Connecting the dots on shifts in work, workplace and workforce has been saved
Connecting the dots on shifts in work, workplace and workforce
The Future of Work is Here!
By stripping away bureaucracy, flattening hierarchies and streamlining processes, the response to COVID-19 has given us a glimpse of how work could and should change for the better. These profound shifts are proving to be productive for many and painful for others, potentially exacerbating existing inequalities.
Download the Future of Work is Here discussion paper
Through a series of interviews with key stakeholders in this debate paired with recent analysis, Deloitte and Liberty Global have summarized the key trends on the horizon when it comes to work, workforce and workplace. 61% of executives asked in a recent Deloitte survey indicated to focus on re-imagining work in the next three years (from 29% prior to the pandemic). The profound shifts we are seeing are proving to be productive for many and painful for others, potentially exacerbating existing inequalities. That is one of the high-level conclusions from this discussion paper on the future of work, which draws on interviews with 24 business leaders, policy- makers and researchers, based on Deloitte’s expertise on the Future of Work. Download the full report to find out more!
“The COVID 19 crisis has accelerated the thinking and action around the future of work. It demonstrates more than ever that we need to prepare for a different perspective on work, leadership and collaboration. The leaders that we have interviewed have given insight into their business perspective and how they have perceived the acceleration of the future of work. We can conclude, based on the interviews and underpinning research that the work, workforce and workplace faces changes that have to be embraced and implemented for organisations to stay relevant.”
Frans Dagelet, Partner Deloitte Human Capital
The key highlights of the report
Call for greater trust and faster decision-making
Rather than simply dictating changes to employees, leaders need to become more transparent and consultative to sustain the flatter hierarchies and faster decision-making that have been hallmarks of organizations’ immediate response to the COVID-19 crisis.
Individuals will need to invest in their futures
Individuals will need to invest in their own development and be prepared to move from employer to employer as greater automation closes down some roles and opens up others. As technology takes over many traditional work tasks, organisations will have to rethink what type of work they pay employees to do.
A new purpose for offices and office workers
To help people find a better balance between digital and in-person interaction, offices should be revamped to become collaborative spaces where staff mingle to exchange ideas and brainstorm, fueling innovation that will give the business a competitive edge.
Governments need to step in and step up
Given the fundamental importance of connectivity and digital tools in the new world of work, governments need to move now to narrow gaps between the technological haves and have-nots. Meaningfully closing the digital skills divide will be impossible without greater government investment.
Setting a direction of travel
Institutions that were interviewed do recognize that actions have to be taken to catch on to the current reality. Aligning the work, workforce and workplace in a completely new setting with different rules and cultural aspects is a huge task. In this respect, the paper will help frame the ongoing debate among private and public sector stakeholders about how we should organize work going forward.
For any questions about the Future of Work discussion paper please contact Frans Dagelet, Marjolein Wevers or Attila Havas using the contact details below.