26 ideas from Tomorrow@work 2024

We had the amazing opportunity to listen to some wonderful speakers last week at Tomorrow@work, a BusinessMark annual event with focus on #futureofwork.

Over 30 speakers and around 270 attendees joined the event. For those who missed the event, here are 26 ideas to take home:

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1. "Sometimes, when you’re engaging with automation, you don’t necessarily know what automation is. People realize that once they experience automation, their jobs are improved, so they get this mindset shift." - Brigette McInnis-Day

2. "I believe the role of the manager is very important in managing wellbeing. We bring home the stress from work - 40% of employees say they cannot talk to their manager about wellbeing." - Dana Dobrescu

3. "Do you know how many legislative changes there were in the area of remuneration in 2023? We had over 80 changes. Basically, one change every three days (...) The remuneration module aims to generate the package of deliverables necessary for the HR department month by month. And it is updated according to the latest legislative changes." - extract from the presentation of Mihaela Colesnic and Darius Ionut Gisca

4. "I think HR is evolving, and we need to be ahead of that - we need to embrace that change, to be part of this digital shift, because this is how we’re going to make our strategies happen." - Rachel Wilson Rugelsj?en

5. "Most employees, if they see a fair, progressive approach to technology implementation, are curious and open to discovering it." - Roxana Abrasu

6. "The new generations have this 'WHY?' It's a myth that they don't want to connect personally - I think there are generations that value their time much better and find a balance between their personal time and how they can work." - Raluca Hagiu

7. "In 5-10 years, we should become strategic in our relationship with our leaders. If they are focused on objectives, we must help them achieve those objectives. In the HR portfolio, I add the coaching hat to achieve goals." - Gina Cruceru

8. "It's important to let people work as they want to, not to put pressure on them. Let's try to bring them, however, into an environment where they interact with their colleagues. It's important for our employees to have autonomy and flexibility." - Florentina Greger

9. "Those in Generation Z represent about 10% of our employees. There are all sorts of myths, one being that they don't want to meet face to face, which is not true. They want to meet, but with meaning." - Simona Ciora

10. "We have in front of us a much deeper generation, asking much more complex questions than we expected. We have 5 generations in the workforce, which is a great opportunity for companies to develop and learn from each other." - Gabriela COSTACHE

11. "When I give feedback to them (Gen Z), they push back and they want to have the safe space to say: 'I don’t agree with that.' They don’t have a work persona and a personal life persona - they bring their whole selves to work, so they are expecting the company to be diverse, inclusive, and safe." - Lucy Kemp

12. "We don't talk very often about performance management when we talk about skills, which means that skill needs are not aligned with organizational needs, and this leads to certain gaps in performance." - Vlad Mircea Gireada

13. "You cannot be authentic if you don’t know yourself. Let’s talk about leading by example; that means admitting to yourself that you need to work in order to become the person you want to become. It also means to be vulnerable." - Teddy Dimitrova - Rondhuis

14. "Too much remote work makes us disconnected from colleagues, from the team, from values, from that sense of purpose. On the other hand, we don't need to be together every day. If we don't have enough in-person collaboration, the results are disastrous." - Andrei Cretu

15. "When implementing a new platform, the hardest part is selling it internally. We communicated on all channels, we did training sessions, 1-to-1s. We had the full support of the CEO. It is important that, in such a process, you have the support of the CEO and the board." - extract from MyLensa Story - Alina (N?stase) Costea , Simona Istrate , Timea Mozgirs .

16. "Attracting talent is love at first sight, it is the spark that ignites at the first interaction with the company they want to work for." - extract from the 1 to 1 discussion between Anca Bosinceanu and Valentin Alangiu

17. "There are a few critical priorities, such as: analytical thinking, creative thinking, AI and big data, leadership and social influence." - Andrzej Borczyk

18. "We're talking about crisis communication and in the context of quiet quitting, which has turned into loud quitting. This is a leadership crisis because people leave people, not companies." - Ana Maria Diceanu

19. "Not all areas will be replaced by digitization and artificial intelligence. We don't need to worry so much; rather, we need to think about how we position ourselves in these transformations." - Leonard RIZOIU

20. "It is also very important to create programs for our colleagues to remain motivated, both for talents and performers. We want at least 80% of our colleagues to be promoted internally." - Johanna Chivaran

21. "We say that the future of work is human, but a human adapted. We need to talk about data too, but the idea is to connect with each other, to correlate information, and to focus on what needs to be done." - Mihai ZANT

22. "Knowledge workers will be affected by artificial intelligence. In the future, programming will no longer be an essential skill. What remains are these language skills - to know how to speak, how to interact with artificial intelligence. It will be very important to have advanced problem-solving skills." - Oana Munteanu

23. "I feel that, for some time now, the pressure on the shoulders of middle managers has been very high, and the context of recent years has increased this type of pressure. It helps to realize that our role is to be in front, not behind." - Luiza Banyai

24. "In banking, there are 4 skills that are necessary for the future. Number 1 is represented by digital skills, with a focus on user experience and user interface. Number 2 is closely related to the regulatory area, because the level of complexity is increasing. Data literacy, with a focus on data analytics, is necessary in any department in banking. Last but not least, you need cybersecurity." - Andreea Mihnea

25. "In the transportation and courier industry, the transformation began involuntarily and aggressively during the pandemic. We learned then that if you have a common purpose, a vision, a direction, the mobilization from the organization is extraordinary." - Elena Anghel

26. "Soft skills represent more than just navigating through the everyday madness, it's about anticipatory thinking, prevention, about what we'll do if no soft helps us tomorrow." - Elena Cristina Stefan