I began the session by sharing my view that the future of work, first and foremost, is already here. Organizations have long been affected by and responding to the dramatic changes coming from disruptive technologies, rapidly shifting worker demographics and dynamics, and new competitive pressures from an especially dynamic business climate. The challenges are real and taking place today. Looking to the future of work, one could sum up the anticipated impacts in a single word: More. More intensity. More pressure. More change. More risk. But also, more opportunity. More engagement. More transparency. More impact.
This “more” concept translates to a change in all aspects of work: namely, the Who, Where, When, What, How and even Why of work needs to be rethought:
- The “who” of work: Who are your workers? What generation do they represent? Are they employees or free agents? What is the composition of your workforce from a diversity perspective and how are practices in attracting, engaging, motivating, developing, measuring and rewarding the workforce evolving?
- The “where” and “when” of work: Work takes place at the office, at home, on the go; in connected or disconnected modes from laptops, tablets, smartphones and desktops; face-to-face with our local colleagues or virtually across the globe; in shared coworking spaces where our cubicle neighbor may not even work for the same company. What systems are we using to ensure access to the people and information necessary to get work done? To drive engagement and crank up innovation? In today’s business climate, are we fostering results from any place, at any time, from any device, or constraining people and results with a traditional mindset to work?
- The “what” and “how” of work: The very nature of work is changing as the lines between employees, customers and suppliers blur and technology transforms work to more interaction-based engagements. Big data insights and predictive analytics provide new views of influence and impact while social network analysis helps us understand the flow of knowledge in the enterprise and how work is getting done. We’re just scratching the surface on better insights into the what and how of work in today’s social enterprise; what role will HR play in this new world of big data?
- The “why” of work: Motivations differ by generation and by individual; they span pay and benefits, career advancement, skill development, recognition and increasingly, social responsibility and altruism. Are the rewards and recognition systems used in corporations today resonating with these very diverse workforce motivations? Do our company cultures sustain the drivers of the emerging workforce?
I riffed a bit on the sweeping changes required in business due to the above and received my favorite response of the hour from Cornerstone’s VP of Corporate Development and Strategy, Jason Corsello. His comment?
“Ok, now you’ve scared me.”
Jason is wicked smart. And he is anything but ‘scared’ about the future of work, as he and his colleagues work to guide Cornerstone’s strategy and disrupt the legacy market with cloud, social and mobile technologies. But his off-the-cuff comment was a good one, highlighting that despite all the advances we’ve made in processes and technology, there is still much more to do; more to plan for, to learn from, to capitalize on, to embrace.
Are you ready for the future of work?
Read a summary of the full panel discussion or listen to the event directly. Be sure to catch the latest research on the Future of Work, Consumerization of IT and the New C-Suite, and other critical business themes at Constellation Research, Inc..
Disclosure: Cornerstone OnDemand is a client of Constellation Research, Inc.
Filed under: Future of Work, NextGen Workforce Tagged: bigdata, Cornerstone OnDemand, Disruptive technology, future of work, Getting Work Done, HCM, HR, HR Tech, Human resources, Millenials, Next Generation, Next Generation apps, Social Enterprise, Social network, Talent Management, Work, Workforce, Workforce Technologies, yvette cameron