The State of Burnout in 2024/25

In its 2024 State of Work in America survey, Grant Thornton cited economic and global factors for the growing mental and emotional toll that today’s workers are experiencing. Some notable statistics from the survey include:

• In the last year, 51% of survey respondents have suffered burnout.
• The top causes of burnout include mental and emotional distress (63%), followed by long hours (54%).
• A decline in overall well-being was reported, with mental (32%) and financial (30%) health declines being the most notable.
• When citing the most stressful aspect of working at their organization, 40% of respondents cited people shortages, followed by poor communication (34%).

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The session featured Ardent Partners’ Founder and Chief Research Officer, Andrew Bartolini, and Senior Vice President of Research, Christopher Dwyer, as well as experts from Ivalua and Beeline, as they explored trends and predictions that procurement teams in all sectors and regions can leverage to better prepare and strategize for what lies ahead in 2025.

As part of the webcast, Christopher Dwyer spoke about the trends and predictions within the Future of Work space.

In this two-part series, we provide some webcast highlights of that discussion and a link to the full event.

The Role of Data in Supplier Management and AI Transformation

With the increased focus on supplier management, the role of data has become more crucial than ever. Organizations are leveraging artificial intelligence (AI) to improve risk management, supplier performance, and overall procurement efficiency. However, AI is only as effective as the data it processes. A fundamental challenge that persists in supplier data management is the inconsistency and fragmentation of data across multiple systems. Organizations must prioritize creating a consolidated and accurate data foundation to maximize AI’s potential in supplier management.

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Introducing a New Subscription Model

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

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The post Part Two: Procurement 2025: BIG Trends and Predictions — A Future of Work Perspective appeared first on The Future of Work Exchange.

The session featured Ardent Partners’ Founder and Chief Research Officer, Andrew Bartolini, and Senior Vice President of Research, Christopher Dwyer, as well as experts from Ivalua and Beeline, as they explored trends and predictions that procurement teams in all sectors and regions can leverage to better prepare and strategize for what lies ahead in 2025.

As part of the webcast, Christopher Dwyer spoke about the trends and predictions within the Future of Work space.

In this two-part series, we provide some webcast highlights of that discussion and a link to the full event.

Driving Forces in the Future of Work

The Future of Work is undergoing a transformative shift, driven by three major forces: the evolution of talent engagement, the advent of new technology, and a shift in business thinking. As organizations navigate this rapidly changing landscape, several key trends and predictions are emerging that will define workforce strategies in the years ahead.

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Introducing a New Subscription Model

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

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The post Part One: Procurement 2025: BIG Trends and Predictions — A Future of Work Perspective appeared first on The Future of Work Exchange.

And, now, think of another thing that sets this space apart: the integrations, the coordination, the nuances, and the ultimate power of the talent technology ecosystem.

Many other industries rely on core integrations between integral systems for the sake of operational efficiency; think ERP and financial planning, or maybe spend management and accounts payable. The partnerships in those arenas are certainly robust and provide its millions of users with necessary information, data, and intelligence, as well as contemporary process orientation, to effectively manage hundreds of enterprise tactics.

The difference between these “other” industries and the human capital world is this: there are substantially more expansive outlets of value from the technology ecosystem in talent solutions, ranging from higher-quality candidates, a better overall ROI on talent strategies, deeper visibility into talent intelligence, and, most importantly, the ability to truly transform the realm of innovation within the greater enterprise through next-generation skills and expertise.

So, this is so much more than “Solution A” integrates with “Platform B,” and it’s more expansive than a handful of technology systems working together in such a way to improve processes or drive efficiency.

We’re not talking just cost efficiency or improvements in operations. This is about the total transformation of how we address how work is done. This is about the ways businesses harness the true power of technology, automation, relationships, and innovation to become truly and formally agile.

This is the Future of Work.

What makes this ecosystem truly revolutionary is how…

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Moderated by Ardent Partners’ Andrew Bartolini, the session featured industry experts, Christopher Dwyer, SVP of Research at Ardent Partners, and JB Nussbaum, VP of Enterprise Sales for Network, who explored the evolving demographics of frontline workforces and the external workforce strategies to optimize shift fulfillment.

In this three-part series, we provide some of the webcast highlights and a link to the full event.

