Pre-pandemic discussions on the future of work frequently centred on increased flexibility, remote work, and reduced working hours. The advent of Covid-19 accelerated these changes, compelling organisations to swiftly adapt. Remote work became the norm, and technology became integral to all facets of our jobs, marking a significant shift in work dynamics.
Even without the pandemic, the dual influences of an ageing population and technological advancements, particularly artificial intelligence (AI), signal a departure from traditional work models. The World Health Organisation predicts that by 2050, 22% of the global population will be over 60. As people work longer, workplaces will increasingly host multiple generations simultaneously, presenting transformative opportunities and challenges for individuals, organisations, and society.
Business leaders must navigate these shifts by fostering a culture where diverse generations collaborate effectively. This involves considerations around workplace accessibility and strategies for upskilling both digital natives and those less familiar with technology. Now is the time for businesses to explore strategies that support meaningful, sustainable careers throughout an individual’s lifetime, ensuring productivity and well-being.
Collaboration between employers and employees is crucial. BSI’s research, “Evolving Together: Flourishing in the Age-Diverse Workforce,” underscores the importance of listening to the workforce. Senior professionals from nine countries and seven sectors expressed a desire for structural changes in how, where, and when work is performed, formal leave policies, and economic considerations. Health, flexibility, remuneration, and recognition of caring responsibilities emerged as pivotal across all demographics. Training is not merely a luxury but a necessity, especially as AI transforms job roles.
Rethink Health and Well-Being Options for Employees
Employees increasingly expect their employers to play an active role in health and well-being, whether through workplace schemes or flexible arrangements that allow for regular health check-ups. This can include training on mental health, financial well-being advice, and mitigating work-related risks. Employers might also support physical and mental health improvements through initiatives like fitness programs or smoking cessation support.
Consider Flexible Working Options
Flexibility in work arrangements—concerning location, hours, and caring responsibilities—was a top priority for business leaders. There is a growing demand for formal compassionate and personal leave policies. While not all jobs can be performed remotely or part-time, the pandemic demonstrated the feasibility of such adjustments. To retain talent, businesses should consider innovative job designs, reassign frontline workers to new roles, or modify schedules.
Enhance Collaboration Between Employers and Employees
Effective consultation with employees about their needs and expectations can enhance engagement and satisfaction. While there may be disparities between individual priorities and organisational capabilities, these are not insurmountable. Many businesses thrived during the pandemic against the odds. As work dynamics shift due to demographic changes, technology, and evolving expectations, businesses have an opportunity to proactively prepare for a future of work that accommodates all ages and stages of life.
By addressing these aspects thoughtfully, businesses can ensure they remain resilient and adaptive, positioning themselves for success in an ever-changing landscape.