by | Mohd Hasan Mohd Saaid, hasan@might.org.my
Transformation of businesses and organisation typically look at perspective of people, technology, and process. In exploring what technologies can bring values in the future of work, we summaries it into 8 technologies values that could enhance the future of work, workplace, and workforce.
Automation is key in enabling increased work productivity. The value gained here stems from freeing up the workforce from dull and repetitive work. Information overload, deadlines and technological complexity can be things of the past asvalue of automation becomes increasingly important. Automation goes beyond routine manufacturing activities and is now revolutionising work involving knowledge. In light of the pandemics, a contactless or low touch economy must be incorporated into major sectors, allowing automation technology to play a crucial part in order to maintain smooth business operation. At some point, AI-driven robots will inevitably replace many humans at their jobs, and the current pandemic further sped up the process.
Big Data has a tremendous effect on the hiring process and how businesses treat and interpret data, including using it to analyse potential talents through screening and supporting the decision making process. Technology has not only given rise to the digital workplace, but also to the way companies recruit talent. From hiring across major social media platforms to having algorithms scan resumes and applications, technology is making it easier than ever for companies to find the right employee to fulfil their full-time, part time, and on-demand positions. Harnessing the power of technology and big data is not only convenient for organisations, but also for individuals. Having direct access to a pool of temp jobs can provide individuals with more flexibility and control over their work life. Zenjob, a German startup, is a good example of how tech is revolutionising hiring for companies as it takes care of all steps in the staffing process including signing contracts, employee insurance, payment and invoicing.
In collaborative platforms, employees and contract workers alike are able to get jobs and contribute as a crowd. The greatest successes occur when collaborative behaviour breaks boundaries and structured organisational systems, resulting in the development of ecosystems that are flexible and fluid. This meant that some businesses have been able to respond in the quickest way to changing circumstances. Some organisations have been more transparent with their workforce about critical decisions and some have created new business partnerships. The introduction of mobile technology and cloud-based solutions have certainly helped make the idea of working anytime, anywhere a reality.
Social media influencers rely heavily on technology to increase consumers and followers. A decade ago, the
influencer marketing arena was limited only to celebrities and a small handful of bloggers. Now, with the rise
of social media influencers, leveraging on social networking could mean stronger social impact on consumers
as part of their goal towards a good cause. As for the workplace, remote employees who are struggling with
loneliness can benefit from digital spaces created for team members to connect virtually, for example over lunch or in a virtual cafe. In this way, technology can help replicate normal social activity and stave off loneliness.
When it comes to risk, most tech leaders’ primary focus has been on the subject of cybersecurity. While
cybersecurity will always be a concern, leaders also should focus on business resilience, risks and disruptions
of having a combined business-technology strategy—risks whose reach extends beyond traditional IT
environments into factories and other workspaces, products, and even customer locations. This is because
digitally connected customers will now have access to data through a voluminous set of channels, which
obviously needs to besecure and resilient. This can be achieved through integration of security into product
design and development. The rise of contactless economy will shift the paradigm of trust from physical to
digital. Companies need to fully comprehend the implications on the trust they have built so far with their stakeholders. If risks are not managed, opportunities arising from contactless economy can very well backfire
on the trust the brand has built over the years. For example, an online video-conferencing company that gained widespread success during COVID19 times faced severe privacy and security backlash due to data privacy lapses. It had to take significant steps in its cybersecurity architecture to assure stakeholders. Building enduring relationships will remain vital to a contactless economy.
In our post-COVID world, remote working seems to be the norm for many businesses across the world, and it
will likely stay that way beyond present times. As useful and collaborative as physical offices can be, businesses are discovering that a remote workforce can perform just as well outside of the four walls they’re traditionally used to. Employees enjoy the ability to choose where they work—83 percent of employees, remote or on-site, say that a remote work opportunity would make them feel happier at their job. If you need more evidence as to how remote is beneficial, employee happiness can boost productivity as well; a recent study found that workers are 13 percent more productive when happy in their work environment. As collaborative technology continues to advance, it will become even easier to connect to work from almost anywhere in the world. With the help of video conferencing such as Zoom becoming commonplace, employees will likely choose a remote workstyle over an office set up in the future, whenever possible. In maintaining normalcy, virtual teams and gig employees rely on web-based productivity and collaboration tools to connect them to their jobs, regardless of location, or time of day. And while this may apply more to certain groups, like information workers today, over the next five years these trends are expected to accelerate, incorporating more repetitive process-orientated work that can be augmented or replaced with technologies like AI and robotics.
It is estimated that in any given week, one in six people of working age experience a common mental health
problem like stress, depression or anxiety according to a study by Deloitte in January 2020. There are costs for
UK employers too. These now reach up to £45 billion each year and have risen by 16% in the last two years
according to the study. Mental health also contributes to ‘presenteeism’, where people work when they are
not at their most productive, and the newer trend of ‘leaveism’ where employees feel they must work outside
of their normal working hours. The use of technology can sometimes make it more difficult to disconnect
from work. Gamification technology has proven to be hugely successful at boosting motivation and health in
the workplace. Tools and software help businesses improve employee engagement by engaging employees
emotionally, rewarding desirable behaviours and inject excitement into their workday. According to the 2020
Mercer Talent Trends Study, only 29% of HR leaders have a health and well-being strategy in place. Poor
wellbeing negatively affects motivation and job satisfaction as well as increasing healthcare costs. The idea
of applying technology value for mental health and wellbeing is perhaps by reducing ‘always-on’ culture of
work. The use cases of wearable technology have greatly evolved from virtual reality games, and physical
fitness trackers, to the more recent creation: mood monitors. Tech start-ups such as Moodbeam, are taking
on the challenge of creating wearable devices that capture and monitor emotions in the hope of encouraging openness about mental health amongst individuals, and more specifically, organisations.
