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When the future of work is mentioned, most people tend to think about robotics or artificial intelligence or something that they don’t need to consider for some time yet. But, the Future of Work, accelerated by the pandemic, is already here and is actually touching everything from changing business models and processes to how we are developing as a society.
Derek McKay, Managing Director of Adare Human Resource Management looks at some the key considerations for Organisations and what they should be doing to help embrace the Future of Work.
There has been a lot of talk about transformation where automation and digitalisation will drive changes in current jobs and transforming the way we work. This idea instills a sense of vulnerability in some sectors where there is a fear that robots will take over the jobs and tasks that workers have been doing. But the reality is that we need to get a better understanding of how humans and technololgy will work together in the future.
The Future of Work is a consequence of the evolution of the society in which we live, how we interact with each other and how we work. The acceleration in technology is not just impacting how we work but is influencing society as a whole and how we engage with society. Rather than talking about the Future of Work, we’re really talking about the evolution of work.
If we look at this evolution, there are some significant changes and trends that we need to look at closely. Some of the trends impacting Organisations include :
Purpose-led organisations: Before the pandemic, we were already seeing a trend in people looking to work with purpose-led organisations; business with a genuine societal conscience. This has been accelerated during the pandemic. As humans, we want to make the right decisions for ourselves, our family and society and we want to work for and engage with organisations that have the same vision.
New jobs and skills: Automation, digitalisation and changes in traditional business models are effecting existing job roles and skills of our workforce. We will see the development of new jobs and roles and, at the same time, other roles will disappear or change in the way they we’ve come to recognise them. To be succcessful as a society, and not simply a workforce, we must be prepared for the change that is underway, build awareness for the change and create opportunities for development.
New war for talent: The evolution of work is creating a war for talent as organisations try to attract the critical skills needed for the new roles. The skills gap between what employers are and will be looking for and what is available on the market is getting bigger. At the same time, in many sectors, employees are experiencing growing competition for work. The impact of this is a potential growth of inequalities in society; a smaller proportion of the workforce getting richer, while the majority of workers struggling to keep up with developments.
Diversification of working conditions: Since 2019, there are five generations in the workforce; something we’ve never seen before. There is also a more culturally diverse workforce with varying needs and life situations, all of which is putting pressure on the individualisation of working conditions – our relation with work and work-life balance has changed. The rise of the gig economy really highlights this change as well as the increase in remote and hybrid working models. This has also led to conversations about our physical working environment and the future role of the traditional office.
Evolution of collective leadership: The current hierarchical organisational structures, invented in the 1900s, are outdated. Workers want responsibility, they want to have the trust, autonomy and space to make decisions. And as a result, we will see a growth in creativity and innovation. It is time that we updated ourselves to the new circumstances and evolution in society and work.
What’s next for organisations?
One of the valuable lessons the current global health crisis has taught us is that we must be resilient and adaptable, as humans and as businesses. There needs to be an increased flexibility and agility to help us adapt to new situations and prepare for inevitable change.
At Adare Human Resource Management, we are working with Organisations to help lay out their roadmap for the Future of Work and what that means for them and their employees and their future success in their sectors. If Future of Work is not on your Organisation’s agenda, then you risk getting left behind – talk to one of our team today to see how we can support you.
Why Shannon Chamber HR?
- Access to solutions-focused advice and support on HR and Employment Law queries for your Organisation provided by the experienced expert-led team at Adare Human Resource Management, giving you peace of mind that you can effectively manage any employment or HR issues that may arise. For information on the full range of services and supports provided, click here.
For further information on the HR and Employment Law support services provided, to arrange a meeting or to receive a quote, contact the team at Shannon Chamber – email@example.com / 061 360 611