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