未来的工作报告：雇主版（英）-12页-WN5.pdf

Future of WorkEmployers EditionPulse CheckOCTOBER 2022群内每日免费分享5份+最新资料 群内每日免费分享5份+最新资料 300T网盘资源+4040万份行业报告为您的创业、职场、商业、投资、亲子、网赚、艺术、健身、心理、个人成长 全面赋能！添加微信，备注“入群”立刻免费领取 立刻免费领取 200套知识地图+最新研报收钱文案、增长黑客、产品运营、品牌企划、营销战略、办公软件、会计财务、广告设计、摄影修图、视频剪辑、直播带货、电商运营、投资理财、汽车房产、餐饮烹饪、职场经验、演讲口才、风水命理、心理思维、恋爱情趣、美妆护肤、健身瘦身、格斗搏击、漫画手绘、声乐训练、自媒体打造、效率软件工具、游戏影音扫码先加好友，以备不时之需扫码先加好友，以备不时之需行业报告/思维导图/电子书/资讯情报行业报告/思维导图/电子书/资讯情报致终身学习者社群致终身学习者社群关注公众号获取更多资料关注公众号获取更多资料Executive SummarySources:BCG Future of Work Global Employer Survey 2022;BCG analysis.We surveyed executives from 350 companies on 12 critical dimensions of the future of work.Organizations are in early stages of creating new work models and addressing other future-of-work dimensions.Most organizations are focusing on office-based employees rather than making work better for their“deskless”workers,such as factory or frontline workers,who cannot work remotely.Industries such as energy and consumer products,which have a higher share of deskless workers,are lagging.Executives say creating stronger,more generative leaders,building new flexible talent models,and ensuring always-on learning are the most important dimensions,yet companies have made little progress addressing them.Executives worry about hybrid works negative impact on employee satisfaction and sense of belonging,but remote/hybrid workers report positive sentiment on these issues.Sources:BCG Future of Work Global Employer Survey 2022;BCG analysis.Future-of-work initiatives fall into four broad categories and 12 dimensionsHow we workEmbrace disruption Customer relationships Work models Ways of workingHow we leadEmpower and inspire Generative leadership Purpose-driven culture Societal impactHow we organizeResponsive and resilient Adaptive organization New and diverse talent models Always-on learningWhat we needSet the stage Employee value proposition Location,space,design,and travel Tools and technologyFor details,see Appendix on slide 13.Companies are not investing equally in all 12 dimensionsSources:BCG Future of Work Global Employer Survey 2022;BCG analysis.Note:Readiness possible answers were:We are nowhere;we are starting to explore;we are trying,piloting,or rolling out;and we are industry leading.AdaptiveorganizationNew diversetalentSpace andlocationAlways-onlearningGenerativeleadershipTools andtechnologyEmployeevaluepropositionESGCustomerrelationshipsWays ofworkingCultureWorkmodelsWe are trying,piloting,rolling outWe are starting to exploreWe are industry leadingWe are nowhereFUTURE-OF-WORK READINESS PER DIMENSION(%)5121362555338433334319182938912301065365249123835341065441825209221351489441438113234Many of the most important dimensions,such as generative leadership,require greater focusSources:BCG Future of Work Global Employer Survey 2022;BCG analysis.Note:Matrix represents a zoomed-in view into aggregated readiness-importance priorities for all respondents.Importance scale consists of:Not important,somewhat important,important,and very Important.Readiness scale consists of:We are nowhere;we are starting to explore;we are trying,piloting,or rolling out;and we are industry leading.Companies advanced,room to improveWorkmodelsPurpose-driven cultureCustomer relationshipsGenerativeleadershipEmployee valuepropositionSocietalimpactWays of workingAdaptive organizationNew and diversetalent modelsAlways-on learningLocation,space,design,and travelT ools and technologyVERY IMPORTANTSOMEWHAT IMPORTANTIMPORTANTTRYING,PILOTING,ROLLING OUTSTARTINGTO EXPLOREKey gaps to addressReadinessImportanceBeyond the“big picture”dimensions view,companies face three overall struggles related to future of work01Key initiatives are not on CEO agenda02Deskless worker-focused initiatives are falling behind03Leadership is stuck in the say-do gapCEO attention drives initiatives forward,yet main topics are still not on CEO agendasCompanies and industries with a high share of deskless workers are falling behind companies with more office workers in implementing future-of-work initiatives Leadership is critical to success,but many companies are not doing enough to support their leaders Sources:BCG Future of Work Global Employer Survey 2022;BCG analysis.CEO support matters,yet many critical future-of-work dimensions are not on the CEO agendaSources:BCG Future of Work Global Employer Survey 2022;BCG analysis.Note:Readiness scale consists of:We are nowhere;we are starting to explore,we are trying,piloting,or rolling out;and we are industry leading.92939119117GenerativeleadershipAlways-on learningNew anddiverse talentmodelsSHARE OF RESPONDENTS WHO VIEW DIMENSION AS IMPORTANT(%)6On CEO agenda335239Not on CEO agendaSHARE OF RESPONDENTS WHO SAY DIMENSION IS ON CEO AGENDA(%)READINESS OF FUTURE-OF-WORKINITIATIVES(%)Industry leadingTrying,piloting,rolling outIndustries with lowest future-of-work readiness have highest share ofdeskless workers Sources:BCG Future of