Modernizing today’s workforce is an urgent priority. The workforce of tomorrow will need to have deep skills in data science and analytics and be able to facilitate far deeper insights into the customer experience than is currently happening. This type of data is needed to accurately customize product offerings segment by segment.
In the future, talent will refer to more than people. It will include automation and artificial intelligence (AI). Once that transition occurs, businesses will benefit enormously. This new technology is changing the way work is performed, and by whom. People will then be available to add more value and take on more fulfilling roles within the company.
How can savvy companies get started to create the workforce of the future? Here are three practical steps that should be taken.
Businesses need to be able to attract people with broad experience and skill sets, who bring transferable knowledge and new ideas in order to drive forward positive changes using emerging technologies and platforms. New talent from a different industry is beneficial from a process perspective. These individuals are able to provide insight into what works in a different industry and why certain initiatives succeed or fail.
Redefining the workforce goes beyond broadening the scope of human talent. It means expanding the definition of talent to include AI technologies and adaptive talent from external as well as internal sources. Companies of tomorrow will need an agile workforce that matches different talent sources to specific business demands. The new workforce definition includes:
These types of workforce teams have been found to increase customer satisfaction and reduce labor costs.
In order to attract new talent, businesses of tomorrow will need to reimagine job descriptions, professional development opportunities and recruitment strategies. Loyal staff are more likely to give back to the business and contribute to its development, but the new workforce expects to scale their opportunities and feel comfortable with the culture of the company they choose. This means investing in internal training platforms, apps and community learning events that provide exciting learning opportunities and upskilling “on-the-go” using mobile devices. Other strategies that may be required include promoting a commitment to diversity, allowing employees to dedicate time to self-directed projects and even relaxing dress codes.
The evolution of a future workforce with the optimum skillset won’t happen without the right predictive insights. This means developing an in-depth understanding of where the existing workforce’s skills and experience needs to be built, where they can be borrowed from other parts of the company, where skills can be bought from external talent marketplaces and/or AI providers, and where they need to be embedded in the business through robotics and smart machines.
Redefining leadership provides insights that create value. Operating models need to change, with particular attention to the drivers that make them function smoothly:
Leadership is a critical factor of success. Companies of the future will need to rethink what high-performing leaders look like in a digital world, such as the ability to:
The marketplace is clearly becoming more digitalized. Businesses will need to reposition themselves and pivot to a new, more relevant model. By committing to and investing in the three practical steps outlined above, and communicating these changes to the broader marketplace, companies will be well on their toward creating the future workforce they need to achieve the success they envision.
Here at Lanier Upshaw, we understand how important your workforce is to your business. Contact us here to learn more about our innovative solutions that can help your business be prepared for the future.