When it comes to remote work, the pandemic is very much still a fact of life for many of us. However, it’s fair to say that we’ve learned to adapt to new behavioral patterns and expectations as we do our jobs. If we are among the millions of “knowledge workers” who find ourselves with more freedom to choose when and where we work, then hopefully, we are making the most of the opportunity to strike a better balance between home and working life.

As the way we work changes, employers need to study these changes to better understand how they might impact their business. In this article, we will talk about 6 trends in the future of work that employers should focus on working in the post-pandemic world and beyond.

• Top 4 Remote Work Trends That Will Shape 2022 – 2025
• What Can I Expect in a 2025 Workplace?
• What Are The Most Popular Remote Jobs?
• What Are The Top Remote Work and Freelance Trends For 2022 – 2025?
• How Has Remote Impacted The Startup Ecosystem?
• What Are The Current Trends Regarding Remote Work Arrangement in The US?
• What Are The Latest Trends in Remote Technologies?
• What Are The 5 Trends Shaping The Future of Work?
• What Are 2022 HR Trends?
• What Are Some Trends That Are Changing The Way we Work?
• What Are The Biggest Trends in the Job Market in 2022?
• Will Remote Work Continue 2022?
• What Will be The Most Needed Jobs in 2025?
• Which Technology Will be in Demand in 2025?

Top 4 Remote Work Trends That Will Shape 2022 – 2025

1. Building a Remote-first Culture

Remote-first is a form of organizational structure that prioritizes remote work. Unlike similar structures that offer remote as an added bonus, remote-first companies work remotely by default. This type of organizational structure optimizes all of its processes and procedures to align with and support remote work. 

Read Also: Omnichannel Marketing

With the majority of employees working remotely – from a home office or other, non-company spaces – remote-first organizations rarely require any employees to work from the centralized office.

However, it’s important to note that remote-first companies still operate a certain type of office available to workers that prefer this type of setting. Still, the remote-first model organizes all procedures to align with remote working. All meetings, for example, are held via video conference regardless of the number of attendees working from the office at that particular time.

Here are the main reasons you should become a remote-first company.

1. Higher rates of employee satisfaction: Remote-first employees rarely have to deal with high transport costs and long commute times, ultimately enhancing their quality of life. They’re also able to work around their schedules, thereby boosting their work outlook and increasing their productivity.
2. Impressive cost savings: Companies that adopt a remote-first approach are able to significantly decrease their physical footprint, ultimately reducing their operational costs. For instance, if your firm has 7,000 employees and 85% of them are working remotely, you can reduce your working space and lease a much smaller office.
3. Increased business flexibility: Most companies have a hard time scaling up because it also means getting larger physical spaces, more infrastructure & complex equipment. With a remote-first culture, however, you’re not limited by the size of your office. Instead, you simply need to increase the size of your workforce. This working model also integrates seamlessly with your business continuity plan because you’ll be fully equipped with the necessary culture and tools to achieve your goals without the employees having to access a central workplace.
4. A vast talent pool: As a remote-first company, you have access to a deeper pool of talent because you don’t have to hire within your immediate geographic location. This allows you to attract and retain prime talent even in cases where there’s a shortage of qualified local candidates, especially in areas such as specialized IT roles.

A remote-first culture also equips you with the adaptability to keep up with changing work cultures. This is further enhanced by technological advancements that allow you to maintain a connected workforce even when most of them are working remotely.

Insight of Borderless Hiring

2021 brought with it the rise in the term ‘borderless hiring’ – that is, hiring regardless of an employee’s location. Sometimes, this can be nationwide – hiring in Birmingham for a company based in London, for instance – but increasingly this can also relate to a multi-country approach to talent searches. A team can be built out of employees from multiple countries or even continents.

The second half of 2021 has seen a huge spike in hiring needs across the UK in conjunction with severe skills shortages, something which has affected the IT sector significantly.

Needless to say, you have access to a global talent pool to suit the needs and requirements of your business while building a culturally and cognitively diverse team that can tackle business challenges from a completely different perspective.

The ability for businesses to diversify their creative and business processes is quickly adding new levels of value to those who can efficiently adapt.

Remote work is quickly becoming the way of the future, now while this transition will make a lot more sense for some industries rather than others, we must always consider the possibility of innovation.  What may not make sense today, may allow your competitors to quickly attain new heights tomorrow, which is why global business trends such as these must always be taken into consideration for every business.

Must-have Remote and Borderless Benefits

More and more organisations are growing their global workforces and recognising the growing responsibility they have for those employees working overseas. 40% of companies are supporting increased flexibility over the country or office employees work from over the next three years. Meanwhile, 36% are increasing the number of international remote workers not affiliated to a local office!

UK businesses alone employ over 5 million people overseas. With technology making it easier than ever for businesses to find new markets and establish international offices, those numbers are only set to increase.

Competition for certain skillsets, especially in the tech sector, is fierce. As well as giving employers access to a much wider talent pool and allowing employees more flexibility about how and where they work, hiring across borders was perceived by our respondents to have three main benefits:

• 1. It’s more efficient

Having employees working remotely in different parts of the world can reduce overheads such as renting and maintaining office space. It can also reduce other operational costs such as salaries if the company adjusts remuneration packages in line with country norms. And with an increased local presence, there are cost savings to made, too, on business travel.

A workforce spread across the world also offers the possibility of round-the-clock service. Buffer, a social media management platform with clients that include Microsoft and Business Insider, has a team of 85 spanning seven different time zones which enables it to deal with customer queries and enquiries 24/7.

