Preparing for New Jobs: How to Futureproof Your Workplace

The new era is all about modern technology, the digitalization of processes, and shifts in worker expectations. Businesses have no choice but to keep up with these drastic changes and more importantly, embrace them. The coming years certainly will bring in a lot of uncertainties in the business world for both employers and employees alike. Organizations must have a robust workforce strategy in place in order to prepare for the future and navigate the challenges and opportunities that are to come.

However, before getting to the strategies, as an organization it's important to assess the skills and needs of your current workforce.

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Tips to know your existing workforce better

Here are some ways you can figure out the strengths and weaknesses of your existing workforce and then work your way from there.

1.?Conduction of regular skill assessments to identify areas your lack employees are lacking in and create a plan for upskilling or reskilling

2.?Offer time to have one-on-one conversations with your employees to understand their goals and interests.

3.?Keep open communication lines and encourage feedback from employees.

4.?Use data analytics and productivity metrics to figure out the strengths and areas for improvement.

5.?Implement skill mapping to identify potential skill gaps and training needs

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Building the future workplace

Is your organization ready for the future of work? Are your employees equipped with the skills, knowledge, and mindset to thrive in the new workplace? If not, then here are some strategies that can help futureproof your workforce and empower your employees to adapt to evolving technologies.

Here are some of the key strategies to prepare your workforce for future jobs-

1.?Prioritise evaluation of skills

To be prepared for the future of work its essential that your employees are equipped with new skills and knowledge required to succeed not just in their roles but also add value to your organization. Training needs assessment is one of the vital tools that can help identify these gaps and aid employers to develop a strategic plan to upskill or reskill them and help them acquire these skills.

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2.?Use of contingent workers

Including contingent workers, and temporary/gig workers can be a great move to aid your efforts in preparing your future workforce. Experts predict that half the U.S workforce may consist of alternative workers by 2027. And the use of these workers makes a lot of sense.

For example, in the retail sector, contingent workers can be of great advantage in helping manage seasonal sales; the manufacturing sector could certainly use the honed skills the alternative workers will bring to the table. Additionally, the flexibility to scale up and down the workforce could help organizations effectively meet their current needs.

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3.?Employee cross-training

While you certainly must hire employees with niche skills that are required for the future of work, it is also important that you make the most of the employees already existing. You can cross-train them and make them capable of handling multiple roles. Some of the strategies you can use to cross-train them could include- in-house training, apprenticeship training, offer mentorship. Some of the benefits cross-training offers are-

• Higher productivity
• A flexible and agile workforce
• Better employee engagement
• Higher retention rates
• Better succession planning

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4.?Design new, meaningful learning opportunities

You must bear in mind that to prepare your workforce for the future of work, you must offer them training that focuses on building new skills, rather than going along with a one-size-fits-all training program. The good news is the workers of today are keen on learning. PwC’s Workforce of the Future 2030 report found that 74% of workers are ready to learn new skills or retrain to remain employable in the future.

As employers, it’s your responsibility to design learning opportunities that are tailored to the specific needs of employees.

For example, you can incorporate distinct learning styles such as -

• E-learning
• Instructor led training
• Virtual instructor-led training
• Microlearning

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5.? Keep yourself updated about the most in-demand skills and invest in employee training and career development

According to the 2022 Global In-demand Skills report , the emergence of new technologies and growth of automation in the workplace has given rise to the demand for new, technologically advanced skills like-

-????????? Artificial intelligence and machine learning

-????????? Digital and technological skills

-????????? Data analysis and Data science

-????????? Big data

-????????? User interference and user experience

-????????? Mobile app development

-????????? Cybersecurity

-????????? Project management

-????????? Financial management/budgeting and accounting

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Some of the really important non-technical skills employers must focus on are-

• Soft skills- Emotional intelligence, collaboration, problem-solving, and communication skills will become even more important as remote work and virtual teams become more prevalent.
• Entrepreneurial skills: With the rise of the gig economy and new business models, employees will need to have the skills to think creatively, take risks, and be self-motivated.
• Multilingualism: With the world becoming more globalized, the ability to communicate and understand different languages will become increasingly important in the future of work.
• Critical Thinking and problem-solving: Companies are looking for employees who can think critically, identify, and solve problems, and make data-driven decisions.

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With the right skills assessment and by using various training methods, you can plan strategies to address the skills gap by either reskilling the workforce you already have, upskilling them or recruiting new ones that have the technical skills.

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6.?Enhance employer branding

?Focusing on enhancing employer branding is a crucial step in future-proofing your workplace. You must have a strong employer brand if you want to attract the right candidates with the right skills to ensure you have a consistent talent pipeline in your organization. However, the labour shortage is such, that employers are finding it extremely hard to find the right talent. According to a Gartner Survey , 64% of IT executives cite the labour shortage as the main culprit in preventing the implementation of new technologies.??

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7.??Implement succession planning

Of course, being on the lookout for new talent is essential, but its also important to identify and nurture potential leaders within the company to ensure smooth transition when crucial positions are vacant, avoiding disruptions to the business. Not only will this help companies retain the best talent but also help build a culture of continuous learning and development.

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Wrapping Up

To futureproof the workplace employers must invest in continuous employee development, embrace a proactive approach to reskilling and upskilling. By anticipating future trends, such as automation, artificial intelligence, and evolving market demands, companies can create a dynamic workforce that adapts to new challenges. Cultivating a culture of lifelong learning, leveraging digital tools, and collaborating with educational institutions to provide relevant training is the need of the hour. Ultimately, preparing employees for emerging roles not only strengthens organizational resilience but can also ensure sustained competitiveness in an ever-changing business landscape.