The rise of automation, a data privacy crisis, and global economic instability make imagining the future of work extremely difficult.
We know that automation and A.I. are standardizing repetitive tasks and lowering labor costs; it’s also leaving many loyal employees out of work.
For 2020, these are the three issues that “require immediate and intentional action” if organizations want to thrive in the future of work.
A complicated balance: employee trust and data privacy.
Many people feel they have lost control over how their personal information is being used, and those concerns are now making their way into the workplace,” says Alper-Leroux. “Because technology companies have shifted consumer expectations around transparency, employees are now adopting those same expectations at work. To maintain employee trust, executives must balance transparent data use and data privacy, and it’s up to HR to help ensure there are systems in place that walk this line well, says Alper-Leroux.
Build adaptability into the workforce.
Executives talk about making organizations more adaptable, but to Alper-Leroux, it’s not about the organization: To survive rapid technological shifts, we must build adaptability and resilience directly into our workforces. Many organizations have paid lip service to shifting recruitment toward critical professional skills like self-awareness and empathy, but the reality is too many business leaders and recruiters are still prioritizing technical skills that may be obsolete in a few years.
Overlooked talent in people with disabilities and older workers.
While employers have struggled to fill open roles, people in these groups face higher rates of unemployment around the world,” says Alper-Leroux. “In 2020, organizations must make a concerted effort to reach into these untapped talent pools and create accessible, inclusive environments where these employees can thrive.