• 2. It opens up new markets

A more globalised workforce was cited by 39% of our respondents as a way of unlocking local expertise and opening up new opportunities. Higher growth companies were more likely to be planning to increase their remote international workforce, with 42% saying that they would take on workers in the next three years who weren’t necessarily affiliated with a local office. Only 33% of lower growth companies expected to expand their global footprint in that way.

A WFA approach allows companies to get closer to their customers. When COVID-19 forced airfreight booking platform Cargo.one to close its office in Berlin, co-founder and MD Moritz Claussen decided to decentralise the workforce.

Now all its employees work remotely and the company is recruiting globally from 37 countries. “Our business model is based on internationality… This requires staff based in different regions and time zones, acting from there and capable of conversing in the customer’s own language.” co-founder Moritz Claussen told cargoforwarder.eu

• 3. It’s more sustainable

A ‘working from anywhere’ policy was also seen to improve a company’s environmental social and governance (ESG) credentials. Remote working, whether that’s from home or at a workspace close to home, reduces commuting time and minimises business travel.

In a survey 32% of businesses said that they were encouraging less travel for work to minimise their carbon footprint. A borderless workforce has wider societal benefits, too. At a global level it helps to stem the ‘brain drain’ from emerging markets; on a local level it helps create greater social cohesion in smaller towns or rural areas.

Expert Remote and Borderless Tech-stack Recommendations

The term Tech Stack describes a group of apps, digital tools and platforms, vendors, data sources or programming languages that are combined to deliver a strategic business function – like revenue generation, product development, or customer experience.

A company will describe all the business tools used in marketing as a “Martech stack” – standing for “marketing technology stack” – or use “DevOps stack” for the apps used by the development operations team to support engineering.

Teams create technology stack diagrams using templates in Excel, Powerpoint, Adobe or Visio to share the tools used across their organization, similar to a having an org. chart for software – the chart communicates the technology in different departments and business functions.

Selecting tools from each category can help build a strong tech stack for remote working software.

• 1. Communication and Chat

One of the most obvious needs for many organizations while remote is communication. Without strong communication, operational efficiency will decline. Nearly every organization has email and phone to continue basic communication. Beyond the basics, video conferencing and chat capabilities are extremely helpful to continue strong communication.

Video and screen-sharing apps are a great way to get a team together to collaborate. It can help stimulate the in-office feel. Besides team calls, video or screen sharing can be used for customer meetings, prospect calls, and even company happy hours.

Instant messaging tools can be an even quicker way for teams to communicate when the video isn’t required. Video chat requires employees to get ready and be in a place and environment where they are comfortable streaming video.

With instant messaging, they can easily hop into a conversation. And no one has to hear the kids screaming in the background or the dog barking at the Amazon delivery driver. Can’t pop across to someone’s office or cube to ask a question? Send them a quick message instead.

Zoom enables our teams to connect via video and screen sharing. It’s also used to connect with customers or prospects. Slack is our go-to communication tool. It keeps our teams on the same page, individuals in constant communication, and our culture strong.

• 2. Document Sharing

Your employees may no longer share office space, but they still need a way to share documents. Emailing files back and forth or using other non-specific solutions may not work with more team members working from home. And relying on an in-house server can cause issues with fewer individuals in-office and more connecting through VPNs.

Depending on the nature of your business, there are many tools that will solve this problem for you. Document sharing isn’t a new category, leaving many suitable options for organizations.

• 3. Plan & Initiative Management

With a remote team, making sure everyone is on the same page becomes a much more difficult task. But keeping your organization aligned is key to executing plans while remote.

For most organizations, strategic plan or business plan management is largely manual. It relies on spreadsheets, email updates or update meetings, and manual report creation. With a shift to remote, automating these processes can make execution easier, leading to better results.

Individuals across the organization provide updates through automatic requests. Our leadership team regularly reviews progress through custom dashboards and automatically generated reports. The entire company has access to see how we are performing across the business ensuring visibility and transparency.

Beyond our strategic plans and initiatives, teams have their own preferred ways of managing work. In marketing, we leverage Monday.com as our project management tool to track detailed tasks and projects (like posting this article).

• 4. Online Training Platforms

Every job requires some form of training. Making remote training easy is important whether you are focused on continuing education or getting a new hire up to speed.

Online training platforms, like TalentLMS, enable unique lesson creation for employees and teams. It can make it easier to track progress on lessons and manage training needs remotely.

• 5. Internal Knowledge Bases

While online training is great, documenting policies, procedures, and processes is important. Having a core repository for business processes can help employees follow company best practices and policies.

In the office, an employee may pop over to another to ask a quick question. Working remotely, that option is limited.

An internal knowledge base can help answer common questions and provide documentation to fill that void. This is like a knowledge base for your customers to augment the tutorials that you create for them, just internal.

• 6. Employee Feedback Solutions

When your employees see you every day, it is easier to have a pulse on employee sentiment. And easier to recognize the great accomplishments of the team. It also helps enable employees to come to you with problems or issues in need of resolution.

Remote work not only makes this more difficult but it can even increase the likelihood of hidden problems. When people are not in direct contact with one another, it is imperative that employees can communicate feedback. This can include individual issues, team function, and organizational health.

And let’s not forget the positive side. Incorporating ways to provide praise and shout-outs can help keep employees engaged.

What Can I Expect in a 2025 Workplace?

Over the next five years, the challenge for organizations will be to provide employees–especially newer Generation Z who have grown up as highly-connected and social-media-savvy–with career paths that provide exciting opportunities for advancement.

“Gen Z employees want to focus their skills at companies that provide the flexibility and freedom to be entrepreneurial through personalized roles,” writes Montgomery.

