IDC FutureScape - Top 10 Predictions for the Future of Work OutBuro lgbtq professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

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

Survey Finds 63 Percent of Employees Lack Confidence in Their Companys Return-to-Work Strategy Up 16 Percent From Spring 2021 OutBuro lgbtq employees networking online community

Survey Finds 63% of Employees Lack Confidence in Their Company’s Return-to-Work Strategy, Up 16% From Spring 2021

Humanyze’s second 2021 Future of Work Report reveals work’s evolution during the pandemic and workforce sentiments about the post-pandemic future of the workplace

BOSTON–(BUSINESS WIRE)–Humanyze, a leader in workplace analytics, today released the second installment of the 2021 Future of Work Report, a holistic analysis of the evolution of work throughout the pandemic and employee sentiments about the post-pandemic future of the workplace. Nearly 2,300 survey responses were collected from individual employees and people managers, and compared to responses from the spring 2021 report, to identify key changes over the last 6 months. The findings from both surveys were then measured against data from the Humanyze Platform to compare how employees and managers feel, with how they actually work.

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“Looking at subjective workforce sentiments and how work objectively gets done within organizations gives us a holistic view of the pandemic’s impacts and what this could mean for the future of work post-COVID,” said Taemie Kim, Co-founder and Chief Scientist, Humanyze. “Measuring our own analytics against these survey responses revealed that, although employees seem to be effectively adapting to remote work as the pandemic continues, many challenges and concerns remain.” At a time when employee attrition and operational resilience are top concerns for employers, the report’s latest findings further emphasize the importance of a data-driven, people-centric approach to workplace decision-making.

Biggest Challenges & What’s At Risk

When asked about their greatest work challenge during the pandemic, the top response for employees was work-life balance, followed by the lack of informal social interactions with colleagues, managers, and leadership. Managers, on the other hand, listed employee attrition and disengagement as their main hurdle, followed by decreased productivity. “A big driver of employee engagement and productivity is the ability to seamlessly interact with coworkers, which was obviously hindered after the abrupt shift to remote work in 2020,” said Ben Waber, Co-founder and President of Humanyze. “If employees feel disconnected from the organization, it ultimately seeps into disengagement with the work itself.”

After the start of the pandemic, Humanyze observed a 21% decrease in collaboration with “weak ties,” peripheral colleagues that you interact with less frequently but are essential for engagement, knowledge-sharing, and innovation. While this remains the case today, not all employee collaboration has suffered. Compared to pre-pandemic, Humanyze data shows meaningful increases in cross-level, cross-team collaboration, and communication between employees and their immediate colleagues and managers. “Interestingly, our data shows employees are changing how they work, and doing so in ways that can actually help address many of the challenges mentioned in the surveys,” said Waber. “Remote work undeniably comes with its challenges, but it’s also showing us that employees can adapt over time.”

Shaping the Post-Pandemic Future of Work

Although employees and managers seem to be adapting to remote work and collaborating more effectively since the start of the pandemic, one of the more concerning recent takeaways is an increased lack of employee confidence in their company’s future of work. Of those surveyed, 63% lack full confidence in their company’s post-pandemic workplace strategy being the right decision for employees, compared to 46% in April 2021.

Survey findings demonstrate a need for better communication and transparency from executive leadership, with over 50% of employees reporting they do not feel fully informed about their company’s post-COVID plans or how decisions get made. Around 20% of managers cited having absolutely no involvement or say, showing leaders have significant work ahead of them to achieve a more inclusive, transparent culture.

Although more than half of managers cited the use of employee surveys to understand employee preferences, 70% reported their company is not leveraging any other data or workplace technologies to inform strategies. This shows that, even in the digital age, objective data is still not a driving force for informing critical business and people decisions.

“Without effective communication or the necessary supporting data to inspire confidence in the company’s strategy, it makes perfect sense employees have these concerns and doubts,” added Waber. “As we see from our own data, employees have proven their resiliency in times of change, but leadership must establish trust in order to retain and support their people.”

What Managers and Employees Want

One key takeaway from the fall survey is that employees want continued flexibility, but still value the benefits of working with colleagues in-person. Although the majority of employees remain open to going back to the office in some capacity and listed in-person collaboration with colleagues and leaders as their top reason for doing so, 37% continue to agree they’d prefer to not go in at all.

