The Future of Work: Positive change on the horizon

The below article was first published by Silicon Republic on August 24th, 2020.

The past few months have not been easy for anyone, and it can be hard to see positives during a time of such national and global tragedy. But as we look back on the changes we’ve already gone through, it also raises questions to the future. We must, and I believe will, learn from these lessons. When we look to the horizon, to a post-Covid world, companies won’t, nor should they, go back to the same 2019 operating model. Here are just five ways in which I believe the period of history we are all living through will ultimately have a positive impact on the Future of Work:

1.    Innovation accelerated:

David Epstein, the author of the book Range: Why Generalists Triumph in a Specialized World, said, perhaps prophetically in his 2019 book that “Companies do their most impactful creative work in a crisis, because the disciplinary boundaries fly out the window.”

When I look at the technology industry and the world in general, I am astounded and awestruck by some of the solutions produced at speed during these turbulent times. The pandemic has shown that necessity truly is the mother of invention; and that through collaboration, support and focus, so much more is possible.

Within the technology industry, we’ve seen rapid advances in everything from augmented reality collaboration tools to enhanced air purification systems and advances in contactless payments providing consumers with safer, socially distanced digital payments.

The world is still navigating its way through a storm and it may be some time before we hear of or experience all the innovations that are being conceived today. But one thing is certain: the coming years will see industries progress rapidly as innovation is revved up to warp speed.

2.    Wellness as the cornerstone:

We’ve all become more aware of our own health: Our physical health, our mental health, and even our financial health. And it’s not just individuals - companies across the globe are investing in much needed wellness initiatives for their employees. Employers recognise that they need to support employees with empathy and understanding. Fitness classes have moved online, wellness talks have become virtual, and the range of wellness offerings has increased across the board. But this holistic focus on ‘The Whole You’ is not just relevant during a pandemic. It is imperative that an integrated employee wellness strategy becomes the cornerstone of any future work environment.

3.    Leadership with empathy and humanity:

I’ve noticed that the most effective leaders, particularly over these past few months, are those who possess the uniquely human skills of empathy, trust and integrity. Leaders with these skills create a culture of psychological safety, where employees feel empowered to speak up and share their ideas. They are not just leaders; they are coaches and advocates who instil their teams with the confidence and opportunity to shine, even in the darkest of times.

The most successful leaders also possess one other crucial skill which is essential for the future of work: adaptability. As our world has turned on its head, we have all had to adapt to new ways of working. Managers have had to learn how to effectively manage, coach and onboard teams in a virtual world. Leaders have had to react fast and pivot their strategy. Favourite projects have been retired while new and innovative projects have been born out of necessity. Change has been relentless, and adaptability has never been so essential for success.

Looking to the future, as technological advances continue apace, employers will seek these uniquely human skills when they hire not only for their leaders, but for all roles.

4.    Destination office as the lynchpin to a hybrid world:

With the exception of critical workers, most technology sector employees were mandated to work from home when the crisis hit. Some found this suited them: they saved time on commuting, and those with space for a quiet home office found it conducive to focused work. But for every person who celebrated home working, there was another who lamented it. Many who live alone struggled with isolation, while others who live in a bustling flat-share found it hard to find quiet time. What became crystal clear though, is that we are all different and we all require different work environments at different times to be at our best. In short, we require choice.

That’s why my personal view is that the Future of Work will be hybrid. Choice and flexibility will form the foundation, and technology will be the enabler, but the office environment itself will still have a pivotal role to play.

The office-of-the-future will be a positive, inspiring and uplifting physical space which promotes continuous learning, nurtures wellness, strengthens community, enhances culture and fosters creativity, co-creation and innovation. Every aspect of the office will be thoughtfully planned to meet the holistic needs of employees. The choice of materials selected in the interior fit-out will be naturally antibacterial and technology will become part of the fabric of the building to create contactless experiences for everything from registering visitors, to calling the lift, and ordering and collecting food.

Within meeting rooms and collaboration areas, technology will work harder to bridge the physical and virtual worlds in a bid to create consistent immersive experiences both within and away from the office . Indeed, creating an inclusive and equitable environment will be a design imperative. Gone will be the days of loud, bright primary colours and uncomfortable beanbags; replaced instead by a calming décor based on wellness design principles that cater to new and diverse pools of talent.

5.    A culture of belonging

In some ways, the impact of this pandemic has felt like ‘one step forward, two steps back’ in terms of the Diversity & Inclusion agenda.

On the one hand, against a backdrop of global media activity highlighting both inequalities and unethical treatment of ethnic minorities, the pandemic has shone a light on the challenges faced by many diverse groups. Perhaps for the first time, many are opening their eyes to the challenges faced by many in society and with increased awareness, minority groups are starting to feel seen and listened to: the necessary first step in effecting change.

On the other hand, the economic downturn has meant that many companies have had no choice but to cut budgets. As a D&I champion and advocate, I was saddened and disheartened to read in a recent report that 27% of companies have either cut their D&I budget or put D&I initiatives on hold - a counterproductive move when society shines a light on D&I in other arenas.

But ultimately, as breakthroughs in science enable our world to move past this pandemic, I believe that the lessons we’ve learnt, combined with all of the positive advances above, will pave the way to a more inclusive and diverse workforce … to a Future of Work based on a culture of ‘belonging’.

There is a well-known saying that “Diversity is being invited to the party; inclusion is being asked to dance”. I would continue that saying to add “…Belonging is feeling free to be yourself when you dance”. It is my view that Belonging must come first. After all, you need to see that you belong before you feel you can start to dance freely. And to see that you belong in the workplace, you need to see leadership with empathy and humanity, setting an example and leading from the forefront. You need to see a culture of psychological safety where the holistic wellness needs of employees are prioritised. You need to see true innovation, where diversity is not only celebrated but at the core. And you need to see an operating model founded on the principles of choice, flexibility and respect.

As leaders and future leaders, we can all play our part in taking the lessons from this turbulent period, and using them to shape a more positive Future of Work: a future of innovation, empathy, humanity, choice, flexibility and, perhaps most importantly: Belonging.

These changes will open up new and untapped talent pools for technology companies of the future: from carers and parents seeking to work part-time to experienced candidates looking to get their foot back in the door following a career break; from talent living in remote or rural parts of the country; to those with physical disabilities or on the neurodiversity spectrum who may previously have felt excluded from the workforce; opportunities are abound – it’s your job to take them.