“What’s more, they see the tech industry as the sweet spot to pursue these career goals. Providing intuitive technology and solutions is just one piece of the puzzle for organizations looking to attract this next wave of talent.”

Ten years out, the picture is expected to be quite different as Industry 4.0 technologies like AI and the IoT become commonplace. According to a McKinsey study cited by Montgomery, “60% of jobs will be transformed through the automation of component tasks by 2030.”

Even so, technology is not expected to replace humans. Instead, it will relieve them of many mundane tasks, allowing opportunities for advancement and creating whole new categories of work like training technology to be more empathetic.

“Some companies will run the race quicker than others,” Montgomery writes, “which could widen the gulf between businesses that are future-ready and able to benefit from emerging technologies, and those that are not. But one thing is for certain: the steps organizations take today–including modernizing infrastructure, inspiring employees, and deploying next-generation technologies–will lay the groundwork for their digital-future and help to bring to fruition the next wave of human led, technology-underpinned progress.”

What Are The Most Popular Remote Jobs?

If you’d like to work remotely but aren’t sure which jobs would allow you to do so, this list of 10 common job titles for remote jobs—along with average salaries—can give you some insight and ideas for remote-friendly careers.

1. Accountant

Accountants help plan and achieve financial goals and ensure an organization’s financial documents are accurate. Creating journal entries, preparing invoices, and handling accounts payable and receivable are some common duties.

Average salary: $52,286, according to PayScale

2. Engineer

There are various types of engineering careers: mechanical, civil, chemical, electrical, computer, software, and more. Engineers typically use science, technology, and math to design machinery, computer software, or technical equipment.

Average salary: $88,237, according to PayScale

3. Teacher/Faculty/Tutor/Instructor

Teachers and tutors can work remotely to guide students in a variety of subject areas. Using online platforms, instructors, teachers, and tutors work with students in a group setting or one-on-one to teach course curricula.

Average salary: $47,580, according to PayScale

4. Writer

Writers create various forms of content, such as articles, stories, ad copy, technical manuals, and marketing collateral. Writers can find remote jobs with online websites, newspapers, magazines, blogs, and other companies that need content.

Average salary: $51,867, according to PayScale

5. Consultant

Consultants help companies and organizations solve problems, find areas in need of improvement, and finish projects. Consultants often need to have an area of expertise and many years of experience. Business, education, healthcare, and IT industries commonly hire consultants.

Average salary: $89,780, according to PayScale

6. Program Manager

A program manager oversees tasks and projects that contribute to a company’s overall business objective. They ensure that strategies are implemented and consider the return on investment.

Average salary: $54,015, according to PayScale

7. Project Manager

Project managers deal with tactical duties for company projects. They track deadlines and budgets, delegate duties, and ensure deliverables are completed.

Average salary: $75,568, according to PayScale

8. Customer Service Representative

Customer service representatives are focused on assisting customers or clients. Remote customer service reps utilize phone, email, chat, or social media to answer questions, place orders, and resolve issues.

Average salary: $40,065, according to PayScale

9. Business Development Manager

Business development managers find new business to increase revenue by writing proposals, finding sales leads, and making sales pitches. This role requires communication and networking skills.

Average salary: $75,109, according to PayScale

10. Account Manager/Account Executive

Account managers and executives manage and oversee client relationships. They strive to generate sales by upselling and cross-selling, maintaining positive client relationships, and handling client communications.

Average salary: $56,492, according to PayScale

What Are The Top Remote Work and Freelance Trends For 2022 – 2025?

Remote work, like on-premise workspaces, is evolving. With that in mind, here are eight interesting trends shaping remote work in 2022 all the way to 2025.

1. Remote Work Becoming a Permanent Fixture

First and least surprisingly, more companies will solidify remote and hybrid work as a permanent fixture in 2022. While the share of fully remote workers has dropped from 41.7% to 26.7% between 2020 and 2021, hybrid work is thriving. Roughly two-thirds of the U.S. workforce works from home at least part-time, and businesses expect to maintain this trend.

More than 80% of workers expect their employers to continue supporting remote work. Similarly, 85% of managers believe it will become the norm. With both employers and employees taking these assumptions, it’s a safe bet that flexible workspaces will become the norm long-term.

If nothing else, growing pressure from the workforce will lead more businesses to embrace flexible workspaces. More than half of workers say they’re more likely to choose an employer that enables remote work, and 74% say remote work makes them less likely to leave a company.

2. Freelance Specialists Rise With Remote Work

As remote work becomes more common, the U.S. workforce will see a growing shift towards freelance specialists. The increasing availability of remote work platforms and freelance websites makes it easier for skilled workers to find contracting opportunities. Companies benefit from these arrangements, too, as generalists are typically better-suited to onsite work while hiring specialists on a contract basis is more cost-effective.

In 2020, freelancers accounted for 36% of the workforce, up 8% from 2019. Their economic impact grew even more, with freelancers contributing $1.2 trillion to the U.S. economy, 22% more than in 2019. As these trends continue, expect to see more companies relying on remote contractors for specialized work.

3. Cybersecurity Taking Center Stage

Another remote work trend emerging in 2022 is a growing emphasis on cybersecurity. Cybersecurity as a whole is becoming a bigger concern for businesses, with data breach costs averaging $4.24 million in 2021, more than any other year. Remote security is even more pressing, as remote work-related breaches cost $1.07 million more on average.

Cybersecurity vendors will market remote work solutions more heavily in 2022 to meet this issue. Similarly, businesses will likely spend more on things like endpoint security solutions and zero-trust cloud architecture. Of course, not every company will, which could result in massive, costly breaches for some remote companies this year.