Work Global Employer Survey 2022;BCG analysis.Note:Readiness scale consists of:We are nowhere;we are starting to explore,we are trying,piloting,or rolling out;and we are industry leading.Y-axis plotted based on average future-of-work readiness score of the industry.!ConsumerproductsTravel andTourismHealthcareProfessionalservicesRetailFinancialinstitutionsTechnologyTelecomInsuranceEnergyLaggardsLeadersIndustrial goods5459694864273515182726Share of deskless workers(%)Future of work readiness by industryDeskless-worker initiatives are a much lower priority than other initiativesSources:BCG Future of Work Global Employer Survey 2022;BCG analysis.Note:Readiness scale consists of:We are nowhere;we are starting to explore,we are trying,piloting,rolling out;and we are industry leading.1BCG Future of Work Global Employer Survey 2022;38%represents organizations responding as being nowhere or starting to explore work model initiatives.2BCG Future of Work Deskless Worker Sentiment Survey.WORK MODEL DIMENSION READINESS(%)050100Deskless6230Desk-based58438%37%We are industry leading We are trying,piloting,or rolling outof organizations are not yet implementing new initiatives,such as flexible schedules,differentiated benefits,or frontline-first culture for deskless workers1of deskless workers are at risk of leaving their jobs in the next 6 months2The top 3 reasons are lack of flexibility,limited opportunities for career advancement,and compensation.Despite importance of leaders,companies are inadequately supporting themSources:BCG Future of Work Global Employer Survey 2022;BCG analysis.View amplifying support for the front line as a CEO priority8%View reskilling managers to lead,inspire,and coach distributed teams as a CEO priority15%View changing the culture and behaviors of senior leaders to role-model flexibility and agility as a CEO priorityBut few companies do what is needed to help them succeed20%of executivessay leadership is important93%DemographicsSources:BCG Future of Work Global Employer Survey 2022;BCG analysis.Represented across all industries13%Other25%C suiteExecutive levelManagerSenior manager38%21%4%Financial institutions and insuranceTechnology,media,and telecommunicationsConsumer goodsHealthcareEnergy13%23%Professional servicesRetailPublic and non-profit20%14%10%9%6%6%6+350Respondentsseniorleadersmillionemployees47countriesFromAppendix:Details on the 12 dimensions of the future of workSources:BCG Future of Work Global Employer Survey 2022;BCG analysis.Customer relationships Rethink personalized relationships Remove friction;createconvenience Build virtual go-to-market methods Manage engagement across all channelsWork models Desk-based:create flexibility within a framework for remote,hybrid,onsite Deskless:Redefine labor strategy and potential for flexibility in time and place Optimize for productivity and talent needsWays of working Prioritize what matters;remove waste Embrace agile,iterative teaming Foster virtual,hybrid,synchronous,and asynchronous collaboration Digitize,automate,AI-augment workGenerative leadership Reimagine businesses to serveall stakeholders Enable leaders for mixed-work models Empower and support thefront line Purpose-driven culture Reinvigorate purpose Articulate,activate,and embed culture Build mechanisms to drive affiliation and mentorship in mixed-work modelsSocietal impact Scale employee well-being Drive diversity,equity,andinclusion Reduce carbon footprint Ensure complianceAdaptive organization Adopt more flexible operating models(platform,agile at scale,fractal organizations)Update core managementprocesses(QBRs,OKRs,talent marketplaces)New and diverse talent models Adopt skill-based workforce management Source talent in new ways Make talent more fluid,flexible,and gig-like Digitize and AI-enable talent journeyAlways-on learning Co-create solutions and experiment on new ways of working,leading,and organizing Invest in learning and upskilling at scale Apprentice continuously on the jobEmployee value proposition Create meaningful employee segmentation Rethink pay and benefits Foster growth,development,and opportunity Reimagine career paths and mobilityLocation,space,design,and travel Rethink location strategy,including hubs,satellites,co-location,and remote-only Right-size real estate footprint Create safe,smart,and right workspacesTools and technology Adopt collaboration and remote tools Enhance virtual,metaverse,and mixed-modal experience Strengthen cybersecurity and data privacyHow we workHow we leadHow we organizeWhat we need群内每日免费分享5份+最新资料 群内每日免费分享5份+最新资料 300T网盘资源+4040万份行业报告为您的创业、职场、商业、投资、亲子、网赚、艺术、健身、心理、个人成长 全面赋能！添加微信，备注“入群”立刻免费领取 立刻免费领取 200套知识地图+最新研报收钱文案、增长黑客、产品运营、品牌企划、营销战略、办公软件、会计财务、广告设计、摄影修图、视频剪辑、直播带货、电商运营、投资理财、汽车房产、餐饮烹饪、职场经验、演讲口才、风水命理、心理思维、恋爱情趣、美妆护肤、健身瘦身、格斗搏击、漫画手绘、声乐训练、自媒体打造、效率软件工具、游戏影音扫码先加好友，以备不时之需扫码先加好友，以备不时之需行业报告/思维导图/电子书/资讯情报行业报告/思维导图/电子书/资讯情报致终身学习者社群致终身学习者社群关注公众号获取更多资料关注公众号获取更多资料