This guest blog has been provided by Kevin Sheridan, best-selling author and innovator in the field of Employee Engagement
As luck or prescient knowledge would have it, seven of the ten workplace predictions I made last year turned out to be correct.
While I am happy with that outcome, I hope to do even better in 2018. Here are my top 10 predictions for the 2018 workplace:
For 2018, AI will likely have a profound effect on both workplace and culture, continuing to change how everyone works (i.e. the practical flow of how work is accomplished). Specifically, AI will no doubt replace certain workers, as explored in “Meet Your New Coworkers: Robots.”
AI holds immeasurable potential to both compliment worker productivity and reduce workplace stress. Better real-time data, logistics, planning, and reduced workplace errors and incidents will all result from higher, and better, utilization of AI.
Very much related to prediction #1, organizations will not be able to compete successfully without attracting and retaining top talent who possess the proficiencies associated with the digital workplace. Leaders lacking digital literacy will struggle mightily, underscoring the importance of placing increased emphasis on retraining and teaching digital literacy.
The broad range of software tracking and monitoring services will continue to grow in 2018, as will the related concerns that George Orwell’s 1984 “Big Brother” is afoot in the workplace. Technology advances have made it possible to track every employee’s electronic moves. Unlike the technology in Orwell’s novel however, the world’s advances are not focused on sordid or scary uses. Rather, one of the greatest benefits of the technology is that both productivity and outcomes are better measured and therefore better managed.
Having been raised in a culture promoting collaboration and team-based learning, younger workers, especially Millennials, expect and even demand that shared knowledge exchange, teamwork, and collaboration will be the central staples of their work environment. Anything else might be labeled as “selfish” or “ego-driven.” This collaborative mindset will continue to substantially change workplace culture in the years to come, further focusing workplaces from individual to team.
Yes, competitors such as Slack, Yammer, Google Suite, and Workplace by Facebook have all introduced novel and welcomed new approaches. However, the reality is that Microsoft still reigns as the royalty of workplace enterprise solutions, and this is unlikely to change for some time to come.
Even years after his death, the famed management guru Peter Drucker still gets it right:
“Culture eats strategy for breakfast.”
While technology and the associated strategy have great value, their return on investment will never exceed that of the culture, values, and beliefs of an organization and its employees. Organizations continue to recognize this trend, with numerous organizations recruiting people to fill the role of Director of Employee Experience. Indeed, over the last three years, studies by Gallup, Deloitte (Bersin), and The Conference Board have all concluded that organizations (and their CEOs) have placed much more importance on staff, culture, behaviors, and how their staff works internally to support their external success.
For both economic and practicality reasons, tailored and customized Intranet solutions will continue to attract higher attention in 2018. Ask any IT manager or IT consultant worth their salt, and they will tell you that high-performing, well-designed Intranets are still the key application or “window” to the broader digital workplace and collaborative environment mentioned previously.
One of the oft discussed characteristics of Millennials is their desire to separate work and life, and this is not likely to change in 2018. Remember, Millennials are not living to work, as Boomers like myself were taught, but rather working to live. To successfully retain this younger generation, it is imperative that you provide workplace flexibility and not be the “old school” manager who demands that employees be present during set and rigid business hours. To Millennials, that is their definition of a workplace prison.
The Millennial generation values freedom because they want to be in control of their own experience. The secret is hiring the right people, so you can trust them and let go. Track their outcomes, not their time in the office. Millennial employees want and appreciate being “free range,” and working in an open and flexible environment.
The trend of workplaces recognizing that they cannot be competitive externally without effective internal digital systems is more than likely to continue. This recalibrating, from external to internal, unleashes exciting opportunities for digital work teams to set bold new goals and make internal digital investments for the future.
One such example is Workplace by Facebook, which is a place where workers can share ideas, brainstorm, collaborate, and achieve more work together. This relatively new Facebook tool connects and unifies employees with their preferred digital and internet tools. Success stories of organizations using Workplace abound, especially from such notable companies as Starbucks, March of Dimes, GoPro, Heineken, Domino’s Pizza, and Walmart. Workplace has helped transform those cultures by “getting employees out of the dark,” and into the illumination – of strategic information, culture, beliefs, goals, recognition, and performance feedback, just to mention a few.
Getting this “Employee Experience” right from a digital workplace standpoint is hard work, as already discovered by many organizations. Myriad factors can stand in the way of creating the ideal and smooth flow of digital connection we would ideally like employees to experience throughout their workday. Best-in-class organizations will think through these obstacles and employ successful solutions to them before, during, and after deployment of these digital systems.
Mobility within the workplace is becoming a very prominent topic. Employees value the ability to work from wherever, whenever, while benefiting from the same advantages of their peers in the office. Moving forward, the requirement for all digital workforce applications to be unified (including Intranets, HR, HCM platforms, document management, as well as the aforementioned Workplace by Facebook) will only increase the demand for more efficient mobility deployments. This trend will not go away in 2018; in fact, I predict it will become even more pronounced, with employees continuing to push for more mobility in all aspects of their lives.
In 2018, I foresee mobility discussions to be centered around Telehealth and providing real-time performance feedback.
Let’s first look at the former: Telehealth, which provides the ability to receive healthcare advice and healthcare electronically, is being catapulted upon society. This trend is likely due to younger generations’ preferences for mobility, as well as the economic reality that in many cases, healthcare can be delivered more economically through electronic technology.
Second, both millennials and the subsequent generation, often called “globals” or “digital natives,” have a strong desire for real-time performance feedback. In fact, as reported in some of my previous blogs, 80% of millennials want feedback in real-time.1 As organizations’ continue to recruit and retain millennials and younger generations, the need for real-time feedback in mobility platforms and in mobile roles will continue to increase.
And that’s it for my 2018 predictions. Let’s look forward to watching most, if not all, of these predictions for 2018 unfold. Once again, Happy New Year!
Kevin Sheridan is an internationally-recognized Keynote Speaker, a New York Times Best Selling Author, and one of the most sought-after voices in the world on the topic of Employee Engagement. For six years running, he has been honored on Inc. Magazine’s top 100 Leadership Speakers in the world, as well as Inc.’s top 100 experts on Employee Engagement. He was also honored to be named to The Employee Engagement Award’s Top 101 Global Influencers on Employee Engagement of 2017.
Having spent thirty years as a high-level Human Capital Management consultant, Kevin has helped some of the world’s largest corporations rebuild a culture that fosters productive engagement, earning him several distinctive awards and honors. Kevin’s premier creation, PEER®, has been consistently recognized as a long-overdue, industry-changing innovation in the field of Employee Engagement. His first book, Building a Magnetic Culture, made six of the best seller lists including The New York Times, Wall Street Journal, and USA Today. He is also the author of The Virtual Manager, which explores how to most effectively manage remote workers.
Kevin received a Master of Business Administration from the Harvard Business School in 1988, concentrating his degree in Strategy, Human Resources Management, and Organizational Behavior. He is also a serial entrepreneur, having founded and sold three different companies.