organisation 2025: three key ingredients to effectively prepare for the future.

By 2025, millennials will account for 75% of the global workforce. According to Randstad employer brand research 2017. So, what does this mean for employers? It’s time to reshape the employer-employee relationship in today’s hyper-connected world.

Traditional workplaces are structured to engage with individual workers who are employed either permanently or temporarily. However, businesses need to pay attention to the forces shaping the workplace of the future. For one thing, technological advancements such as artificial intelligence and rapid penetration of mobile devices and new media products will drive global collaboration and create a border-less workforce. For another, these advancements will drive ideation and development of products at warp speeds, resulting in shortened product development cycles. These changes will force companies to source work from where ever talent is available, to ensure rapid prototyping and instant user feedback. In essence, those organisations that hire dispersed talent organised either in the cloud or as networks of free agents, will be better placed to expedite time to market.

Here are 3 ways companies can bring about step-changes in their organisational structure, functions and decision-making process to stay relevant through 2025:

Say yes to an organised flexible workforce:

With workers demanding flexibility in work timings and processes, building project-based rather than employee-based relationships should become a priority. Engaging an organised flexible workforce based on immediate requirements will help organisations shape the workforce of the future. More importantly, the demand for 24X7 operations will require organisations to tap talent from across locations. A great staffing agency has access to talent across levels and functions. Since the talent is engaged, warm and experienced, it’s easier for organisations to create a task force and deploy these teams across projects. Organisations who bring step-changes in their social and corporate policies that address varied cultural needs through benefits, policies and practices will continue to draw cutting-edge global talent.

Upskill your employees:

Continuous up skilling of the flexible workforce will be crucial to stay in sync with changing business needs. This means organisations will be required to invest in engaging training programs that equip employees to manage increased levels of virtual communication and access opportunities in big data to drive better outcomes. In addition, as digital technologies become more prevalent, it is imperative to train the workforce to seamlessly handle embedded digital interfaces and cloud computing.

Establish work arrangements through intermediation platforms:

We live in the world where technology acts as the middleman between the millennial workforce and organisations. Leveraging platforms such as Skype and Google hangouts can help orgnisations stay connected with their workforce.

While it’s hard to accurately predict all the trends that will be in play in 2025, organisations that have a concrete plan to manage the workforce evolution will enjoy two things - a good reputation and the ability to win the future.