Future Work

by Daan van Rossum

Welcome to Future Work, a podcast on the happier future of work.

Every two weeks, I sit down with a global expert to learn how we can stay ahead with practical tips and strategies for leading in the future of work.

Whether you're a People Manager, a People Operations expert, or a people-centric C-Suite executive, these interviews provide va ... 

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Podcast episodes

  • Season 3

  • Using AI to Make Recruitment More Human (with Amber Wanner of Vette)

    Using AI to Make Recruitment More Human (with Amber Wanner of Vette)

    Hybrid work is here to stay, but are you making the most of it? Join us on July 8th for "The Hybrid Work Dilemma." - https://www.flexos.work/hybrid2024. Learn how to do more with less office space while increasing productivity, collaboration, and employee engagement. It's a chance to get inspired and connect with peers in a live roundtable to tackle your hybrid work challenges. Thanks to Tactic, the #1 rated space logistics platform used by customers such as Microsoft, Redbull, and the UN, for making this event possible. Visit Tactic today to unlock the power of hybrid work: https://www.gettactic.com/work. In today’s episode, we meet Amber Wanner, founder of Vette, who’s using AI to make recruiting more human. We'll discuss how Amber’s methods provide instant, meaningful conversations, not just interviews, often with people in similar roles who may be suited better for that conversation than a recruiter. Here are the actionable key takeaways from the conversation: Making People Feel Valued: Amber said her purpose is to show as many people in the world that they matter. Recruitment can feel like a plight, but try to reenergize your process to emphasize human connection. Instant Interviews: When you let people choose when to interview, as Vette does, you see that people choose to interview much faster than the usual process, and over 50% of the time outside of office hours. Does your current recruiting process support this? From Interviews to Conversations: Amber is dedicated to transforming hiring from traditional interviews to conversations. She believes in allowing colleagues and individuals familiar with the role to interact with candidates rather than relying on recruiters with limited knowledge of the position. She said, “A warehouse worker talking to another worker flows better, allowing for a safer, more comfortable environment." Using AI Purposefully: Amber found great ways to apply AI in places where it complements the human touch. For example, by matching candidates and interviewers like Uber does riders and drivers. They also use AI to summarize conversations and extract key data points. If you’re looking for ways to implement AI, this is a great place to start. Like reading more than listening? Find the article on our website: www.flexos.work/learn/ai-make-recruitment-more-human-amber-wanner-vette

  • Treating Employees Like Grownups (with Amy Leschke-Kahle)

    Treating Employees Like Grownups (with Amy Leschke-Kahle)

    Hybrid work is here to stay, but are you making the most of it? Join us on July 8th for "The Hybrid Work Dilemma." - https://www.flexos.work/hybrid2024. Learn how to do more with less office space while increasing productivity, collaboration, and employee engagement. It's a chance to get inspired and connect with peers in a live roundtable to tackle your hybrid work challenges. Thanks to Tactic, the #1 rated space logistics platform used by customers such as Microsoft, Redbull, and the UN, for making this event possible. In today’s episode, we explore the revolutionary idea of treating employees like responsible grownups with Amy Leschke-Kahle, a renowned thinker in the people and business space. Her mission is to solve hard problems you can’t see, bust workplace myths, and design solutions for people working in the real world. Before starting her own advisory, Amy served as Vice President of Talent Insights and Innovation for ADP. She led HRIT, people analytics, and learning & development organizations for several Fortune 500 companies. You’ll likely know for her writing in Fast Company, Forbes.com, MIT Sloan Management Review, and Fortune. In this conversation, we'll dive into how rethinking HR structures, embracing AI, and fostering a culture of trust and autonomy can transform organizations. Here are the critical insights into modernizing HR and workplace culture: Treat Employees Like Adults: Amy passionately argued for treating employees like responsible adults. If you treat your employees like responsible, super smart grownups, they will thrive." So, foster a culture of trust and autonomy, empowering employees to take ownership of their work and make meaningful contributions. Separate HR Functions: Amy emphasized the need to separate operational functions from talent amplification in HR. Distinctly separating compliance and payroll from coaching and development functions can streamline operations and enhance focus. Consider reorganizing HR departments to delineate between operational and talent functions, ensuring each gets the attention it deserves. Embrace AI for Connection: Amy highlighted how AI can help us be better coworkers, which highlights that AI isn't just for automating tasks; it can enhance human interactions and relationships at work. Implement AI tools that facilitate better employee communication and understanding, using data-driven insights to foster stronger workplace connections. Courageous Leadership for Transformation: Amy discussed the importance of leaders willing to make bold changes, saying, "It takes courageous leaders willing to take a pause and make that switch." Insight: Significant organizational change requires leaders who are brave enough to disrupt the status quo. Pilot innovative structures and processes, creating a culture that supports experimentation and growth. Focus on the Work, Not the Person: Amy pointed out that focusing on work rather than personal traits reduces unnecessary friction. Emphasizing work outcomes over personal characteristics can create a more objective and fair environment. Develop performance metrics and feedback systems concentrating on work quality and outcomes, minimizing personal biases. Like reading more than listening? Find the article on our website: www.flexos.work/learn/treating-employees-like-grownups-amy-leschke-kahle.

