Employees of the Future – Where is the Employee Market Headed

Dr. Charlotte Anabelle de Brabandt, Head of IT Partner Management & Deputy US IT Governance, ZF Group

The labour market has always been subject to change, but probably never at such a pace as it is today. Since the Covid pandemic, we have known that maximum flexibility is required from both employers and employees. Home office and location-independent work offer new opportunities that those involved, both companies and employees, have to face.

What defines the employee of the future?

Five criteria:

1. Location and time flexibility

Fixed working hours are gradually being made more flexible. The job has to be done, the when is up to the agreement between employer and employee. The employee of the future prepares for this possibility, has a workplace and the appropriate equipment where he wants to work. This is of course only possible to a limited extent in production plants.

Charlotte de Brabandt is a world-renowned Technology and Negotiation Keynote Speaker & Host with ample global industry experience in the field of automotive, timepieces, technology, pharma, consumer goods and medical devices. She is a published author, TEDX speaker, ISM 30 under 30-Megawatt Winner and a key member of the (ISM®) Thought Leadership Council. She is an expert in the field of retaining and motivating generations in the work force, furthermore the future of leadership. She talks about the fundamentals to thriving and succeeding in the new technologicallyadvancedworldaround us by becoming conscious, having clarity, understanding how to properly communicate and surrounding yourself with the right community.

2. Be ready for new communication channels

The fax is dead - or should be. E-mail also belongs in the museum. New communication channels via modern telephony, simultaneous chats and video talks enable individual exchange without delay in real time.

3. Learning instead of knowledge

Knowledge is important, but worthless without constant learning. Many areas of the working world are changing explosively these days. The future-oriented employee is willing to continue his education and to pass on his knowledge to colleagues. The management of existing and learned knowledge is more important than ever.

4. Communication as a social competence

Patriarchal structures with the domineering boss are outdated or will be outdated. Communication at eye level and employees as colleagues and not as competitors characterize the workforce of the future. The employee of the future is part of it.

5. From lateral entrant to manager

The modern ways of acquiring knowledge create opportunities for career starters from outside the industry. The employee of the future can familiarize himself with his work area and knows where to get information if he needs professional help. The bottom line is that this enables a broad range of specialist knowledge, which basically opens up all professional opportunities for every employee.

How does the company find its employees of the future

The classic job advertisement with an enormous wastage will only have its place in unskilled jobs. The new media of the digital age with the numerous work-specific search models dominate the search for employees. This is supported by the direct approach, where the potential new employee can be recruited directly.

Staff shortage or staff surplus

The Covid pandemic has shown it: in entire professions, such as gastronomy, employees have left and changed their job. This lack of employees can only be remedied by suitable framework conditions because these employees are still there. Without active initiative on the part of companies, staff shortages can occur, but companies have the power to prevent this.

With these challenges come new opportunities of technologies to support the staff shortage.

“Influence of the Metaverse on the employees of the future”

Clearly, the Metaverse will have, and is already having, a major impact on the labour market. But in which area and to what extent is not so easy to answer.

The Metaversum opened up great growth opportunities for staff in retail, the consumer goods industry through new business areas and marketing channels that enable innovative brand experiences for customers and interested parties.

The corona pandemic has significantly intensified this development towards digital worlds and projects.

The first target groups are users who grew up with gaming and e-commerce and react enthusiastically to new technological developments. But the other age groups also represent an exciting market.

Conclusion

The employee of the future who is ready to face new challenges knows his worth. These employees are not on every corner. The more commitment a workspace requires, the more effort companies will have to make to provide a comfortable environment with acceptable offerings. Payment is just one of several criteria. Respect, appreciation, and the best possible participation in company decisions for the employees are further criteria. The modern company that can offer such a positive and future-oriented environment will also be able to get committed employees.

Ultimately, however, politics must also change old-fashioned labour market laws and adapt to the changes of the new age. Oldfashioned laws damage the future viability of German companies.