What future for work? Answers and solutions

Our society is going through a period of transformation accelerated by the repercussions of the pandemic. Overnight, the world of work was turned upside down: the imposition of teleworking, remote management, in-depth reorganization of modes of collaboration. In addition, faced with uncertainty and precariousness, employees began to reassess their own priorities in life. To the challenges, we had to quickly find answers and solutions.

An accelerated futureStéphane Rochereau, partner at Brio, is interested in the dynamics that are currently at work. “Even before COVID-19, we were already observing three major trends leading organizations to transform: the scarcity of the workforce and the general evolution of employee expectations, the growing integration of digital within organizations and through all of their activities, as well as the “CSR” movement for more responsible companies, particularly with regard to their workforce, ”he explains. As companies sketched the foundations for sustainable transformation, the pandemic has spurred these movements already underway.

The five dimensions of workTo help companies and their managers better understand the future, Stéphane Rochereau and his colleagues have developed a guide that defines the future of work through five dimensions, all of which are closely linked.

The future of work includes the integration of new working methods to achieve the transition to a more complex “hybrid” model, mixing telework and face-to-face. It is also an opportunity to rethink workspaces to adjust to this new reality and make them spaces reserved for collaboration, creativity and socialization activities.

All of these changes are not without an evolution of leaders towards a role more focused on creating meaning and mobilizing employees. Likewise, as Stéphane Rochereau adds, “let us not forget that through all these changes, companies have a responsibility to also change the profile of their employees to take into account the increasing complexity of the environment and to be able to change them. support in their development. “

“Employee turnover has slowed down with the pandemic,” he continues, “but we anticipate many labor movements. In a situation of talent shortage, the pressure to develop the employee experience is strong. »The balance between personal and professional life is becoming a key objective of employee loyalty, who expect from their employer greater flexibility, development opportunities and an inclusive culture promoting collaboration.

“While preparing for the future of work is a file that generally ends up in the hands of HR, from IT to business sectors and finance, it is all the departments of the company that are affected by the transformation” , concludes Stéphane Rochereau.

With its team of experts in strategy, transformation, leadership and governance, Brio proposes to adopt a global and systemic view of the future of work in order to develop a clear, concrete and ambitious vision of this future in your company.

Information : brioconseils.com

Brio supports leaders in the human and meaningful transformation of their organization so that they create a difference in the lives of people and their ecosystem. Brio, the local shop that takes you elsewhere.

This content was produced by Le Devoir’s special publications team in collaboration with the advertiser. Le Devoir’s editorial team played no role in the production of this content.