As much as we might like to, it's impossible to 100% future-proof ourselves against what lies ahead. In the last of our three-part future of work blog series, we look at how you can prepare with some top recommendations.
If you've read the first two parts of our series, we'll have given you an insight into what the future of work might look like and its potential challenges (if not, head back to read).
1. Leverage digital tools to promote team connectedness
Why is this important?
As hybrid and remote work become a more permanent fixture, extra attention is required to create a team atmosphere where members feel connected to the rest. Work management tools facilitate communication and collaboration and help build better relationships in organisations with a remote and hybrid work model of distributed teams.
Keep your eyes open to new technology; embrace and deploy it as a powerful tool for growth. According to Mindedge, more than three-quarters of all workers employed at automated businesses say that new technology has made their jobs easier. Moreover, nearly 70% agree that new innovative solutions have improved morale.
Action to take:
- Set clear goals to ensure your selected tools meet your team's needs.
- Draw up a shortlist and research different options, comparing functionality, features, scalability and pricing. Consider talking to a solutions partner to help you make the right decision.
- Review existing technology. If you already have tools, review them to ensure they are fit for purpose and consider how you might integrate them better.
Implement processes to provide clarity and structure to users. Teams are more likely to adopt tools and use them effectively if these are in place.
2. Emphasise and plan for future skills
Why is this important?
Throughout this series, we've looked at what is coming and the challenges we will likely face. Although technology is accelerating, we should not be distracted by focusing solely on tools, but rather what tools our teams need and how to ensure employees are proficient in the array of tools and opportunities they offer. According to The World Economic Forum's 'The Future of Jobs Report 2023', six in ten workers will require training before 2027. Still, only half of workers are seen to have access to adequate training opportunities today.
Action to take:
- Undertake a skills gap analysis to give you a baseline understanding of where your team is at. Once you've performed your research, you can make smarter decisions and build a skills pool that covers all the critical skills you need–plus the skills you anticipate you will need to progress and innovate.
- Provide training to upskill and reskill, encouraging your employees to view technology as beneficial and not a threat. Involve staff in training and workshops, enabling them to do their jobs better and helping them get excited to work with tools and technology. By creating a learning environment and embedding it in the culture, employees will be more adaptable and open to change.
- Invest in skills-based hiring–hire people based on their abilities. Emerging technology, such as AI, is driving a need to create new job roles to adapt to changing demands for teams to work with and alongside these tools.
- Prioritise diversity and inclusion. Ensure your training and development efforts promote inclusion and focus on employee skills and potential.
3. Foster self-managed teams with outcome-based management
Why is this important?
Trust underpins self-managed teams, and as a result, they tend to be more productive and effective in producing results. According to a Harvard Business Review study, compared with employees working at low-trust companies, staff working in high-trust companies report 50% higher productivity, 74% less stress, and 76% more engagement.
Action to take:
- Sustain a healthy work culture to support organisational success. Some of the recommendations made earlier in this article, including collaboration tools and training, contribute to a positive work environment.
- Support ownership of objectives and expected outcomes to build trust. Rather than focusing on hours worked or time visible online, emphasise feedback and delivery as drivers of productivity.
- Use work management tools to track, manage, allocate, and organise projects. Technology can increase transparency and accountability among team members.
4. Prioritise wellness and flexibility-promoting initiatives
Why is this important?
Managers must be more accessible to teams and empathetic towards employees' concerns and struggles. Doing so creates a people-first work environment where employees have a greater sense of purpose. It helps promote various benefits, including a more motivated workforce, increased trust, and improved team member retention.
According to a recent study by Mercer, half of employees surveyed say it would be highly or extremely valuable to make mental wellness initiatives more affordable. Flexibility, too, is highly valued by employees. According to a report by Envoy, 63% of employees say flexibility would make them feel more empowered.
Action to take:
- Support a healthier work-life balance. When employees have clear objectives and access to tools to support the organisation to prioritise their work, they have more control over and can manage their time effectively.
- Remember to consider the importance of culture concerning productivity. We've discussed this throughout this article, but trust underpins all aspects of an effective organisation.
5. Build strong networks and partnerships
Why is this important?
Taking on these challenges can be overwhelming. With tools to consider, processes to address, and people to onboard, developing partnerships can bring experience, support, and a fresh perspective. Technology partners can help you make informed decisions about tools, review processes, and implement solutions that best fit your needs. They also allow you to access industry thought leaders and open new opportunities to grow and share experiences.
Action to take:
- Collaborate on projects. In the remote world, working together, albeit virtually, offers opportunities to learn, be more creative, and share knowledge.
- Nurture existing relationships and extend your networks by engaging in online forums, joining networking groups, and using tools like online breakout rooms to brainstorm and chat.
- Foster partnerships with experts to expand in-house expertise or support technology implementations. Our recent eBook, Why you need a work management solutions partner, is worth a read if that's something you're exploring.
Work management solutions to suit your needs
The future of work poses some of the most significant challenges organisations have ever faced. A work management solution can support you in overcoming these challenges by supporting better communication and collaboration to drive productivity. If you're ready to discuss what options might be right for your organisation, we can help. Contact us to speak to one of our work management experts.
Special work management report: Productivity is not a place
Learn more about the future of work in our new research-based report full of actionable insights and recommendations.
