With all the forced changes from the pandemic, not to mention progressive progress demanded by those of conscience, there’s little doubt that tomorrow’s workforce will be a changed one. Here is how these 9 companies are preparing for it.
How do you see the workforce changing over the next ten years?
It’s no surprise that the workforce is evolving due to COVID and other external factors. Over the next 5-10 years, I suspect, in industries where it’s possible, going into the office 5 days a week will become a thing of the past. Companies that trust their employees will care less about the input and more about the produced results. With this in mind, allowing flexibility to hours, location, and work preferences will result in higher employee satisfaction and engagement.
What are some of the things your company is doing to plan for the workforce of the future?
With COVID, our team has moved to an “employee choice” model that lets everyone decide where to work from. We want to empower our employees to pick what work environment is best for them, whether that’s a remote cabin in Vermont or right here at HQ in San Francisco. It’s also critical for employees to feel like they’re set up for success working remotely, and providing a generous office budget is one way we’ve been working to do that. Lastly, to ensure we’re still connected offline and living out our culture, we’re planning retreats, meetups, and other activities to bring our team together.
Check Out Mixpanel’s Careers Page Here!
How do you see the workforce changing over the next ten years?
SuprTEK expects to return to work in a hybrid telework schedule. We expect a return to a more predominant in-person schedule due to the value of impromptu interaction that occurs organically in the office.
What are some of the things your company is doing to plan for the workforce of the future?
SuprTEK is focusing on providing several methods of training using in-house instructor lead training, self-paced and in-classroom training and certification as well as upskilling employees in existing areas of expertise as well as certifications as well as training in new areas enabling growth and promotion opportunities. We offer online on-demand training and will continue to add to our offerings to meet the changing needs of our evolving workplace and enable SuprTEK to exceed our customer needs.
Check Out SuprTEK’s Careers Page Here!
How do you see the workforce changing over the next ten years?
Team Members want the flexibility and balance of remote work without sacrificing an inclusive, positive, and engaged culture. Over the next decade, the workplace needs to continue to evolve to foster a culture where diversity, inclusion, and belonging are at the forefront and the human experience is always considered. A human-centric approach to work is critical; the workforce demands it.
What are some of the things your company is doing to plan for the workforce of the future?
At SmileDirectClub, the first step we always take is to listen with empathy. This is critical to any organization, especially right now as we navigate our way to a new normal. We continue to create safe spaces for open dialogue between Leaders and Team Members. This summer we launched Listening Sessions to act as a forum for discussion and feedback. We want our Team Members to feel seen and heard. We also held focus groups with our Team Members via our Senior Leader Forum, comprised of a group of senior leaders who help solve our most pressing and critical challenges. During these sessions, our Team Members shared a profound human experience together. From Senior Leader Forum feedback, we chose to evolve our company values, which we refer to as “Truths.” One is called Our Best Through Balance and it promotes the importance of wellness and balance to be our best selves at work, and the other is called We Smile Here and speaks to the fun we have at SmileDirectClub. We are after all in the business of smiles. To live these values, we’re piloting new programs and initiatives, including the launch of our overall wellness strategy entitled, SmileWell. Through SmileWell, we’ve piloted virtual fitness classes through P.volve and have given Team Members access to the Shine app for mental health support anytime and anywhere. Making listening a priority would not be complete without our enterprise-wide Team Member pulse surveys. These help us better understand the Team Member experience so we can positively impact our culture. Based on the pulse survey feedback, we introduced a new flexible and virtual work policy in April 2021, giving many of our Team Members the opportunity to work remotely, in person, or a combination of the two as they choose. This new policy allows our Team Members to attain a better work-life balance, whether that means attending their kids’ soccer games, enjoy family dinner, or sipping coffee while they work outside – from anywhere. We work to live, not live to work. We have worked tirelessly to create ways for our Team Members to connect virtually. We are very proud of our company-sponsored playbooks to educate and engage Team Members on important Inclusion, Diversity and Belonging milestones like Pride Month, Hispanic Heritage Month, and more. In addition, we’ve created a flexible holiday to be even more inclusive of all Team Members and their celebrations. We’ve also created Engagement and Recognition playbooks to ensure every Leader is equipped to drive belonging in their teams. At SmileDirectClub, we will continue to listen and lead with a human-centric mindset to improve the culture for years to come.
Check Out SmileDirectClub’s Careers Page Here!
How do you see the workforce changing over the next ten years?
Responding to COVID-19 has highlighted the benefits and the potential drawbacks of home working. It’s easier to achieve a work-life balance and eliminate the stress and wasted time of commuting, yet without that sense of community and camaraderie that comes from working with others in a physical space, people can feel detached. Therefore, we believe that a hybrid approach that blends both is going to be the future of work. In our industry, this will vastly change what the future of the contact center looks like.
