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Millennials and Gen Z Transforming Frontline Work, Part 3

Did you miss Ardent Partners’ recent webinar, Shifting Expectations: How Younger Generations are Transforming Frontline Work, that shed light on how the frontline workforce is undergoing a dramatic transformation as Gen Z and Millennials become the dominant demographic, creating new challenges for procurement and talent acquisition leaders managing their flexible workforce.

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.

Click here to learn more.

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Millennials and Gen Z Transforming Frontline Work, Part 2

Did you miss Ardent Partners’ recent webinar, Shifting Expectations: How Younger Generations are Transforming Frontline Work, that shed light on how the frontline workforce is undergoing a dramatic transformation as Gen Z and Millennials become the dominant demographic, creating new challenges for procurement and talent acquisition leaders managing their flexible workforce.

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.

The rest of this article is available by subscription only.

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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Millennials and Gen Z Transforming Frontline Work, Part 1

Did you miss Ardent Partners’ recent webinar, Shifting Expectations: How Younger Generations are Transforming Frontline Work, that shed light on how the frontline workforce is undergoing a dramatic transformation as Gen Z and Millennials become the dominant demographic, creating new challenges for procurement and talent acquisition leaders managing their flexible workforce.

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.

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The 2025 MSP Playbook, Part II

This week is part two of my discussion recap with Brad Martin, Chief Revenue Officer for Atrium, during our recent exclusive webcast where we focused not only on the 2025 trends that will shape the Future of Work, but also the impact of the Managed Service Provider (MSP) model on those areas in the months ahead.

As businesses face the challenges of a fast-evolving workforce landscape, the intersection of innovation in technology and hiring initiatives has become a critical area of focus. My conversation with Brad shed light on key trends shaping the future of workforce management, from cutting-edge tech stacks to achieving meaningful talent goals.

Innovating Talent Technology: The Rise of Specialized Tech Stacks

Today’s talent technology stacks have an increasing role in driving efficiency and agility for businesses. The tools available today, such as direct sourcing platforms, artificial intelligence, and compliance technologies, have surpassed those of just five or six years ago. These advancements allow companies to manage their workforce more comprehensively, extending beyond traditional staffing to include freelancers, contractors, and other non-employee talent.

The rest of this article is available by subscription only.

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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Five Things You Must Know About the Future of Work (Revisited)

As we reach the end of 2024, now is a good time to look back at the Five Things You Must Know About the Future of Work.  The Future of Work Exchange (FOWX) and Ardent Partners hosted this complimentary webinar, The Five Things You MUST KNOW About the Future of Work, discussing the critical capabilities that enterprises can unlock to truly optimize the way they address talent acquisition, extended workforce management, and, most importantly, work optimization. What follows revisits the five critical FOW areas.

#1 The Evolution of Talent and the Future of Work

When it comes to the Future of Work, one of the first things to know is the evolution of talent and talent acquisition. And this idea of the “evolution of talent” can be ambiguous. Talent is always evolving and has been for a long time. The way that businesses perceive their talent is also evolving. And, the way that those businesses get connected to talent, and vice versa, continues to evolve. It’s also being innovated through technology and new strategies and new programs.

The fact is nearly half of our workforce today is comprised of extended workers or contingent workers. We have aspects like direct sourcing and digital staffing that are making it much easier for businesses to find the talent they need to get work done to address those mission-critical projects and fill the appropriate roles. FOWX and Ardent research has been focused historically on the extended workforce and contingent workforce, but we’re talking about all types of talent.

Thus, talent acquisition as a function and as a series of processes has also progressed. We need to consider aspects like the candidate experience, and the way that our culture and our brand attract new talent into our organization. Many business leaders think of the Future of Work as being centered around technology, revolving around the idea that technology drives the Future of Work. And we  wouldn’t necessarily disagree with that; technology is a critical piece. And for some aspects and attributes of the Future of Work, technology and innovation are the nexus of those areas.

Technology is a Future of Work Centerpiece

Talent and the growth of the extended workforce represent the first leg of the stool with such things as skills and candidate experience, but also digital staffing, direct sourcing, online talent marketplaces, and core workforce management solutions (such as MSPs and VMS platforms) These technologies are helping us to redefine the way we think about work. We’re living in a world where even though we don’t want to hear the word “pandemic” anymore, the pandemic really did shape what we think about the Future of Work.

The rest of this article is available by subscription only.

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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The Role of Blockchain in Candidates’ Digital Identities

A more digital Future of Work environment also means an increase in data volume. Information about potential job candidates collected through direct sourcing efforts, as well as more process digitization puts an abundance of sensitive data at HR’s and business leaders’ fingertips. Concurrently, cybersecurity risks continue to grow as threat actors attempt to thwart individuals’ and corporate efforts to defend against them. Enter blockchain, a technology that holds the potential for capturing and securing sensitive personal and workforce data.

