01 Aug FUTURE OF WORK EXPERT: WORKFORCE TRENDS, WORKPLACE TECHNOLOGY
As future of work experts and keynote speakers, we’re often asked: What new workforce trends and technologies will define the future of business?
Worth noting here: Embracing the future of work requires executive leaders to rethink the fundamental way that businesses operate from three dimensions: workplace, workforce, and working model. Like future of work experts often remind, when reimagining a hybrid work model, leaders must prioritize creating equitable and diverse workplaces. As the Great Resignation rages on, employees hold more power than ever. Both leaders and workplace professionals need to develop new skills to successfully drive inclusivity and culture along with business growth and transformation. That means that it’s super important to consider what skills are needed to succeed in this type of environment and how to promote them within your team – and how successful leaders are aware of challenges like proximity bias and the varying demands of the multi-generational workforce where age, experience, duties, tech adaptability, and more affect their preferences in workplaces.
We’d be remiss as future of work experts if we didn’t point out as well: Also vital to consider is how empathy can help HR professionals support employees to ensure meaningful mentorship and development opportunities for all. Key questions that you’ll want to ask yourself as you think about building your future of work strategies include as follows:
Q: Why is it becoming ever-more important to create diverse and inclusive workplaces going forward?
Q: Tomorrow’s working professionals will be more diverse, educated, and discerning than ever − how can companies redesign workspaces, working models, and workforce policies to better meet their needs?
Q: Experts say that it will only become more critical for leaders to create diverse and equitable workplaces going forward as well − what concrete steps can organizations take to make this happen?
Q: Traditional workplace planning-related challenges revolve around logistics − but from proximity bias to the changing demands of multi-generational workforces, what other topics and trends should be on executives’ radar going forward as well?
Q: To what extent is it imperative for executive leaders, employers and HR pros to exercise more empathy and flexibility going forward?
Q: What new skills do leaders need to develop to make sure that organizations are helping boost their inclusivity, diversity, and cultural resonance going forward − not just boosting productivity and growth?
Q: Some specific strategies and solutions that companies can implement to help cultivate and nurture more inclusive, positive, and resilient cultures inside their organization in coming years would include…?
Q: What skill sets will tomorrow’s leaders have to exercise in order to remain successful in a fast-changing working world − and how radically different will these skills look from today’s?
Q: How are solutions such as Envoy provides helping better meet the needs of tomorrow’s enterprise and working professionals?
Q: What types of benefits and baseline operating needs will tomorrow’s workforce demand − e.g. more mentorship and professional education opportunities, more chances to try on different job roles, etc?
Q: Everything from workforce benefits to working models seems to be becoming more flexible as we speak − is this a rising trend for tomorrow’s organizations to be aware of? Just how important will it be going forward and why for enterprises to be more adaptable and resilient?
Q: What types of workplace and workforce management solutions do enterprises need to better adapt to a world of rising uncertainty, stay flexible in the face of mounting disruption, and remain well-attuned to a fast-changing workforce’s fast-changing demands?
Q: Why is it critical for organizations (and organizational leaders) to be more diverse, inclusive, and empathetic going forward − and how can they do so?
Q: What will tomorrow’s working professional be increasingly looking for from their employer − and how can employers better adapt?
Q: To what extent will it only become more critical for organizations to embrace flexible and adaptable solutions such as these going forward?