Work has become the single most time-consuming thing in our lives today. If you think about it, you spend more time at work than at home. So it’s important that we care and develop a passion for what we do, since we’re going to spend most of our lives doing it.
Our work is clearly a part of who we are, but how many times have you actually thought about the future of work? What is an employee? What is a manager or leader? What would those look like in the future?
We always hear that our employees work in new ways that managers are using outdated approaches, and that organizations have to change the way they do things.
It seems everyone knows this. However, what exactly are the changes that employees are bringing into the workplace? What are some of the new management practices happening today or coming up in the future?
Tal Shnall-Customer Service Mentor and Leadership Advisor
Employment and leadership is fundamentally changing. With new technologies at our disposal and the availability of 24-hour communications, we can expect things to change very rapidly. In addition, we are expected to have five generations in the workforce by 2020. What’s the next several years hold for employees, managers, and organizations, how can we really adapt? One thing I have personally observed is that the idea of employee, managers and work is changing.
I think our work place is becoming more inclusive and open compared to years and years of management style of command and control. Compliance was the way to lead in the industrial age. Employee relations were transactions rather than relational.
Leadership is changing from authority and titles, to how one can influence and collaborate with people in their organization. Nobody cares about your business card or your resume anymore. People want to know whether they can trust you and follow someone with character, intelligence and integrity. The questions future and current leaders, need to ask are:
- Are we creating a motivating culture of innovation and trust?
- Are we taking the time to listen and care for employee’s well-being?
- Are we connecting with them and building relationships that leverage collaboration and dialogue?
- Are we empowering people to grow and develop their careers?
Doug Dickerson- Director, Management Moment Leadership Services
Baseball great Yogi Berra once said, “The future ain’t what it used to be.” Humorous as it may sound it’s never been truer in the global economy and technologically driven world in which we live. How we engage, interact, and respond in the 21st century will be marked by our ability as leaders to adapt and stay ahead of the curve.
As leaders we must rely on the foundational skillsets every leader must possess in order to be effective i.e. integrity, loyalty, trust, etc. But work in our modern era is fluid and a “this is the way we’ve always done it” mindset will only marginalize you. The rules of work in the future are being written by a new generation of leaders who had rather unleash their creative genius to invent, build, grow, and excel in new and imaginative ways than be tethered to the old traditional ways of doing business. The question for all of us as leaders is whether we want to be a part of it.
Liz Stincelli- CEO of Stincelli Advisors
Gone are the days of our parents and grandparents. We no longer work for organizations that own our future. While we should be loyal to an organization while we are employed with them, we do not owe them our loyalty for life. Things have changed. Technology now allows us to work and compete with individuals and organizations across the globe in real-time. In the future, we will no longer thrive if we are committed to working in the fragmented environment of the past.
The future of work will require us to be more connected, more engaged, and more personally motivated. We will be responsible to captain the ship of our own career. This new work environment offers us the opportunity to succeed if we are ready to step up and take control of our own work.
I see a future where products and services are project driven with resources that are leveraged as needed. Individually, we establish our own brand based on our values and driven by our passions. We then market ourselves based on our gifts and what we love to do. We will no longer work for one company, instead sharing our gifts and talents as a resource on an as needed bases.
Cheri Essner- Director Project Management & Facilitation Kore Builders
Leaders will be the champion of a vision with a mission that is infectious, encouraging and communicating purposefully to propel people forward. Remember, the answer to any question along with a video on how to do almost anything, is at everyone’s fingertips. This results in an intelligent, technically savvy generation which thrives on change, entering the workforce.
This is the shift that provides the ability to succeed based on quality delivery of a work package. It leads to a new tolerance for individual routines, with more home based employees working in a global marketplace. Leaders need to be able to connect and inspire, building global relationships, reaching people, and challenging them to empower themselves to be their best.
Kelli Smithgall-Social Media Strategist
As one who has worked remotely since 2004, it has been no surprise where the future of work is headed, and that there has been a huge shift in cultural and managerial thinking and traditional work patterns, especially in non-customer facing roles. Advancing technology and mindset will continue to have a huge impact on the way we work. For example, as Gen Y starts to become leaders, the technology and tools we use for collaboration will change tremendously.
With regards to mindset, we are already seeing Gen Z having the ability to coordinate with thousands of people around the world and manage people when playing online games. They are also thinking in very strategic and tactical ways. Often times they are crowdsourcing and managing their gameplay with other children globally so they can still continue when they are away from the game.
We will also begin seeing reverse mentoring, where the latter generations will be mentoring older generations in terms of technology and collaboration. In addition, organizations will need to think about how they are going to replace and streamline knowledge transfer of the older generations who will be taking their skills and knowledge with them when they are no longer in the workforce.
There will be five generations in the workforce by the 2020 – Traditionalists, Baby Boomers, Gen X, Gen Y, and Gen Z. The nature of this workforce will be less of where we work, but the work that what we do and produce, its quality, and how effective we all are to adapt, network, and create synergy, and cohesiveness.