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GATE 5
A COLLABORATION BETWEEN
BENJAMIN LAFLAMME ZOE WORSNIP
CHECK IN Our previous gate explored the future of data and its uses in the workplace. In this gate we present the practical application of our forecast in the form of the next iteration of Facebook Workplace.
| PROJECT BRIEF
INTRODUCTION Our project reframes the wicked problem tied to living in a networked world: fragmented living. We dichotomize work and life by chasing after it’s elusive balance. But technology has allowed us to work & live anywhere, anytime. The question becomes: What future allows us to be delighted rather than overwhelmed. What systems enable higher cognitive power, at lower personal cost? We believe that these connections can be achieved through play. Play as a cerebral activity is creative, rewarding, intuitive and intrinsically motivating. The platforms we work with should be infused with these capacities. They should empower our connection, not
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DATA AS MATERIAL
MISSION
Our project reimagines the futures of Data. Since its
Our mission is to use Facebook Workplace as the first
inception, it has been binary in nature. Yet recently,
iteration of what brings us from our current state to our
we have been using it to solve less and less binary
envisioned future. We have chosen institute our solution
problems. With the advent of AI and Machine Learning,
in the workplace because it is one of the areas most
data will allow for value delivery and value moments
plagued by fragmentation being.
that match the depth of experience we want. It is only natural that data would evolve to suit the new demands
We chose to focus on freelance work as the necessary
we place on it.
future following automation and AI. Networked businesses, faster acting and able to respond to
“ The more digital life gets, the more people will value being understood, touched and involved by other people.”
overwhelm it. http://adage.com/article/guest-columnists/future-engagement-big-data-big-emotion/295350/
disruption, will be united under a platform that can accurately build company knowledge bases. B2B software is increasingly under pressure to be more accessible and employee facing rather than employer facing, a need that will only be exacerbated by the expansion of team networks within industries, as businesses move towards a contract based business network. Being able to connect with the right people will become the number one requirement. Why not use the structure that is already so successful and adapt it to the right markets?
| PROJECT BRIEF
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“AI and data analytics will increase productivity and the demand for non-routine and professional skills by reframing the way we design, coordinate, manage, deliver and assess products and services.�
Medium to large conventional (private or public sector) businesses or businesses in transition. Change management has become a top priority due to the larger subset of millennials entering the workforce with new sets of expectations. These new workers expect to be working on highly focused tasks, similar to the archetypal Google workflow. HR is prioritizing employee experience through a focus on recruitment and retention, and understands that millennials will offer high levels of performance if their need for greater agency, flexibility, growth, ethics and purpose are met.
http://www.horizons.gc.ca/sites/default/files/Publication-alt-format/pdf_version_0239_6698kb-45pages.pdf /
Office tools involve greater use of technology, from communication platforms changing collaborations
PROBLEM STATEMENT
(Slack) to making remote work. Office skills sought out for the modern workforce: Emotional Intelligence, Problem-solving, Creativity, Social skills
In the world of wicked problems and multidimensional experiences, companies require agile, multidisciplinary teams capable of creative problem solving.
PEOPLE
Conventional organizations have become insufficient, as the expectations for higher cognitive and creative
The emerging group of people will be knowledge
capabilities require adaptive ecosystems and divergent,
workers, who will be primarily working in a Project
high-performing thinkers.
Economy, where they will be required to gain skills at a rapid pace. They will most likely be working
How might a culture that embraces play ignite engagement and tackle complexity? Can we leverage play behaviours and emerging technologies to shape people that perform at a higher level? Most importantly, how do we humanize the technologies of today to create a more meaningful experience?
A large portion of these workers will be millenials, a generation defined by their new sets of expectations, including their need for purpose-driven work.
FACEBOOK WORKPLACE | OVERVIEW CORPORATE
ANALYTICS
Initial intention was to help large companies feel and act small therefore the pilot project and early adopters were larger organizations but their goal is to have it adopted by all companies small or large.
Aimed at the people who will be making the decision on whether to use workplace or not is the inclusion of analytics. Making use of the data created through the use of the system to draw conclusions and create a new way to look over a workforce no longer tethered to their desks and
COMMUNICATION
no longer engaged in easily quantified tasks such as data entry.
