MAY-JUNE 2017HR TECH OUTLOOK9and learned a discipline for life. Success in the digital age requires a more dynamic script that involves continuous learning and multiple pivots.Redesigning Work to Unlock PotentialTechnology is not the only thing disrupting the workforce. Demographic shifts are nearly as significant. By the end of the decade, 75 percent of the workforce will be millennials. And for the first time in history we have five generations working together in the workplace. The traditional employee/employer relationship is becoming outdated as workers are looking for new options and more flexibility. Our analysis shows that over 50 percent of all workers expect to stay with their current employer for no longer than five years. And, 67 percent seek to pursue freelance opportunities or self-employment. And, according to Accenture's Worker Value Index, emotional factors like quality of life, engagement, status and respect are equally if not more important than a paycheck to today's workers. The bottom line is the way we work today isn't working very well. Organizations need to create more flexible workforce models that abandon rigid and hierarchical structures. A case study from Accenture's Technology Vision 2017 shares how WordPress parent company Automattic (450 employees in 45 countries) uses technology to run their company much differently than most. Automattic has eliminated traditional organization hierarchy and conducts business through project teams ranging from 2-12 workers. Teams experiment with new ways of collaborating to complete work, and so far, the experiment has been a great success. Automattic is valued at more than $1 billion, and has become the ubiquitous leader in content management on the Internet with 25 percent of websites using the Automattic platform.Savvy organizations must expand their definition of "worker" to include both employees and contractors­offering personalized benefits, learning opportunities and a vibrant gig-like environment to all, so full-timers and freelancers alike want to stay connected to the company.Strengthening the PipelineChanges brought on by the digital revolution are widening the global talent shortage. And, it is not just IT skills where companies are falling behind. While technology skills will continue to be critical, it is the more "human skills" that are becoming increasingly important. Our analysis of O-Net data from 2011-2014 show critical thinking, creativity and empathy are now more important for all workers to keep pace with change and ability to contribute to their companies' success and their own personal satisfaction. The root cause of these skills gaps reaches far back into the ecosystem--to primary, higher and vocational education. And, leaders need to do more to influence change at the source, finding new ways to partner with government and academia to align education to the needs of industry.A great example of a public/private partnership is the Global Apprenticeship Network. It bands together businesses, associations and other organizations to promote quality apprenticeships. Their remit is to create job opportunities for young people by aligning skills to demand. Success in the digital age requires a more dynamic script that involves continuous learning and multiple pivots
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