When asked about their preferences in a hybrid work scenario, employees and managers both expressed a desire for thoughtfully-planned coordination. Forty percent of employees would want a fixed return-to-office schedule where they see the same people each time, while 45% of managers also ranked a fixed schedule as their top preference.

“Companies must realize, every team is different,” said Kim. “While a universally equal policy from the top down might sound best, and may be easiest, it impacts groups differently. Where it works for some, it fails for others. Therefore, manager input and employee surveys combined with leveraging available data and tools are critical to correctly identifying individual teams’ best working styles for post-pandemic planning.”

Behind the Survey & Data

In October 2021, Humanyze collected responses from nearly 1,000 managers and 1,265 employees through a third-party provider and compared these findings to results from the first 2021 Future of Work installment released in April. In spring 2021, only employees were surveyed, whereas the fall survey included both employees and people managers.

Survey findings were then measured against data from the Humanyze Platform, which leverages decades of MIT Research and billions of anonymous workplace interactions from large global companies to measure how, where, and with whom work gets done.

To learn about the report findings and hear from industry experts as they discuss the Future of Work, join Humanyze alongside thought leaders from Nike and Co3 for a webinar on Wednesday, Nov. 17th. To attend, register here.

To download the complete Fall 2021 Future of Work Report, visit humanyze.com/report-2021-fall-future-of-work/.

About Humanyze

Humanyze is a leading global provider of workplace analytics solutions, helping business leaders improve organizational effectiveness, a critical driver of financial performance. Enterprises use the Humanyze Platform’s data-driven benchmarks, indicators, and metrics within the categories of employee engagement, team productivity, and organizational adaptability, to inform and accelerate better management, HR, and workplace decisions. Founded in 2011 out of the MIT Media Lab, we offer an award-winning, patented AI platform with varying solutions that address today’s most pressing business challenges. These science-backed insights empower companies to confidently make decisions and continuously measure their impacts for ongoing improvements in the areas of Workplace Strategy and Organizational Health. Humanyze is committed to core values of data privacy for all employees and ensures 100% anonymity by design. We have a global presence spanning the US, Europe, and Asia and are on a mission to improve the Future of Work.

Contacts

Media Contact:
Giuliana Sannella

Matter Communications for Humanyze

humanyze@matternow.com

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New Survey Highlights Benefits and Challenges of Remote Work

TULSA, Okla.–(BUSINESS WIRE)–Hogan Assessments, a global leader in personality assessment and leadership development, is releasing the results from a survey of workers across the United States and Europe that identified how the COVID-19 pandemic and remote working arrangements affected productivity, engagement, relationships, communication and collaboration.

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Among the 880 respondents to the Future of Work survey, most employees feel equally, if not more, productive when working remotely. Although it is still too early to objectively determine whether employee perceptions of productivity match overall productivity at the organizational level, employees also reported that their teams are productive while working remotely.

Although the survey revealed that people find remote collaboration to be more challenging, the increased individual productivity ultimately contributes to better overall team results. However, employees are having to adapt.

“Prior to the pandemic, remote work was a privilege available to just a small portion of the overall workforce,” said Hogan Assessments CEO Scott Gregory, Ph.D. “As a result, making the shift to this new way of working has been uncharted territory for the majority of employers and employees alike. With such a dramatic shift come both benefits and challenges.”

Flexible schedules, the ability to work from anywhere, and improved work-life balance are among the benefits of remote work people appreciate the most. However, they find it challenging to maintain the same ease of communication and collaboration as before.

“Although the transition to remote work has been positively received by a large portion of the survey respondents, they also reported that remote collaboration has proven to be more difficult than when they were in a face-to-face setting,” said Gregory. “To mitigate this, managers should develop a proactive communication plan with the tools necessary to foster collaboration in this new working environment and encourage intentional, effective and efficient communication at all levels of the organization.”

From an engagement standpoint, individuals who felt supported by their managers also reported greater levels of engagement within their organizations. This suggests that employers should regularly communicate with their employees to ensure they have everything necessary for their projects and strive to align their duties with their overall career motivations.

Interestingly, 54% of respondents reported that the shift to remote work has not made it more difficult to maintain professional relationships with key stakeholders, while 46% report the opposite. This could largely be attributed to differences in personalities, which is something managers should consider when trying to understand the needs of their employees.