What are some of the things your company is doing to plan for the workforce of the future?
This is what motivated us to create our MAXhub concept. MAXhubs personify the employee experience; they bring it to life for those teams of agents who would otherwise only have a virtual connection to each other and to our organization. They provide enough seats for upwards of 20% of agents to work at any one time if they wish yet also offer spaces dedicated to wellbeing, exercise and meditation. The contact center of the future, MAXhubs enable our people to work on-site or at home or both. They can come into the MAXhub to connect and use facilities such as fitness spaces and canteens focused on healthy food, and to use facilities for training and professional improvement.
Check Out Sitel Group’s Careers Page Here!
How do you see the workforce changing over the next ten years?
GE Gas Power recognizes that diversity and inclusion will play a central role in being successful. The future workforce will expect, if not demand, a workplace that fosters dignity and respect implements learning and development programs that focus on unconscious bias, crucial conversations, allyship, empathy, and improves the performance management process to drive accountability.
What are some of the things your company is doing to plan for the workforce of the future?
Our cultural mission is clear: build a safe, winning, and inclusive culture where every employee is treated with respect and dignity every day. Lean methodology is helping our business identify areas that drive the most improvement in terms of diversity. Value stream mapping and problem-solving identified three focus areas to grow gender and underrepresented minority representation in the business: development, hiring, and attrition. For development, we found that most movement into executive leadership occurs through promotion, but the business needs to grow the pipeline of diverse talent. For hiring, GE Gas Power is refreshing the processes to increase visibility to more women and underrepresented minority candidates in the interview process. Finally, for attrition, we will apply lean methodologies to dig deeper into understanding gaps in the existing talent pipeline. Although we’re in the early days of this effort, the data-based, questioning lens of lean has provided transparent paths forward.
Check Out GE Power’s Careers Page Here!
How do you see the workforce changing over the next ten years?
There is an intense need for qualified talent in the tech space. This need is growing exponentially. The companies are searching for this talent high & low, expanding into new territories. This trend will continue.
What are some of the things your company is doing to plan for the workforce of the future?
We are ignoring traditional limitations; we are looking for the best talent wherever we might find it. Most importantly, we consider the potential of each candidate and how they can develop with the company in the long run.
Check Out Smartling’s Careers Page Here!
How do you see the workforce changing over the next ten years?
The workforce is becoming increasingly employee-centric. Teams want to choose where and how they work. These same teams are looking at tools that support asynchronous work and those that allow them to self-organize. Meanwhile, employees also want to make decisions about their growth and access the resources that support that journey.
What are some of the things your company is doing to plan for the workforce of the future?
At Karsun an employee-centric workforce includes workspaces and tools adapted for remote and hybrid work. We are reopening our headquarters as a collaborative space. Through Karsun Academy, our professional development program, teams may now access training from anywhere using our employee app. This includes monthly Innovation Town Halls, workshops led by industry experts, and weekly brown bags. We also recently integrated health and wellness resources adding live fitness and meditation classes.
Check Out Karsun’s Careers Page Here!
How do you see the workforce changing over the next ten years?
It is important for companies to not just respond to the way we used to do things, but instead innovate and come up with a new approach to the workplace. The future will be decentralized global spaces that maximize creativity.
What are some of the things your company is doing to plan for the workforce of the future?
We’re developing new ‘spaces’ for our employees and for creators that use Spring. Taking a decentralized approach to our footprint not having one central headquarters but instead small, local creative spaces that uniquely allow for creators on our platform to have the ability to have a home to be creative and collaborate with employees.
Check Out Spring’s Careers Page Here!
How do you see the workforce changing over the next ten years?
There has been quite a shift in the workforce even before the changes of the last year and a half. The rise of culture to increase engagement has been prominent and key to holding onto the right employees in the race for talent and highly engaged team members. We’ve seen the need for there to be a culture that combats career stagnation and role immobility in order to engage employees long-term. We’ve recognized and seen the future of the workforce shifting to driving employee experience. This consists of every interaction in the organization that an employee has from the day they start up to the moment the employee leaves or retires.
What are some of the things your company is doing to plan for the workforce of the future?
At CIVIC, we’re highly focused and tuned into different ways to develop our employees internally by providing our team members the opportunity to move up and grow within our organization. This allows them to find their niche, reinvent their skillsets, and in return new skills will be gained and sharpened by long-term employees. This is important in driving the ultimate CIVIC employee experience. Along with career development tools and opportunities, we are highly focused on our culture. As we like to say, CIVIC is a culture by design built around the idea of “People First”. We understand that success starts from within our company walls, enriching and developing our employees, and creating an environment with our culture where all of our CIVIC team members can succeed. With our sights set on culture and career development, we are ensuring that the employee experience here at CIVIC continues to grow and develop for the workplace of the future.