What does your workplace look like in 2020?
The workplace starting off this new decade is a whole different animal than the workplace was in 2010. The entire definition of the workplace and the nature of work has changed. So have the expectations of employees.
Here’s what you and your team need to know about what 2020 means for your new workplace:
The Death of the Office… Kind Of
It’s official: the office is dead. The office your parents knew, that is.
2020 will build on a trend that’s been on the rise in 2018 and 2019. More employees rely on technology to do their jobs and keep up with their teams. This means that more employees know they can do their jobs from anywhere–and they’re not afraid to ask the boss for that benefit.
According to the Society for Human Resources Management, 69% of organizations allow their employees to work from home at least some of the time, and 27% of organizations allowed full-time remote work arrangements.
Technology is not the only driver behind this shift. Millennials, who have more debt than any generation in history, are increasingly leaving prohibitively expensive cities in favor of the suburbs where they can get more space for less (and the ability to work remotely is a major commuting benefit).
Plus, the highest-paying, most advanced jobs are concentrated in a small handful of expensive cities where the cost of living can chase out much of the talent pool. Remote work allows companies to stay competitive by broadening their talent base and attracting talent that would otherwise be inaccessible.
Somebody’s Watching You
Technology is behind the workplace monitoring trend. But this isn’t 1984, and Big Brother isn’t the one watching you — that would be your boss.
A survey by Gartner found that 22% of organizations worldwide are using employee movement data, 17% are monitoring workplace computer usage data, and 16% are using Microsoft Outlook or calendar-related data. An additional Gartner survey of 239 organizations found that 50% are now using non-traditional monitoring methods, such as analyzing employee emails and social media posts, gathering biometric data, examining who’s meeting with whom, and scrutinizing how employees use the workplace.
Based on this survey, Gartner predicts that 80% of companies will be using non-traditional methods in 2020.
That data is being used to make decisions about running the workplace. More than a quarter of employers have fired employees for misusing email, and nearly a third of employers have fired employees for misusing the Internet at work. On the other hand, workplace surveillance can benefit customers — take, for instance, hospital sensors that detect nurse hand-washing practices.
But workplace surveillance isn’t holding employees back from pursuing what matters to them, even if it means speaking up against their own employer.
Half of all millennial employees have spoken out about employer actions about a controversial societal issue. The same Bloomberg study found that younger employees are more likely to be activists, though millennials are the biggest activist generation.
The past year has seen countless examples of employee activism, instigated by a sensational (and divisive) political climate. Hundreds of Wayfair employees walked out after learning that the company sold furniture to a Texas detention center for migrant children.
A Workplace That Stands for Something
This feeds into the millennial need to work for a purpose, not just money or a career.
A CNBC survey found that 69% of employees want to work for a company with clearly-stated values, and 35% stated that the most critical factor in their workplace happiness was the feeling that their work is meaningful. And these days, employees are willing to trade money for a purpose, with 9 in 10 employees stating that they would take a pay cut if it meant they could do meaningful work.
In fact, when employees were asked to rank what matters most to them in their work, money was a distant second to workplace purpose.
The Changing Definition of Benefits
That said, employees (especially millennials) won’t turn their nose up at decent benefits.
Millennials are the job-hopping generation, with half of all millennials (compared to 60% of all non-millennials), stating that they plan to be working at a different company than their current one by next year. In short, millennials don’t see a long-term future with their companies, and the jobs they take don’t tend to last more than a few years.
But for the few years that you do have your employees, they want that time to be worth their while. Younger workers are pushing back against the idea of work as a constant obsession. More of them demand increasing flexibility and benefits that reflect it, such as more paid leave after having a baby, the ability to work remotely, or allowances for breaks during the day.
The End of the Corporate Ladder
In addition, younger workers no longer think of the corporate ladder the same way their parents do. If anything, the corporate ladder doesn’t exist.
After all, why take the corporate ladder when you could take the elevator?
Younger workers are highly motivated and eager to make an impact, and they don’t want to wait for their turn. They want to move at their own pace. This means that more young workers are starting their own companies or working on their own projects rather than viewing the corporate ladder as an aspiration.
They also don’t see the value in trying to scale the wrong wall. Millennials are willing to be workaholics, but they’ve learned their lesson from the Baby Boomers–they won’t be workaholics unless success is guaranteed.
Also, young workers who grew up in the Great Recession aren’t afraid to scrap and start over, as they’re all too aware that a stable income and a good job are more fragile than they seem. Instead of putting all their eggs in one basket, they’re willing to keep trying until they find the right fit, and they’re more willing to work parallel jobs at the same time.
Take Charge of Workplace Trends for 2020
The workplace trends of 2020 will change the way your office operates —and that can be to your office’s benefit if you’re prepared to take advantage of it. Keep these trends in mind to ensure that your workplace can attract (and keep) the best talent on the market.
About the author
Cynthia Trivella is the Managing Partner at TalentCulture . She has over 20 years' experience within the field of HR Communications, Talent Sourcing Strategies and Employment Branding using industry's best practices for attracting and retaining A-Level Talent candidates. She seeks to leverage her technical and marketing expertise to successfully develop and implement short- and long-term employee communication plans and processes that increase engagement and employee performance, all tied into the employer/employment brand within organizations of all sizes.