One of the promises I made to myself as I launched into my consulting career was that I
would read more - books, magazines, blogs - to ensure that I was continually learning, broadening my mind and expanding my way of thinking through exposure to fresh, insightful ideas and concepts.
One of books I’ve read recently is called Future Work. In the book, authors Alison Maitland & Peter Thomson present a compelling view of how work should be transformed in the 21st century. I want to share some of their ideas with you.
The key premise of their idea is that the technology available to us today can enable a major shift in the way people work, moving from rewarding long hours to rewarding results and outcomes. In his book Drive, author Daniel Pink explains that what really motivates people is a job that provides autonomy, mastery and performance. Pink’s idea dovetails beautifully with the findings cited in Future Work which show that:
- People are more productive when they have greater autonomy over where, when and how they work and
- They feel motivated to produce optimum results when they are trusted to manage their own work patterns.
Up to now, flexible work programs have been seen as a measure to accommodate certain employees’ needs, rather than as a strategy to drive business results. To be successful, the idea of future work needs to be driven top-down and positioned as a business strategy – not just something for mothers and working women – but something everyone uses every day.
The fact is the traditional male career model – which assumes people will have an unbroken full-time career and a steady rise to a peak of performance and earning power, followed by retirement – does not fit the new majority of the workforce. It doesn’t fit the desires and expectations of Gen Y nor that of the Baby Boomers continuing to work until their 70′s. Employers cannot just assume that people will accept traditional conditions of employment as a given – they will expect flexibility to be on offer.
This strategy not only benefits people, it contributes to tangible bottom line results as well, including:
- Higher productivity
- Faster response time
- Cost savings in real estate, utilities, and business travel
- Lower staff sickness, absenteeism and turnover
It’s time for a change. We have the technology to support it, a majority of the workforce wants it, and it makes business sense.
I really encourage you to read this book. The ideas are fascinating and the authors provide practical principles, skills and practices to bring this new approach to working to life.
As the authors say:
“It will take bold leadership and a break with old habits, but future work will not wait for those who fail to grasp the opportunities now.”
Are your company leaders up to the challenge?
Kristi Erickson is a partner at PeopleResults. Follow her on Twitter @KMErickson.