How to gain - and lose - the employees of the future

How to gain – and lose – the employees of the future

A new generation of employees is ready to conquer the future job market. Prepare yourself for massive changes in the way we work. Are you ready for the new playing field?

In an article from Børsen, futurist Liselotte Lyngsø explains what it will take for future leaders to attract new employees. Her statement is crystal clear: Those who cannot meet the technological and leadership requirements will not attract talent. The adaptable and technology-curious companies will win the race in the battle for the hardest beating hearts and cleverest minds.

TIME FOR REFLECTION

The younger generations are not only against the idea of a lifelong career in the rat race. They also care deeply about what truly creates value. Not only for the companies they work for but also for themselves as individuals and for society. They are ambitious on behalf of the world.

The sustainable work life with hybrid meeting times and -places has come to stay. And future employees will go to great lengths to achieve it.

“You have to see it as LEGO bricks. Many will put together their everyday life differently over time. We swap modules and will happily work for several different companies at once. The lifespan of companies is constantly getting shorter. Therefore, it becomes more and more uncertain to put all your eggs into one basket.”

Liselotte Lyngsø.

PRECISION LEADERSHIP

Everything is being digitized, and information and inputs are exploding. Along with artificial intelligence and pattern recognition, it will lead us into a precision society. Everyone will be treated the same by being treated differently. Technologies will enable our leaders to tailor workplaces to the individual’s needs. What do we like to eat? When do we work optimally? Should our “office” be cold or warm? Who do we work best with? How is our mental and physical health, etc. This type of data will become an indispensable management tool that future employees expect their bosses to use in order to create individualized and optimal work spaces.

The most successful workplaces will be those that manage to create a kind of feedback fitness center. Where the benefits of individualization are balanced with communities that tell you everything you didn’t know you couldn’t do without. And where the individual contributes to innovation and onboarding.

OUR DIGITAL WORK TOOLS WILL BECOME AN EXTENSION OF OURSELVES

The upcoming years will be more centered around our place in nature. We can no longer turn a blind eye to the climate changes. For example, we can save 20% CO2 with a weekly work-from-home day!

For many companies, cybersecurity will be a challenge on the hybrid front. But that is just one issue that needs to be addressed. From a climate and individual perspective, it simply does not make sense to have two computers and two phones. Or for procedures and security to stand in the way of freely accessible technology in the workplace.

For Generation Z (1997-2010) and Alpha (2010-2025), their digital work tools will be nothing less than an extension of themselves. So if the workplace cannot accommodate that, it will almost be like losing an arm for them. Equipment and accessibility will become an inevitable factor in accepting a job. We WANT to thrive digitally to be able to work exactly where, when and how we want.

Overall, it is about creating individual workplaces so that each employee can create the most value – together with others.

There will be little patience with workplaces that categorically exclude hardware and software that employees perceive as superior. Technological curiosity will be a crucial parameter in assessing how attractive a company is.

Read the entire article from Børsen with Liselotte Lyngsø right here.

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