Workforce of the future: top 5 priorities for 2021

CATEGORY / education TAGS / 2025, trends, work life balance, workforce Fractals LAB / Forma DATE / June 13, 2021

In a post-covid world, reimagining work and jobs is the most important growing priority for HR leaders, who have to remain sensitive to the expectation of a fast-changing and diverse society, making sure that every voice can be heard and minimizing talent shortage. We highlight here the  5 priorities that CEO and HR Leaders should take into account.

1. WORK-LIFE BALANCE 1_WorkforcePriorities_WorklifebalanceBeing among the 5 top priorities at work according to Randstad Employer Brand Research 2021 work-life balance is a trend that cannot be ignored while the wellbeing economy debate grows in a post pandemic world.
The demand for flexible working and work-life balance is now coming not just from employees, but also from governments, and indeed the EU.
We cover the trend and some interesting evidences in our trend alert “Sustainable Work”.

2. CLOSING THE GAP 2_WorkforcePriorities_D&IAccording a recent study by HBR , 86% of employees and 66% of HR directors assert that a diverse workforce will become even more important as roles, skills, and company requirements change over time.
To ensure anyone is truly diverse, you can start adopting some of these suggestions:

  • Anonymize the CV and possibly the entire selection process
  • Make your communication as neutral as possibile. Some software like Textio can help you in doing so, especially when searching for new talents, ensuring your communication is truly inclusive. 
  • Minimize bias in your AI and in any analysis processes, especially those related to performance or suitability.  
  • Read more extensively about the trend of “closing the gap” here.

3. SAFE AND SECURE  3_WorkforcePriorities_SafeandSecureA shift in the collective consciousness has brought to light subjects that needed to step out of the shadow to get fixed: psychological health issues, hidden emotions, but above all, fears. Loneliness was a threat before Covid-19, but it’s potential long-term effects are becoming more direct in a post-pandemic world. We are already living a “social recession”: this increasing social and economic isolation is causing Japan’s suicide rate to climb, with working women and single mothers most at risk. The newly appointed “minister of loneliness” announced past April,  plans to alleviate this phenomenon. Companies will take action in this new “low contact” world by taking charge of the collective well being.of their entire echo-system, allowing truly flexible schedules and making remote working as smart as possible. The relationship between corporations and employees, and between colleagues will become more intimate, and at the same time crucial for the general balance. HR will access a wide range of data about the workforce: sensors and data analytics will be a key to measure and optimize performances. Health analytics will keep gaining momentum, too, with HR introducing caring programs for every employee to ensure the highest productivity and safety of everyone. 

  4. LIFELONG LEARNING  4_WorkforcePriorities_LifelongLearning

Skills, not college pedigree, will be what matters for the future workforce – so that lifelong learning will become the most attractive skill in the near future
Many organizations are not linking performance incentives to their  learning programs, increasing the risk that their learning investments may go unused and unappreciated, and people turn to people or brands to fulfill their learning needs in a fast and more engaging way. At the same time, according to a McKinsey study cited by Montgomery, “60% of jobs will be transformed through the automation of component tasks by 2030”.
Leading organizations are realizing these changing workforce realities and creating programs to retrain their employees. Whether it’s for those whose jobs are at risk of being automated or those that aren’t, there is a definite need to help many to pivot by marry both technical with non-technical know how.

 5. ADAPTABILITY 5_WorkforcePriorities_Adaptability_ By 2028, nontraditional, flexible talent (i.e., freelancers,  temporary and agency workers) will comprise 24 percent more of departmental headcount than they do today. People will be more likely to see themselves as members of a particular skill-provider or professional network than as an employee of a corporation. The rise of what Deloitte calls “superjobs” (a mix of skills and expertise from two or more traditional jobs) will involve a more complex set of skills, where negotiation will be vital, in real life as well as in the metaverse. 
Communication within teams will be crucial for creating value among all the steps that a project requires. As the talent pool will be so diverse and move away from time-space synchronicity, we’ll see the surge of several solutions to make networking more user-centric, engaging and accessible, like teleport meetings provided by companies like Spatial

Do you want to know more about these trends, context and future scenario? Contact our team at info@fractals.it  to require a sample of our “Future of Workforce 2021-2025″ Trend Research and dive into the future like a pro! 

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