Future of Work Presentation Final

THE FUTURE OF WORK
Bridging the gap between ‘self-employed’ and ‘job security’

THE PROBLEM
90% $500
of leaders think an
engagement strategy
is crucial to impacting
business success
yet only 25% actually
have one.
BILLION
is lost per year
due to employee
disengagement.
10%
of older and younger
workers would say
they produce their best
work in the office.
70%
of millennials have
considered leaving
a job for another
boasting flexible work
options.
DID YOU KNOW? By 2027 more than 50% of the American workforce will be freelancers.

YET...
Employees who feel their
rewards meet their needs are
7x more likely
to be engaged with work compared to
employees who don’t feel that way.
When employees are highly
engaged they’re likely to have
38% above average
productivity.
77%
of employees reported they are
more productive when working
away from the office.
MORE THAN
80%
of millennials say they
seriously consider how a
position will affect their
work-life balance.

So, employees want
more flexibility
and have proved
that they are more
productive and
happy when they
get it.

SO, SURELY COMPANIES
ARE GIVING EMPLOYEES
WHAT THEY WANT?

UM... NOPE.

SOLUTION
EMPLOYER
The ability to assign and manage flexible work schedules.
The ability to award that flexibility based on performance.
The ability to monitor and rate the ‘remote work’ output.
The ability to recognise employees.
EMPLOYEE
The ability to work remotely.
Not be micro managed have a sense of autonomy and trust.
The ability to work in their own style and on their own clock.
The ability to feel recognised and valued.
= =
Resulting in HIGHER engagement.
Resulting in HIGHER productivity.
Feels happier, more valued and productive.
Loyal to your organisation and an advocate.
72% of workers who are able to act and make decisions on their own said they are satisfied in their jobs.

1 Platform that connects
productivity with work flexibility,
using gamification,
and backed by behavioural science.

The process starts again.
Employees choose an incentive
program that best motivates them.
Employee works
from home and their
output is reviewed by
managers after each
remote day.
HOW
DOES IT
WORK?
Managers approve it
and set milestones for
the points system.
Employee redeems
points, accesses rewards.
Points system reads off their
projects and tasks (via API
from PM tools).

THE WAY IT WORKS
Eg: API calls from Asana when milestone completed = points on the platform.
TASK COMPLETE
POINTS ACCUMULATE
PROJECT MANAGEMENT
MANAGEMENT
FOCUSED
REWARDS
PLATFORM
EMPLOYEE
FOCUSED
STRATEGY DRIVEN
Features:
Create, assign projects
Implement timelines
Monitor progress
Monitor Strategy
Monitor Teams
PRODUCTIVITY DRIVEN
Features:
Monitor points - Redeem rewards
Monitor remote working calendar
Submit work - review work
Recognition - feedback on output
Productivity Portal
Employees are 5x more engaged when they feel HR systems and platforms are easy to use,
and they 6x more engaged when those systems are effective.

OTHER PROBLEMS WE AIM TO SOLVE
BIASED PERFORMANCE REVIEWS
LACK OF EMPLOYEE RECOGNITION
Only
51% 5%
of employees
believe annual
reviews are
inaccurate.
of HR leaders
are satisfied with
performance
reviews.
of U.S. workers said
being recognised
motivates them in
their job.
78% 80%
of employees prefer
immediate feedback
to annual reviews.
Recognition is the number one thing employees say their manager could give
them to inspire them to produce great work.

OTHER COOL FEATURES
Ideas board where
peers and managers
can upvote (like) an
idea
Progress health bar Motivation nudges Prioritisation toggle
Automated ratings /
surveys
Productivity hacks
Peer reviews

OUR CORE VALUES
WHAT ARE THE PRODUCT PURPOSE VALUES
EMPLOYEES FIRST
ALWAYS VALIDATE WITH USER
BASE FEATURES ON EVIDENCE
FUTURE OF WORK
Always keep employee first in mind when building features.
Pretty straightforward.
Every feature, methodology needs to be backed by scientific research with hard proof.
Enabling the disruption of remote working.
WHAT ARE THE CORE VALUES ON WHICH WE BUILD THE PRODUCT
AGILITY
TESTING
USER FEEDBACK
USER EXPERIENCE
KEY VALUE FEATURES
Be able to tweak and pivot instantly.
Before launching always A/B test.
Always build based on the need and not what we think is the need.
Should always be able to navigate without a video tutorial.
Build what is our core differentiator and value driver and then the ‘nice to haves’.

FAQs
1. Why don’t you have a name or a logo?
Great question! We believe in focusing all our resources and energy on building a world class product validated by
the end user. Once we have built the product, with YOUR help, we will worry about a name and a logo.
2. Where does the behavioural science fit in?
So, all the features that we build are based on proven methodologies, theories and studies. These come in to play
on the productivity side of things mostly but also in the gamification and user experience.
Example: MICROWINS, ROWE, 4DX, MRI, PERMA
3. Who are the contributors to this platform?
We are bringing together a diverse range of expertise from HR business partners, Talent managers, Project
managers, behavioural / industrial psychologists and of course, the millennial!
4. There are loads of employee rewards/recognition softwares on the market how is this different?
100%, we don’t plan to compete with the either fully tangible or fully intangible rewards softwares, our USP is that
these rewards are based off your output (plugged in to PM tools), and the core incentive is to earn remote work not
gift vouchers.