top of page

The Future of Workplaces

Updated: Oct 8, 2023

The future of work and how to get the proper Balance

bunch of peoples working together in one big table

Although dynamic and flexible, the future of work is optimistic and exciting. The COVID-19 situation has triggered a significant and drastic change that is challenging the nature of work and the workplace.

The future of work is a prediction of how work, employees, and the workplace will change in the next years. To survive in a post-pandemic environment when marketplaces are frequently short on candidates businesses need to concentrate on these three critical aspects.

what can leaders anticipate and how can you make future plans? In order to effectively manage future risks and maximize future opportunities, leaders can make strategic decisions for the workplace that will help reshape a pleasant future. This is covered in the article that follows.

Approaches to returning to work are being reimagined

It's time to make deliberate plans now that leaders have had some time to reevaluate their safe return to work tactics. Employers must take advantage of the chance to create a win-win situation for the company and employees, whether employees are working remotely, in reimagined on-site facilities, or a hybrid of the two..

The results of a recent survey were as follows:

83% of all employees prefer remote or hybrid work arrangements.

17% of employees want to return to working there full-time.

Organizations risk losing up to 40% of their workforce if they push a complete return to work.

You can recruit and keep best employees, maintain productivity, and discover new ways to collaborate by embracing a human-centric office design and fostering a culture of flexibility.

Future job roles and how they might look like

The future of work will require a mix of traditional full- and part-time employees, freelancers, and part - time workers due to the shifting skill requirements brought on by technological improvements.

But the fundamental query is: What will automation and artificial intelligence (AI) mean for the nature of labor in the future?

The good news is that, especially in the building, engineering, and physical labor sectors, automation and AI are not likely to render human workers obsolete. For instance, in the construction business, we may now observe robots carrying out straightforward, repetitive jobs like bricklaying. When compared to people, these robots are capable of working continuously and more efficiently.

But adopting new technology and automation (robots) will spur creativity and generate a range of jobs. As a result of the need for humans to create or maintain the technology as the organization evolves and expands, AI and automation immediately creates new jobs. The bricklaying robot in the aforementioned example will still need workers to set it up. Additionally, a mason is needed to supervise the process and ensure correctness and precision.

Businesses must employ on-the-job training and reskilling in order to build a sufficient pool of qualified individuals to fill the automated roles. Employee concentration on other important tasks will be made possible as a result, which will increase productivity, morale, and promote employee growth.

Adapting your workplace to reflect the ‘new now’

Employers must create a workplace structure that supports the future of work now in order to maintain a competitive edge. The importance of a company's most important asset—its employees—has been underscored by the current talent war and the "great resignation."

The tactics listed below will assist businesses in identifying and cultivating the kind of personnel necessary for success over the next ten years and beyond.

1) Hire for abilities, not for roles:

The conventional hierarchy based on roles is inappropriate for the workplace of the future. You are focused on the outcomes you want to achieve rather than the qualifications you believe can deliver them by employing a skills-based approach to hiring. This creates possibilities for both professional and personal growth.

2) Identify skills gaps for future needs:

A skills gap analysis is a good technique to determine which capabilities your organization lacks and which individuals need re- and/or up-skilling. This practical tool can help you gain insights into your staff, foster personal growth, and improve strategic workforce planning, enabling you to adapt in this always shifting world.

3) Utilize technology:

Technology is evolving swiftly and pointing the way to the future of work. Leaders who recognize and make use of technology can boost productivity and encourage creativity in their workforce. Strong technical abilities are necessary to thrive and survive in order to stay competitive.

In a Nutshell:

Businesses must understand that it is time to encourage and take advantage of the workplace changes that are unavoidable if they are to look ahead to a post-pandemic future. The COVID crisis has highlighted areas where firms can succeed, but it has also brought attention to any gaps or obstacles.Companies will be able to surpass their competitors and accomplish their business objectives with a defined set of strategic priorities.

About Aftermath Recruitment: is not just your recruitment agency—we are your recruitment partner, from the heart of the Middle East. Having served 110+ clients around the globe, in 10+ countries, from hiring entry-level to executive management positions, and nationalization, our specialized teams of expert recruiters take a personal approach to finding top talent across all industries to boost both our client's and candidates’ success. Whether you are a leader looking for your next top hire, or an exceptional talent looking for your next opportunity, we got your back, and we'd love to hear from you! If you have an active role you’d like to discuss or just want to talk to a specialist consultant, please Contact us

26 views0 comments


bottom of page