In order to build the Future World of work, we have to understand the challenges and changes that will be shaping the future.
All these can be clustered into these five main themes.
The changes in technology over the last decade have significantly changed the way we work. We are no longer limited to clients and employees because of country borders and continents. The new technology platforms and functions have opened up the market place to anybody anywhere with access to the internet and technology. We are also not limited to the language we speak and our countries currency.
This is called globalization and it refers to a company’s ability to operate and thrive in a world where there is no boundaries.
A multi-generational workforce brings new challenges. The new Generations have a very different approach and ideas, values and styles of working. By the year 2025 they will make up more than 75% of the workforce in South Africa. The younger generations are more technology savvy and want to find a better and smarter way of doing the old traditional things. They are also willing to stay longer at home until they find the job and the company that they truly want to work for. We need to move away from the thinking that people have to work for your company and therefore have to fit in. The new generations will only work for companies that allow them to achieve their full potential and recognizes their contribution.
New Behaviours and Expectations:
As a child my father taught me the importance of privacy – never would I have imagined that there could assist a world in the future where you would have all this information about yourself public for the entire world to read and comment on. We have created a world where we post and share very intimate information, with the intent to receive immediate likes and comments that will support our views in order to get recognition. We have become more comfortable in living very public lives. In the process we build communities, share, engage, communicate, collaborate and access information that is shaping our own personal experiences and those of our children and our communities. All these experiences we bring into the workplace, where we expect similar behavior from our colleagues and leaders. This is shaping the future world of work, and placing a huge responsibility on companies to manage this pro-actively to protect their e-reputation.
Whether you sit in an office in Johannesburg, the beach in KZN or in the bush in Limpopo you can access the same type of information than everyone else. It does not matter anymore where you are situated as long as you have access to the internet you can perform your job anywhere in the world. With setting up the appropriate tools (like Skype) to facilitate discussions with other team members and leaders, developing a culture of accountability and performance management focused on output and not hours in the office you can create a work environment shaped for the future.
Everyone is talking about how technology is changing the world. Big data, the cloud, the internet of things, automation, video streaming and video learning, collaboration platforms and other technologies are changing the way we live and work.
If we compare the rate of change in the technology space versus the Human capital space it is concerning to note that the only significant changes in the Human Capital space over the last 10 years can be linked to changes in legislation. This mean we have not really invested the innovation and change in the way we manage and lead our teams.
Technology changes are also forcing us to rethink the jobs that our employees can and will be doing in the future, and how our customers will engage and transact with us. People are now connected anywhere, anytime and on any device.
Companies have to understand these five trends and how they will impact and disrupt their business.
Companies today need to adopt a “Fast Forward” approach if they want to succeed in the rapidly changing world. The notion of competitive advantage is more fleeting than it used to be.
Successful companies in the future will be built on deep insight into the needs of its customers and employees and an understanding that if you create value for your customers and employees, growth and profits will follow. Fast Forward companies are open minded and they have operating cultures that promote action, flexibility and innovation.
When it comes to the future of work “late adopter is equivalent to out of business.” The question that you should be asking yourselves is what is your organizations doing about these five trends to make sure that you can succeed in the new world of work? If your organization doesn’t think about and plan for the future of work then your organization will have no future.