The largest hurdle in making large companies feel and act like small ones is the limit on access. From the separation of employees by floor to the limits on space in a meeting room
MULTI-COMPANY
the physical nature of the traditional, large organization leads to communication inefficiencies as well as a barrier to social wellness. Workplace tackles these issues by digitizing the space within which the day to day interactions occur and introducing a hierarchy to the information.
The last key aspect and most recent feature added is the multi-company group which allows for safe collaboration with organizations. This feature is currently aimed at work being outsourced to consultants or supporting organizations but it is clearly the beginnings of a coworking
MOBILE The current system is already built with out of office functionality and is therefore future proofed against the delocalisation of work in the near future. This inclusion shows the understanding that the office is not a place but now a state of mind and should be accessed just as easily.
space that could be used by individuals as effectively as organizations.
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FACEBOOK WORK | KEY ASSETS
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USERS
RESEARCH
BUSINESS
TRUSTED
1.8 Billion users
User research
The platform
Trusted by the
already on board
embraced as a
already used
generation native
and naturalized
social mission
businesses and
to the platform
organizations
FUTURE OF FREELANCE
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LAW
SERVICE
EDUCATION
The youngest generation of lawyers are being forced to
Volatility in demand for staff of varying experience
Educators are going to see a resurgence in their
compete at an absurd level to find their way into a law
levels based on the speed of attraction that the internet
desirability as freelancers as the older tenured teachers
firm after graduation where they will hope to work their
has created. A form of structured freelancing has
hold onto their jobs not allowing young teachers into
way to partner by the time they are in their 50’s.
already taken shape in companies like uber and foodora
the workforce. The use of a freelance market will allow
and it would stand to reason that the rest of the sector
for increased compensation and an outlet for young
will follow suit as the financial incentives become riper
educators to make a living in their domain.
Law firms too exclusive
for both sides of the transaction
Social justice battles are more and more common
MasterStreet, organization allowing accredited New York City tutors to be found in one Low wage jobs done by college grads on the
Automation will change the way law research is done which will bring costs down
location
rise. Defunding of public school system As demand for experiences rise so will the demand for service staff
Decreasing educator wages Continuing education/ non linear education paradigms
Vacation
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Disability
Time off Immigration Hobbies International Regulation
Quarterly Reviews
Voter Ratio
Employee Ethics
Business Trip
Access to Resources Severence Package Commute
Human Resources
Industrial Parks
Gender Equality
Termination Suit Social responsibility
Office Space
Augmented Reality
Work Environment
Intelectual Property
Facebook Workplace
Discrimination NDA
References
UpWork
LOGISTICAL
Empathetic Hiring
Geotagging
Noncompete
LEGAL
Cash economy
FREELANCE ECONOMY Interview Process
Taxation
Monster.com
Patents Unions
Primary Business Data
Benefit Packages
Promotion
ECONOMIC
Employment Insurance Savings Matching
Skills Barter
Employee Retention
Paperless Immigrants
Head hunters Unemployment
Citizen Registration
Secondary
Loan Market Voter Fraud Fortune 500 Rental Market Company Bonds Aspirationsal Consumption
Tertiary
Speculation Trading Federal Interest Rates
Ancillary
| QUESTIONS
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What if the future
What platforms
of work was
would allow us
subscribed?
to be delighted rather than overwhelmed?
How might we
How might
How might we
enable higher
we design a
connect the right
cognitive power,
business culture
people to the
at lower personal
in the climate
right task?
cost?
of distributed enterprise?
| POV STATEMENTS
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In a world where work
The advent of AI
Millennials, as the
and life are no longer
and data analytics is
largest working
separate, platforms we
increasing the demand
population, are
interact with should as
for non-routine and
similarly changing
mobile and flexible as
professional skills.
the nature of work by
we are.
valuing passion over profit.
The relationships
Businesses are in turn
between business
becoming increasingly
and employee has
distributed to keep up
shifted, with workers
with rapidly changing
decreasing time spent
industry climates.
in a single business.
