So, essentially, we’re in for another year in which the Future of Work movement will continue to reshape and transform the very ways we think about how (and why) we work.

2023 was a watershed year. Artificial intelligence fully sped its hype train in circles around both business and consumer personas, while dire-then-rosy-then-dire-again-then-optimistic economic outlooks pushed all of us onto a nonstop financial rollercoaster. The labor market remained (and remains) a tad volatile, even though it’s showing signs of slowing steadily based on jobs data heading into the final five or six weeks of 2023 (with an approximate 12%-to-14% drop in job adds in December from November).

And then there’s cooling inflation, as well, which will (hopefully) contribute to a strong economic year as a better balance between supply and demand converges with a full year of economic and labor market consistency.

The Future of Work Exchange believes there are dozens of factors that will shape the foundation of 2024. Here are, however, four of the most critical trends:

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Workplace Humanization Arrives

How has business leadership transformed? Quite simply, leaders today have a newfound focus on “humanity,” and the need to be more talent-oriented to thrive during uncertain times. During the height of the pandemic, there was no separation between how leadership and employees experienced this global event. Everyone went through it together and had similar fears, anxiety, and concern for others. Many leaders recognized this fact and rebooted their workplaces by retaining employee flexibility and remote/hybrid models once the world started to normalize.

Bridging of Human and Skills-Based Objectives

Along with the humanization of the workplace, the need for skills-based talent became apparent as well. The criticality of enterprise agility, flexibility, and business continuity is now a central part of talent acquisition strategies. It is no longer about filling a job role, but rather hiring candidates that bring specific skills and competencies while also being a good cultural match. Business leaders today actively bridge the human aspect with skills-based execution. Understanding, for example, the importance of diversity, equity, and inclusion as part of the cultural fabric, leaders have integrated DE&I into hiring and operational objectives.

Business Leadership Evolves

The Future of Work Exchange and Ardent Partners have identified five ways business leadership is evolving.

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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.

Click here to learn more.

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We’ve experienced many Future of Work “accelerants” over the past year-and-a-half that have enabled new discussions on the best ways for enterprises to get work done. Yes, of course, remote and hybrid work have dominated those conversations, however, there’s so much more to the story that has a direct impact on how leaders, well, lead.

Future of Work Exchange research points to several expected shifts in business leadership over the next several months and into 2022:

• 83% of enterprises expect business leadership to prioritize an inclusive workplace environment. Diversity is just one (very big) piece of the arena known as “diversity, equity, and inclusion.” Business leaders now seemingly understand that inclusion, which extends to how they structure a welcoming and open workplace environment, is the only path forward for both talent acquisition and talent retention. Potential candidates should feel at-ease knowing that they could potentially join an organization that welcomes their background, differences, disabilities, etc., while existing workers are more likely to stay if they know their workplace is safe, welcoming, and prioritizes openness and communication. Inclusion is just as critical for new talent as it is for current talent.
• 80% of companies anticipate more empathy-led leadership. Empathy is a routine, featured topic here at the Future of Work Exchange, and for good reason: empathy, quite literally, is the only way forward. Empathetic leadership is what is sorely needed for executives to earn required trust from their staff and for workers to feel “connected” to the greater organization and to also feel supported in their current roles. Empathy-led leadership involves organizational leaders asking questions, actively collaborating, and prioritizing communication with their workforce. In 2022, this will make or break the average enterprise, especially as conversations around worker burnout continue to dominate headlines.
• 77% of organizations believe business leaders will structure workforce management on flexibility. While we just highlighted how the Future of Work is more than “just flexibility,” the agile nature of today’s forward-thinking organizations provides a robust template from which today’s leaders can leverage to effectively plan for the year ahead. Yes, remote and hybrid work plays a valuable role in the greater concept of flexibility, however, it traverses much deeper than whether or not workers are physically in the office or at their kitchen table. Flexible work models, such as shorter work weeks, adjusted hours, or agile task-sharing, also play critical roles in how business leaders rethink the many ways to get work done.
• 72% of businesses expect business leadership will focus on understanding personal perspectives of workers. This attribute could be the most crucial of all, given where we are in the greater timeline of a public health crisis. When the pandemic hit, no one fully knew what to expect; what followed was tragedy, horror, and unease. From a business leadership perspective, it created a truly emotional toll on the workforce, forcing executives to enact cognitive empathy to fully understand what it was like to juggle a lack of daycare, remote learning for children, sick or dying relatives and family members, and general uncertainty regarding job security. If leaders truly understand “where” workers are mentally and emotionally, it allows them to be more flexible in their management style and how they support that talent. In the months and years ahead, this higher level of understanding will go a long in helping business leaders build a trusting workforce that feel like their leaders want to fully support them during uncertain times.

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