Three Glimpses At the Future of Work

In a galaxy not too far away, there's a work-oriented future that looks more automated in terms of processes and procedures. The Wall Street Journal reported on a glimpse of the future of HR from a conference held last week in Las Vegas. As more than 8,000 human resources executives and IT professionals convened, they heard about highlights of the future of work. 1. Surveys, surveys, surveys. Consulting firms are emerging selling various tools to help HR get more clued into morale and engagement. This means online surveys will ask employees how they feel about their boss, who they rely on for advice and if they were happy to come into the office on any given day. Sounds like survey vendors are taking things up a notch by selling data to help employers not only interpret the information but act on it as well. 2. Real-time performance reviews. If your company has an antiquated process, no worries there. Software companies are apparently reimagining current evaluations to create programs by tracking performance and providing employee feedback weekly. In some cases, there may even be daily feedback! Per the piece, various companies developing and implementing these programs aim to do a better job of rewarding high performers. In turn, the new process should help identify poor performers and manage them out of the organization. 3. The self-service career path. If your manager isn't properly developing you for the next position, we're not surprised. That's because it's up to you to take the bull by the horns and have those conversations and flex those skills or pursue training to develop new ones. (Plus, in some instances managers may be concerned more for their own well-being at the company and not want to see a top performer like yourself venture into another group or higher position. Selfish, we know.) Well, again thanks to technology there's new technology to help map out your career to get ready for the next succulent role. For instance, Fuel50 from New Zealand-based company Career Engagement Group, actually makes it a game. When an employer signs up for their services, employees must identify their personal and work values. Then they see how they overlap with the company's goals and values. Software takes it another step by suggesting various positions, both lateral and upward, what skills each role require, who's in those roles currently and how they got there. The ultimate kicker? The program connects to training and development materials to help you prepare for the role.

Fishbowl

Three Glimpses At the Future of Work

Vicki Salemi

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Vicki Salemi