Firms must adapt to new ways of working

Many of us will recall the time when organisations would block employees from personal use of the office Internet on the premise that they would be distracted and fail to meet their targets.

But we also know that this was short-lived as more advanced technology-enabled Internet access through phones came and the game shifted to policing how much time was being spent on phones, which was more futile.

It took a while for these employers to realize that in their endeavour to restrict resources and monitor staff closely, they were widening the mistrust gap between them and their employees. While this example demonstrates a typical response to challenges posed by new ways of working, the future of work will continue to be transformed for better and organisations must be more open to learn, unlearn and relearn to remain competitive.

We have seen work demographics evolve pushing organisations to apply more creativity in motivating employees across different age groups. We will see employers be more open to flexible work arrangements to meet employee needs.

With the emergence of the gig economy, your longest-serving employees will certainly not be those on permanent full-time contracts but most probably those who will be allowed flexibility either through hours of work or remote working to allow them time to pursue other areas of interest.

This will call for redefining benefit structures from traditional full-time focus to accommodate these independent gig workers and lock them in for as long as it takes. We have seen workplaces transform from closed offices to open workspaces and hot-desking in response to best practice and space optimisation.

We will see fewer in-person meetings as technology enables virtual meetings efficiently. Organisations will pay more attention to healthier work environments being more mindful of employees’ welfare and wellness to enhance engagement and productivity.

As organisations endeavour to remain competitive and meet the changing needs of consumers, the need to recruit the best skills will be more strategic than ever. While it is easier to determine technical skills, the so-called soft skills which are equally important are harder to assess.

With technology advancement, employers will have at their disposal trained algorithms with the ability to provide potential candidates for a particular job in seconds, not just saving time but also providing a reliable match to role specifications. Recruitment processes will rely more on predictive analytics and augment them into in house tools like talent management or productivity assessments on a more regular basis to identify the best talent.

Ms Muthiani, an HR specialist with over 20 years’ experience, is the MD, MillennialHR