�The Future �of work�
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The word “Revolution” is often overused, but it would be difficult to argue that the changes in the world of work witnessed in the past two years do not fit the description.
The global pandemic greatly accelerated changes that were perhaps already happening, forcing companies and Institutions to face their “Digital Transition” –
It is a radical transformation that has brought people to work “Anytime, Anyplace, Anywhere” – the “A3 Revolution”, as commonly described in the industry and on social media – and which has permanently changed the world of work and its everyday life.
Anywhere
Team working from different geographies, providing services globally
Anyplace
Multiple forms of employment - within the Company as an employee, or B2B, outsourcer, independent consultant, freelancer, alumni
Anytime
Flexible working time models and frameworks, often across different time zones
the work revolution
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THE WORD “REVOLUTION” IS OFTEN OVERUSED,
BUT IT WOULD BE DIFFICULT TO ARGUE THAT
THE CHANGES IN THE WORLD OF WORK WITNESSED IN THE PAST TWO YEARS DO NOT FIT THE DESCRIPTION.
“
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Workspace – which comprises the physical, virtual and digital elements that enable people to do the work successfully.
People – which comprises workers, and the elements required to keep them functioning to their best abilities, keeping them motivated and growth- oriented.
Main components �of the future of work
FLEXIBLE
WORKSPACE
TECHNOLOGY
WORKSPACE
PEOPLE
PEOPLE
ANALYTICS
EMPLOYEE EXPERIENCE
EMPLOYEE
ENGAGEMENT
EMPLOYEE
WELL-BEING
TALENT
MANAGEMENT
FUTURE
OF
WORK
COLLABORATION
& COMMUNICATION
AUTOMATION
LEARNING
& DEVELOPMENT
FUTURE
OF
WORK
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Flexible workspace: Creates a hybrid working environment for flexible working schedules in physical or virtual offices.
Technology: Provides the digital infrastructure and digital tools for enabling the work
FUTURE
OF
WORK
3 Knowledge Management
AI-powered software to track internal pro-�cesses or make wikis or more broadly to collaborate around data.These platforms �attempt to unbundle G Suite & Microsoft �Office by focussing on particular pain points teams encounter as they operate and grow.
5 No-Code App Builders
New wave of tools that are making creation more accessible and reinventing the way things are built for the internet for non-programmers that is powered by powerful API integrations.
4 Productivity Tools
AI-powered platforms to manage projects, tasks, issues, code for collaborative teams.
1 Virtual Offices
Employees will leverage VR/AR platforms to execute effectively activities such as whiteboarding, brainstorming sessions, etc.
2 Physical Offices (Infrastructure Design)
Design of the workplace and amenities will be reimagined to increase employee satisfaction, interaction, retention, focus, productivity, health and wellness.
Workspace
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Analytics: The HR metrics that enable managers to make better decisions for their workforce.
Employee Experience: Encapsulates what a person encounters and observes from the time of hiring to their next milestone, within or outside the company.
FUTURE
OF
WORK
8 Gig Workforce Management
As companies don’t need their employees to be in the same physical space every single day, they will invest in contractors and related benefits and packages.
10 Mental (Well-Being)
Online mental health support and telemedicine services to cope with stress, anxiety, depression.
9 Emotional (Well-Being)
Focused programs to strike work-life balance, create meaningful relationships with coworkers, and providing support to build emotional resilience and self-esteem.
6 Reskilling & Upskilling
Upskilling is updating skills, and pertains to a job that is still evolving and needs continual training.
Reskilling relates to pivoting to perform a new job skill when the previous job doesn't exist or is becoming less in demand.
7 Remote Talent Engines
Technology to democratise access to global talent by elastically hiring pre- vetted engineers & data scientists instantly from global talent pools.
People
As a parallel to the five levels of autonomous driving, Matt Mullenweg – founder of Automattic, owner of WordPress, a company which employs more than 1,100 employees in over 75 countries – proposes the “five levels of autonomous organizations”2.
new work models
2 - Mullenweg, M., Distributed Five Levels of Autonomy, April 10, 2020, retrieved
from https://ma.tt/2020/04/five- levels-of-autonomy
THE “FIVE LEVELS OF AUTONOMOUS ORGANIZATIONS” ILLUSTRATE THE OVERARCHING CULTURE AND MANAGERIAL APPROACH THAT NEEDS TO BE ADOPTED IN THE PATH TO DISTRIBUTION OR DECENTRALIZATION.
