Reimagining the future of work with a human-centric workforce model

With nearly 15 million American workers leaving their jobs, the talent shortage in the United States is at its highest level in 10 years, with 54% of organizations worldwide already feeling the impact.

The gap between supply and demand for digital talent in eight countries, including the United States, China, India and parts of Europe, is expected to reach six million people. More than 14 G-20 countries could miss $11.5 trillion in cumulative gross domestic product growth if the digital skills gap is not closed.

It sounds alarming. Yet it’s fascinating to know that every once in a while something seismic happens in the way we work.

The pandemic has created sudden change – with lasting impact and how we have adapted to work during the pandemic has shattered outdated assumptions about the design of work. The pandemic may also have valued digital talent.

Simultaneously, it has given business leaders a unique opportunity to break away from a location-centric work model designed around industrial-age constraints and rethink work around a human-centric model that will secure digital age talent and drive business results.

A human-centric work concept, including flexibility and empathy, allows employees to feel more empowered and increases their productivity and engagement. It also enables organizations to be more responsive to customer demand, more resilient to disruption, and more productive. It can also reduce a range of costs, from real estate and travel to employee attrition.

In short, the human-centric approach can be a win-win for employees and organizations, but it requires leaders to commit to leveraging a remote workforce strategy, especially for IT teams. For many, that means shedding some old assumptions and dispelling myths about what remote work models mean and do.

Michael A. Bynum