Are You Prepared For The Future Of Work?

The growth in artificial intelligence (AI) and automation is altering the way marketers work today.

The growth in artificial intelligence (AI) and automation is altering the way marketers work today. Contrary to popular opinion that AI will be taking away jobs, these advances will eventually lead to the reinvention of a variety of other jobs as well. In fact, McKinsey predicts there could be an increase in labor demand for some types of positions.

By 2030, the demand for technology professionals, such as computer engineers and specialists, for example, is expected to increase by 34% in the U.S. It’s clear that organizations need to reconsider how their jobs are designed as they prepare to adapt to the future of work.

Here are three ways businesses can do so.

1. Make Room For Upskilling Opportunities

New ideas will be in high demand, spurring the need for companies to work with employees who have strong critical thinking abilities and creative skills. In addition, these employees will need to continually upskill so they can be prepared to solve increasingly complex problems.

The McKinsey report predicted that 75 million to 375 million people in the workforce will need to develop new skills and adjust their occupational categories. Although businesses will likely move toward automation in some areas, they will be looking to create more non-routine jobs that require enhanced cognitive abilities.

This also means organizations will need to nurture lifelong learning in their employees and provide multiple opportunities to upskill so they can develop workers’ skills rapidly to fulfill new job responsibilities. Companies should experiment with non-traditional methods like hackathons and boot camps.

At hackathons, for example, organizations can bring together software developers, project managers, and subject matter experts from other departments to collaboratively brainstorm ideas for innovation. This creates a learning opportunity for everyone involved, while providing the company with cost-effective and time-efficient ideas to fuel development.

Companies should consider appointing people as “skills mapping” managers to identify new roles for existing employees. For instance, a bookkeeper might transition smoothly into a data analytics role, given the proper training.

2. Create Opportunities For Machines And Humans To Work Collaboratively

With smart machines becoming more intelligent than ever, companies will eventually start distributing work across AI-powered software and apps, which can improve the output for certain functions within the organization.

Companies should look for ways to develop personal toolkits that make use of AI-powered software and devices for their employees. They should also try to make the most of online virtual assistants, cloud communities, and open applications. The goal is to experiment with AI and use it to improve daily activities and complex problem solving.

Additionally, new platforms and tools can help organizations build a hybrid workplace that can more easily and effectively support the different work styles of employees, including remote workers. For example, companies can now host virtual meetings to share business changes, inform employees about new products, and conduct staff training through live webinars with team members who are located in different parts of the world.

Business leaders should think beyond process optimization and search for ways to enhance the collaboration between humans and machines. The goal is to come up with a solution that draws out the best qualities of both to address the needs of both consumers and employees.

3. Automate Processes To Encourage Diversity

The challenge of bias in recruiting is real. For example, some recruiters may have either a conscious or subconscious bias in terms of favoring candidates of a certain race or gender. One of the most welcome changes we can expect to see in the future of work is the automation of processes that are likely to be affected by human bias, including the recruitment process.

Today, with new technology, businesses can automate the process of job description screening so all qualified candidates (no matter gender or race) are provided equal opportunities to be contacted about openings. By removing these barriers, companies will open up their applicant pools and attract a more diverse range of candidates with unique talents and skill sets.

The future of work isn’t necessarily a scary place. It will make room for a hybrid workforce, accommodating the work choices of all employees. Machines and humans can work seamlessly together for smoother organizational growth and functioning. It’s time for business leaders to start preparing for these changes to ensure that their future workforce will lead to future success.