Next Level Impacts’ Post

How to Prepare for #Workplace2024 - Understanding #GenZ preferences As we approach 2024, the workforce landscape is evolving rapidly, driven by technological advancements and generational shifts. Gen Z, the cohort born between 1997 and 2012, is entering the workforce, bringing with them unique preferences and expectations. To ensure a positive employee experience and attract top talent, organizations must adapt to these changes. In this blog post, we'll explore the key strategies to prepare for the workplace of 2024 and understand Gen Z preferences. Understanding Gen Z Preferences: Gen Z is the first generation to have grown up in a fully digital world, making them tech-savvy and highly connected. They value flexibility, meaningful work, diversity, and inclusion. To cater to these preferences, organizations need to rethink their approach to talent management, workplace culture, and employee engagement. 1.    Embrace Technology: Gen Z employees are accustomed to seamless digital experiences and expect the same in the workplace. Employers should invest in advanced collaboration tools, digital learning platforms, and flexible work arrangements to accommodate their tech-centric mindset. 2.    Foster Inclusive Work Environments: Diversity and inclusion are paramount to Gen Z. Companies should prioritize creating a culture of belonging, where individuals from diverse backgrounds feel valued and respected. This can be achieved through inclusive hiring practices, diversity training, and employee resource groups. 3.    Offer Flexibility: Work-life balance is crucial to Gen Z. Employers should provide flexible work options, such as remote work and adaptable schedules, to accommodate their desire for autonomy and a healthy work-life integration. 4.    Provide Meaningful Work: Gen Z is driven by purpose and seeks meaningful work experiences. Employers should communicate their company's values, social impact initiatives, and opportunities for personal growth to attract and retain Gen Z talent. Conclusion: Preparing for the workplace of 2024 requires a deep understanding of Gen Z preferences and proactive adaptation to the evolving workforce landscape. By embracing technology, fostering inclusivity, offering flexibility, and providing meaningful work, organizations can position themselves as employers of choice for Gen Z talent. Additionally, investing in upskilling, agile workforce planning, and employee well-being will ensure a resilient and adaptable workforce ready for the challenges and opportunities of 2024. #Culturechronicals #futureofwork

In researching my latest blog post, "Making Younger Friends: Addressing The Generational Gap At Work, I did a lot of digging into the latest surveys of annual trends in the workplace. I've concluded that what I have seen in working with my clients this past year are global issues. For example, for many employees remote work is the key to work-life balance. The most attractive option for most employees is a hybrid model allowing them to work remotely 3 days a week. And, for the average public company that gives employees a choice over whether to come in is outperforming on revenue growth compared to companies with a restrictive policy by 16% percentage points. We will be exploring these issues, and what to do about them, as 2024 kicks off on the blog. Visit us at oysterinsight.com/blog. . . . * Zippia. “30 Essential Hybrid Work Statistics [2023]: Hybrid Work Model, Data, and Productivity” Zippia.com. Jun. 15, 2023 + Forbes. “Companies with Flexible Remote Work Policies Outperform on Revenue Growth: Report” Forbes.com. Nov. 14, 2023 ** Qualtrics. “The Top 5 employee experience trends redefining work in 2024” Qualtrics.com. Oct. 24, 2023 ++ Gallup. “State of the Global Workplace: 2023 Report” *** Kornferry. “Our time to take control: The future of work in 2023” +++ Bamboo HR. “The Great Gloom: In 2023, Employees are Unhappier Than Ever. Why?” BambooHR.com. Jul., 2023 ^ Fast Company. “The ‘Great Resignation’ is Over. Is the ‘Great Gloom’ Here to Stay?” FastCompany.com. . . .

In researching my latest blog post, "Making Younger Friends: Addressing The Generational Gap At Work, I did a lot of digging into the latest surveys of annual trends in the workplace. I've concluded that what I have seen in working with my clients this past year are global issues. For example, for many employees remote work is the key to work-life balance. The most attractive option for most employees is a hybrid model allowing them to work remotely 3 days a week. And, for the average public company that gives employees a choice over whether to come in is outperforming on revenue growth compared to companies with a restrictive policy by 16% percentage points. We will be exploring these issues, and what to do about them, as 2024 kicks off on the blog. Visit us at oysterinsight.com/blog. . . . * Zippia. “30 Essential Hybrid Work Statistics [2023]: Hybrid Work Model, Data, and Productivity” Zippia.com. Jun. 15, 2023 + Forbes. “Companies with Flexible Remote Work Policies Outperform on Revenue Growth: Report” Forbes.com. Nov. 14, 2023 ** Qualtrics. “The Top 5 employee experience trends redefining work in 2024” Qualtrics.com. Oct. 24, 2023 ++ Gallup. “State of the Global Workplace: 2023 Report” *** Kornferry. “Our time to take control: The future of work in 2023” +++ Bamboo HR. “The Great Gloom: In 2023, Employees are Unhappier Than Ever. Why?” BambooHR.com. Jul., 2023 ^ Fast Company. “The ‘Great Resignation’ is Over. Is the ‘Great Gloom’ Here to Stay?” FastCompany.com. . . .

