Trendrapport: What is next for work?
Vi har skapat en global samling tankar och insikter från nytänkande företagsledare, experter och organisationer i syfte att hjälpa din organisation nå framgång i det post-pandemiska arbetsklimatet. Resultatet är 10 trender, 100 organisationer och tusentals röster om vad som kommer att forma din organisations framtid.
Ladda ner den 64-sidiga rapporten.
Utdrag från rapporten
1. Work has not changed, you have
Work has not changed – our connection to it has. We have entered “the great reconnect”, where our experiences, updated priority sets and world views influence the way we reconnect with colleagues, leaders and organizations. Learning organizations adapt and fare better in fast-changing environments.
2. Wellbeing, sustainability & an emphasis on strengthening employee health
Stress has increased for most people since the first quarter of 2019 with 65.9% reporting higher stress levels. The pandemic has increased the trend of employers playing an expanded role in their employees’ financial, physical and mental wellbeing. 57.7% of workers are comfortable with their manager proactively asking them about their mental health.
3. The office reimagined
80% of workers report that they enjoy working from home. 41% say that they are more productive than before and 28% that they are as productive. Videoconferencing, in-person and remote collaboration spaces and asynchronous working models will become standard practice. Organizations could create offices specifically designed to support the kinds of interactions that can not happen remotely.
4. Tell me who you are, not what you can do
Employers value intent, character and culture equally as high as skills and qualifications. Instead of a fixed curriculum, developing a learning culture will turn curious colleagues into heroes and create organic learning opportunities in the entire organization. Liquid learning - where learners explore their interests through projects, collaboration and experimental methods – promotes adaptability, resilience, curiosity and empowerment.
5. Upskilling & reskilling become critical
Upskilling and reskilling programs can improve employee engagement and retention, talent acquisition, cross-departmental collaboration and adoption of new trends within the company. To build a workforce for the future, focus less on roles and more on the skills needed to drive the organization’s competitive advantage and the workflows that fuel that advantage.
6. Globalization: Companies are becoming “globally managed workpools”
With the global pandemic threatening, talent became much more fluid. Employees learned new skills, gained broader perspectives and made new connections. In addition, siloes were broken down and talent utilization was maximized. Now that workers are logging in from home, national borders become less relevant. 60% of U.S business leaders would like to be able to “rent,” “borrow” or “share” talent with other companies.
7. A multi-generational workforce
As global life expectancy has risen, five generations will work alongside one another for the first time in history. By 2022, 14.5 million jobs will be created, but only 7 million younger workers will enter the workforce, leaving a gap of 7.5 million that will need to be filled. The multi-generational workforce will present learning professionals with their most pressing challenge to date; enable internal learning ecosystems bridging both cultural and skills gaps in an organization that needs to move fast from one competency to the next.
8: One skill to rule them all: Preparedness over planning
The era of standardization and predictability is over. Organizations need to be prepared to be ready for any change. In the new world, stability gives way to adaptability.
Future-ready companies share three characteristics: they know their identity; they operate with a fixation on speed and simplicity; and they grow by scaling up their ability to learn, innovate and seek good ideas. Companies need to get learning right to fuel their talent engine and create an empowered workforce that’s fluent in the art of “fail fast, learn, repeat.”
9: The ROI of diversity, equity & inclusion
In 2019, research showed that companies with the highest rates of gender diversity on executive teams had a 25% higher chance to generate above average profitability. Firms that wish to stay globally competitive must learn that diversity, equity and inclusion are not only essential elements of the modern world, but also that they are valuable tools. A culture of belonging addresses our shared humanity and provides greater empathy and inclusion for the groups that are the most marginalized in the workplace today.
10: Socially responsible organizations, driven by purpose
Corporate social responsibility initiatives have a positive impact on employee wellbeing and motivation and give the organization more hiring choice. Employees will remain loyal when they believe the company is providing them with an opportunity to make a difference in the world. Purpose-driven companies report 30% higher levels of innovation and 40% higher levels of workforce retention than their competitors.