“
“
new work models
2 - Mullenweg, M., Distributed Five Levels of Autonomy, April 10, 2020, retrieved from https://ma.tt/2020/04/five- levels-of-autonomy
LEVEL
0
NO
AUTONOMY
NON-DELIBERATE ACTION
An Organization that is trying to recreate the same activity performed in the office in a «remote» setting.
RECREATION
OF THE ONLINE
OFFICE
LEVEL
1
An Organization which has not done anything deliberate to support remote work, but whose employee might keep up with the usual workflow if they stay away from the office for a day or two in case of emergency.
LEVEL
2
An Organization with jobs which cannot be done unless employess are physically in the workplace.
LEVEL
3
LEVEL
4
LEVEL
5
ADAPTATION TO THE MEDIUM
ASYNCHRONOUS COMMUNICATION
«NIRVANA» OR ABSOLUTE DISTRIBUTION
At this stage, we find all organizations that are starting to benefit from being renote-first, or distributed.
An Organization that performs better than any in-person organization. The company at this idealized stage is organized around the wellness and mental health wellbeing of its employees.
At level four we have fully asynchronous organizations.
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DEGREE OF REMOTE REALIZATION
LEVEL 0
NO AUTONOMY
LEVEL 1
NON-DELIBERATE ACTION
LEVEL 2
RECREATION OF THE ONLINE OFFICE
LEVEL 3
ADAPTATION TO THE MEDIUM
LEVEL 4
ASYNCHRONOUS COMMUNICATION
HYBRID
THE FIVE LEVELS OF DISTRIBUTED ORGANIZATIONS
new work models
25-50%
100%
90-95%
50-75%
0%
0-25%
LEVEL 5
«NIRVANA» OR ABSOLUTE DISTRIBUTION
LEVEL 2
RECREATION OF THE ONLINE OFFICE
HYBRID
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EMPLOYEE HEALTH & WELL-BEING
UPSKILLING AND
(RAPID) RE-SKILLING
FLEXIBLE TEAMS WITH THE GIG ECONOMY
HR AS BUSINESS "ANTENNA"
According to the latest reports by top consulting firms, the HR department's role is more critical than ever as companies moved to a People First approach / Employees-as-Consumers philosophy.
At the same time, during 2020 and 2021 employees quit their jobs at a rate never seen before. The main reasons for this recent phenomenon are to be found in the desire of workers of re-examining and re-imagining the role of work in their lives. The result is that from today on flexible work arrangements will be the norm, not the exception.
THE FOUR MAIN TRENDS EXPECTED IN 2022 FOR THE FUTURE OF WORK
Future of talent
trends for 2022
TRENDS FOR 2022
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Future of talent
Employee health & well-being
During the pandemic numerous employees suffered from depression and anxiety, with clear repercussions on the work environment and a dramatic increase in the number of workers quitting their jobs to make physical and mental health a priority
THE FOUR PILLARS OF WELL-BEING
INTEGRATE
MISSION/GOALS
MEASUREMENT
SUPPORT
TECHNOLOGY
PHYSICAL
SOCIAL
EMOTIONAL
FINANCIAL
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Future of talent
THE UPSKILLING AND RESKILLING PROCESS
ASSESS FUTURE TALEND GAPS AND ORGANIZATIONAL READINESS
DESIGN FUTURE ROLES AND SETUP PROGRAMS FOR RESKILLING
SCALEUP WORK CHANGES AND EMPLOYEE TRANSITIONS
Upskilling and (rapid) re-skilling the workforce will be crucial corporate strategies for the years ahead.
To properly respond to this global trend, tech companies from Silicon Valley are recurring to the brightest minds (and their own dip pockets, too).
