The Future of Work: Myths and Manoeuvres ????

I had a blast sharing the stage with Paul Finn & Clare Fenech as a panelist at the recent Engage Employee conference on the Future of Work! ?? Thank you Jo Moffatt for the thought provoking questions.

From GenAI to GenZ, the future is now! Here are a few trends that I proposed will impact employee engagement in 2025 ?? Tell me what you think in the comments.

1?? Flipping the Script: AI isn’t in its infancy, we are!

We often think of AI as a new, rapidly developing technology, while humans are the established, intelligent species. But the reality is, when it comes to unleashing the power of AI, AI isn’t in its infancy, we are! We need intentional strategies to collaborate with AI (not just “utilize” it). Think AI not just for the sake of AI, but for increased efficiency, access, and analysis to enhance employee experiences.

At VML , we are using AI to democratise access to self-awareness, personalise learning, scale coaching, enable skills rehearsals, and empowering our managers with AI-tools to track feedback and trends.

2?? Engaging the?Real?Future of Work (Gen Z!)

• Authenticity Over Everything:?Gen Z craves workplaces where they can be their true selves, without having to compartmentalize. They want their values to align with their employer's, and they want to feel a sense of purpose & belonging.
• “Work-life balance” is officially an?outdated?term. It’s not a Seesaw:?Gen Z doesn't see work and life as two separate entities constantly battling for attention. Work is just another?part?of life, not an opposing force.

To engage GenZ, we need to offer flexibility that enables healthy boundaries and freedom to enable prioritizing well-being without sacrificing career goals.

3?? Investing in employees’ personal brands!

Give them the tools to showcase their superpowers and live their purpose—it’ll strengthen your employer brand and deliver even more value to your clients.?

• By showcasing their authentic personal brands, employees will enjoy benefits like career growth, a boost in confidence, a strong professional network with cheerleaders and career advocates.?
• For our organizations, this means a stronger employer brand that attracts top talent, becoming known for thought leadership, and bolstering the trust of valuable clients and customers by always delivering value through supercharged teams.

It's a win-win, right?

Unleash your employees star power by supporting them with:

(1) a personal brand audit (feedback) (2) showcasing their proposition through career challenges (3) uncovering their purpose (creating time for side of desk projects) and (4) the recognition they need to shine!?

4?? Silence Isn't Golden (It's Costly): Engaging Survey-Shy Employees:

We can’t rely only on pulse survey data to inform strategy, what about those who don’t see the value of responding to these surveys?

Start by asking "Why are you staying?" not just "Why are you leaving?”

Exit interviews tell you why they left. Stay interviews tell you how to keep the rest. Invest in regular stay interviews across all levels within your organization.

Employee Resource Groups (ERGs) are the secret sauce to understanding and engaging?all?your employees.

ERGs can act as valuable listening posts, surfacing issues and challenges that might otherwise go unnoticed by leadership. This direct line to employee sentiment is invaluable for creating a more inclusive and equitable workplace. Give them a voice, build community, and watch your workplace thrive.?

What are you seeing in your workplace?

Let’s chat about what’s working (or not working) when it comes to engagement!???? #EmployeeEngagement? #GenZ? #FutureOfWork? #AI #PersonalBranding