“While companies can and should focus on proactive communication plans, collaboration opportunities, and support from managers, they shouldn’t miss the importance of understanding the individual personality differences that influence success in remote work,” said Gregory. “Creating self-awareness and providing tools and resources for development for those who struggle will help your organization survive the changes in this working landscape.”

Most respondents also reported that their organizations did not encourage them to work remotely before the pandemic. However, having worked remotely for an extended amount of time, 87% of employees want the option to work remotely at least part-time for the rest of their careers, with only 13% wanting to be in the office every day and 14% wanting fully remote schedules. These numbers suggest that employers should prepare for significant turnover if they require employees to return to the office on a full-time basis.

“The world of work as we previously knew it is a thing of the past,” said Gregory. “With remote work becoming more and more prevalent, it doesn’t appear to be going anywhere in the foreseeable future. What was once seen as a perk is now viewed by the majority of the workforce as a necessity. Organizations need to be mindful of this to remain competitive when it comes to attracting and retaining top talent.”

Click here to download the Future of Work survey results.

About Hogan Assessments

The international leader in personality insights, Hogan Assessments produces valid, reliable personality assessments grounded in decades’ worth of research. More than 75% of the Fortune 500 use Hogan’s talent acquisition and development solutions to hire the right people without bias, boost productivity, reduce turnover, and promote diversity and inclusion.

For more information, visit www.hoganassessments.com.

Contacts

Blake Loepp

918-978-6475

bloepp@hoganassessments.com

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Comcast NBCUniversal Selects 11 Startups for the Fourth Class of Its LIFT Labs Accelerator, Powered by Techstars

Companies were chosen based on their innovations shaping connected living, next-generation entertainment, the future of work, and personalized experiences

PHILADELPHIA–(BUSINESS WIRE)–Comcast today announced the startups selected for the fourth Comcast NBCUniversal LIFT Labs Accelerator, powered by Techstars. These 11 companies, chosen from hundreds of applicants from over 40 countries, were identified for their potential to revolutionize industries across the core focus areas of the accelerator, including Connected Living, NextGen Entertainment, Future of Work, and Personalized Experiences.

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Starting today, founders hailing from France, Israel, Sweden, Switzerland, the United Kingdom, and cities across the United States, from Philadelphia, Los Angeles, and New York City, will participate in this immersive 12-week program.

This year’s class is developing new innovations that have potential to shape the future of their industries, ranging from products that can power the future of work to gaming services to platforms that facilitate more creative and connected ways for families to enjoy and interact with media. More than a third (36%) of selected companies are led by at least one founder who self-identifies as a person of color or racial/ethnic minority in their home country while more than a third (36%) are led by a woman or gender diverse founder.

These startups will be mentored by over 100+ experts and industry leaders from across Comcast, which was recently recognized as one of the 100 Best Workplaces for Innovators by Fast Company. Mentors include leaders from the Xfinity technology, product, and experience teams; the NBC and Telemundo broadcast stations; NBCUniversal cable networks; Universal Studios; Universal Theme Parks; DreamWorks Animation; Comcast Business; Comcast Ventures; Strategic Development; and Sky; as well as mentors from Techstars’ expansive global network.

Since the first class in 2018, 32 companies have completed the Comcast NBCUniversal LIFT Labs Accelerator, and 75% have secured pilots or enterprise deals with a division or business unit of Comcast NBCUniversal.

“This Accelerator gives Comcast the opportunity to build long-term relationships with these carefully selected high-potential startups and I am excited to welcome this diverse and talented group of entrepreneurs into our fourth class,” said Comcast’s Chief Business Development Officer Sam Schwartz. “We will work hand-in-hand with these companies to help them grow, learning as much from them as they learn from us.”

Founders will participate in workshops on fundraising, working with corporations, communicating through the media, and will meet experienced founders, business leaders, and subject matter experts who will share their insights in building and selling highly successful startups. At the conclusion of the program, the companies will participate in a Demo Day on November 4, 2021 and present their businesses before some of the world’s top venture capitalists, startup founders, business executives, and media.

Techstars’ veteran KJ Singh will serve as the Managing Director of the 2021 accelerator and work alongside the Comcast NBCUniversal LIFT Labs team, led by Danielle Cohn, Vice President, Startup Engagement, and Luke Butler, Senior Director, Startup Engagement. Together this team will leverage their operational expertise to guide these startups on formulating the best product/market fit, business development, and fundraising strategies, and tap their extensive relationships to facilitate deals and other business opportunities for these companies.

