DEC 2013.

CONTENTS

HOT SPOTS UPDATES

We’ll be rounding up the past year of research on Inclusion and Diversity with two webinars on the 21st January.

Our Engagement 2.0 FoW Masterclass will take place in London on 4th February, with speakers Guy Halfteck (Knack) and Lakshmi Ramarajan (Harvard Business School) already announced.

Finally, we’re pleased to announce that
we’ll be holding a Japan workshop on 16 June 2014 – contact jayna@hotspotsmovement.com for more details.

ARTICLES

WORKING WITH PURPOSE AT PEPSICO

In this guest article, a representative from one of our FoW member organisations, Laura San Miguel, Culture and Engagement Manager PepsiCo South West Europe, discusses some of the innovative ways in which the company makes work meaningful for its employees.

Meaningful work is an important concept at PepsiCo and we have many processes in place to ensure that colleagues have the opportunity to create a meaningful role for themselves. More

FOW MEETS…BORIS PLUSKOWSKI

Watch our interview with gamification expert Boris Pluskowski as he explains how gamification can transform business processes and shares his thoughts on meaningful work.

Deepen your understanding of the meaningful work concept by joining our Future of Work Research Consortium. To find out how your organisation can get involved, contact tina@hotspotsmovement.com

INSIGHTS FROM THE FOW JAM:
DEFINING MEANINGFUL WORK

Discover how our FoW members define meaningful work and what it takes to achieve it.

1. Enjoyment
The jam discussions revealed that for work to be meaningful, it must be enjoyable. Jammers talked about being about to achieve authenticity by bringing their “whole self” to work and being able to combine work and hobbies. More


READER PERSPECTIVE: MEANINGFUL WORK

We’re always interested in hearing what our clients think about our key topics, so we were really happy to interview Martin Brandt Friis, HR Sr Director, Arla Foods, and get his views on the topic.

HSM: What is your organisation doing to ensure meaningful work for its employees?
MBF: At Arla Foods we try to engage our people in target setting and direction setting during our LOTS (Strategic Business Planning), Dialogue (Performance Management) and Barometer (Employee Engagement) sessions. More

HOT SPOTS COMMENTARY:
AND NOW FOR THE GOOD NEWS

by Tina Schneidermann, COO, Hot Spots Movement

Phew, we got there, just in time for the end of the year: According to Louisa Peacock, Deputy women's editor at The Telegraph, part-timers are finally making it into powerful roles. This is great news, and I really want to believe it’s true. And yet, many studies show that part-time workers are passed over for promotion, their remuneration stagnates, and they are frequently taken away from client facing roles.

Being in an optimistic, glass-half-full mood as the year comes to an end, my reaction is that while this is probably true, there are also many people in full time roles who don’t receive the promotions and pay increases they deserve. I’m inclined to think that we should concentrate on the fact that some part-timers do succeed. This could be the beginning of a positive trend – one which I and the research team at the Hot Spots Movement shall be following closely over the next few years. More


WHO’S IN OUR NETWORK?

Big Data is a key theme for us and this month our research team has been talking to Guy Halfteck, the founder of Knack, a software firm with a unique approach to big data: their mobile games adapt big data metrics to hiring, engaging and developing talent.

We really admire Guy’s approach: he believes that traditional tools like personality questionnaires and standardised tests are insufficient to predict success in the workplace, and that traditional entry requirements – such as university qualifications – don’t necessarily lead to the best recruitment decision. To break this cycle, Knack uses a team of cognitive psychologists, computational neuroscientists, videogame designers to create an alternative model capable of gauging intangible qualities like strategic thinking, problem-solving, practical thinking, creative insight, mental agility, persistence, performance under pressure, and social and emotional skills. We think this is a great example of how organisations can use big data to tap into the wisdom of their crowd, which is why we’re pleased to have Guy in our network.

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