It is hardly news to anyone that the Internet and the emergence of new technologies have already and are still changing the whole world – and especially the way we humans work. For many, the concept of going to work has completely changed meaning. Some may no longer go to a workplace at all, and many others go to a workplace where there is much more focus on the individual than before.
More than ever, companies service and adapt to the employees and their needs. They will probably do that even more in the future - and that is a good thing. Because this is how you welcome and welcome the new generation, which is on the verge of entering the labor market. This is what Anders Raastrup Kristensen, external associate professor at CBS and author of the book "The limitless working life: What if they can't?", tells us:
"What characterizes the new generation is that they have been used to things starting from them as individuals. And there it can come to an end, whether it is MUSor school home talks. The new generations demand a lot - and very close management, and that should not be looked down upon. It is about
they need to discuss the direction and have the complexity reduced. The most important thing for employers to understand is that the employees – or the freelancers they choose to work with – are not one-size-fits-all. If employers know how to take advantage of it, they can get more dedicated employees," says Anders Raastrup
Kristensen elaborates that it is not without challenges: "The new generations are constantly on their way to a new place. They must complete the next objective of
their project. So when you ask them what they want, the answer is 'challenging tasks'. And when you ask them what burdens them, the answer is the same. And the worktops of the future must know how to handle that.”
Diversity, culture and inclusion are keywords for the workplace of the future
But how will the workplaces of the future learn to deal with the fact that young people want stressful tasks - without it burdening them? And how does a company manage to be competitive in the future market and recruit the young, talented talents? According to Camilla Hillerup, HR director at Microsoft Denmark, companies of the future must think about diversity, culture and inclusion:
"We must ensure that we collectively have bigger brains. This means that the total brain power in a company is as broad and diverse as possible. One example is the importance of women in a workplace – especially a technology company like ours. If you don't include women, you miss half of the world's thoughts," explains Camilla Hillerup and elaborates that diversity cannot stand alone when designing the workplace of the future. You also have to grieve to understand the culture of the different people you put together:
"You have to be able to understand that the employees have different needs and come from different cultures. Here, the companies of the future - and today - must make the right tools available to the many different employees. Locally, they need to understand that if you have children, you will have to leave early - in return, you might be able to work in the evening. And internationally, companies must understand that if you e.g. hold a meeting with the Chinese, they come with a different culture than the Scandinavians. They often have a different culture of politeness that may well result in them saying nothing at all in a meeting unless asked. That is why diversity is not enough – inclusion is also needed.”
Focus on the individual privileges
Anders Raastrup Kristensen agrees that the key to success for the companies of the future is to start from the different and individual needs of the employees.
"Overall, you change from thinking about rights to thinking about privilege. You move away from rights, such as those rights one automatically has in a collective agreement, and more in the direction of individual privileges that the individual employee has accrued. Eg. can you imagine that a company can see that an employee will perform best if that person works from home 80 percent of the time, while another does not get the same privileges. If an employee delivers well, it may be that the workplace is more inclined to give that person more freedom. Rights can be earned, so to speak. The negative consequence can be that you divide your employees into winning teams and losing teams, but on the other hand, it also allows for fairly free rein if you otherwise deliver well," he explains.
Anders Raastrup Kristensen also predicts that the young people's greater focus on themselves as individuals will mean that we will see far more freelancers in the future.
"The working life of the future will be characterized by patchwork work, where more and more will be freelancers and piece together their working life themselves. There is the danger that you can sell yourself too cheap just to get something to do - get your foot in the door. You are not going to talk about one professional