3 Key Trends Shaping the Future of Work

Without thrusting my self-perceived expertise upon you, I thought I'd jot down a few key Future of Work trends I've noticed over the past few months. At ivee , we’ve been having lots (and I mean, lots) of conversations with companies and job-seekers, and three trends have consistently stood out: the rise of career breaks (obviously), the surge in Employee Generated Content (EGC), and the increasing importance of data literacy.?

I’ll attempt to break them down in this blog.?

1. The Rise of Career Breaks

Career breaks have always been present, but only recently are people starting to openly talk about them. A compelling driver for this trend was COVID-19, which prompted a widespread reassessment of work-life balance, professional goals, and personal well-being. Workers who had been continuously employed since their early careers began to question the sustainability of their routines, leading to a reevaluation of their professional trajectories.

Career breaks are taken for various reasons, including bereavement, caregiving, full-time parenting, gap years, layoffs, health and well-being, personal goal pursuits, professional development, relocation, retirement, travel, and voluntary work. This shift is not merely a cessation of professional ambition but rather a redefinition of it, particularly among individuals who have worked non-stop since their 20s.?

And you don’t need me to tell you that career breaks are particularly prevalent among women, with a whopping 75% of UK women taking a career break at some point in their lives. LinkedIn data from last year shows that 70% of career break-related searches and 67% of related posts globally were made by female members.?

But could that be changing..?

The rise of paternity leave is a notable trend that underscores a broader societal shift towards shared parenting responsibilities and gender equality in both the workplace and at home. Historically, parental leave has been predominantly associated with mothers, but recent years have seen a growing recognition of the importance of fathers' involvement in early childcare. This change is driven by evolving gender roles and a greater emphasis on work-life balance.

In the UK, this trend is reflected in several ways. Nearly two-thirds (60.8%) of businesses now offer enhanced paternity pay above the statutory minimum, showing a commitment to supporting working fathers. This shift is indicative of a growing recognition of the benefits of paternity leave, not only for families but also for promoting a more inclusive and diverse workplace.

And it’s not just parenthood that elicits breaks;? Gusto Inc. found a doubling in the rate of sabbaticals from January 2019 to January 2022, with young professionals (25-34 years old) being the most likely to take such breaks.

Companies are realising the immense potential of this largely untapped talent pool and the urgent need for a robust tech solution to bridge this gap.

2. The Rise of Employee Generated Content (EGC) ??

TikTok’s search volume is 10x higher than Google’s... Let that sink in!?

In the era of digital transparency, Employee Generated Content (EGC) has emerged as a pivotal factor for job seekers. EGC encompasses content created and shared by employees that offers insights into a company's culture, values, and operational environment. This unfiltered perspective is increasingly valued by prospective employees who seek authenticity and genuine representations of workplace dynamics.

The year 2024 marks a significant shift as companies invest in their employees' personal brands. In return, employees create content that highlights the company's culture and brand. Unlike traditional influencer content, EGC is intentional, valuable, and educational, requiring employees to build their personal brands while showcasing the company’s culture and brand. This strategy has led to a 27% increase in online engagement and a 19% rise in sales within the first year for companies that have implemented EGC.

The transition towards EGC reflects a broader change in corporate social media policies. Historically, social media usage at work was discouraged, perceived as a productivity killer. However, employers now recognise that their brand's authenticity and reach are best represented by employees who understand and believe in the company’s values. Employees who are active on social media become natural brand advocates, and their content is seen as more genuine and relatable, resonating better with audiences.

EGC also brings several benefits:

• Employee engagement: Encouraging employees to represent the brand builds credibility. Employees feel trusted and valued, which increases their motivation to contribute.
• Authenticity and relatability: Consumers crave authenticity, and EGC is perceived as more genuine and relatable.
• Increased reach: Employees have their own networks and followers, which can significantly expand the company's audience reach.
• Brand advocacy: Active social media participation by employees fosters natural brand advocacy.
• Skill development: Creating content enhances employees' skills in areas like content creation, social media management, and personal branding.

However, implementing EGC requires trust and training to ensure employees are well-equipped and aligned with the company's vision and rules. By investing in employees' personal brands and simplifying the process for content creation, companies can foster a culture that retains talent, reduces turnover, and differentiates their brand in the market.

3. The Importance of Data Literacy ??

In 2024, data impacts every aspect of our working lives—from the metrics used to assess productivity to the information leveraged for decision-making and process optimisation. For those who want to make their mark, basic proficiency in spreadsheet software like Excel is no longer sufficient. Instead, understanding how to effectively utilise data is crucial.

Data literacy involves having a grasp of the tools and platforms available, and knowing how to identify opportunities to use them to enhance day-to-day tasks. This doesn't necessitate a degree in data science, but rather a working knowledge of data analytics tools and the ability to interpret data insights to drive better decisions. Companies are increasingly valuing employees who can bridge the gap between raw data and actionable strategies, as this skill set is essential for maintaining a competitive edge in a data-driven world.

The rapid advancement of AI and machine learning technologies has further heightened the demand for data-savvy employees. Organisations are seeking individuals who not only understand traditional data analytics but also have the ability to work with AI tools to automate processes, gain deeper insights, and enhance predictive capabilities. This includes familiarity with AI-powered platforms, understanding machine learning models, and the ability to integrate these technologies into existing workflows to optimise performance.

For example, a survey by LinkedIn showed that skills in AI and machine learning are among the fastest-growing in demand across multiple industries (CIPD ). Similarly, a report by PwC highlights that 67% of executives are looking for employees with skills in AI, machine learning, and data analytics to help their organisations stay competitive and innovative (Employment Law Watch ).

Organisations that prioritise data literacy among their workforce are better positioned to innovate and adapt to changing market conditions.?

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