4. Increasing Home Office Investment

Since remote work saves people money on gas and eating out, employees will have more to spend on their home offices. As more companies embrace hybrid work, these people will also spend more time at home. These trends will come together to push more workers to invest more in their home office spaces.

Home offices will become a staple, replacing an empty garage or guest rooms. Office supply retailers will start marketing to this demographic more heavily, and the trend may seep into the real estate market, too. Realtors may start promoting rooms in homes that could easily serve as a home office as houses become the new workspace.

5. Businesses Focusing on Worker Wellbeing

As remote work has become more common, it’s raised awareness about employees’ mental health. Issues like loneliness seem to be more common, or at least more prominent, among remote workers, and one in five Americans experience a mental health issue each year. As home offices replace on-premise workspaces, mental wellbeing will become the leading workplace health concern.

In 2022, businesses will do more to address these issues. That could look like providing counseling or other mental health resources, improving remote communication or hosting more employee events to help build camaraderie. Workers may also start looking for mental health support benefits when job searching.

6. Remote Work Expanding Globally

In the past two years, remote work has expanded businesses’ workforce across the nation. In 2022, it will go further, crossing national borders and growing international workforces. Companies are realizing that remote work technologies let them access leading talent from across the globe, so more will capitalize on that opportunity.

This trend will be especially prevalent in the tech industry. Tech companies are the top H-1B visa sponsors, relying heavily on foreign talent, but visa programs and travel restrictions can be complicated. Remote work removes these obstacles, making it easier to hire experts in other countries.

As remote work tools improve and become more common, more companies will be able to access top talent, regardless of where these employees live. Workforces as a whole will become more international and diverse.

7. More Industries Enabling Remote Work

Office jobs make up most remote work positions today, as these involve more work that’s possible to do remotely. More hands-on sectors like manufacturing haven’t been able to embrace hybrid work like other industries, but that’s changing. In 2022, technological advancement will bring remote work to more sectors.

Tech like virtual reality (VR) and remote-controlled robotics let people perform physical, hands-on tasks from miles away. As these technologies improve and become more accessible, even industries like manufacturing will be able to capitalize on remote work. This shift may take time, but it’ll grow in 2022.

8. Fairness Questions Becoming More Prominent

As all industries rely more on remote work, questions about fairness in these flexible arrangements will grow. Differences in who gets to work from home and who has to come into the office will become more evident, possibly revealing inequality. Businesses will have to address how their flexible work policies affect workplace equity.

Research reveals that 40% of female workers can’t work remotely because of what their company allows, compared to just 25% of men. This divide will become more prominent as hybrid work becomes the norm, hopefully leading to reform. Companies must ensure that as they expand remote work, they do so fairly.

How Has Remote Impacted The Startup Ecosystem?

As the global pandemic subside, we see more and more companies, from startups to large corporations, make the decision to have employees work from home. We can imagine that for organizations that hadn’t previously invested in cloud-based platforms or adopted technology to ensure data security on wireless networks, the transition was tough. However, most startups already had the infrastructure to pivot quickly.

For example, one strength of the MaRS ecosystem is the diverse community of innovators that come together in a single physical space, which is purpose-built to spark creativity and generate new ideas. When startups, investors and partners lose the ability to interact organically and serendipitously, it can be disorienting. These companies need to keep thinking creatively about how to manage their teams, but also about how to rethink their connections with outside stakeholders.

The loss or postponement of large industry events such as SXSW and Collision, which are critical moments for startups looking to engage with investors and customers, is another major hurdle. Some events are pivoting successfully to digital events, but we’re going to need to keep experimenting and finding new ways to draw a dispersed ecosystem back together.

We don’t expect us to get back to the old office environment anytime soon. In this new work world, we’re going to see increased flexibility by employers. Companies like Twitter, Facebook, Shopify and OpenText are already allowing some employees to work remotely indefinitely.

We do expect that the talent wars between startups and corporates will continue, but remote work will vastly expand the talent pool. Companies that are open to growing their teams by hiring remotely, including foreign skilled workers, will be at an advantage in terms of both talent and diversity. We may live in a world where employees will no longer be willing to travel for work.

While the effects of the pandemic are sobering, we have to look ahead to what’s next. Despite the upheaval and uncertainty, we have a chance to recreate and rethink what we do as a startup ecosystem. There has never been a stronger impetus for us to find ways to support the innovation economy and find ways to collaborate to build a better world.

What Are The Current Trends Regarding Remote Work Arrangement in The US?

Forty-five percent of full-time U.S. employees worked from home either all (25%) or part of the time (20%) in Gallup’s September update of its monthly employment trends. These figures are unchanged from remote working rates in July and August, signaling that U.S. companies’ return-to-office plans remain on hold.

Given the high proportion of white-collar jobs traditionally done in an office, the remote rate among these workers is particularly noteworthy. Two-thirds of employees in white-collar jobs (67%) reported working from home either exclusively (41%) or some of the time (26%) in September,

As with the rate of remote work among all full-time employees, remote working among white-collar workers has been steady in recent months. However, the percentage has dwindled since January’s 79% as the vaccination rate among Americans has increased, giving more people the confidence and freedom to return to the office.

In contrast to the high rate of remote work in white-collar professions, working remotely is far less prevalent among workers with interactions that typically occur in person, such as in education (48%) and healthcare (35%).

Pre-pandemic normalcy remains elusive, but a new normal has settled in among workers who have grown accustomed to working from home — commuting less and enjoying improved wellbeing and flexibility. Nearly half of full-time employees in the U.S. (45%), including two-thirds of white-collar employees (67%), are still working from home to some degree.

