Adapting to the future of work with Nestlé

With the world of work constantly changing, we spoke to, Aga Swiatowa, who is responsible for the time management IT systems delivery across EMENA markets for Nesté. Managing full product lifecycle from Strategy, Implementation, through Sustain. Expert at executing Operational Excellence initiatives, while enhancing performance, improving quality and reducing costs. We spoke to her about the most exciting areas of the future of work, and what Nestlé is doing to adapt to these changes.

What is the most exciting aspect of the future of work?

What we’re seeing is A.I. playing a big part, through chatbots, robotics. The future is also flexibility and especially looking at the younger generation that comes to work. So we need to ensure that our work environment is flexible enough to be attractive. Being the biggest nutritional company worldwide, we’re about living this healthy lifestyle and incorporating this into the workplace. What I observe in my team also is remote working, we’re all working remotely and I myself am working from home as my office is 500km away. The changes happening now is the future and we know it. We heard earlier this morning about the war on talent if you find the right candidate for a role but they’re in Qatar then you still need to consider that person.

Are there many challenges that come with flexibility and adopting this culture?

There are certain roles especially in IT management requires these teams to be together and doing stand-ups every day, and considering the process of software development, for example, this can be difficult because you can have a team that are in different places, you have to use technology in order to make this happen. So we use technology like teams to be constantly updating each other. For my previous job, I was in a complete virtual working environment and I found that in order to build a strong team, you need face to face meetings. So we aim to do that at least a couple of times a year.

Is there anything Nestlé are doing to adapt to these digital changes?

We have a huge transformation program going on especially in the HR space, we’re already involved in several markets including an SAP platform which helps to manage all HR processes except for time management which we are still using Kronos for, which are also for those in boutiques. We are also going into more of a self-service mode as that is the future, we’re putting more features on mobile as much as possible, such as the employee central app and success factors, as well as standardizing things as much as possible.  

How important is this digital change?

There is a change management around this for sure, the digitalization in the hiring process helps a great deal. When you’re hired the database already has your CV so it takes details from your CV, filled in into preset forms and then you can just fill in the rest. So for employees, there definitely is a benefit. And in HR we are seeing a positive impact, and Kronos, of course, is our next step.

What was the biggest takeaway from KronosLive?

Looking at what futuristic things to expect in the following years are exciting to see and more high level, it was great to also understand the developing workforce that is coming, because we’re not only seeing millennials, but also Gen Z coming into the workforce. The authenticity topic is very interesting as well, because if you’re not an authentic leader in today’s age then no one will follow you because it’s a completely different generation. KronosWorks in Las Vegas was similarly exciting to go to about different dimensions in tech. These aspects of the sessions are really useful.