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THE FUTURE OF WORK
Your blueprint for success in the shifting landscape of work
DOWNLOAD YOUR COPY HERE
Inside:
- The One Thing Your Career Must Be Centered On
- 9 Trends That Are Disrupting Your Job
- Why You Should Wait to Reskill
83% of organizations are in the middle of re-engineering their career programs and talent strategies, according to EY. What does this mean for you—the employee?
We find ourselves at the intersection of job displacement, automation, and talent reinvention. By 2025, automation and a new division of labor between humans and machines will disrupt 85 million jobs globally in medium and large businesses across 15 industries and 26 economies. Additionally, 97 million new jobs will emerge, impacting 375 million employees, which is 11% of the global workforce.
1 in 9 people on your team will be affected.
Unfortunately, too many of us are still waiting for our employers to define the future of our work. The danger of relying solely on employers to guide us through this transformation is not that they are incorrect, but that they are mainly focused on fixing one part of the equation. Employees are morever looked at as just that: workers, in the narrow sense. Not as human beings. Human beings who are living through a "permacrisis," where economic turmoil, pandemics, global warming, war, and social division threaten our sence of safety, our health, and happiness, and in varying degrees—the health, happiness, and safety of those we love.
The other consequences of this "wait-and-see" approach include lack of control, missed opportunities, an unpredictable future, and job insecurity - just to name a few.
But this moment in time presents more than a challenge; it's an opportunity. This moment in our history offersus a chance to lend our voice to the design of our future. Work is afterall, a major part of our life. We spend more than a third of our waking life at work.
Read this e-book to discover why the evolution of work demands a new approach and how you can take agency over your future.
What will ensure our long term happiness at work, and why is it so challenging to be happy in our workplace?
At the heart of sustaining engagement in a committed work relationship is the reconciliation of two fundamental human needs. On the one hand, we have our need for security: we want predictability, safety, dependability, reliability, and a good paycheck. But on the other hand we also have an equally strong need for adventure: we want remote work, flexible hours, novelty, risk taking, exploration, surprise and the feeling that we are growing.
Reconciling our need for security with our need for adventure in a single workplace in the past was a contradiction. Employment was once seen purely as an economic transaction providing stability, social status and career progression. Our parents stayed with the same company - if not the same job for 25 years or more.
Now, we want our jobs to give us all these things, and more. We want our work to be aligned with our values, be a force for good, provide friendships and mentorship, allow us to be creative, facilitate us in being entrepreneurial, and all of this in a very short time because we now change our career, not just jobs in 6 years or less.
So, we turn to one employer and essentially ask them to provide what once an entire career ecosystem used to offer. Give us belonging, identity, continuity, but also give us inspiration, adventure and entrepreneurship all in one. Give us comfort, but also challenge us. Give us novelty, but also familiarity. Give us predictability, but also surprise. And we expect this as a given, thinking that simple perks and benefits will suffice.