SCOUT
SHIFT
SHAPE
Google and Microsoft are recruiting Ph.D.’s in Industrial/Organizational Psychology to deploy AI and big data to improve their talent management systems
Amazon pledged $700M to retrain 100,000 employees for higher-skilled jobs in technology, such as Big Data and Machine Learning.
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Flexible teams leveraging gig economy�
The official definition of gig economy is “labor market characterized by the prevalence of short-term contracts or freelance work” as opposed to permanent jobs.
The definition Passion Economy denotes an economy built around “creators with a purpose” - people who are powerfully motivated to start a brand, business, or community, usually on digital platforms, around a shared passion.
Corporates are leveraging gig and passion economy to create flexible teams and improve company resource planning and flexibility.
Future of talent
EXAMPLES
HR as business “antenna”
Together with the evolution of job roles and skills, the Human Resource department role is also evolving. HR professionals can act as a company radar to predict social changes and help executives navigate them.
Some of the initiatives and technologies that have been seen spreading among top companies in the Silicon Valley are pulse surveys and text analytics to gain valuable insights into what is important for the employees in such a rapidly changing environment.
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Future of talent
UNLIMITED REACH
GIG ECONOMY
PASSION ECONOMY
USUALLY A PHYSICAL SERVICE
STANDARDIZED OFFERING
WELL-DEFINED EARNING STRUCTURE
EARNINGS SCALE LINEARLY
WITH TIME SPENT/JOBS DONE
LIMITED REACH
USUALLY A DIGITAL PRODUCT OR SERVICE
WIDE RANGE IN OFFERING
EARNINGS LESS PREDICTABLE
ASYMMETRICAL REWARD POTENTIAL
FEATURES
EXAMPLES
THE MAIN DIFFERENCES BETWEEN “GIG ECONOMY” AND “PASSION ECONOMY”
Jobs of the future
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Jobs: road to 2031
1940 EMPLOYMENT
EMPLOYMENT SHARE
FARMS & MINING
2018 EMPLOYMENT IN
JOBS THAT EXISTED IN 1940
2018 EMPLOYMENT IN JOBS
THAT ARE NEW SINCE 1940
COMPARING THE DISTRIBUTION OF EMPLOYMENT �IN 1940 AND 2018 ACROSS MAJOR OCCUPATIONS
Source: Autor, Salomons, and Seegmiller, MIT, 2020
15
20
25
30
10
5
0
CLERICAL AND ADMINISTRATIVE
SALES
TECHNICIANS
PROFESSIONALS
MANAGERS
CLEANING, PROTECTIVE SERVICES
CONSTRUCTION
TRANSPORTANTION
PRODUCTION
HEALTH SERVICES
PERSONAL SERVICES
43%
48%
52%
66%
61%
70%
82%
51%
75%
76%
65%
67%
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WITH THE WIDESPREAD DEVELOPMENT OF TECHNOLOGIES SUCH AS AI, IOT, ROBOTS AND AUTONOMOUS VEHICLES, WE EXPECT THE SHARE OF NOT-YET-INVENTED JOBS TO INCREASE EVEN FURTHER.
“
Jobs of the future
New job titles
NEW BUSINESS GAMING & COLLECTIBLES
CYBER THREAT MANAGER
DIRECTOR OF ETHICAL HACKING
DIRECTOR OF NATURAL CALAMITIES FORECAST
ENTERTAINMENT AND RECREATION MANAGER
WELLNESS OFFICER
FREELANCE RELATIONSHIPS OFFICER
MASTER OF EDGE COMPUTING
QUANTUM MACHINE LEARNING ANALYST
DATA DETECTIVE
ROBOT LIAISON OFFICER OR HUMAN-MACHINE TEAMING MANAGERS
XR JOURNEY BUILDER
METAVERSE BRANDING DIRECTOR
GENETIC COUNSELOR
ETHICAL TECHNOLOGY CURATOR
VP OF DIVERSITY, EQUITY & INCLUSION
SMART HOME DESIGN MANAGER
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Thank you!
MASSIMO TEMUSSI
MANAGING DIRECTOR
REGIONAL PLANNING CENTER
AUTONOMOUS REGION OF SARDINIA