Let’s explore Part Three and the key takeaways around how businesses navigate the evolving workforce management landscape, two major themes emerge: the role of artificial intelligence (AI) in automation and the generational shift in workplace expectations. Organizations must assess their tolerance for AI and adapt their strategies to align with the needs and motivations of a younger workforce while leveraging mobile-first solutions to drive efficiency.

Establishing AI Tolerances in Workforce Automation

The increasing role of AI in workforce automation has prompted organizations to define their tolerance levels for integrating artificial intelligence into their operations. Different companies exhibit varying degrees of comfort with AI adoption, influencing how they implement automation in sourcing and talent management. Organizations must establish clear guidelines to ensure AI-driven processes align with company values and operational goals.

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Introducing a New Subscription Model

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

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The post Millennials and Gen Z Transforming Frontline Work, Part 3 appeared first on The Future of Work Exchange.

The post 2025 Future of Work Trends and the Role of the MSP appeared first on The Future of Work Exchange.

Moderated by Ardent Partners’ Andrew Bartolini, the session featured industry experts, Christopher Dwyer, SVP of Research at Ardent Partners, and JB Nussbaum, VP of Enterprise Sales for Network, who explored the evolving demographics of frontline workforces and the external workforce strategies to optimize shift fulfillment.

In this three-part series, we provide some of the webcast highlights and a link to the full event.

Let’s explore Part Two and the key takeaways around how the pandemic significantly reshaped the business world, placing a heightened emphasis on workplace culture. Companies were compelled to re-evaluate their environments and consider the impact on employees’ well-being. The discussion around workplace culture has grown increasingly complex, encompassing everything from high-pressure environments to creating meaningful connections between employees and their work. A fundamental question emerged: does workplace culture support employees in feeling valued and engaged, or does it drive them toward burnout?

Burnout and Changing Workforce Expectations

One of the most alarming statistics regarding workplace well-being is that 83% of Gen Z frontline workers report experiencing burnout. This figure underscores the immense pressure placed on frontline employees due to factors such as customer interactions, production schedules, and workplace demands. Generational insights further illustrate a shift in workforce expectations. Surveys comparing Millennials, Gen X, and Baby Boomers indicate that younger generations prioritize job factors such as work-life balance, job security, flexible schedules, and career growth significantly more than previous generations. Millennials and Gen Z rated these elements at 90% or higher in importance, whereas Baby Boomers rated them between 62% and 73%. This suggests that younger employees have higher expectations for their employers and workplace environments.

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Introducing a New Subscription Model

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

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The post Millennials and Gen Z Transforming Frontline Work, Part 2 appeared first on The Future of Work Exchange.

Moderated by Ardent Partners’ Andrew Bartolini, the session featured industry experts, Christopher Dwyer, SVP of Research at Ardent Partners, and JB Nussbaum, VP of Enterprise Sales for Network, who explored the evolving demographics of frontline workforces and the external workforce strategies to optimize shift fulfillment.

In this three-part series, we provide some of the webcast highlights and a link to the full event.

Let’s begin with Part One and the key takeaways around how the workforce is undergoing a generational shift, with Millennials now being the largest working group and Generation Z expected to overtake them, bringing new expectations shaped by digital engagement and a preference for flexibility.

A Demographic Shift in the Workforce

The workforce is undergoing a significant demographic transformation, with the rise of younger generations reshaping the landscape of employment. While Baby Boomers are gradually retiring, Generation X still maintains a presence in the workforce. However, Millennials have now become the largest working generation, and in the coming years, Generation Z is expected to overtake them. This shift is not only changing the composition of the workforce but also altering workplace expectations and demands.

New Generations, New Expectations

Millennials and Generation Z bring unique perspectives and expectations to the workforce, influenced by their upbringing in a digital era. Their preferences for flexibility, purpose-driven work, and digital engagement are redefining traditional employment structures. The impact of this generational shift is particularly pronounced in the frontline workforce, which constitutes approximately 80% of the global workforce. Frontline workers span a wide range of industries, including public safety, food service, retail, healthcare, manufacturing, logistics, education, and customer service.

