Our coaches are at the coal face of workplace changes and transition. They work extensively with both employers and employees. We asked them for their thoughts on the future of the workplace.
Over the last 5-10 years, 70% of the coaches we asked have seen changes to their most commonly requested services due to: technological developments, the creation of social media, increased competition and increased data usage.
85% of our coaches have developed their skills to meet the changing demands of businesses and employees.
35% of our coaches outlined that admin and clerical skills are becoming more and more outdated. Skills in social media, digital technologies and data understanding are becoming more in demand with 69% of answers relating to social media and digital technology alone.
Despite the digital evolution, relationship building and communication skills remain in demand.
"Manual and low-skilled roles are becoming less in demand these days; whilst mid-tier roles are likely to be automated too in the not too distant future."
Business owners are dealing with their own worries regarding digital transformation. Concerns include their own understanding of digital transformation, the costs associated to it and how to adapt and keep up with the changes. But at the top of their list of concerns is the skills gap and how to address it.
"Management need to upskill – to act as coach and mentor to their employees and to have difficult conversations with those employees whose skills no longer fit."
70% of our coaches agree that job security is an increasing concern for their clients due to digital transformation.
"Clients often say "a robot will eventually do the work that I do.""
However, there are fascinating differences between the mindsets of different generations.
"Gen Y are more tech savvy so they get it. Baby boomers want to overthink and analyse. Interestingly they all have similar value sets, but they approach things in a different way."
"Millennials are less concerned with job security. Some baby boomers are still slow to take accountability for their own career change and updating their own skills."
Regardless of age or generation, the key to thriving in the digital age is flexibility, agility and a willingness to develop.
“For those resistant to change, career conversations or coaching around the benefits of upskilling and developing can be hugely beneficial”
"Employees need to keep abreast of changes, take advantage of courses provided by their employer, local college, library and continue to seek opportunities to learn. Most of all, it's about not being afraid to ask questions and try new things!"
The Employee Perspective
With digital transformation can come redeployment or even redundancy. We talked to employees from different industries about their own experiences and what it meant for them.
52% of employees asked believe their organisation handled the initial stage of their workplace transition, 'Poorly' or ‘Extremely Poorly' with 48% regarding the employer's communication during this period as 'Poor' or 'Very Poor'.
The human impact of Workplace Transition – in particular Outplacement - is often underestimated by employers but with the growth of social media and online review sites such as Glassdoor it should not be taken lightly - employer reputation is at stake!
56% of people we asked stated they read employee reviews before applying for or accepting a role.
60% of people said the most valuable and most reliable source of information when applying or accepting a new role was the company website.
50% use social media – including Glassdoor, to research a prospective employer.
Despite huge advances in technology, 70% of employees still feel that word of mouth is the best and most reliable source of information available to them when conducting research. Aggrieved previous employees can have a huge impact on brand reputation.
The digital transformation is having a wide reaching impact. Our coaches have seen vast changes to their commonly requested services and have developed their skills to meet this. Many employers see digitalisation as a challenge – reasons include an inability to keep up to date with the changes, the associated costs, lack of coaching capability within the workplace and resistance from employees themselves.
The ‘Skills Gap’ is clearly an issue with many employees possessing ‘out of date’ skills and the key capabilities and competencies needed to drive an organisation forward into the digital age in short supply. However, with unemployment at an all-time low and individuals in possession of these skills in high demand, competition is fierce! Upskilling an existing workforce can future proof your organisation and place you ahead of your competitors.
Our flexible suite of bespoke, tailored services are designed to support workplace transition and help you drive your business forward: