Back in November 2019, our future-of-work workforce started some research exploring the inevitable shocks that organizations would want to arrange for within the years forward. One in all them was systemic dangers, which, unbeknownst to us, was unfolding whereas we have been engaged on it (e.g., the COVID-19 pandemic). From the start, it was clear to us that organizations with nice EX (worker expertise) extra successfully shield themselves from the worst results of those dangers. Now, greater than 9 months in, that’s precisely what’s taking place . . . however solely to these high-EX corporations.
Sadly, fewer than one-third of corporations conduct worker expertise surveys a minimum of quarterly, and solely barely extra have a voice-of-the-employee program — each of that are foundational for worker expertise initiatives. That implies that when the pandemic hit, two-thirds of organizations have been successfully blind to what their workers have been experiencing or what they wanted to remain engaged of their work.
However, organizations with extra mature EX methods — together with ongoing pulse surveys and versatile distant work insurance policies already supporting a considerable variety of workers working offsite — have been most ready for the adjustments and proceed to remain on prime of worker wants because the disaster continues. In 2021, corporations might want to bolster their EX initiatives much more simply to maintain their workers engaged as they enter the second yr of the pandemic. Why? The challenges that have been manageable within the quick time period, equivalent to sustaining productiveness as their individuals endure burnout, escalate intensely as these surprising situations result in disaster fatigue.
Sooner or later, most corporations will make use of what Forrester calls an “anywhere-plus-office hybrid” mannequin wherein extra individuals will work outdoors the workplace extra of the time. Whereas there isn’t a clear endpoint to the pandemic but, the variety of workers working remotely will start to dwindle, finally settling in at 300% of pre-pandemic ranges on the minimal. With that many individuals working remotely long-term, corporations might want to rethink what that have is like — not simply from a know-how and atmosphere perspective however from leadership, change administration, and career-growth views, as nicely.
As for know-how, it would proceed to permeate the worker/employer relationship. Corporations will focus their automation efforts on serving to distant workers be more practical, with one in 4 data employees receiving assist from software program bots, robotic course of automation, and AI whereas some frontline employees obtain assist from bodily robots (when social distancing isn’t doable, for instance). HR leaders will get help from higher instruments for analyzing and appearing on workforce knowledge whereas additionally assuring workers’ well being and wellness.
Lastly, the pressure the pandemic is putting on higher-education establishments will lure large tech corporations to proceed ramping up their investments in constructing studying platforms that can supply each challenges and new alternatives for corporations to rethink how they put together their workforce for the longer term.
You’ll be able to learn extra about these and extra of our 2021 employee experience predictions here. Be part of me and my colleague James McQuivey for a webinar where we’ll discuss these predictions and reply questions on what we’re predicting for worker expertise in 2021.
To grasp the key dynamics that can influence corporations throughout industries subsequent yr, obtain Forrester’s Predictions 2021 guide.