Hattie Roche’s book, Fauna, examines the Future Of Work and How Employers and Employees Are collaborating to improve
Phil La Duke’s Interview was recorded
One size fits all when it comes to designing the future of work. Success is not about finding a hybrid model or offering remote work opportunities. More freedom is being demanded by individuals and organizations. The liberty to select the work model that best fits your needs. The autonomy to decide their own values. The liberty to pursue what is most important. We gathered leading figures and industry experts to gain their input and ideas on how we can create a prosperous future
As As part of our interview series titled “How Employers and Employees are Reworking Work Together” Hattie Roche was interviewed
Fauna, a creative consultancy that provides employee experience to leading organizations worldwide, is founded by Hattie, who serves as the founder and chief strategist. Fauna creates enjoyable work environments that lead to happier employees, stronger teams, and better businesses
We appreciate you stopping by to talk about our time together. We want to get to know you better, our readers. Can you share with us the one or two instances that played a significant role in shaping your life today?
I was diagnosed with a rare type of breast cancer in my 30s. This has had a significant impact on me and provided insight into how people perceive life’s big and small moments at work. No one could have prepared me for the medical menopause, loss of fertility, and post-chemo body as a senior employee
Our work lives are inextricably linked to our beautiful, untidy lives, which makes my focus solely on making a difference and helping more people
Let’s zoom out. In the next 10-15 years, what do you expect to see from work, the workforce, and the workplace?
Our focus is on creating employee experiences that enable individuals and businesses to perform at their best. It is my opinion that we will be doing that in an unique way. It’s a complex situation out there. The demand for experience and work history is changing globally. There is a lot happening, including technological advancements, flexibility in work, and greater attention given to mental health and wellbeing. A considerable amount of it is past its prime. It is my belief that we have pushed flexibility to a level where it enhances productivity, rather than the old-fashioned notion that it hinders it
My prediction is that in 10 years, we will no longer have one-size-fits-all processes and policies resulting in personalized work experiences. What can I anticipate from my employer in ten years, given that Netflix will inform me of what to watch tonight and Amazon will tailor my shopping list to my preferences?
What recommendations do you have for employers seeking to improve their organization’s future?
Start by listening. Listen to what matters most to your people, and learn what’s working and what isn’ t. Concentrate on the guidance of our forthcoming generation. Given that many of us are not able to experience the work future, why don’t we design our own future with our newly acquired skills?
Our clients are aware that AI will alter employment, prompting them to focus on workforce planning for the future
What do you believe will be the major differences between what employers are willing to give And what employees are expecting in terms of benefits? And how would you go about addressing those differences?
The actual matter is the difference in expectations from employers Think The teams’ expectations and their employees ‘requirements are in conflict Actually Want. A research project called WorkPossible, commissioned by CultureCon, has just been launched. Our focus was on the dissimilarity between expectations from leaders and employees. The findings indicated that leaders believe employees crave clarity, listening ears, and human leadership, while their true desires are to be recognized, empowered, or most importantly, given the opportunity to work in flexible hours
The last two points seem to be a significant gap. The lack of empowerment among employees is causing a shift in the narrative towards returning to work. Finding a sustainable balance is crucial to continue providing flexibility and empower our people to make their lives more flexible. That’s how we can help people do their best work
The “Working From Home” global experiment we participated in last year had a significant impact on the future of work
One out of every four comments in our report emphasized the importance of time management, including autonomy, decision-making power, and flexibility. The workforce’s power dynamics are evolving due to the rise of remote work and rapid change. This has led to a demand for greater self-restraint and faster decision-making at all levels of an organization
The headlines about the workforce’s resurgence during the pandemic have been widely publicized. What do you believe are the necessary steps that society needs to take in order to support a work-friendly future?
The list of topics to discuss is quite extensive. Regardless of the protective characteristics in society, I could use them to talk about how work is not structured to provide for everyone equally. We need to adopt a societal approach towards working mothers and parents, as we anticipate the impossible. We are missing out on great talent because we assume that all individuals work for a consistent 9-5 record. It is not, and in fact, it should not
What is the thing that makes you most positive about the future of work?
