Evolution of Work: The future of work is not a sprint, but an evolution
The world is undergoing a comprehensive transformation. Current megatrends are not only influencing our lifestyles, but also the way we work. The events of recent years have clearly demonstrated the need for fundamental changes in the way we work. The COVID-19 crisis has further accelerated this process.
Concretising new work and office concepts
Key concepts such as remote working, hybrid working models and multidisciplinary collaboration have proven to be essential elements for working across national borders, and many companies are currently trying to capitalise on the momentum of the (temporary) changes brought about by the pandemic and consolidate them into a long-term and holistic "evolution of work" strategy. Specifically, for example, many are faced with the task of organising increasingly hybrid collaboration. What needs to be considered when employees return to the office - and what will make office work an option for them in the future? Central to this are aspects of work organisation, such as the question of who is on site when and what role the office should generally play. Is it more of a social place where employees come together primarily for meetings, while the place for concentrated work is the desk at home?
From Mareike Kusch und Jasmin Abel
Workforce transformation: People at the centre of Evolution of Work
The future of work is interdisciplinary. Nevertheless, people are at the centre of the transformation of our working world. After all, they are and will remain the most valuable resource of any company. This is why, not only in times of a shortage of skilled labour, a clear workforce strategy is needed that addresses the current requirements and needs of employees and takes them seriously. In this context, it is essential to understand the needs, emotions and reactions of employees and to take appropriate measures to ensure a smooth transition.
The human factor in change
At PwC, we have therefore broken down the "workforce" dimension in our Evolution of Work framework once again. Along the dimensions of Talent, Ways of Working, Leadership, Culture, Skills, Values and Organisation, we look at the future viability of the organisation from a people perspective, identify areas for action and derive specific measures. By consciously shaping these dimensions, you can create a working environment that is not only attractive, but also promotes inspiration, innovation and excellent performance among your employees.
From Mareike Kusch und Jasmin Abel
Employee retention: Countering the shortage of skilled labour with strategic retention management
In an era characterised by a persistent shortage of skilled workers, employee retention is becoming increasingly important. The question arises as to how we can bind our employees to our company in the long term. What factors influence their decision to stay with the company? What needs do they have that need to be met? These and other questions are at the centre of current events, to which we have an answer: strategic retention management is needed.
The labour market has become an employee market
The future of work is undergoing rapid change. The impact of Covid-19 is of crucial importance. But that's not all - generational diversity in the workplace, an increasingly ageing society, changing skills and environments, and increased expectations and demands of work are all contributing to this change. The shortage of skilled labour is intensifying this process, while the voice of employees has been increasingly heard in recent years. Companies are therefore required to respond to the individual needs of their employees in order to attract, develop and retain the necessary labour force in the long term.
From Mareike Kusch und Jasmin Abel
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