Leadership Expert Shares Six Trends Driving The Future Of Work

• Demographic changes and the consumerization of technology significantly impact workplace dynamics, necessitating adaptable and tech-integrated environments.
• Emphasis on flexible work schedules and proven efficacy of remote work challenge traditional office attendance policies, promoting employee compliance and satisfaction.
• Post-pandemic reevaluations show that reducing office space and adopting modular, tech-enhanced workspaces align more effectively with organizational goals.

This article is based on the Allwork.Space Future of Work Podcast episode featuring Brian Elliott, leadership advisor and best-selling author of How the Future Works. Click here to listen to the full episode.

In the most recent episode of the Allwork.Space Future of Work podcast, Brian Elliott, a leadership advisor and expert on how the workplace is evolving, shared insights from his career spanning over 25 years in tech — including roles as a startup CEO and an executive at companies like Google and Slack. Elliott is helping leaders shape the future of work that benefits both people and organizations.

Elliott started the conversation by explaining that when we talk about the future of work, we are often discussing the trends that drive changes in how people collaborate. He identified six of the most impactful areas to monitor as the most impactful forces for change.

The Role of Technology

Technology serves as one of the underlying factors revolutionizing the workplace. Elliott has spent about three decades in the technology sector, witnessing firsthand the transformative impacts of tech on business models, and believes that the consumerization of technology has seamlessly integrated tools we use in our daily lives into the workplace. 

Whether it’s broadband availability at home or advanced collaboration technologies like AI, technology continues to reshape how we work. The advent of multiple generations of collaboration tools signifies a growing dependency on technology to enhance productivity and efficiency in the workplace.

Global Competition and Psychographic Changes

Technology is not the only game-changer; global competition and psychographic shifts also have significant roles. As companies vie for talent and market share globally, they must adapt to varying expectations and needs. People’s orientations and work-related values have been modified, necessitating a customizable and flexible work environment.

For instance, there are currently four generations in the workforce in the United States, and Gen Z is expected to make up 27% of the workforce by next year. These demographic changes not only affect workforce participation rates but also bring about generational changes in values and motivations. So, employers need to understand what drives each generation to foster a cohesive and motivated workforce.

Learnings from Early Adopters

Understanding where the future is headed involves looking at organizations that are already experimenting with new ways of working. Elliott emphasized learning from these early adopters to discern effective strategies that can be widely applied. By identifying and tapping the shoulders of those pioneering innovative workplace models, companies can adopt best practices that have already proven successful elsewhere. 

By identifying and tapping the shoulders of those pioneering innovative workplace models, companies can adopt best practices that have already proven successful elsewhere. 

Adopting Flexible Work Schedules

Among these innovative practices, one of the prominent trends is the preference for flexible work schedules. Many employees want to meet with their teams just a few days per week, which works well when infrastructure, tools, and managerial guidance are supportive.

Allowing teams to set their own schedules, especially in geographically distributed organizations, leads to increased compliance and enthusiasm. Conversely, imposing rigid attendance policies often results in resistance and the alienation of top performers.

“Most leaders know that if you do a forced relocation on a group of people, the real intent is just to get them to leave. It’s a way to push attrition up,” Elliott said.

Leadership’s skepticism about remote work productivity was widespread before the pandemic. For instance, Cal Henderson at Slack initially doubted the effectiveness of remote teams. However, the pandemic set off a shift in mindsets — proving remote work’s viability and prompting companies to embrace flexible work norms. 

Office Utilization and Cost Efficiency

The pandemic also impacted views on office space utilization. Pre-pandemic, offices were often only 50-60% occupied, despite appearing busy. Companies have since recognized the benefits of reducing long-term leases and investing in flexible spaces. 

Effective firms integrate workplace management, HR, and IT to create modular workspaces and consumer-grade tech tools that meet team-specific needs. Understanding this rearrangement in office utilization is essential as organizations strive to align their physical spaces with broader strategic goals.

Aligning Workplace Strategies with Organizational Goals

Aligning workspaces with company purpose has emerged as an invaluable strategy. As we approach 2030, the effort spent on the return-to-office debate will likely seem surprising in retrospect. The traditional five-day office workweek is becoming obsolete, even for remote-first companies that organize regular in-person meetings.

The traditional five-day office workweek is becoming obsolete, even for remote-first companies that organize regular in-person meetings.

“When it comes to flexibility, I think in 2030 people would be looking back and going, ‘I can’t believe we’re arguing over this thing called return to office as much as we did.’” Elliott said. “You’re right that we spent so much time and energy arguing over this. I think the five days in the office workweek is damn near dead.”

After speaking with Elliott, it’s clear that the future of work demands flexibility and a focus on outcomes over attendance. By learning from early adopters and adapting to these trends, organizations can create work environments that benefit both employees and the organization.