeing at Gallup, to explore the critical role of leadership in driving employee engagement. They discuss the importance of taking actionable steps to foster a culture where employees feel connected, empowered, and motivated. Jim emphasizes that engagement isn’t just about making people happy—it's about creating clarity, trust, and a sense of purpose within organizations. He also highlights that improving engagement starts with just one small step and explains how linking engagement metrics to organizational performance can lead to significant business outcomes.

Takeaways:

1. Leadership is Key: Employee engagement starts with strong leadership that promotes clear communication, role clarity, and accountability.
2. Start with One Actionable Step: Improving engagement doesn’t have to be overwhelming—just start with one small, intentional action to begin the process.
3. Tie Engagement to Performance: The most successful organizations link engagement metrics directly to performance outcomes like productivity and employee retention.
4. Trust and Clarity Drive Engagement: Trust is foundational, and employees who have clear expectations are more likely to feel engaged and perform well.
5. High-Performing Organizations Sustain Engagement: Top organizations maintain high engagement levels by making engagement an ongoing priority, even during challenging times.

To get a notification of new episodes, sign up for the Future Work newsletter at: https://www.flexos.work/future-work.

Reading more: www.flexos.work/learn/futurework-employee-engagement-sense-purpose-leadership-is-key

This episode of Future Work is brought to you by Tactic: https://www.gettactic.com/work.

Tactic is the #1 rated space logistics platform used by customers such as Microsoft, Redbull, the UN, and Northwestern University to create order out of the chaos. Tactic has a 100% customer satisfaction score on G2 because it was built from the ground up with the end user in mind. It’s an all-in-one solution for hot desking, room reservations, and visitor management.

Visit Tactic today to unlock the power of hybrid work: https://www.gettactic.com/work.

Our thanks to the Tactic team for sponsoring this episode!

In this episode, Anna Tavis discusses the future of HR, emphasizing the growing importance of personalization in the workplace. She explains how HR is evolving from managing employees as a collective group to tailoring support for individuals using AI-driven tools like digital coaching. This shift toward personalization is critical for creating environments where all employees can thrive. Anna also highlights how this approach can improve employee performance, inclusivity, and overall organizational success.

Main Takeaways:

1. Talent Acquisition is Too Narrow: Traditional recruitment is often transactional and focused on immediate needs. Shifting to a broader talent strategy that focuses on long-term development, internal mobility, and strategic workforce planning is key to success in the future of work.
2. Technology as a Game-Changer: AI and automation are transforming recruiting by making processes faster, more inclusive, and more efficient. However, human oversight is still crucial to ensure decisions are empathetic and reduce bias.
3. Internal Mobility is Underutilized: Organizations often overlook the talent they already have. By understanding and developing employees' current skills and interests, companies can fill roles internally rather than relying on external hiring, improving efficiency and morale.
4. Personalization at Scale: Technology offers a huge opportunity to create more personalized candidate experiences, from acknowledging applications to nurturing talent pools, which can result in stronger relationships and long-term success for the organization.
5. The Human Touch Still Matters: While technology can streamline processes, empathy and human connection should remain central to recruitment strategies. A personalized, respectful approach will make the difference in a competitive talent market.

To get a notification of new episodes, sign up for the Future Work newsletter at: https://www.flexos.work/future-work.

Reading more: www.flexos.work/learn/futurework-from-recruiter-to-talent-strategist-technology-personalization-human-connection

This episode of Future Work is brought to you by Tactic: https://www.gettactic.com/work.

Tactic is the #1 rated space logistics platform used by customers such as Microsoft, Redbull, the UN, and Northwestern University to create order out of the chaos. Tactic has a 100% customer satisfaction score on G2 because it was built from the ground up with the end user in mind. It’s an all-in-one solution for hot desking, room reservations, and visitor management.

Visit Tactic today to unlock the power of hybrid work: https://www.gettactic.com/work.

Our thanks to the Tactic team for sponsoring this episode!

In this episode, Anna Tavis discusses the future of HR, emphasizing the growing importance of personalization in the workplace. She explains how HR is evolving from managing employees as a collective group to tailoring support for individuals using AI-driven tools like digital coaching. This shift toward personalization is critical for creating environments where all employees can thrive. Anna also highlights how this approach can improve employee performance, inclusivity, and overall organizational success.