The Rise of the Gig Economy

Historically, discussions about workforce demographics were not as prevalent as they are today. However, businesses now recognize the need to adapt to the changing expectations of younger workers. The rise of the gig economy over the past decade further illustrates the evolving nature of work, with many employees seeking flexible schedules and greater control over their work-life balance. This trend has been accelerated by economic factors such as inflation, as well as the widespread adoption of remote work.

Flexibility and Autonomy: Key Drivers for Younger Workers

The gig economy, initially driven by the desire for flexibility and autonomy, has grown in response to economic pressures and shifting workplace norms. Many individuals, particularly younger workers, view gig work as an opportunity to supplement their income, gain experience, and achieve a better balance between work and personal life. Millennials and Gen Z, in particular, prioritize control over their schedules, which has made gig and shift-based work highly appealing to them.

Adapting Hiring and Workforce Management Strategies

From a business perspective, it is essential for hiring managers, HR professionals, and recruiters to acknowledge and adapt to these generational changes. Millennials and Gen Z now form the backbone of the frontline workforce, making it imperative to develop strategies that cater to their unique expectations. Effective talent acquisition and management strategies should incorporate flexible work arrangements, opportunities for career growth, and a strong emphasis on employee well-being.

The Power of Digital Engagement

One of the key factors in attracting and retaining younger frontline workers is digital engagement. Millennials and Gen Z are digital natives, and they prefer mobile-first communication and technology-driven work environments. Employers who leverage digital tools for recruitment, onboarding, scheduling, and internal communication will be better positioned to engage and retain these workers.

Well-Being as a Workplace Priority

Another crucial aspect is the prioritization of well-being. Younger workers place a high value on mental and physical wellness, seeking employers who support a healthy work-life balance. Businesses that integrate wellness programs, provide growth opportunities, and foster a sense of purpose within their workforce will be more successful in attracting and retaining talent.

The Future of Work: Adapting to a New Generation

Ultimately, the demographic shift in the workforce serves as a wake-up call for businesses to reevaluate their employment strategies. The expectations of Millennials and Gen Z are shaping the future of work, necessitating a shift toward more flexible, purpose-driven, and digitally connected workplaces. Organizations that recognize and adapt to these trends will not only improve their ability to attract top talent but also create a more engaged and productive workforce in the years to come.

The post Millennials and Gen Z Transforming Frontline Work, Part 1 appeared first on The Future of Work Exchange.

Ordinarily, another feature would take, let’s say, a few months before revisiting the scope of MSPs, right? Well, no. There’s so much more to be said about how the MSP model is becoming a nexus of Future of Work innovation.

“Innovation” in and of itself is an interesting concept; given where we are in the greater Future of Work movement, the talent technology industry is awash in new technology, enhanced functionality, fresh approaches to automation, and a convergence of both old- and new-school hiring strategies.

Late last year, Ardent Partners and the Future of Work Exchange had the opportunity to evaluate and analyze the Managed Service Provider arena. The MSP Solution Advisor provider landscape highlighted the strengths and differentiators of 13 global managed services solutions.

One of the major learnings for me, even after nearly two decades in this industry, revolved around the idea of innovation within the MSP world. Many enterprises that leverage the MSP model for extended workforce management do so with “traditional” outcomes in mind: outsourced CW processes, payroll support, staffing supplier management, with a sprinkle of “next-gen” approaches like direct sourcing and skills-based hiring.

However, the Managed Service Provider structure is a foundational solution for talent engagement, workforce management, and Future of Work-era thinking for a major reason: many of these providers are actively blending their robust features with offerings that drive scalability, talent sustainability, and talent intelligence.

Companies mentioned in this article include Magnit, Airswift Resourcing, HireGenics, and KellyOCG.

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Introducing a New Subscription Model

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The post The Future of the MSP Model Hinges on Future of Work Innovation appeared first on The Future of Work Exchange.

Enterprises and HR executives who are not at least exploring the possibilities of AI’s impact on CWM will find themselves at a competitive disadvantage when sourcing talent and executing extended workforce strategies. Beeline stated that the “effects of AI in extended workforce management are just beginning and can be seen shaping how jobs are described, how candidates are evaluated, and how contracts are written. AI will soon be employed for more strategic outcomes like workforce planning, workforce optimization, and total workforce management.”

AI Paves Several Paths for CWM 

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Introducing a New Subscription Model

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

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