The good news for these workers — who overwhelmingly do not want to return to the office full time — is that their employers largely foresee making remote work a permanent offering, at least on a hybrid basis. Leaders and managers may recognize the many benefits of remote work, along with the risk of losing top talent if remote work flexibility is taken away.

What Are The Latest Trends in Remote Technologies?

Technology today is evolving at a rapid pace, enabling faster change and progress, causing an acceleration of the rate of change. However, it is not only technology trends and emerging technologies that are evolving, a lot more has changed due to the outbreak of COVID-19 making IT professionals realize that their role will not stay the same in the contactless world tomorrow.

What does this mean for you? It means staying current with emerging technologies and latest technology trends. And it means keeping your eyes on the future to know which skills you’ll need to know to secure a safe job tomorrow and even learn how to get there. All bows to the worldwide pandemic, most of the global IT population is sitting back, working from home. Here are some of the trends to look out for.

1. Blockchain

Although most people think of blockchain technology in relation to cryptocurrencies such as Bitcoin, blockchain offers security that is useful in many other ways. In the simplest of terms, blockchain can be described as data you can only add to, not take away from, or change. Hence the term “chain” because you’re making a chain of data.

Not being able to change the previous blocks is what makes it so secure. In addition, blockchains are consensus-driven, so no one entity can take control of the data. With blockchain, you don’t need a trusted third-party to oversee or validate transactions.

Several industries are involving and implementing blockchain, and as the use of blockchain technology increases, so too does the demand for skilled professionals. From a birds eye view, a blockchain developer specializes in developing and implementing architecture and solutions using blockchain technology. The average yearly salary of a blockchain developer is ₹469K. 

If you are intrigued by Blockchain and its applications and want to make your career in this trending technology, then this is the right time to start. To get into Blockchain, you need to have hands-on experience of programming languages, the fundamentals of OOPS, flat and relational databases, data structures, web app development, and networking, to get that you can enroll in blockchain traning course.

2. 5G

The next technology trend that follows the IoT is 5G. Where 3G and 4G technologies have enabled us to browse the internet, use data driven services, increased bandwidths for streaming on Spotify or YouTube and so much more, 5G services are expected to revolutionize our lives. by enabling services that rely on advanced technologies like AR and VR, alongside cloud based gaming services like Google Stadia, NVidia GeForce Now and much more. It is expected to be used in factories, HD cameras that help improve safety and traffic management, smart grid control and smart retail too.

Just about every telecom company like Verizon, Tmobile, Apple, Nokia Corp, QualComm, are now working on creating 5G applications. 5G Networks will cover 40% of the world by 2024, handling 25% of all mobile traffic data making it an emerging technology trend you must watch out for, and also save a spot in.

3. Cyber Security

Cyber security might not seem like an emerging technology, given that it has been around for a while, but it is evolving just as other technologies are. That’s in part because threats are constantly new. The malevolent hackers who are trying to illegally access data are not going to give up any time soon, and they will continue to find ways to get through even the toughest security measures.

It’s also in part because new technology is being adapted to enhance security. As long as we have hackers, cybersecurity will remain a trending technology because it will constantly evolve to defend against those hackers.

 As proof of the strong need for cybersecurity professionals, the number of cybersecurity jobs is growing three times faster than other tech jobs. According to Gartner, by 2025, 60% of organizations will use cybersecurity risk as a primary determinant in conducting third-party transactions and business engagements.

What Are The 5 Trends Shaping The Future of Work?

There are five of them as seen below, and before exploring anything else around the future of work it’s crucial that we understand these.

New behaviors

Ten years ago if someone were to tell you that you would have all this information about yourself public for the world to read, see and hear, you would have said they were crazy. Now look at where we are, we are so much more comfortable living more public lives, we build communities, share, communicate, collaborate, access information, and shape our personal experiences. All these new behaviors are cascading over organizations which is forcing them to make changes.

Technologies

Big data, the cloud, the internet of things, robots, automation, video, collaboration platforms, and other technologies are changing the way we work and live. The cloud puts the power of technology in the hands of employees, robots and software are forcing us to rethink the jobs that humans can and should do, big data gives us insight into how we work and how customers transact with use, and collaboration platforms give us the ability to connect our people and information together anywhere, anytime, and on any device.

Millennials in the workplace

By 2020 millennials are expected to make up around 50% of the workforce, by 2025 this number is projected to be 75%. The important thing about millennials isn’t the fact that they might bring new approaches, ideas, values, or styles of working; it’s that there are going to be so many of them. They are by all accounts going to be the largest generation to ever enter the workforce.

This is a generation of employees with technological fluency that is willing to live at home longer until they find a company that they truly want to work for. How to buy the right medicine stromectol online. In other words, organizations must shift from creating an environment where they assume that people NEED to work there to one where people WANT to work there.

Mobility

It’s absolutely fascinating that living in the Bay Area, I can access virtually the same type of information that someone else can living in a remote rice patty field in China. Today where you are is starting to matter much less when it comes to being able to do your job.

As long as you can connect to the internet, chances are you can access the same people and information as if you were working in an office building. We are connected anywhere and everywhere we go whether it be 35,000 in the air or in a home office.

Globalization

This is essentially the ability for organizations to work in a world where boundaries do not exist. The world is becoming just like one big city. The language you speak, the currency you transact in, and where you are physically located are starting to matter less and less. You can work in San Francisco yet have clients in Beijng or Melbourne; the same goes for employees. Boundaries to working with anyone and anywhere are being crushed and this trend will only continue.

What Are 2022 HR Trends?

The past few years have redefined the human resource management industry in more ways than one. From a flexible work model to a holistic approach around employee well-being, 2022 will be the year HR adds value to the transformation it has witnessed in the recent past. What is worth looking forward to in the HR industry?