What Is Blockchain?

At its core, Synopsis defines blockchain as “a decentralized, distributed, and public digital ledger that is used to record transactions across many computers so that the record cannot be altered retroactively without the alteration of all subsequent blocks and the consensus of the network.” For each ordered record (i.e., transaction) a block with a timestamp and transaction data is created and linked to subsequent blocks forming a blockchain. Whether it’s financial records, supply chain transactions, or personal information, blockchain guarantees a record of integrity and trust for all parties — without requiring a third party for verification.

Blockchain is most associated with cryptocurrencies like Bitcoin to secure a record of transactions. However, it is gaining more attention in industries outside of banking, including pharmaceuticals, aerospace and defense, and food and beverage, with several companies piloting blockchain technology for track-and-trace initiatives. For example, in the food supply chain, a supplier is unable to alter transaction data such as batch numbers, ensuring the ability to appropriately track and trace specific food shipments in the event of a recall.

The technology is now making its way into the HR function. This week, we’ll look at blockchain from the individual level (digital identity), followed by part two, exploring areas where HR can leverage blockchain to benefit the enterprise.

The rest of this article is available by subscription only.

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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Talent Experts on FOWX — The Current and Future State of Direct Sourcing and More

Our “Talent Expert Series” on FOWX features podcast excerpts of today’s Future of Work thought leaders who appear on The Future of Work Exchange Podcast. The series continues with an excerpt from Season 7, Episode 15 featuring Christy Forest, CEO and Executive Director at LiveHire, who discussed the current state of direct sourcing, the future of this high-impact strategy, the reality of total talent management, and much more.

Click to listen to the full interview. Note that this excerpt has been edited for readability.

The rest of this article is available by subscription only.

Introducing a New Subscription Model from the Future of Work Exchange.

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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Optimize Your Workforce with Recession-Proof Strategies, Part Two

We’re now two months into the second half of 2023 and economically speaking, things are looking positive. The Bureau of Economic Analysis reports that GDP grew 2.4% in the second quarter of 2023. The labor market remains tight with unemployment at 3.6%, a rate not witnessed in decades. However, according to the U.S. Bureau of Labor Statistics, the tight labor market allows the Federal Reserve to continue raising interest rates to fight inflation. Currently, inflation rests at 3%, a percentage point higher than the Federal Reserve’s longer-run goal of 2%.

Does the state of the current U.S. economy equate to a “soft landing” and the evasion of a recession? Maybe, maybe not. Due to the expectation of continued interest rate increases and the potential ramifications, uncertainty remains among executives and their enterprises. Thus, many are considering strategies over the next six to 12 months to recession-proof their critical workforce and their organizations.

With that in mind, the Future of Work Exchange features part two of a three-part series exploring several contingent and overall workforce strategies to achieve a recession-proof enterprise over the next few weeks. Part two explores the next three strategies.

The rest of this article is available by subscription only.

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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Strategic Workforce Planning Impacts MSP Effectiveness

The Future of Work is an all-encompassing paradigm that transcends any one area of talent acquisition and talent management. Thus, when developing a workforce planning strategy, it must comprise every department and role in the enterprise. Yet, few organizations approach such a strategy from a holistic perspective. This can be detrimental to an organization’s skills development initiatives, talent retention efforts, and overall collaborative effectiveness with MSP and VMS partners.

Lack of Enterprise-Wide Approach to SWP

A study released by eQ8, which provides a dedicated end-to-end SaaS solution for strategic workforce planning (SWP), revealed the criticality of having an enterprise-wide approach toward SWP. Here are a few of the major takeaways from the study:

The rest of this article is available by subscription only.

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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Data Delivers … But With Privacy Controls

The innovative technologies available to enterprises for talent acquisition and talent management are growing exponentially. Along with the growth in HR technology is the vast amount of data that comes with it. Direct sourcing solutions, for example, collect an enormous volume of data about potential candidates. Now with the power of artificial intelligence (AI), an even deeper analysis of employee data can be accomplished. While these insights can be game-changing for workforce productivity and employee engagement strategies, there remains a question about employee privacy.

Technology Pushes Privacy Boundaries

HR is the keeper of the most sensitive employee data in the enterprise from social security numbers to performance reviews to salary information. This standard information has always been under lock and key. However, technology is now extending data into more delicate areas, leading to privacy and security concerns. Consider wearables technology that enterprises are now experimenting with. Used extensively in retail and logistics environments, organizations can now track employee behaviors and health metrics, such as blood pressure, sleep patterns, and daily steps to monitor well-being and engagement.

While HR technologies can help with employee and organizational engagement, enhance efficiencies, streamline processes, and improve executive and managerial decision-making, what are the privacy and security issues of such advancements?

The rest of this article is available by subscription only.

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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