{"id":633622,"date":"2017-01-02T00:00:00","date_gmt":"2017-01-01T23:00:00","guid":{"rendered":"https:\/\/www.ie.edu\/insights\/latest-news\/articles\/the-five-trends-shaping-the-future-of-work\/"},"modified":"2019-02-06T14:42:57","modified_gmt":"2019-02-06T13:42:57","slug":"the-five-trends-shaping-the-future-of-work","status":"publish","type":"articles","link":"https:\/\/www.ie.edu\/insights\/articles\/the-five-trends-shaping-the-future-of-work\/","title":{"rendered":"The Five Trends Shaping the Future of Work"},"featured_media":636508,"template":"","meta":{"_has_post_settings":[]},"schools":[],"areas":[16,19,21,25,26],"subjects":[],"class_list":["post-633622","articles","type-articles","status-publish","has-post-thumbnail","hentry","areas-competitiveness-growth","areas-global-affairs-law","areas-innovation","areas-talent","areas-technology"],"custom-fields":{"wpcf-article-leadin":["The millennials, technologies, globalization, mobility, new attitudes... The employment scene is changing at an ever faster rate and it is vital to know and understand these changes. Companies can no longer afford the luxury of waiting to see what happens. Anyone who waits before taking the plunge will fail."],"wpcf-article-body":["If there\u2019s one thing we can all agree on, it\u2019s that the world of work is changing... quickly. In this new rapidly changing world \u201clate adopter\u201d is the same thing as \u201cout of business.\u201d Companies no longer have the luxury of waiting to see what happens. One of the biggest shifts we are seeing in the workplace is the coming shift around who drives how work gets done.\r\n\r\nSince the dawn of business executives would set the rules and pass them down to managers who, in turn, would pass them down to employees. But as Dan Pink aptly put it: \u201cTalented people need organizations less than organizations need talented people.\u201d In other words, employees are now starting to drive the decisions and conversations around how work gets done, when it gets done, who it gets done with, what technologies are being used to get it done, and so on.\r\n\r\nBut why are these changes happening now? There are five of them, as seen below, and before exploring anything else around the future of work, it is crucial that we understand these.\r\n

\"Cinco<\/p>\r\n1. New behaviors<\/strong>\r\n\r\nTen years ago, if someone had told you that you would have all this information about yourself public for the world to read, see and hear, you would have said they were crazy. Now look at where we are: we are so much more comfortable living more public lives, we build communities, share, communicate, collaborate, access information, and shape our personal experiences.\r\n\r\nAll these new behaviors are cascading over organisations, which is forcing them to make changes.\r\n\r\n \r\n\r\n2. Technologies<\/strong>\r\n\r\nBig data, the cloud, the internet of things, robots, automation, video, collaboration platforms, and other technologies are changing the way we work and live.\r\n\r\nThe cloud puts the power of technology into the hands of employees; robots and software are forcing us to rethink the jobs that humans can and should do; big data gives us insight into how we work and how customers transact with us; and collaboration platforms give us the ability to connect our people and information together anywhere, anytime, and on any device.\r\n\r\n \r\n\r\n3. Millennials in the workplace<\/strong>\r\n\r\nBy 2020, millennials are expected to make up about 50% of the workforce, and by 2025 this number is projected to be 75%. The important thing about millennials is not the fact that they might bring new approaches, ideas, values or styles of working, it\u2019s that there are going to be so many of them.\r\n\r\nThey are, by all accounts, going to be the largest generation ever to enter the workforce. This is a generation of employees with technological fluency who are willing to live at home longer until they find a company they truly want to work for.\r\n\r\nIn other words, organizations must shift from creating an environment where they assume that people need<\/em> to work there to one where people want<\/em> to work there.\r\n\r\n \r\n\r\n4. Mobility<\/strong>\r\n\r\nToday, where you are located is starting to matter much less when it comes to being able to do your job.\r\n\r\nAs long as you can connect to the internet, the chances are that you can access the same people and information as if you were working in an office building. We are connected anywhere and everywhere we go, whether it be 35,000 feet in the air or in a coffee shop.\r\n\r\n \r\n\r\n5. Globalization<\/strong>\r\n\r\nThis is essentially the ability for organizations to work in a world where boundaries do not exist. The world is becoming just like one big city. The language you speak, the currency you transact in, and your physical location are starting to matter less and less.\r\n\r\nYou can work in San Francisco, yet have clients in Beijing or Melbourne; and the same goes for employees. Boundaries to working with anyone, anywhere are disappearing and this trend can only continue.\r\n\r\n \r\n\r\n\u00a9 IE Ideas.\r\n\r\n "],"wpcf-article-extract-enable":["1"],"wpcf-article-extract":["By Jacob Morgan<\/strong>. The millennials, technologies, globalization, mobility, new attitudes..."],"wpcf-article-summary-enable":["1"],"wpcf-article-summary":["The world of work is constantly changing and companies must stay abreast of new trends. Those who delay adapting to change are destined to lose. For example, social networks are creating new attitudes that shape our personal experiences. Technologies such as big data and collaboration platforms make it possible to access more information about customers and maintain constant contact, while automation has raised questions about whether certain jobs must be performed by people. In addition, the younger generations are seeking out organizations that they truly want to work for, forcing companies to create attractive workplaces. Technology and globalization have created a world where it is possible to work with anyone from anywhere."]},"_links":{"self":[{"href":"https:\/\/www.ie.edu\/insights\/wp-json\/wp\/v2\/articles\/633622","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.ie.edu\/insights\/wp-json\/wp\/v2\/articles"}],"about":[{"href":"https:\/\/www.ie.edu\/insights\/wp-json\/wp\/v2\/types\/articles"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.ie.edu\/insights\/wp-json\/wp\/v2\/media\/636508"}],"wp:attachment":[{"href":"https:\/\/www.ie.edu\/insights\/wp-json\/wp\/v2\/media?parent=633622"}],"wp:term":[{"taxonomy":"schools","embeddable":true,"href":"https:\/\/www.ie.edu\/insights\/wp-json\/wp\/v2\/schools?post=633622"},{"taxonomy":"areas","embeddable":true,"href":"https:\/\/www.ie.edu\/insights\/wp-json\/wp\/v2\/areas?post=633622"},{"taxonomy":"subjects","embeddable":true,"href":"https:\/\/www.ie.edu\/insights\/wp-json\/wp\/v2\/subjects?post=633622"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}