Here are some interesting facts.

• A flexible work model can reduce top talent attrition by 20%.
• Companies are transitioning from focusing on individual employee well-being to a more holistic approach for a healthy organization.
• Employee expectations have evolved beyond pay, benefits and perks — a sense of shared identity, interactions and a fulfilling employee experience are crucial for a successful post-pandemic business.
• Businesses are increasingly focusing on developing power skills, aka social, emotional and advanced cognitive skills.
• 52% of the workforce will have worked or will be working independently as a contributor to the gig economy by 2023.

What trends should we look forward to?

• Hybrid Work Model
• Transition From Employee Well-being To Healthy Organization
• DEI in the Spotlight
• Power Skills Play a Key Role
• Embracing the Gig Economy
• Keeping the Human Touch Alive
• Reskilling and Upskilling
• Cyber Security To Become Even More Important

What Are Some Trends That Are Changing The Way we Work?

These five trends all play a part in helping organizations stay at the top of their game and ensuring change progresses in a meaningful direction. 

1. Learning in the flow of work

The value of every organization is increasingly based on the ability to learn quickly. Learning is not only a department, but it’s also a crucial part of the work in every business unit. By focusing on learning instead of efficiency, organizations are expected to increase their resilience on teams to drive growth and navigate uncertainty, according to Deloitte’s 2021 Human Capital Trends.

As we are moving towards a world of more uncertainty and less predictability, there’s no time to produce formal learning programs and courses for the new emerging topics and challenges. Learning needs to happen in the flow of work. 

It’s important to note that learning in the flow of work doesn’t just happen organically—it needs to be supported and resourced for. L&D professionals can do so by designing virtual learning environments where people can learn and reflect together. 

2. The impact of AI on organizational learning

Practical applications of machine learning and AI are entering the market in many different fields. Within organizational learning and change, their power is in helping people connect with topics and each other based on their needs and interests.

AI is not something only IT professionals have access to—it can be used by everyone. Two concrete ways companies use AI in organizational development include:

• Make sense of large amounts of insights in real-time: Organizational development projects involve huge amounts of qualitative data that can be overwhelming to make sense of and impossible to sift through. Before AI, facilitators would have to rely on their own judgement to make sense of participants’ inputs. But now with AI, everyone’s voice can be taken into account and you won’t cloud the analysis with your own bias. 
• From traditional reporting to agile decision-making: Traditionally, facilitators had to spend time reporting on the success of past change initiatives. Now organizational change and development processes are seen as ongoing processes rather than one-offs. This represents a shift towards real-time decision-making. And AI supports this shift by allowing facilitators to make sense of large amounts of dialogue in real time. So detailed reports after change initiatives are no longer needed. 

3. Collective sense-making

The world is changing so rapidly that we need everyone to participate in making sense of it. That’s why in the future, the ability to quickly adapt and apply new information will become more important than any number of hard skills. 

Sense-making can be seen as an enduring capability. Deloitte defines enduring capabilities as “observable human attributes that are demonstrated independent of context. These human capabilities can be thought of as universally applicable and timeless.” Other examples of enduring capabilities include team-building, coaching, and learning. Compared with skills, they’re more transferable to different roles and situations. 

Collective sense-making helps you create meaning from shared experiences. In the context of organizational change, it takes all perspectives into account to figure out what is changing and what actions are needed next.

No one person can possibly have the collective intelligence of a large organization. But by listening to different perspectives, you should be able to harness the skills, knowledge, and opinions of everyone in the organization, and that way reach your combined potential. 

4. Engaging employees in your company purpose

Millennials and Gen-Z especially want to work for companies that have a purpose beyond profit. Over the past two years, 44% of millennials and 49% of Gen Zs said they have made choices over the type of work they are prepared to do and the organizations for which they are willing to work based on their personal ethics, according to Deloitte’s Global 2021 millenial and Gen Z survey. And Gen Z is the first generation to prioritize purpose over salary. 

A purpose-driven company can only be built with participatory ways of working. It’s difficult to communicate purpose with traditional one-way messages—everybody needs to participate in the dialogue where purpose is discussed. 

While social media plays a huge role in many of our lives, the interactions in our personal networks differ dramatically from interactions in work-related contexts. This is evident in terms of transparency, for example. By taking the social and community aspects from social media to work-related contexts, we can build a culture of continuous communication and sharing, which is key to building trust.

Open collaboration and transparency helps prevent disconnects based on wrong assumptions and interpretations. This is important as millennials are also demanding increased transparency from companies.

A transparent work culture makes structures and reporting less complex, as everything is visible. It also means that we need to replace traditional management approaches with coordination and connection. Organizational structures become obstacles to smart ways of working if they don’t adapt to people’s ability to work together in a self-guided manner.

People can further develop their interaction skills if the organization has the willingness and the necessary tools. Better and more multifaceted ways of interaction mean better business and operations for everyone.

5. From one-off change processes to continuous development 

Particularly in the United States, organizational change is seen as a process with a beginning, a midpoint, and an end when the goals have been achieved. But this approach is being replaced by transformation—that is, continuous organizational development.

Instead of having the perfect ready-made plan for change, companies want genuine changes where the general direction is known, but the workplace community finds its way to the final destination together. 

Transformation is not about having a set goal; rather, the result is created and shaped through learning. 

What Are The Biggest Trends in the Job Market in 2022?

The job market has been through a huge amount of upheaval over the last two years thanks largely to the pandemic, and the situation isn’t likely to calm down in 2022.

