The world is changing, and so, too, is the way we work. From how we attract and on-board new talent into our organizations, to how we view and measure individual and team performance, foster lifelong learning and value cultures of well-being and diversity. Traditional work practices and business structures are evolving at an unparalleled rate in the face of today’s dynamic business and technology climate, unconventional tactics and shifting workforce paradigms.
Are you prepared for the future of work?
Thriving in the future of work requires evolving traditional ways of thinking. It involves organizations moving beyond standard “hire to retire” processes to those that “engage and inspire.” It demands an evolution from transactional HR systems to people-centric systems of engagement and intelligence. In the future of work:
- New work patterns emerge to embrace the flexibility and mobility demanded by the newest generation of workers. Traditional work models combine with co-working, gig work and more to usher in the liquid workforce.
- Jobs are deconstructed into projects and gigs for internal and external fulfillment, offering new ways for individuals to grow and develop their experience and career paths. Concepts like reverse mentoring, board-twinning, job swaps and more will emerge, with machine-learning driving the matching of people to bite-sized development opportunities.
- New self-organizing team-based management overtakes traditional hierarchies, enabled through AI-driven systems of insight and inference.
- Digital assistants are common work partners, and physical work spaces become smart.
- Powered by collaboration and gamification, performance and goal management shifts from command and control to open and engaged.
- Payroll evolves beyond the traditional paycheck, as people look to on-demand, real-time payments, in emerging crypto-currencies, and new pay methods reflecting new work models.
- The employee profile gives way to a portable, trusted digital identity, powered by blockchain technology, owned and managed by individuals, not HR departments.
- Understanding spheres of influence and networks becomes more important than the visualization of organizational hierarchies.
- Critical workforce measures move beyond efficiencies and effectiveness to engagement, impact, and organizational agility.
The above are just a few of the transformations currently underway, bringing unique challenges and opportunities to organizations as they evaluate investment priorities based upon their business hierarchy of needs.
Are you ready for the future of work?