The journey to 2030: Choosing the human agenda has been saved
The journey to 2030: Choosing the human agenda
Seven shifts reshaping organizations in a disruptive decade
The pandemic-driven Great Disruption and Great Resignation have been creating and accelerating seven business and societal shifts that are altering the trajectory of organizations’ human agendas in the run-up to 2030. Although appearing counterintuitive, the way to maintain stability is by being dynamic—don’t avoid the rapids; navigate them.
The decade that began in 2020 is not the one people expected and planned for in 2019. Not only are things happening faster; different things are happening. Starting with two years of the worst global pandemic in a century that are being followed by a level of political/military tension we haven’t seen for 80 years, the world has been plunged into an age of instability and profound discontinuity that holds both extraordinary opportunities and unprecedented challenges while reshaping the business landscape in ways that are deep, structural, and enduring. It is time for new thinking, a new toolkit, and new energy and commitment to shape a human agenda for the coming decade.
The path to 2030: Seven shifts and their human agenda implications
The pandemic-driven Great Disruption and Great Resignation have been creating and accelerating seven business and societal shifts that are altering the trajectory of organizations’ human agendas in the run-up to 2030 (figure 1). Some shifts already in progress have accelerated, and we may clearly see the “from-to.” Other shifts are emerging, and we may anticipate their progression. In all cases, their impacts on the future of work, workforce, and workplace are likely to be disruptive and profound. How business leaders respond to challenges and opportunities in this unstable environment may either immobilize or propel their organization forward.
The decade ending in 2030 starts in 2022. It is time for HR and business leaders to apply learnings from the past two years to these seven shifts and choose a human agenda to generate organizational resiliency and thrive in a disrupted and disruptive marketplace. And although appearing counterintuitive, the way to maintain stability is by being dynamic—don’t avoid the rapids; navigate them.
Sign up for early access to the 2024 Global Human Capital Trends
In Deloitte’s 2023 Global Human Capital Trends report, we introduced the idea that organizations and workers are traversing a new, boundaryless world together. As the traditional boundaries that kept work and the workforce packaged and orderly have fallen away, organizations have gained permission to experiment, pilot, and innovate to define new fundamentals for work, the workforce, and the workplace. This year, we are continuing our research for our 2024 Global Human Capital Trends report.
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