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IDC FutureScape: Top 10 Predictions for the Future of Work

NEEDHAM, Mass.–(BUSINESS WIRE)–#AIML–The Future of Work predictions from International Data Corporation (IDC) signal an enduring adoption of hybrid work models by a majority of G2000 organizations, supported by broad adoption of automation and artificial intelligence and machine learning (AI/ML) technologies.

To keep pace with accelerating digital transformation initiatives and the realities of global health, climate, and social challenges, organizations must adopt more dynamic and hybrid ways of working. Workers must redefine themselves as members of dynamic and reconfigurable teams that can adapt quickly to business demands and new market requirements – anytime, anywhere, and from any physical location.

Driven by senior executives and executive boards, Future of Work initiatives will be enterprise-wide imperatives. Rapid adoption of more automated, cloud-based, and AI-enabled work practices will improve work productivity and introduce new, more agile ways of working. The insights gained from these digital-first ways of working will enable organizations to respond to the needs of customers and employees, driving improvements in employee retention and customer satisfaction.

“As organizations continue to define and refine work models best suited for their industries, they inevitably will need to calibrate the right deployment of automation, digital and physical workspace, and place technologies,” said Amy Loomis, research director, Future of Work. “Far from being a means to an end, deployment of these technologies is sparking new leadership conversations around empowering workers to be more autonomous and innovative working with IT, across functions and with clients.”

IDC’s Future of Work 2022 top 10 predictions are:

  • Prediction 1: By 2024, 80% of the G2000 will use AI/ML-enabled “digital managers” to hire, fire, and train workers in jobs measured by continuous improvement, but only 1 of 5 will realize value without human engagement.
  • Prediction 2: By 2023, G2000 line of business employees will use tools to automate their own work using codeless development, but 90% of these programs will fail without supporting COE and adoption methodology.
  • Prediction 3: 40% of the G2000 will see a 25% improvement in information usage by 2026 due to investments in intelligent knowledge networks that turn structured/unstructured data into findable and actionable knowledge.
  • Prediction 4: By 2023, digital transformation (DX) and business volatility will drive 70% of G2000 organizations to deploy remote or hybrid-first work models, redefining work processes and engaging diverse talent pools.
  • Prediction 5: 70% of enterprise businesses will have extensively invested in diversity, equality, and inclusion data, tools, and benchmarking by 2024 to define recruitment and human capital strategies.
  • Prediction 6: By 2023, 60% of G2000 businesses will deploy AI- and ML-enabled platforms to support the entire employee life-cycle experience from onboarding through retirement.
  • Prediction 7: DX-related IT skills shortages will affect 90% of organizations by 2025, costing over $6.5 trillion globally through 2025 due to delayed product releases, reduced customer satisfaction, and loss of business.
  • Prediction 8: By 2025, 90% of new commercial constructions/renovations will deploy smart facility technology supporting flexible workplaces and sustainably improving occupant experiences and operational performance.
  • Prediction 9: By 2023, 70% of connected workers in task-based roles will use intelligence embedded in adaptive digital workspaces from anywhere to engage clients/colleagues and drive enterprise productivity.
  • Prediction 10: G1000 firms will use intelligent digital workspaces with augmented visual technologies (hardware/software) in 8:10 regularly scheduled meetings by 2024 to enable high-performance distributed global teams.

These predictions are discussed in greater detail in a new IDC FutureScape report, IDC FutureScape: Worldwide Future of Work 2022 Predictions, (IDC #US47290521), which is available for download at: https://www.idc.com/events/futurescape?tab=latest-research.

The Future of Work predictions were also presented in a webinar hosted by Amy Loomis and featuring IDC Group Vice President Sandra Ng. Details and registration for an on-demand replay of the webinar can be found at: https://goto.webcasts.com/starthere.jsp?ei=1488683&tp_key=e6617ef757.

Finally, IDC has published a blog which further explores the implications of this year’s Future of Connectedness predictions. The blog can be found at: https://blogs.idc.com/2021/11/18/idc-futurescape-worldwide-future-of-work-2022-predictions/.

About IDC FutureScape

IDC FutureScape reports are used to shape IT strategy and planning for the enterprise by providing a basic framework for evaluating IT initiatives in terms of their value to business strategy now and in the foreseeable future. IDC’s FutureScapes are comprised of a set of decision imperatives designed to identify a range of pending issues that CIOs and senior technology professionals will confront within the typical 3-year business planning cycle.

To learn more about IDC FutureScape reports for 2022, please visit: https://www.idc.com/events/futurescape.

About IDC’s Future of Work Practice

As organizations accelerate and expand digital transformation initiatives, traditional work models are no longer sufficiently nimble, adaptive, or scalable. IDC’s Future of Work research practice helps organizations recognize the necessity of moving to work models that support an increasingly diverse, distributed, and dynamic workforce securely, effectively, and productively. To learn more about IDC’s Future of Work research practice, please visit https://www.idc.com/promo/future-of-x/work.

