The Evolving World of Work

In the years leading up to COVID-19, labour markets around the world were already undergoing substantial changes. As a result of the pandemic, these changes have accelerated. Globalisation; outsourcing of operations; generational shifts in the workplace; and the rate of technological change are all having a significant impact on business operations.

In addition, remote working and the digitalisation of industries are compounding these changes. Over the last two years, companies have had to re-examine their work models, as well as their culture and values. As employees continue to seek remote or hybrid work as their preferred working model, many are in occupations today that are likely to change radically or disappear entirely by 2030, perpetuating the ever-evolving world of work.

How Do Organisations Engage With The Changing World of Work

There are several areas that organisations can focus on to help them position themselves to meet the demands of the continuous evolving world of work.

With the great resignation, comes a need to focus on recruitment and retention. When hiring new or specialised staff, employers need to be open to remote and hybrid working and meet applicants’ expectations for flexible working arrangements, learning and development, and transparent career paths. Employers need to take employee experience into consideration along with the organisation’s culture and values. Is your organisation’s purpose and values aligned with those of your employees but also with clients, partners, and society in general? Are you hitting the mark when it comes to being an employer of choice in your industry?

Start to evaluate and build new skills and competencies that will drive competitive advantage for the organisation will help advance the business’ digital transformation.  Countless studies show that learning and development, particularly learning new things, and taking on new challenges are in the top five requirements of employees today.  Employees want to understand how their work contributes to the strategic goals of the organisation. They want to feel purposeful and know that their values align with the key values of the organisation they work for.

Ensure you have the leadership you need for the organisation to succeed. In addition to remote performance management, when working models change, leadership skills and management styles need to be enhanced or adapted.  Challenges continue to increase for leaders at all levels in organisations including creating a safe environment for employees, changing business trends and increased competition, flexible working options, employee engagement and retention, driving an increased focus on leadership development.

To optimise employee capability to meet an organisation’s business strategy, data and analytics need to be central to defining talent and skills requirements. People’s experience outside work is changing their approaches to work, so it is important for them to get the same speed, intuition, and customisation at work as they have outside the workplace. Data analytics can help businesses prepare for the future of work in several ways, including improving workplace experience. In addition to understanding how to create compelling people experiences, analytics – specifically predictive analytics – will give businesses a crucial edge in anticipating their future talent needs, as well as eliminating bias in selection, assignment, and appraisal.

Next Steps

  1. Do these discussion points resonate?
  2. Are the trends above indicative of challenges impacting your business and industry?
  3. Engage with us and discuss the value of a “human centred organisation” and “human capital strategy”


Given the current business landscape we welcome the opportunity to explore with you the business and talent challenges you are facing, with a view to determining how we might assist in helping support you, your leaders and employees on the journey towards a “human centred organisation”.

Please contact:

Carmel Somers


Phone: +353 86 2222658