I am filled with hope and enthusiasm. The workplace is experiencing unexpected obstacles, but we are now having conversations that were not previously discussed. It is now widely acknowledged that a positive experience for employees can lead to financial gain. Despite the commercial imperative, I’m determined to embrace the “era of employee experience” and contribute to shaping a healthy and human future in work for as many people and businesses as possible
Our mental health and well-being are now considered a collateral when we consider the future of work. What novel approaches do you think employers can adopt to enhance and optimize the mental health of their employees?
The present time is characterized by a high level of innovation. It’s true that there is still a lot of work to do. The level of burnout is on the rise, and people are seeking more headroom. Mental health days have been introduced by wellbeing policies, and we have collaborated with prominent brands to train their line managers in how to best recognize and support their teams ‘mental health
The use of technology has increased, with VR stress relief and AI-based mental health check-ins becoming more prevalent. We can expect more of this, but it cannot substitute the value of human connection. At every level, the most inclusive and supportive work environments are breaking through stigma and opening up difficult conversations about their well-being
It appears that a new headline is emerging daily. ‘The Great Resignation’. ‘The Great Reconfiguration’. Today marks the ‘Great Re-evaluation’. What are the essential messages that leaders should convey through these headlines? How can company cultures be transformed?
If I had to give one suggestion to leaders, it would be to involve their own people in decision-making. The great resignation is a result of our meaningful failure to do that. Let’s start treating the workplace as an adult-like environment, not relying on a small group of older individuals to shape it
Let’s be more precise. What are the top 5 Trends To keep In mind for the Future of Work? Can you provide a story or example that illustrates each trend?.)
To stay motivated, I keep quotes on paper and in my desk. What is the “Life Lesson Quote” that has had the most profound effect on you, And how has it impacted your life?
Although not a quote, I believe that we have the ability to see potential and push beyond our current understanding. This applies to both inside work and outside work
It is fortunate that a group of prominent figures in Business, Venture Capital, Sports, and Entertainment have taken the time to read this column. Is there someone in the world or the US that you would like to spend time with for a private breakfast or lunch, and why?
That’s a tough question to answer. To learn more about Patagonia’s business philosophy and how it relates to their workforce, I would like to speak with Evelyn Doyle, a team member
It is common for our readers to engage with the interviewees who have been featured. How can they effectively communicate with you and keep up-to-date with what you’re learning?
Linkedin is where you can find Fauna to keep up with Https: //www. Linkedin. Are there any posts available on Com/company/thefauna? FeedView=all
Can you share your insights and predictions, I appreciate it?. We are honored to have had the opportunity to meet you and wish you a prosperous and healthy life
About The Interviewer:
Phil La Duke is a well-known speaker and writer who has contributed to over 7,000 articles in and published his work in publications such as Authority, Buzzfeed, Entrepreneur, Monster, Thrive Global, and many more. His writing credits are distributed worldwide, with him being featured on all four continents. He has written four books and is currently working on one more book
The first book he wrote is a deeply personal and uncompromising exploration of worker safety Mind Your Own Business: IK now My Shoes Are not tied!. The perspective of an occultist on workers ‘Safety His second book The Handbook On Workplace Violence Prevention was rewritten by Lone Gunman Pretty Progressive magazine’s list of 49 books on powerful women includes “Whole: Workplace Violence” which is ranked #16 overall. His third book The blood found In Your Pockets Is the same as the blood On Your Hands His most recent publication provides a step-by-step guide for ensuring worker safety Stop. Don’t Shoot! Focuses on the prevention of Mass Shootings and their detection. The release date for Loving An Addict: The True Victims of The Opioid Epidemic is 2025. A chapter on the topic was also authored by La Duke 1% Safer The book is a non-profit publication written by the most prominent innovators and global thinkers. ”
Expertfile lists Phil La Duke as a top 25 thought leader in multiple areas. In addition to his writing, Phil sits on 17 Biomedical Research Oversight Boards and is a highly sought-after speaker. La Duke is currently employed as a COVI DC ompliance and Production Safety Consultant for the film and television industry
Mr. LaDuke is a business consultant specializing in workplace violence prevention, worker safety, and corporate culture change
Follow Phil on Twitter @philladuke, and on Facebook at Https: //www. Facebook. Com/Phil-La-Duke-320996002174991/ ,
His author’s page on Amazon Https: //www. Amazon. Com/~/e/B07G799XC6., or read his weekly blog Www. Philladuke. WordPress. Com That he updates with the regularity of a turtle with too much rice in its diet