Meet the 2021 class of the Comcast NBCUniversal LIFT Labs Accelerator, powered by Techstars:

Employee Cycle automates the HR reporting and analytics process by transforming disconnected employee data from multiple HR systems into one centralized, real-time, actionable and shareable HR dashboard.

Founders: Bruce Marable (CEO) & Salas Saraiya | Philadelphia, PA |

Hollo is an AI enabled talent experience platform that helps HR teams pre-qualify candidates for roles and helps resurface past applicants for future jobs that are a better match while making the communication more efficient.

Founders: Thomas Moussafer (CEO) & Andy Mpondo Black | Paris, France |

Holodia’s platform, HOLOFIT, is an immersive, hardware agnostic, connected FitTech platform that merges gaming and fitness leading to increased user engagement and physical activity.

Founders: Shahin Lauritzen (CEO) & Bojana Knezevic | Zurich, Switzerland |

HUSSLUP is a networked marketplace of individuals in the creative industry making discovery easier via personal profiles, verified credits and encrypted creative samples to increase diverse hiring.

Founder: H Schuster (CEO) | Los Angeles, California |

LootLocker is a game backend-as-a-service that unlocks cross-platform services for development teams, saving time and money.

Founders: Alexander Bergendahl (CEO) & Andreas Stokholm | Stockholm, Sweden |

Nagish’s mobile app allows people who are deaf or hard of hearing to communicate via phone by converting speech-to-text and text-to-speech faster and more accurately than ever before.

Founder: Tomer Aharoni (CEO) | New York, NY |

Paco is an intelligent workflow assistant that helps teams eliminate distractions, capture to-dos and tasks from multiple communication channels allowing employees to focus on their work.

Founders: Sumit Suman (CEO), Sameer Narang & Nitin Pande | New York, NY |

Peek is a social reading app that creates a multiplayer reading experience, allowing users to purchase books, discuss in text, engage with authors, and interact with other readers in real time.

Founders: Deborah Igunma (CEO) & Emmanuel Ojo | London, UK |

Sidewalk connects communities of business operators to give them access to modern property and liability insurance at a significantly lower cost than other insurance providers.

Founders: Brennan Pothetes (CEO) & Jenn Sammarco | New York, NY |

Think Confluent is an AI assistant that analyzes free form text feedback from employees to provide individualized action plans for employees and actionable insights for managers to increase team satisfaction.

Founders: Sarah Allali (CEO) & Nicolas Cabrignac | Paris, France |

Zoog is an asynchronous communication platform that allows users to take any children’s book and bring it to life using modern AR, ML and advanced animation capabilities.

Founders: Yoav Oren (CEO), Matan Guttman | Tel-Aviv, Israel |

For more information on the companies in this year’s accelerator, visit www.ComcastNBCULIFT.com and follow @LIFT_Labs on Twitter.

About Comcast Corporation

Comcast Corporation (Nasdaq: CMCSA) is a global media and technology company that connects people to moments that matter. We are principally focused on broadband, aggregation, and streaming with 57 million customer relationships across the United States and Europe. We deliver broadband, wireless, and video through our Xfinity, Comcast Business, and Sky brands; create, distribute, and stream leading entertainment, sports, and news through Universal Filmed Entertainment Group, Universal Studio Group, Sky Studios, the NBC and Telemundo broadcast networks, multiple cable networks, Peacock, NBCUniversal News Group, NBC Sports, Sky News, and Sky Sports; and provide memorable experiences at Universal Parks and Resorts in the United States and Asia. Visit www.comcastcorporation.com for more information.

About Techstars

The Techstars worldwide network helps entrepreneurs succeed. Founded in 2006, Techstars began with three simple ideas—entrepreneurs create a better future for everyone, collaboration drives innovation, and great ideas can come from anywhere. Now we are on a mission to enable every person on the planet to contribute to, and benefit from, the success of entrepreneurs. In addition to operating accelerator programs and venture capital funds, we do this by connecting startups, investors, corporations, and cities to help build thriving startup communities. Techstars has invested in more than 2,500 companies with a combined market cap of more than $220B. www.techstars.com

Contacts

Media:
Louise Eich, Comcast

202-839-2659

Louise_eich@comcast.com

Matthew Mirandi, Berk Communications

matthew@berkcommunications.com