January 16, 2014
Although we remain wary of predicting the workplace of the future, it is useful to discover what managers think is likely to happen, even if some of it is pretty obvious. In a new survey, HR decision-makers forecast the workforce of 2018 will look fundamentally different from that of 2013; including more workers opting to work part-time rather than retire (92%), managing an older workforce (88%), individuals maintaining and developing skill sets in multiple simultaneous careers (79%) and more than half of all workers being temporary / on contract or freelance (60%). A whopping 98 per cent of organisations have already experienced some kind of major organisational change over the last five years – the most common being restructuring (74%), a change in leadership (64%) and downsizing (64%).
The Flux Report, which shares the findings and recommendations from a comprehensive research programme amongst HR leaders and line managers in UK and Irish organisations, looks at the past five years and identifies the changes that have affected businesses from redundancies to organisational restructures, and then goes on to highlight the lessons learnt and how they have affected business and HR initiatives today.
- Looking back over the past five years the report reveals:
- 74 per cent of organisations have undergone restructuring in the last five years, rising to 93 per cent in the public sector.
- Just 1 in 4 (24%) line managers see themselves at their organisation in a more senior role in five years’ time, highlighting a likely leadership gap.
- Only 13 per cent of HR decision-makers describe their approach to leadership planning as largely proactive.
- 46 per cent of HR decision-makers report an increase in employee fatigue and disengagement.
Encouragingly, the change and uncertainty of recent years, rather than being wholly detrimental to companies, has in fact forced many to focus their energies on what will ultimately drive success in this environment. 40 per cent of organisations have introduced new HR measures in order to respond better to change and upheaval, and significant numbers have taken steps to keep employees engaged and resilient during times of flux – including improved flexible working arrangements (49%), increased internal communications from leadership to maintain morale (42%) and promotions but with minimal pay rises (36%)
Commented Ian Symes, General Manager, UK and Ireland: “Organisations must understand how they can both harness and unleash human potential in an increasingly chaotic world. With strategic workforce planning and a clear corporate vision, rather than fighting against each other, flux and flexibility can go hand-in-hand to create an agile, strategic, and ultimately, resilient business of tomorrow.”
To download the full report click here