The Future Of Work Is About Flexibility, Autonomy, And Customization
There has been a lot of discussion and debate about the Future of Work lately, from robots stealing our jobs to workers commuting to the office on hover boards. This global movement will change the way we think about work itself, and the way we fulfil our roles in the workplace - and there's a lot of areas to cover; including technology, HR, management and employee experience.
In order to help focus these thoughts, a recent Forbes article described the three most fundamental shifts that organizations throughout the world are going to start experiencing now and in the near future.
We are already seeing employers offer more freedom and flexibility to their staff. In fact, for many younger workers it's now a prerequisite to applying for or accepting a job, over and above pay or other employee benefits. Although flexible hours are still not the norm, most businesses are now considering it or looking to implement it into their policy. Rather than focusing on a work-life balance, future work environments will be about work-life integration, allowing staff to get their work done wherever and whenever they wish - as long as the quality isn't affected.
No longer just for freelancers, autonomy is going to be expected in nearly every role as it ties in with flexibility. Forget the outdated notion of managers peering over their team members' shoulders; workers will have to be self-motivated and able to manage themselves. They will also have to become more adaptable as traditional workplace hierarchies begin to crumble, calling for collaboration across the company.
As previously mentioned, employees of the future may not just be working for one department - or even one company - but will be working within multiple departments or for multiple employers. Just as customization is becoming increasingly popular for consumers, so workers will be able to customize aspects of their roles, selecting the tasks, projects and responsibilities that are right for them. At Deloitte, for example, staff can already choose their workload, pace, the amount of travelling they are happy to do, and what their employee personality is - for example, if they see themselves as a leader.