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Macroeconomic, social, geopolitical, climate, consumer and technological forces are affecting the way we live and work. Labor shortages remain tight and in this war for talent, leaders must consider how they can meet workers’ needs. Our Future of Work 2022 research found that only 26% of CEOs have a future-ready strategy that is holistically focused on changing how, why and where we work.
While business leaders cannot control the forces of disruption, they are vital in
determining how to shape a future of work that allows their people to thrive.
Workers need access to resources that support their fundamental human needs, in a
supportive environment, regardless of their physical location. Those who do not feel they can be productive, healthy or happy in any work location are nearly 8x more likely to want to leave their organization.
There is a disconnect between what people want from work and what employers are offering. Only 1 in 6 people feel highly connected to their organization and the people they work with. We can’t just blame technology.
We surveyed 200 CEOs around the globe and our research found that leaders believe things need to change from an organizational and people perspective, but 66% of CEOs are reluctant to pursue work models and approaches that differ from those used in the past.
CEOs can no longer rely on approaches that have succeeded in the past as they are based on outdated concepts about people and business. Businesses who are leading the way use technology to unlock the full power of human ingenuity, and build a foundation for healthy, effective workers and organizations that thrive in times of change.
Whether it’s health practitioners, grocery store clerks or delivery drivers, an estimated 2.7 billion people keep our world working. Retaining these workers and keeping them happy, healthy and fulfilled in their jobs will require new thinking and approaches. Leaders across industries are exploring new ways to help their people build skills and grow in their career pathways
It is time for CEOs and other business leaders to reimagine new models of work that center on people and how, where and why they work. These are some ways to get started:
52% say purpose is more of a talent branding tool than a real catalyst for change. A clear and compelling purpose can attract new talent and help existing workers feel that they are contributing to something bigger than themselves.
53% of CEOs still prioritize productivity over people’s well-beings. When leaders shed command-and-control models, they build trust by giving people autonomy to choose their own path to get business done.
59% of someone’s intention to stay with a company is tied to being omni-connected. Better work experiences rely on omni-connected cultures, where people are connected and feel they belong, regardless of physical location.
31%of workers are confident their skills will be relevant in five years. To unlock human ingenuity, people need ongoing training and digital tools that enable them to connect, work and grow. While business leaders cannot control the forces of disruption, they are vital in determining how to shape a future of work that allows their people to thrive. Workers need access to resources that support their fundamental human needs, in a supportive environment, regardless of their physical location. Those who do not feel they can be productive, healthy or happy in any work location are nearly 8x more likely to want to leave their organization.