Since the job market is so volatile, it’s more important than ever to stay on top of the substantial changes and trends. That’s not just true if you’re a recruiter or employer, either; if you’re a jobseeker, then staying on top of things is your best chance and landing the best position.

Remote working makes itself at home

The global pandemic saw tens of millions of people subjected to enforced lockdowns, which meant that many people had to adapt to working at home – and lots of people found that they liked it. A survey conducted by FlexJobs found that 58% of people wanted to work at home permanently after the pandemic, and that 39% wanted a hybrid environment. Studies have also found that remote workers are more productive than in-office staff, and that remote working opportunities mean that companies can hire from a more diverse pool of talent.

People’s preference for home and remote working isn’t going to go away, especially as COVID-19 variants emerge and prolong lockdowns in various countries. Indeed, it’s less of a trend and more of a permanent change.

Candidates will expect home and hybrid working options as standard when they apply for positions, while companies will have to offer flexible and home working options if they want to attract and keep the best talent. Some people will prefer the office, some people will want to work at home, and others will need a mix of both – and the best companies will cater to this need.

More diverse kinds of work

Remote work won’t just be on the rise in 2022 – different kinds of work will continue to be a key trend in the job market.

We’re seeing more positions for contract work, project work, and one-off commissions, and more people are finding that self-employment is a better option for them than conventional employment. The gig economy is a big deal now, too, and that’s not set to change either.

These diverse kinds of working will continue to grow in 2022, and that means companies will have to adapt to a far more varied kind of jobs market. More people want more flexibility these days, and traditional salaried and hourly positions just aren’t cutting it anymore.

Candidates who know their worth

The job market in 2021 saw more open positions than there were candidates, which means that job applicants were in a position of power. In 2022, expect to see more job listings as companies try to expand and build back from the pandemic – but still assume that candidates hold all of the cards

More job applicants now realize their worth in the job market, and that trend will continue in 2022 –look at the Great Resignation if you need evidence that people are less willing than ever to put up with poor working conditions.

When combined with increases in living costs, we expect to see candidates demand higher pay levels than they may have done in the past. And, to attract the best staff, companies will have to offer more cash.

Employees expecting better benefits

In 2022, don’t just expect to see companies offering better pay, either. Assume that they’ll provide a broader range of benefits, too, and realize that your company will have to keep up to compete.

Staff in 2022 and beyond will expect more extensive medical coverage, including improved mental health support, and employees will also demand an improved approach to parental leave and remote-working flexibility.

Potential employees are looking out for themselves more than ever in 2022, which means a better benefits package alongside improved pay will become the norm. Companies that want to hire the best staff will respond to this trend.

Automation and AI

The ever-increasing influence of technology, big moves to remote working, and added pressure on smaller workforces mean that more companies will look towards automation in 2022. And, to meet that need, firms will turn towards organizations that provide automated services.

There’s already plenty of evidence of this in human resources. Loads of third-party software packages are available that can automate many of the processes involved in staff recruitment and management. In 2022, expect more processes beyond HR to become automated, so jobs become quicker and easier.

Artificial intelligence will go hand-in-hand with increased automation because AI and machine learning can be used to improve accuracy and results in those automated tasks.

Brand building

Companies that want to attract and retain staff in 2022 need to offer good pay, extensive benefits, clear diversity initiatives, and positive environmental impacts, but that’s not all.

Candidates now look for companies that match their morals and values, so it’s essential for businesses to emphasize their mission and culture in job adverts.

A key trend in 2022 will be a bigger concentration on company culture in job adverts and beyond. After all, it’s a candidate’s market, and more staff members want a place to work that’s satisfying and reflective of their values.

Returning to the Office 

While it’s true that remote working and hybrid working environments will be far more popular in 2022, we also expect to see some pushback against this new way of working.

Expect to find that lots of more traditional managers are uncomfortable with so many of their staff spending so much time at home, chiefly because they don’t trust their staff to get the job done. That sort of situation will lead to management trying to impose office mandates, which will lead to resentment and unhappiness.

We anticipate that companies will use hybrid and remote working as an excuse for poor financial results, and that they’ll try to take action by forcing people back to their desks. Similarly, high-level managers will be afraid of losing their company culture, and they’ll try to get people back into the office as a result.

None of these are particularly good reasons to abandon remote and hybrid working: studies show that people are happier and more productive when given flexibility, and there are more likely reasons for poor financial performance. Lots of older managers and staff will view these new ways of working with suspicion, though, so they’ll definitely be a noticeable pushback against this movement. It’s not a good trend, but it’s going to be a trend nonetheless.  

Will Remote Work Continue 2022?

According to the 2021 State of Remote Work Report from Owl Labs, 2021 was the year the world stayed remote, and 90% of the 2,050 full-time remote workers surveyed said they were as productive or more productive working remotely, compared to when they toiled in the office.

Another 74% said after the pandemic, working from home is better for their mental health, and 84% reported that working remotely after the pandemic would make them happier, with many even willing to take a pay cut.

A January 2022 survey of 1,000 full-time workers from Ergotron corroborates the Owl Labs study, revealing that as workers have become more acclimated to hybrid and remote office environments since the onset of the pandemic, they are experiencing benefits to their physical and mental well-being.

Taken together these two findings indicate that American businesses listen up and look beyond today to build more progressive workplace policies that will help employees thrive. The report concluded that leaders must rethink their workplace culture to be more inclusive of remote and hybrid work—this is the new normal.

Still, several big banks and tech companies have remained resistant to having a permanently remote workforce throughout the pandemic, with one firm referring to the idea as a “temporary aberration.” Companies like Goldman Sachs and Chase have now retreated, joining competitors in announcing flexible work from home policies as the number of Covid-19 cases rise.