  • Using AI Starts with Your Teams (with WSJ Technologist Dr. Alexandra Samuel)

    Using AI Starts with Your Teams (with WSJ Technologist Dr. Alexandra Samuel)

    This episode is brought to you by Deel: https://www.flexos.work/deel. Looking to hire employees globally? Choose Deel, the #1 Employer of Record, operating in over 100 countries. Simplify hiring, payroll, and compliance—all on a single platform. Deel’s in-house legal experts ensure continuous compliance and unmatched data security, making international employment effortless. Customers praise the platform for its intuitive design and robust support, earning over 3,000 positive reviews. If you're ready to expand your team worldwide with ease, visit https://www.flexos.work/deel to book a demo today. Thanks so much to the wonderful team at Deel for making FlexOS' mission of a happier future of work possible. In today’s episode, we explore the transformative role of AI with our first return guest, Dr. Alexandra Samuel. Since our last discussion, AI has not only advanced in capabilities but also in its integration into our daily workflows and organizational structures. We'll delve into how AI is transforming how we work, what our relationship with AI should be, the differing speeds at which it is being adopted even within one organization, and what you as a business leader should do to successfully bring AI to your organization. 1. You have to act now As Alex shared, the typical way of adopting technology is where a company collects requirements, tests, and rolls out. Doesn’t work for AI. By that time, the robots would have taken over. So move fast, and especially, start experimenting. Alex suggests to find some people who are already AI enthusiasts, and tap them to have the teams innovate together. 2. Create a Culture of AI Alexandra stressed the importance of organizational culture in adopting AI, and how we need to define our relationship with AI, and how it is used, for example in making it a norm to summarize handover materials before sending. Have discussions and create agreements between people about when and where to use AI. As Alex says, make AI not just legitimated, but expected. 3. Let People Experiment A really important way to get people to use AI more is to let them experiment as we also saw in the MOderna and Microsoft case studies. Make time available to figure out how to automate your own work. And make it clear that it’s okay to do so. At the same time, you need to reassure people that this is not about losing their jobs. 4. Ensure to Close the Gap As Alex shared, already, some people are using AI a lot, and for some people, AI is still very new and used infrequently. As AI evolves, that could create a gap between employees. Ensure to close the gap, putting efforts into equal understanding and time spent with AI tools for all. Get everyone to get the benefits of for example being good at using the ChatGPT voice feature, which is a game-changer. This is a huge benefit, as Alex says, “profound changes come when you develop that capacity as an organization or a team.” And Alex CTA, AI is a co-intelligence. And the co means we change too. We evolve too. Rethink your relationship with AI. By leveraging these insights and integrating these tactics, you can facilitate smoother AI adoption and ensure your organizations remain at the forefront of technological innovation and workplace efficiency. Like reading more than listening? Find the article on our website: www.flexos.work/learn/using-ai-with-teams-wsj-technologist-alexandra-samuel

  • 90% Faster Recruiting with AI. What Will Humans Do? (with David Paffenholz, founder of PeopleGPT)

