“How does work get done?” It’s the question that every business leader asks of him or her self, the greater enterprise, operational processes and systems, internal stakeholders/corporate functions, and, of course, its talent. In 2018, the world of work looks vastly different than it did in years past. Business agility is now the top focus for organizations, trumping the traditional focal areas like cost/cost savings, visibility, and compliance.

With this mind, a path for the Future of Work is set. Ardent Partners defines the Future of Work as the ultimate optimization of work via the transformation of business processes, operations, and its workforce through digitization, seamless and holistic solutions, and flexible enterprise thinking. Today’s enterprises are positioned now more than ever to optimize how work is done…however, there is one major obstacle in the way: workplace/corporate culture.

The very culture of an enterprise can be both a blessing and a curse. Positive workplace cultures typically embrace new technologies, adopt advanced strategies, and are more generally open to the changes (both subtle and dramatic) happening in and across the market. In addition, progressive corporate cultures are typically developed over a longer period of time, helping to ease the impact of change from technology deployments and open the business to a new world of innovation. This is also a critical piece in moving into the future with work optimization solutions and approaches. Unfortunately, the vast majority (72%) of business leaders state that their current workplace culture actively prohibits them from adopting many of the key strategies that are part of the Future of Work. Business leaders that can either “see” or anticipate the changes happening in the market and make the corresponding changes to their own organizations are the ones that will thrive in the new world of work. In essence, companies that are merely open to new ideas that can optimize how work is done (from talent engagement to project management) understand that there are benefits to be had from new thinking and fresh approaches.

A workplace culture that can embrace change and the shifts happening in the market are ultimately primed for:

• The digital transformation of work, operations, processes, and systems across the entire organization. Digital transformation is a foundational element in the Future of Work, and enables the contemporary businesses with a series of connected, seamless, and holistic processes that can address a wide range of enterprise operations.
• The continued evolution of talent engagement. Ardent’s research has found that 40% of today’s total workforce is considered non-employee; factoring in the continued impact of the Gig Economy, the modern business must tap into new sources of talent to remain competitive.
• Strategy-led innovation to improve, enhance, and scale. Companies with a strong workplace culture will not only benefit from the gains of automation and digitization; they will be able to leverage interconnected and channeled systems and operations to design strategies that can help enhance global market positioning, product development, and internal talent management programs.
• Adaptation that can account for unforeseen economic or technology shifts. Workplace cultures that embrace innovation and progressive thinking are the ones that have adapted to change. Therefore, when uncertain future shifts occur (be it on a technology scale or within the global economy), the enterprise can be ready for transformational changes that cannot be anticipated.

Tune into the Contingent Workforce Weekly podcast to learn more about not only the Future of Work, but how businesses can transform their workplace culture to truly optimize how work is done.

RELATED ARTICLES

NEW WEBINAR – The State of Procurement 2018

Contingent Workforce Weekly, Episode 234: The Impact of Culture on the Future of Work

Final Thoughts on Corporate Culture and Technology Adoption

Corporate Culture and its Impact on Technology Adoption – Results

Corporate Culture and its Impact on Technology Adoption (2)

Corporate Culture and its Impact on Technology Adoption (1)

Tagged in: Christopher Dwyer, Complex Categories, Contingent Workforce, People, Process, Strategy, Technology, Transformation