Ragu Bhargava, CEO at Global Upside, agrees with the latest research that employees will continue to resign in record numbers if companies don’t evolve with the needs of their employees. Ragu suggests that those who still view remote work as temporary or unorthodox—instead of a complete transformation in how we work and continue the “old way of doing things”—risk losing staff and no longer being competitive as the workplace evolves around them.

What Will be The Most Needed Jobs in 2025?

If you’re working in a job that is vulnerable to automation, or if you want to future-proof your career, you may be asking yourself the question: what jobs will be in-demand in the future?

We’re going to break down the top five jobs that will be in-demand in 2025 and talk about what they entail.

1. Cybersecurity Engineer

Cybersecurity engineers are responsible for safeguarding our data and ensuring that the data we give companies and applications is stored safely and securely. These professionals design policies to prevent and defend against hacking, cyberattacks, and other digital threats.

What’s more, the average salary for a cybersecurity engineer according to ZipRecruiter is almost $120,000, with areas such as San Francisco offering even higher salaries.

2. Teacher

In 2025, teachers will still serve an important role in educating society. While the job of teaching may involve more technology, it’s expected that a real teacher will continue to lead classes.

Teachers are responsible for everything from preparing lesson plans to grading tests and supporting students with their individual problems, and these are tasks that technology has thus far not been able to fully automate.

In a 2017 report by Nesta, the organisation found that jobs in public-sector occupations such as teaching and healthcare are likely to grow in the future.

3. Data Scientist

When you interact with a website or use the internet, data is created. Data scientists are responsible for sorting through the data people create while using computers, and will analyse that data to derive insights about a product or service. Data scientists are involved with cleaning, processing, analysing, and synthesising large repositories of data.

The U.S. Bureau of Labor Statistics reports that jobs in data science will grow at a rate of 16 percent by 2028, which is also “much faster than average.” This growth is expected as more organisations outside of tech companies start to collect more data that can be analysed.

So if you are planning to be a data scientist, now is your chance to upskill yourself.

4. Computer Systems Analyst

Computer systems analysts study a business’s computer systems and design solutions to help the organisation use technology more efficiently and effectively.

Systems analysts combine both business and Information Technology (IT) to help a business achieve its goals through technology. Systems analysts will analyse infrastructure, think about how to improve existing architecture, test new systems, determine the role of IT in a business, and more.

The Bureau of Labor Statistics expects jobs in systems analysis to grow at a rate of 9 percent by 2028, which is faster than the average job growth. As more organisations leverage technology, systems analysis will be hired to help them understand how to efficiently use these new technologies.

5. Salespeople

Technology may be able to automate some aspects of sales, but salespeople will still be needed in the future of work. Salespeople have one main task: to convince consumers and businesses to buy a product or service. But they also have to be good at managing relationships, building trust, and establishing a rapport with prospective customers.

Read Also: Business Coach

The job of a salesperson requires originality and flexibility, which are two features that machines have struggled to emulate. Demand for salespeople is expected to grow quickly in areas such as insurance, which require a higher degree of personalisation than jobs in retail sales.

Which Technology Will be in Demand in 2025?

With so many technologies emerging on so many fronts, it’s a challenge to keep up. Every advance is billed as “the next big thing.” We’ve compiled a list of 10 technologies that will lead the fourth industrial revolution.

1. Mobile Internet
Interfaces, formats, sensors and apps will evolve as mobile computing devices dominate internet connectivity. By 2025, mobile connectivity could be accessed by an additional 4.3 billion people.

2. Artificial Intelligence
Machine learning and user interfaces such as speech and gesture recognition technology will advance to increase productivity or eliminate some knowledge work altogether. 

3. Virtual and augmented reality
Goldman Sachs is betting on the virtual and augmented reality industry to become an $80 billion market by 2025 – it’s around $7 billion right now. Major upgrades will come to technology infrastructure and an ecosystem of apps will form for consumers and enterprises alike. 

4. Cloud technology
One of the biggest buzzwords of the last decade will continue to impact the next. Nearly all IT services and web apps could be delivered through the cloud with more enterprises using the public cloud as cyber security improves.

5. Internet of Things
More than 9 billion devices are currently connected to the internet – that number is estimated to grow between 50 billion to nearly 1 trillion in the next decade. Organizations will face monitoring and securing products, systems, devices and even people.

6.  Advanced robotics
Advances in artificial intelligence, machine vision, sensors, motors, hydraulics and materials will change the way products and services are delivered. A surge in tech talent for building, operating and maintaining advanced robots will occur. 

7. Biometric technology
A recent survey of security professionals revealed that 72 percent of companies are planning to drop traditional passwords by 2025. This will give rise to new authorization services for face, voice, eye, hand and signature identification. 

8. 3D printing
3D printing could enable unprecedented levels of mass customization and dramatically reduce the cost of supply chains generating an estimated economic impact of $230 to $550 billion annually by 2025. 

9. Genomics
Genetic engineering technology will grow with faster computer processing speeds. DNA sequencing technologies and advanced analytics will improve agricultural production, reduce reliance on fossil fuels and extend human life expectancy. 

10. Blockchain
Blockchain is best known in the context of virtual currency Bitcoin, but a recent report showed 64 different use cases of blockchain across 200 companies. Streamlined, secure contracting and transacting will drive commercial use.

Finally

During the Covid-19 pandemic, occupations with higher risk, such as on-site customer service and leisure and travel, shifted to remote work, while others such as healthcare and grocery retail did not have that option. However, changes caused by technology and human behavior still touched them. 

As the way we work changes, employers need to study these changes to better understand how they might impact their business.