    90% Faster Recruiting with AI. What Will Humans Do? (with David Paffenholz, founder of PeopleGPT)

    This episode is brought to you by Deel: https://www.flexos.work/deel. Looking to hire employees globally? Choose Deel, the #1 Employer of Record, operating in over 100 countries. Simplify hiring, payroll, and compliance—all on a single platform. Deel’s in-house legal experts ensure continuous compliance and unmatched data security, making international employment effortless. Customers praise the platform for its intuitive design and robust support, earning over 3,000 positive reviews. If you're ready to expand your team worldwide with ease, visit https://www.flexos.work/deel to book a demo today. Thanks so much to the wonderful team at Deel for making FlexOS' mission of a happier future of work possible. In today’s episode, we're joined by David Paffenholz, founder of PeopleGPT, an AI platform that uses a ChatGPT-style interface to help source the right candidate for open roles. We'll discuss how AI is transforming recruitment, making it more efficient, altering the role of human recruiters, and whether they are still necessary. Here are a few key takeaways from the conversation: Efficiency Through AI: We learned how AI platforms like PeopleGPT could reduce the time recruiters spend on sourcing candidates by up to 90% by taking over the repetitive and predictable tasks of sorting through candidates, leaving recruiters more time for what humans are good at. The Human in the Loop: The conversation underscored how humans still play a role in nuanced decisions and strategic direction, at least for now. Very often, the real value is better understanding the true needs before a search even starts, informed by company culture and organizational understanding. Ethical Considerations: We also touched on the ethical implications of using AI in recruitment, ensuring that as we integrate these technologies, they enhance rather than compromise our human values and workplace culture. Practices David put in place include removing all personally identifiable information including names, gender, and nationality. Future Work is a weekly newsletter and bi-weekly podcast to help people-centric leaders stay ahead in the future of work. Like reading more than listening? Find the article on our website: www.flexos.work/learn/90-faster-recruiting-with-ai-david-paffenholz-founder-peoplegpt

  • Leaders Should Experiment with AI Weekly (with Lars Schmidt, Founder of Amplify Talent)

    Leaders Should Experiment with AI Weekly (with Lars Schmidt, Founder of Amplify Talent)

    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. Our thanks to the Tactic team for sponsoring this episode! In today’s episode, we explore how HR can be a powerhouse for business transformation in the age of AI and remote work. We're joined by Lars Schmidt, who shares his journey of 25 years, from operator to one of the most influential thought leaders in the industry. We delve into how HR is not just a support function but a critical driver of business strategy, especially in times of AI, and what leaders in HR and across the organization can do to futureproof themselves and their teams. Here are some actionable takeaways to implement in your roles and organizations: Get close to the business. Lars emphasizes how HR should be close to the business, something Anthony Onesto also sent a previous episode. He named Spotify, who is CHRO has created a context in which AR is a natural partner for all important decisions made in the business. Look at this on an individual and organization level. Make sure you truly understand the business - the most successful CHROs have spent time outside of HR. And be curious! Regular Engagement with AI Tools: Encourage your HR team and employees to engage with AI tools on a weekly basis. This practice helps integrate new technologies seamlessly into daily operations, enhancing productivity and decision-making. Emphasize Skills Development: Focus on continuous learning and skills development within your teams. Most skills will expire i. 2.5 years. With the rapid pace of change in job requirements, fostering a culture of growth and adaptability is crucial. Foster Talent Mobility: Implement strategies that support talent mobility within the organization. This approach not only prepares your workforce for future needs but also helps in retaining top talent by providing them with new challenges and growth opportunities. Promote Self-Learning: While we’re all stressed and burnt out, Lars agrees that we’re with the vanguard of a new world of work. Hr is leading that change. Encourage your HR professionals to be proactive in their personal and professional development. Staying curious and informed about industry trends and new tools can make them more effective and forward-thinking in their roles. Future Work is a weekly newsletter and bi-weekly podcast to help people-centric leaders stay ahead in the future of work. Like reading more than listening? Find the article on our website: www.flexos.work/learn/lars-schmidt-leaders-should-experiment-with-ai-weekly