I’ve started reading Jacob Morgan’s book, The Future of Work. Seemingly, it’s a bold piece of big-picture thinking about what we need to understand for employees and management to adapt successfully to big changes in business that are already underway. It’s garnered some very positive reviews.
Early on, he rehearses the contemporary evidence for the stubbornly low levels of employee engagement with which many of us are increasingly familiar, and concludes with the question, ‘Why is having a job that you like, that inspires and challenges you, and one where you are excited to go to work every day, the minority and not the majority?’
As he sees it, one of the biggest reasons for such high levels of disengagement around the world, is the gap between how organisations approach work and the speed at which work itself is evolving. That’s to say, practices, attitudes, values, strategies, technologies and ways of working, as held and operated by employees, are changing at such a rapid pace, but organisations remain comparatively stagnant.
All the more challenging for leaders – that need to adapt themselves fast too – is that for the first time in history of business we have five generations side by side at work: Traditionalists, Boomers, Gen X, Millennials, Gen Z. Of course this mix will steadily change but, once again, work itself is changing even faster.
His point here is that the future employee isn’t just a younger employee, it’s an employee with new attitudes about work and new styles of working – whether they are 22 or 62.
In contrast, here’s something we’re unlike to see again in a hurry. When Americans landed on the moon the average age of NASA employees who were key to making this happen was 27 years old. The average age of a NASA new hire today is 41.
I’m looking forward to Morgan’s detailed picture of the Future Organisation.
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Emenex enables organisations to get the best from and for their staff. Leaders approach us when they have challenges associated with motivation, productivity, retention, talent management and succession planning. They know that addressing these critical issues can deliver higher levels of profit, productivity and customer satisfaction. They also know that a more progressive solution is required – one that enhances their brand with customers and staff alike. The solution our clients are choosing to implement is the extraMILETM Employee Engagement Programme.
The extraMILETM Employee Engagement Programme delivers all the tools and skills leaders need to clearly define and communicate organisational priorities to employees. For employees, it ensures they are prepared and able to align their personal and career goals to the priorities of the organisation. The continued growth and development of both teams and individuals builds loyalty, commitment and engagement. It builds an organisation better able to meet future challenges and leads to higher performance and customer satisfaction.
The result? Individuals and their organisation excel. Get in touch to find out more.