Future of work

How to prepare for the future of work: 8 things to consider

Lydia Watson

1. Flexible working 

Remote working, the end of the 9-to-5, unlimited leave – the future is looking flexible. 51% of CEOs have acknowledged the demand for flexibility, and are adjusting accordingly. It’s something worth bearing in mind for your organisation: people are used to choice and freedom, and it’s something that could improve employee experience if you get it right.

2. Digital acceleration

Covid-19 has only boosted the digital world further. Ecommerce and digital payments rose, advances in automation and AI are coming thick and fast, and this acceleration is disrupting some sectors. Consider how you’ll adapt to these changes, and how far to adopt new practices when it comes to employee data and monitoring.

3. Changing job scene

As the world changes, so does the job market. Disruption to the travel industry and new working practices affects workers in a range of roles – from hotel staff to hospitality employees – and as customer-facing staff are displaced thanks to automation, it’s worth considering this new available talent and the soft skills they could offer.

4. Aging population

In most of the world, life expectancy is going up – and so too is the pension age. That both means people in work for longer, and potentially needing to ‘retool’, plus a smaller workforce in countries with a big proportion too old to work will increase the need for automation. Offering training and development to your staff, and letting them be agile in their careers, will be key.

5. Wellbeing responsibilities

Leaving work at work, and home at home, is no longer a feasible task – maybe that’s why it’s increasingly seen as the employer’s responsibility to protect the mental, emotional, physical, and social health of their staff. Seems intense, but it’s all a part of acknowledging that your employees are people first – and treating them that way.

6. Family planning

From IVF to egg freezing, it’s becoming more common for organisations to support their employees with family planning – and while these may seem like extreme examples, it’s another key aspect of viewing your employees holistically. It’s worth at least considering a high-value maternity and paternity leave offering to acknowledge this side of life matters for some of your team.

7. Climate crisis

The climate crisis and associated fuel depletion will mean new career paths in renewable energies, for one, but also in how you consider your organisation’s impact on the planet. It’ll become even more important a part of your CSR, and employees will start to become critical.

8. Employer brand

Experts suggest that your reputation as an organisation matters – with your actions making or breaking your brand. Like the employers that supported their teams through the pandemic, and were lauded for it, think about the damage of forgetting about your brand.

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