The dynamics of the Workplace are changing
In this modern age, globalisation has taken its effect and by its design we are now all interconnected and interdependent all the time, and from every part of the globe. Mobile data and information exchange is a constant. Even social coexistence and connectivity follows the new rules for flexibility and constant availability. People are more connected through technology today then ever in history. Almost everywhere on the globe, people are connected through their devices in one form or another. This kind of mentality has permeated the workplace, and there is now a constant desire for better technology and understanding of this interconnected world. “Hyperconnectivity” determines our life and work now and will have an even greater impact in the future.
The workplace in 2025
It is time for companies to realise this and take hold of their futures. If companies choose to not make plans for the future workplace, they will face increasing difficulties in recruiting new talent. They will also have to rethink their social and technological strategies in order to not get left behind, and stay ahead of the game. Therefore, we know that the future workplace will replace the known, unchanging hierarchies and departments with small, collaborative team networks. These are the findings of a study commissioned by Fujitsu from the independent European market research firm Pierre Audoin Consultants (PAC). The study “Workplace 2025” outlines the core issues that will change the workplace over the next eight years. It also outlines the recommended steps companies should consider to stay competitive.
Our new reality
The expectations of the workers are high: 79 percent complain that their workplace does not offer the necessary flexibility; 56 percent have higher safety requirements than are met; 49 percent are convinced that traditional jobs will disappear anyway and 24 percent want more accessibility, also from a technological point of view. There are companies such as tocario, that are working with the idea of creating a digital workplace, where flexibility and accessibility can be achieved.
Employers have already done a lot or planned to reform the work environment. 70 percent want to adjust their company policies. 60 percent oppose or already practice open innovation and crowdsourcing within the company. 30 percent want to invest in analysis tools and almost half can practically imagine working with digital virtual assistants like Amazon’s Alexa. Half of the employers want to implement use cases and environments that are based on consumer behavior. However, only 29 percent of employers want to allow their employees to use end devices of their own choosing. At the same time, end devices will determine how access to information is regulated, how it is shared and distributed securely, and how valuable content is created.
5 important changes in the future workplace 2025
Cross-generational workplace management and administration
One of the major changes that will affect the workplace of the future is demographic change. By 2025, a large number of millennials, those born between 1980 and 2000, and thus the so-called “digital natives” will enter the workforce, expecting a better work-life balance and an agile and compelling work environment. At the same time there are Generation X employees who are active in the company until the 1960s and who will work with technologies that will help age not be a hindrance to physical tasks. This diversity of employees in 2025, with their very different preferences and needs, also requires companies to make radical changes in education and development.
There will be greater movement and flexibility
The study recommends forcing the agility of the “limitless” workplace. In order to continue to be perceived as an attractive employer, companies should develop a contextual and personalized work environment that is tailored to the individual needs of the employee. At the same time, they should strengthen collegial cooperation through the implementation of new technologies, such as augmented reality or digital workspaces. The “Workplace 2025” report predicts that today’s organizational structures will become much more agile and adapt to ever-changing economic conditions, competitors and customer needs. The still prevailing rigid hierarchies and departments are being replaced by small, collaborative network teams of employees and external freelancers, which are linked by unified communication and collaboration platforms and supported by intelligent assistants.
Recruitment via crowdsourcing
This increased flexibility not only affects the skills required in companies, but also the search for suitable employees. The study concludes that the fastest growing companies in 2025 will be able to quickly identify and develop skills from a global talent pool. Instead of hiring permanent employees for a particular role, the trend is toward global crowdsourcing of freelance talent. Teams of all sizes must be put together quickly and according to their needs. A reliable and flexible technology platform that enables employees to quickly authenticate with biometric data to gain access to the tools and systems they need is essential.
The blurring of borders between industries
The development and expansion of such networks also poses new challenges to the technologies required. External partners need access to centralized enterprise applications, and cross-enterprise data sharing makes an appropriate security solution essential. In terms of security, companies strive to strike the right balance between providing the tools and frameworks needed for good internal and external cooperation while effectively addressing the continuing threat of cybercrime. The workplace of the future, therefore, needs simple, easy-to-use and adaptive security tools that will not stand in the way of productivity – like Cloud Workspaces.
Companies must lean on technology partners and IT
As a result of these evolving needs, technology partners are expected to become increasingly important to companies in the future, helping them to manage these new, larger ecosystems and to advise them on other challenges, such as security issues and financial risks. This model of digital co-creation offers the potential of a much higher enterprise value than the market-dominant, rigid contract models. Of course, not all jobs will naturally change so radically. Nevertheless, many companies will have to react in order to be able to win or retain the young employees. It should be borne in mind that 20 percent of administrative employees who work in a modern and forward-looking manner are advancing 80 percent of productive employees in terms of increasing productivity and quality.
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