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EXPERIENCE DEFINITION
| INTERVIEW RESULTS
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WORD OF MOUTH The top rated way freelancers find work. How a platform facilitate trustworthy connections?
CONSISTENCY The largest issue for freelancers. How can quantity of clients contribute to reducing consistency issues?
MILLENIALS The largest emerging professional market. What tools are native to the millenial generation and how can they be leveraged?
| PEOPLE CONTEXT ACTIVITIES Demystifying millenial freelance and contractual employment.
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| EMPATHY MAP
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WORK
GROW
LIFE
CONNECT
SHOW
| SCENARIOS
CONNECT WITH BUSINESSES Reach our those seeking your unique expertise using Facebook’s algorithms and applying with one simple click. Develop stornger ties to networks existing within your local community.
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| SCENARIOS
GROW SOCIAL AND FINANCIAL CAPITAL Develop skills and influence by participating in projects you are passionate about. Keep track of everything using your personal dasboard.
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| SCENARIOS
SHOW YOUR WORK Display constantly updated version of your latest work and contributions, with reviews from your latest teams.Feature what interests and passion pursuits make you a unique candidate.
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| STORYBOARD
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DELIVERABLES
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FOCUS ANTICIPATE
GENERATE ACTIVATE
PLAY
COMPLEXITY
OPPORTUNITY MAPPING
TEST & VALIDATE
trend mapping
STAKEHOLDERS
Opportunity recap
Co-creation
key trends
current infrastructure
Play space ecosystem
Revised Product
WORKPLACE
projected adoption
GENERATIVE SCENARIOS
STRATEGIC REQUIREMENTS
trend mapping
BUSINESS CONTEXT
Now
Entry - attraction map
key trends
New workplace
Soon
Feasibility / Acceptability / Knowability
DATA SPACE
Millennials
Someday PROTOTYPING
trend mapping
New Skillsets
BEHAVIOUR CYCLE MAP Wireframes
key trends
CASE STUDIES
PLAY CRITERIA Animated Video
GLOBAL SCANNING Social
REFINEMENT Report ROADMAPPING Pitch
Augmented
Experience Definition
Autonomous
Brand Strategy Preliminary Interviews
| NEXT STEPS : ACTIVATION / FINALIZATION PHASE
MARCH 20TH Co-creation session (the grind or impact collective) Entry Attraction Map
MARCH 27TH Working prototype wireframes of new features Final Report
APRIL 3RD Animation progress (a day in the life)
APRIL 17TH FINAL Gate Video animation Report wireframes (either working or journey map)
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FRAMEWORKS
| PLAY CRITERIA
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We employed two key sets of criteria to isolate the key dimensions of our desired play interactions. Our objective in merging these two was to understand play from the life and work perspectives.
ALEXANDER MANU
FARZHAD SEDGHIPOUR
Alexander Manu spoke of play as a means to create an
Farzhad Seghipour is a graduate from SFI who advanced
experience that “maintains physical performance but also
the idea of play as the key social technology to ensure
addresses higher cognitive abilities, such as emotional
future growth and success within the workplace. A culture
needs” (4). It creates the space for “lasting value” and
of play must engage in activities that are:
“higher cognitive abilities (5). Play value and interactivity elevate an experience for greater engagement. In order to achieve this transformative space, a product or experience must be:
Voluntary Intrinsically motivated Imaginative Sub Creative
Engaging Fun Absorbing Challenging Rewarding Non-frustrating Have repeat value Secondary criteria: Functional Multipurpose Spatial
Active State Mutuality (you+objects, you+environment, you+others)
| INTERACTION CRITERIA
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Combining perspectives to arrive at a wellrounded data set for our interactions.