Main Takeaways:

1. Personalization is the Future of HR: Moving away from one-size-fits-all models, HR must adopt personalized approaches that cater to the unique needs of each employee, allowing everyone to perform at their best.
2. AI is Transforming Employee Support: AI-driven tools, like digital coaching, make personalized employee support scalable and cost-effective, helping organizations provide real-time guidance tailored to individual needs.
3. Inclusivity is More Granular: Personalization enables a more nuanced approach to diversity and inclusion, ensuring all employees, regardless of background or specific needs, feel supported and valued.
4. Shifting from Reactive to Proactive HR: Personalized strategies prevent small issues from growing into bigger problems, ultimately reducing costs associated with turnover, retraining, and lost productivity.
5. HR’s Role in Competitive Advantage: Companies that embrace personalization will attract top talent, increase productivity, and gain a competitive edge by fostering an environment that truly supports employee well-being and success.

To get a notification of new episodes, sign up for the Future Work newsletter at: https://www.flexos.work/future-work.

Reading more: www.flexos.work/learn/futurework-future-hr-personalization-ai-human-centered-workplace

This episode of Future Work is brought to you by Tactic: https://www.gettactic.com/work.

Tactic is the #1 rated space logistics platform used by customers such as Microsoft, Redbull, the UN, and Northwestern University to create order out of the chaos. Tactic has a 100% customer satisfaction score on G2 because it was built from the ground up with the end user in mind. It’s an all-in-one solution for hot desking, room reservations, and visitor management.

Visit Tactic today to unlock the power of hybrid work: https://www.gettactic.com/work.

Our thanks to the Tactic team for sponsoring this episode!

In this conversation, Tim Reitsma and David Turetsky explore the evolving landscape of total rewards in the context of the future of work. They discuss how total rewards have expanded beyond traditional compensation to include elements like career development, culture, and employee engagement. David emphasizes the importance of viewing HR as a business function rather than a cost center, advocating for investment in employee training and upskilling. The discussion also touches on the need for personalization in total rewards and the importance of clear communication with CFOs regarding the ROI of HR initiatives. Overall, the conversation highlights the critical role of HR in shaping a successful and engaged workforce in the modern business environment.

Takeaways

• Total rewards are more than just compensation: They encompass salary, benefits, career development, culture, and upskilling, all of which contribute to motivating employees and driving business success.
• Shift HR from a cost center to a business function: HR needs to be viewed as a value-generating function, where investments in people are seen as strategic contributions to the organization’s long-term goals.
• Upskilling is critical for future success: Investing in employee development, particularly in areas like AI and emerging technologies, is crucial for staying competitive and adapting to the future of work.
• Personalization is the future of rewards: Companies should consider offering flexible reward structures that cater to individual employee needs, such as health spend accounts or customizable compensation packages.
• Communicate ROI of HR initiatives effectively: HR leaders need to collaborate with finance and other departments to demonstrate the ROI of total rewards and training programs, positioning them as investments rather than costs.

To get a notification of new episodes, sign up for the Future Work newsletter at: https://www.flexos.work/future-work.

Reading more: www.flexos.work/learn/futurework-from-cost-center-to-business-function-the-power-of-total-rewards-in-hr

This episode of Future Work is brought to you by Tactic: https://www.gettactic.com/work.

Tactic is the #1 rated space logistics platform used by customers such as Microsoft, Redbull, the UN, and Northwestern University to create order out of the chaos. Tactic has a 100% customer satisfaction score on G2 because it was built from the ground up with the end user in mind. It’s an all-in-one solution for hot desking, room reservations, and visitor management.

Visit Tactic today to unlock the power of hybrid work: https://www.gettactic.com/work.

Our thanks to the Tactic team for sponsoring this episode!

In this conversation, Tim Reitsma and Phil Kirschner explore the evolving landscape of work, particularly in the context of HR's role in shaping employee and workplace experiences. They discuss the impact of COVID-19 on workplace dynamics, the importance of data-driven decision-making, and the need for transparency and authenticity in leadership. The conversation also delves into the significance of measuring social capital, creating purposeful workspaces, and future-proofing organizations in a rapidly changing work environment.

Takeaways

• The future of work is constantly evolving, influenced by technology and employee expectations.
• HR professionals are increasingly responsible for managing workplace experiences.
• Data-driven decisions can significantly enhance employee engagement and retention.
• Employee experience is influenced by workplace design and management practices.
• Hybrid work models require clear communication and intentionality from leadership.
• Measuring social capital is essential for understanding employee connectivity and engagement.
• Transparency in leadership fosters trust and aligns employee expectations with organizational goals.
• Purposeful workspaces should enhance productivity and collaboration.
• Future-proofing organizations involves anticipating changes in work dynamics and employee needs.
• Authenticity in communication is crucial for maintaining employee morale and engagement.

To get a notification of new episodes, sign up for the Future Work newsletter at: https://www.flexos.work/future-work.

Reading more: www.flexos.work/learn/futurework-people-places-purpose-hrs-role-shaping-tomorrows-workplace