InTents August/September 2023 - 40

business | management
Navigating the future
landscape of labor and talent
The workplace to come is drastically different than today's and yesterday's.
by Melissa Furman, Ph.D., MS, DBA
O
Future work stats
Here is a snapshot of workforce
trends according to Zippia.com:
* 85% of jobs in 2030 will not
have existed yet in 2020.
* 65% of female employees
report that the pandemic
made them rethink the place
work has in their life.
* Automation has the potential
to eliminate 47% of U.S. jobs
by 2030 or 73 million jobs.
* Up to 37% of Americans will be
working from home by 2030.
* Total U.S. employment is
projected to grow by 8.3 million
jobs between 2021-2031.
Warp-speed changes ahead
Let's start by thinking about today and
taking a pulse of the current landscape
of labor and talent, and then transition to
techniques and strategies for navigating
the future landscape.
* Business is moving at a rapid pace,
and the pace will only get faster in the
future. Due to the rapid pace of change,
simply tweaking old systems based on
old rules will no longer be effective. To
remain relevant in an ever-changing
business landscape, organizations need
to refresh and rebuild their systems,
protocols, products, services and
infrastructures to successfully meet
the modern demands of consumers,
employees and stakeholders.
* Employees, clients and customers are
experiencing high levels of burnout due
to prolonged exposure to psychological
stress. This is resulting in increased
frustration and decreased patience,
resiliency and tolerance for conflict.
* The workforce is more diverse than
ever as it relates to generations, cultures,
ethnicities and genders. This
diversity may not align with the
current paradigm of business that
was predominately designed by
40 intents aug-sept 2023
rganizations need to be thinking
about tomorrow and, more specifically,
how the future of work, the workforce
and the workplace will be dramatically
different from what we know today.
And more importantly, from what it has
been in the past.
White men. The current paradigm
is not right or wrong, just different
and possibly misaligned with the mindsets,
preferences and expectations of
diverse populations.
* Organizational leaders are navigating
unique challenges and are expected
to do more with less and to make
decisions faster with less information.
That's a lot to process, and thinking
about the current landscape can be
overwhelming. But don't get stuck
thinking about today; instead, start
thinking about the future.
Looking to the future of labor and talent,
organizations are faced with two options:
(1) become an " employer of choice " or
(2) expand the applicant pool. Since
expanding the applicant pool is a larger,
more community-based challenge, let's
focus on becoming an employer of choice.
One size does not fit all
It's important to recognize, appreciate
and leverage the diverse workforce.
To become an employer of choice,
organizations need to customize their
recruitment and retention strategies to
align with the needs and preferences of
diverse populations.
Don't assume that you know what
current or prospective employees want.
Instead, ask them. This can be done via:
* Stay interviews. Interview your
current high-performing employees
to solicit input and recommendations.
Ask: What do you like most about
working here? Where can the
organization improve? What can the
http://www.Zippia.com

InTents August/September 2023

Table of Contents for the Digital Edition of InTents August/September 2023

InTents August/September 2023 - Cover1
InTents August/September 2023 - Cover2
InTents August/September 2023 - 1
InTents August/September 2023 - 2
InTents August/September 2023 - 3
InTents August/September 2023 - 4
InTents August/September 2023 - 5
InTents August/September 2023 - 6
InTents August/September 2023 - 7
InTents August/September 2023 - 8
InTents August/September 2023 - 9
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InTents August/September 2023 - Cover3
InTents August/September 2023 - Cover4
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