What Do Tomorrow's Workforce and Workplace Trends Look Like?

A report from the CSIRO entitled 'Tomorrow's Digitally Enabled Workforce' outlined the workforce trends and workplaces of tomorrow. With Australia's shift away from the mining and resources sectors, the focus is now firmly set on generating an ideas boom through science and innovation. Jobs of the future are likely to be more flexible, agile, networked and connected, often remotely. Shared office spaces will double in number and the traditional office will become a thing of the past as workers become more mobile and independent. Companies may opt for staffing models which include a smaller number of core staff, with many other roles provided by the freelancer. In fact freelancing has already become a large (and growing) employment model in other countries, with Australia set to follow this growing trend. What do businesses need to consider when planning for the future of work?

Likely Megatrends and Future Scenarios

The CSIRO study has identified six megatrends for jobs and employment markets over the next twenty years. Employers will need to consider their business models, talent strategies and budget scenarios in order to adequately prepare for the coming shifts in the way we work. These changes will also occur more rapidly and in a less linear manner than changes of the past. Here are the six megatrends the CSIRO outlined in 'Tomorrow's Digitally Enabled Workforce.'

1. The second half of the chessboard: The explosion in device connectivity, data volumes and computing speed, combined with rapid advances in automated systems and artificial intelligence means that robotic devices can perform many tasks more quickly, safely and efficiently than humans.
2. Porous boundaries: Digital technology and the new world of ‘platform economics’ is changing employment markets and organisational structures.  Jobs of the future are likely to be more flexible, agile, networked and connected.
3. The era of the entrepreneur: The ideal job within a large organisation may not be awaiting an increasing number of future job seekers. This means individuals will need to create their own job. This will require entrepreneurial skills and aptitudes.
4. Divergent demographics: Along with many other advanced and emerging economies, Australia’s population is ageing with growing life expectancies. Retirement ages are likely to push back further and an organisation’s employee profile is likely to contain more diverse age groups and more diverse cultural backgrounds.
5. The rising bar: Increased use of automated systems is raising the complexity of tasks and requiring higher skill levels for entry-level positions. Income growth in Asia is associated with increased educational and skills levels, as well as growing competition for Australia’s labour force. Many low skilled jobs are being offshored or automated. The consequence is the likelihood of a raised skills and education bar for entry into many professions and occupations.
6. Tangible intangibles: Employment growth in the service industries, in particular education and healthcare, has driven job creation in recent times. This is likely to continue into the future as we move to a knowledge economy. Service sector jobs requiring social interaction skills and emotional intelligence will become increasingly important.

If you, or your business want to rise to the top of a digitally integrated, cloud based economy, then these are just some of the considerations you will need to come to terms with and understand during the next 20 years.

A Highly Adaptive Skillset Will Be Required

According to the CSIRO, their research data indicates that both employers and employees also need to be aware of the following main implications in terms of preparing for future work scenarios. Cognisance of these future implications will help to inform individuals, communities, companies and government on planning for the future of a digitally enabled workforce, including a highly adaptive skillset.

New skills and mindsets are needed for the future:

1. Education and training is becoming ever more important, particularly in emerging markets.
2. New skills capabilities are needed for new jobs of the future (some of which haven't even been invented yet).
3. Digital literacy is needed alongside numeracy and literacy, and those who don't keep up with the digital literacy curve will stuggle.
4. The changing importance of STEM, that is science, technology, engineering and math education (whilst participation rates are smultaneously in decline).
5. Multiple aptitudes and flexible mindsets capable of handling a dynamic labour market and perpetual instability.
6. The ability to challenge perceptions and norms about job types, working conditions and optimal organisational structures.
7. A necessary improvement in workforce participation by those in vulnerable demographics.
8. A movement towards tapered retirement models.
9. The development and introduction of new models to forecast job transition requirements and provide relevant transitional training.
10. An improved understanding of the peer-to-peer (and freelancer) economy, and how to best manage this type of workforce.

The Need To Manage Stress and Adapt To Change

Given the amount of change on the horizon, what is essential for every individual, is the need to foster the ability to adapt quickly. With a decrease in the level of job security, and an increase in the amount of freelance work, it is fairly safe to say that many of us will have to become very comfortable with being uncomfortable as the future of work evolves. One of the best ways to do this is to ensure that you are able to manage stress well and that your personal wellbeing is a top priority. To learn more about how to enhance your wellness at work (and at home), we're creating a monthly 'Wellness at Work' habit sheet to help you stay on top of workplace stress and introduce new lifestyle habits that will help you and your employees thrive. To download the free habit sheet for March, just click on the link below.