About IDC

International Data Corporation (IDC) is the premier global provider of market intelligence, advisory services, and events for the information technology, telecommunications, and consumer technology markets. With more than 1,100 analysts worldwide, IDC offers global, regional, and local expertise on technology, IT benchmarking and sourcing, and industry opportunities and trends in over 110 countries. IDC’s analysis and insight helps IT professionals, business executives, and the investment community to make fact-based technology decisions and to achieve their key business objectives. Founded in 1964, IDC is a wholly owned subsidiary of International Data Group (IDG), the world’s leading tech media, data, and marketing services company. To learn more about IDC, please visit www.idc.com. Follow IDC on Twitter at @IDC and LinkedIn. Subscribe to the IDC Blog for industry news and insights.

Contacts

Michael Shirer

press@idc.com
508-935-4200

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Fewer Americans report a sense of belonging at work when compared to pre-pandemic

LifeWorks Mental Health Index™ indicates that close to half of Americans are working while feeling unwell.

CHICAGO–(BUSINESS WIRE)–LifeWorks, a leading provider of digital total wellbeing solutions, today released its monthly Mental Health Index™, revealing a negative mental-health score among Americans for the 17th consecutive month.

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Key findings:

  • Overall mental-health score of -3.0 compared to the pre-pandemic benchmark, reaching its highest point since the launch of the index in April 2020.
  • In the latest survey, 80 percent of respondents indicated that prior to the pandemic, they felt a sense of belonging and acceptance at work, but only 74 percent felt the same during the past month.
  • Meanwhile, 20 percent of respondents indicated that before the pandemic, they were unsure or did not feel a sense of belonging, compared to 26 percent feeling the same during the past month.
  • This trend is seen across all age groups, however, the proportion of employees who report feeling a sense of belonging and acceptance at work increases with older age groups.

Pandemic-driven work-from-home model contributes to worsening isolation among American employees:

  • The majority of employees (65 percent) who are working at a jobsite feel a greater sense of belonging and acceptance at work than those who work from home or in a hybrid workplace.
  • Isolation scores among those working exclusively from home are worse (-2.5) than those working in a hybrid model (-1.6) or from the jobsite (+0.4).
  • The 74 percent of respondents who felt a sense of belonging and acceptance at work during the past month, had the highest mental health score (+1.6) and the best isolation score (+0.5) compared to those who were unsure or did not feel the same way.

Comments from president and chief executive officer, Stephen Liptrap

“As we look to the next phase of the workplace setting, isolation will remain an issue for many. While many employees will be granted with the ability to work from their preferred location, those working in virtual or hybrid environments may feel excluded as onsite corporate cultures evolve or fear missing out on opportunities. Employers must continue to foster inclusivity and show all employees that they are valued to create a strong culture and boost company morale.”

Two in five American employees report working while unwell on weekly basis, contributing to productivity loss:

  • Forty-two percent of respondents report doing their job when feeling unwell (physically or physiologically) at least one day per week. The mental-health scores among this group are significantly below those who report never working while feeling unwell.
  • The majority (58 percent) of respondents indicate that they never work while feeling unwell. This group has the most favorable mental health score, at more than seven points above the pre-2020 benchmark (+7.2).
  • Sixty percent of parents report working when feeling unwell at least one day per week, compared to 36 percent of non-parents.
  • Additionally, respondents who have a mental-health score of -40 or lower, are estimated to have a productivity loss of 22 percent, compared to those with a mental-health score of +10 or more with a productivity loss of 10 percent.

Comments from global leader and senior vice president, research and total wellbeing, Paula Allen

“We have been going through a long period of strain and we are entering a new phase where some of the same uncertainties that created the initial strain are continuing and appearing in new ways. We know that a workplace culture of wellbeing and support for mental health can mitigate this. Our research is showing us that many, including parents, are struggling. Employer support is an important factor in their health and productivity, and will benefit them and the organization.”

The full American LifeWorks Mental Health Index™ report can be found here. This month, the report includes additional insights on the impact of remote work on mental strain, reasons for missed time from work due to illness, employees’ ideal work situations and more.

About the Mental Health Index

The monthly survey by LifeWorks was conducted through an online survey from July 30 to August 5, 2021, with 5,000 respondents in the United States. All respondents reside in the United States and were employed within the last six months. The data has been statistically weighted to ensure the regional and gender composition of the sample reflect this population. The Mental Health Index™ is published monthly, beginning April 2020, and compares against benchmark data collected in 2017, 2018, 2019.

About LifeWorks

LifeWorks is a world leader in providing digital and in-person solutions that support the total wellbeing of individuals. We deliver a personalized continuum of care that helps our clients improve the lives of their people and by doing so, improve their business.

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Contacts

Heather MacDonald

LifeWorks

media@lifeworks.com
1-855-622-3327

Angela Pinzon

Kaiser & Partners

angela.pinzon@kaiserpartners.com
1-647-295-0517