After the COVID pandemic hit, it introduced us to several new normals. Among many things that changed, a significant change was felt and seen in workplaces and all jobs in general. No doubt we are in for some serious shifts. How companies and individuals adapt to these shits will determine who wins and who is outnumbered.
Regardless of your role, be it a recruiter in a temp agency Pittsburgh, or a freelance writer across the globe, things are changing. In 10 years from now, job roles will undergo further transformation. Want to have a glimpse of the future? Tag along.
Businesses Will Exist to Make a Difference and Not Profit Making
By the year 2025, millennials will account for 75 percent of the workforce. With the surge of youthful talent comes the conviction that enterprises should put a greater emphasis on doing business for the greater good, rather than merely for profit. In fact, one of Millennials’ top objectives, especially when it comes to professional drive, is making a difference in the world around them.
A desire to have a wider effect and find social meaning in their work is a prevalent quality found among the Millennials. They want a greater sense of connectedness to the value their work adds to the world and a higher sense of passion for what they do. They care more about leaving a positive impact than a higher salary or bonuses.
Those businesses or organizations that wish to attract and retain top talent will have to come up with ways of giving back. Some organizations are doing that already.
The “We Working” Phenomenon Will Become a Norm
In the present organizational hierarchy, teams comprise a group of people who are pulled together by an ad hoc reporting structure. Teamwork is the basic behavioral necessity. By 2028, things are likely to change. Achieving business objectives is going to involve brain power and expertise beyond boundaries might be required.
It is expected that employees will be using language software, avatars, conversational interfaces, and translation software to collaborate and communicate with their teammates. In other words, organizations will gravitate towards the “we working” phenomenon.
In response to variable workloads, shortening time frames, and intensive flurry of information flow and coordination, “we working” entails creating small and flexible teams. It will encourage companies to develop tiny, autonomous, high-performing teams that will form, converge, act, and disband when tasks change. It will eliminate the need for human managers to organize teams and monitor performance because it is powered by autonomy and trust among peers.
Leadership Will Change
A decade ago, getting hired at a senior management position means you will need years of experience in the field. Slowly, even the largest firms are coming to realize that years of experience are just one of the many ways someone might become a great leader as they attempt to respond to increased competition and rapid technological innovation.
The concept of leadership is shifting away from “tenure” and toward “aptitude”. Anyone can become a leader regardless of their age. That isn’t to say that folks with decades of experience don’t have a place. There is still a place for the wisdom of boomers – organizations could still need their resilience and experience.
Burnout May Not Be a Problem Anymore
Since the business will become even more digital than before, this will expand the dispersion of work across communities and businesses around the world.
Employees will collaborate and communicate with team members without the loss of context or meaning. In a system like this, where people may not know one other, members will score each other on trust, competency, and ethical behavior, similar to how people rate buyers and sellers on online marketplaces.
There is more to it: technology will access when an employee has overworked and needs recharging. How? By monitoring their physical activity, biorhythms, and nutritional needs. furthermore, leaders will be forced to build hybrid workplaces to embrace the work style of all their employees. While managing the influx of new and transitioning personnel, leaders at the same time will have to evaluate the impact on the organization’s values and culture.
Machines Will Be Our New Co-Workers
Machines are becoming more intelligent and pervasive than we initially knew them. They are fulfilling duties previously reserved for people and companies are now leveraging on these capabilities of smart machines. 10 years from now, you might be working with machines. Be prepared to share your personal workspaces with robots. This change will raise the bar for digital dexterity.
Right now, recruiters in civil engineering staffing agencies and other firms might be using AI tools for finding and screening top talent but who knows in a decade, machines replace the use of even the tools.
All these transformations will make work enjoyable, fulfilling, and more efficient than ever before. These shifts carry loads of upside. Hence, organizations must gear up for the change starting today.