The Future of Work: one thing we know for sure is... we don't know anything for sure

In the most recent Workforce Therapy Files episode releases, we pushed out a two-part series on The Future of Work. Each episode is under 30 minutes. I felt this particular topic was important enough though, that even if you DON’T HAVE TIME TO LISTEN, I’ve summarized our predictions below. I like to say “the only think we know for sure in life is… we don’t know anything – for sure.” But, it was certainly fun to make our predictions. Mark you calendar for 10 years from now and let us know how we did. 😉

Remote Work Predictions:

Jamie predicts that hybrid work arrangements will be the solutions. Organizations will need to balance flexibility with customer needs.
Molley sees a significant push in 2025 to have employees return to the office on a more regular basis. She sees the hybrid becoming the solution for 2026 and beyond, in an effort to keep top talent.
Jason agrees with both, but adds that it’s going to be more based on the industry or roles involved.

AI and Automation Predictions:

Jamie predict that the use of AI and automation will continue to grow, but we’ll need to be careful with the inputs and spend time evaluating the outputs. This may lead to the development of new skills. Molley feels AI and automation will require us to discuss the future of careers. The cross-functionality we have will play a part, but the role requirements are definitely going to need to adapt.
Jason notes that it won’t be about replacing roles, but rather a question of which responsibilities can be enhanced using AI and automation. He also encourages leaders to explore the capabilities of these AI tools.
Molley suggests there may be ways for organizations to reallocate funds to ensure employees receive a financial benefit, based on the savings that might be related to a position eliminated through AI.

Gig Economy Prediction:

Molley sees gig work as being both generational and situational, as it continues to grow.

Reskilling Predictions:

Molley mentions that she knows people who will work for Amazon or some other employer, and then take several months off to do something else. The availability of these jobs may provide healthcare benefits and other advantages. It’s a lifestyle choice.
Jason discusses how employers will need to be aware that potential candidates have options. This lifestyle approach to working can become either a threat or potential competitor to your workforce development efforts.
Jamie mentions that technology is moving forward more quickly than traditional education. We’re going to have to find other ways to upskill or reskill our workforce. It’s going to take some significant investment by employers. Jason points out that if companies resist the need to reskill employees, those individuals are going to seek it out on their own, and may pursue new opportunities as a result.

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