MUTUALITY Offers mutual benefit between
REWARDING
VOLUNTARY
CREATIVE
Recognizes
Doing an activity
Fun and ignites
challenge
for activity’s sake
imagination
markers.
parties
REPEAT VALUE
INTRINSIC MOTIVATOR
ACTIVE STATE
Stands the text
Stimulates
Contrasting
engagement and
with passive
desire
consumption
of time
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| REFINEMENT Our enabled ecosystem diagram offered several avenues for affecting efficiency of the workplace through technological means. However, our goal was not only to improve the efficiency of work but to enhance experiences through play methodologies. This lead us to creating the play criteria matrix, in which we assessed our 6 ecosystem technologies with the play criteria. In this way we were able to evaluate which areas would result in the most impactful experiences. Through this, we arrived at 3 opportunity areas: self-knowledge, continuous learning and serendipitous environments.
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| KEY OPPORTUNITY AREAS
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The three key business activities that rated highest in the play space matrix were the following: self knowing, serendipitous environments and continuous learning. The titles of these activities were changed from the enabled ecosystem in order to reflect their space along the life/work spectrum. The spectrum was
WORK
LIFE
introduced to acknowledge the current illusory separation of the two opposing poles as well as the growing need unify the two.
GROW
CONNECT
SHOW
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| JOURNEY MAP: NOW In order to create an overarching journey map for the work cycle, we researched and collected task typographies to embody the main activities completed by any worker engaged in the knowledge sector. With the work typographies laid out we searched for areas of opportunity by plotting the level of frustration, engagement, and productivity associated with each activity. These metrics were chosen due to their importance to both employers as well as employees when judging workplace satisfaction.
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| PROPOSED FUTURE The proposed futures gather activities found in the previous journey map, grouping them within the realm of our key opportunity areas. While certain tasks will in large part be relegated to background automation activities, such as organizing and producing others will take the foreground as beneficial activities that serve to enhance performance and engagement.
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GROW
CONNECT
SHOW
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BRANDING
| VALUE PROPOSITION
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CASE STUDIES Companies at the cutting edge of technology are also at the cutting edge of social innovation in their corporate policy. This tells us that their interest in social efforts is not only out of care for their workforce but also a data driven proof that improving the social aspects of the work has real benefits for the business.
| 36 | NETFLIX Netflix used common sense to develop a talent management philosophy that could help on all fronts of employer acquisition, management and retention. Their talent management philosophy involves only hiring excellent workers and putting people analytics to best use. This created an environment in which direct feedback (also known as 360 reviews) took place of annual reviews. A keen awareness of the company’s subcultures is also an important part of netflix’s seminal work. This organization understands the way in which the new generation operates and expresses their opinions. The current structure at this company looks nothing like the companies of yesterday, they are the trailblazers of the way in which things will operate universally in the future because they understand the motivations of their constituents. Employees are given unilateral freedom to innovate, explore, and spend their time how they see fit, in essence the allow them to play. This strategy has led to a company with highly motivated employees that consistently outperform all other media companies with traditional employee hierarchy structures.
| 37 | GOOGLE Google’s Project Artistotle is a seminal report outlining the fundamentals for effective cocreation, with their most important discovery highlighting team cultures and the mitigation of rejection that comes with cultivated inclusivity. Researchers at Google began puzzled by diversity as being the only constant across the 180 teams studied, with no patterns defining which personality types or cultural mix provided optimal performance. It was instead the notion of “group norms” or “team culture” which gave members heightened feelings of unity and purpose, leading to increase in innovative thinking and co-creation Project Aristotle’s most relevant discoveries were that the most effective teams have only two consistent indicators for success: safe collaboration through shared norms and a failfast approach, channeled through team-wide acceptance.
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| 38 | ZAPPOS The key implementation at Zappos has been individuals taking on many different roles and leaving behind the job description you were hired for. Through this process the individual will have a better idea of what should be done compared to a typical job description given when hired and subsequently forgotten. Use of a “role marketplace� which shows the roles needed to be filled and their urgency ensure that people are working towards the betterment of the company and the success of each role and task done is measured to ensure ongoing success. The informality of this system has lead to an enormous learning curve within the company. Zappos is sticking to their resolve and giving the new methodology a fighting chance to work itself out before calling it a failed experiment. The major problem appears to be that the employees are using their new found freedom to pull the company in too many opposing directions. With a hiring process that focused more on the alignment of core values there could be more of a unified direction that could increase the potential of the holocractic system.
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