There will be significant changes in the workplace next year as it will not just seek but demand flexibility. Time famine will result in both men and women requiring control over their work schedules and home priorities and the mass proliferation of products like tablets, smart-phones, mobiles and other thin client devices will result in the rapid adoption of trends like BYOD (bring your own device). Further to that, cloud-based technologies will compel employers to engage with knowledge workers more flexibly. Those organizations which build systems and practices that enable work to be performed effectively, without requiring warm bodies seated in limiting cubicles, will win the human capital war.
The workplace will engage with professionals from different generations and face the serious challenge of multi-generational conflicts. The solution for this will arise via providing unique employee value propositions for each segment. Companies will invest in understanding their employee base through demographic research, which will help segmentation, while also creating meaningful engagements for professionals.
Industry’s requirement for women will be more pronounced, since the business case for diversity will have been established without doubt. No more will organizations seek to convert women into male clones. The inherent skills of women professionals in being emotionally intelligent and inclusive in leadership and decision making will be harnessed by organizations, which seek sustainability in the long run, rather than short-lived instant results. Organizations will build activity and expertise based career tracks rather than linear ones to engage women professionals. This will enable women to re-enter the workforce in larger numbers, at different stages in their career cycle and work flexibly to manage both life and work.