‘Chronoworking,’ the newest workforce buzzword, aims to align the work schedule with an individual's levels of energy and circadian rhythm, versus a traditional 9 to 5 model. Forbes writes about this new trend in their latest article, and uses data points from our “Great Discontent”, and “New World of Work” survey reports to support it. Check it out and let us know what you think! https://hubs.ly/Q02mfRl70

Are we ready to embrace the future of work?   Many organizations cling to outdated models while the workforce demands change.   Workforce dynamics are fast changing. Here are some numbers from Gartner:   54% of candidates rated 4-day workweek as the top new and innovative benefit that would entice them to switch jobs.   2-in-5 employees report feeling elated by their organization’s DEI strategy.   71% of millennial workers say the pandemic made them “rethink the place that work should have in their lives”.   50% women report they don’t have the flexibility to work in the best way for them.   41% of employees have no access to some form of hybrid or remote working.   Recently, 63% of employers increases the number of required days in the office.   GenAI will play a role in 70% of text- and data-heavy tasks by 2025, up from less than 10% in 2023.   These numbers reflect a common pattern of tension between employee expectations and organizational practices.   There is discontent with current policies. There is a shift in work-life balance. More employees prefer hybrid work accessibility. Employees are demanding more flexibility in terms of how they want to work.   On the positive side, there is a shift towards skills-based hiring. This is breaking degree-related barriers.   Traditional career trajectories have shifted. There are many non-linear paths available to employees these days.   Multiple changes are needed. They include   → Rethink career development. → Adapt to technological challenges. → Embrace flexible work arrangements. → Enhance diversity, equity, and inclusion. → Prioritise employee well-being.   Question: how is your organization adapting to these evolving dynamics in the workplace?    #hrpolicies #workspace #workculture

Some good insights and perspectives here on the future of work and importance of talent. Particularly like this: "Start supporting distributed teams. Companies are asking the wrong question if they are only asking about how to get office-based workers back to the office more days a week. Instead, they should be asking how to help their distributed workforce collaborate more effectively." Remote workers & teams that I've been speaking to want to remain remote but also want/need time with others (5 days remote can feel isolating for many). Things like in-person team and org get togethers can go along way to creating a stronger sense of belonging. In my experience, this holds true across functions and personality types (i.e. not just the more extroverted sales and marketing types that seek some in-person time). Interested in your thoughts LI world... #talent #futureofwork #futureofmarketing

Navigating the Future of Work: Key Takeaways from Forbes. Engagement & Productivity: Focus on keeping a high-performing workforce productive, whether remote or in-office. Shifting Work Expectations: Emphasize fulfillment and flexibility over salary. Emotional Connection Strategy: Align employees' work with company values and purpose. Mindset, Toolset, Skillset: Adopt empathetic leadership, value transparency, and provide the right tools. Tailored Tech Solutions: Enhance hybrid work environments with specific technological tools for different roles. 🔑 Adapt and thrive in the evolving world of work

🌟 Attention Business Owners and CEOs! 🌟 The labor market is evolving rapidly, and as a seasoned professional, I’m here to guide you through these dynamic changes. Whether you’re navigating talent shortages, remote work challenges, or shifting employee expectations, I’ve got your back. 🔍 What’s Shifting? Remote Work Revolution: The pandemic has reshaped work norms, and remote work is now a permanent fixture. How can you optimize your team’s productivity while maintaining a healthy work-life balance? Skills Mismatch: Finding the right talent with the right skills is tougher than ever. Let’s strategize on upskilling, reskilling, and attracting top-tier candidates. Employee Well-Being: Mental health, diversity, and inclusion are critical. Let’s foster a supportive workplace culture that retains and motivates your team. 🚀 How I Can Help: Talent Acquisition Strategy: Let’s craft a targeted recruitment plan that aligns with your business goals. Workforce Planning: Anticipate future needs and build a resilient workforce. Leadership Development: Equip your managers with the skills to lead in this new era. Employee Engagement: Boost morale, reduce turnover, and enhance productivity. 📅 Ready to Chat?  Book a 15-minute consultation with me. Let’s discuss your unique challenges and explore tailored solutions. Click here to schedule our chat. https://lnkd.in/gQKBj-Xa Remember, adaptability is the key to thriving in today’s labor landscape. Let’s future-proof your organization together! 🌟 #HRConsulting #BusinessLeadership #TalentManagement #LinkedInPost

Despite frontline workers making up 80% of the world's workforce, technologies dedicated to improving their lives at work have received just 1% of tech investment.* The world of shift work has waited long enough for its digital transformation. At Deputy, we believe the time is now! In this article for Forbes, our CEO Silvija Martincevic discusses the gap in technological investment in the world of frontline work — and what we can do to close it. 🔎 Key Highlights: 🤩 Strategies for introducing modern technology to create standout employee experiences in deskless workplaces 🤝 How workplace culture and technology work hand in hand in overcoming the challenges faced by the world’s #frontlineworkers 🌎 The societal and economic benefits of improving #engagement and #productivity among frontline workers Read more here: https://lnkd.in/geAE_T2A

4 Trends & Tips for Navigating Workplace in 2024 - To remain competitive and thrive in the new year, businesses must not only adapt to trends shaping their industries but be proactive as well. Here are 4 tips for navigating the workplace in 2024: https://hubs.li/Q02h_W0v0