工作的未来取决于员工++Work+in+Progress-How+the+Future+of+Work+Depends+on+Us

OverviewCompaniesthatsupportandenableworkersinnewCompaniesthatsupportandenableworkersinnewwayscanunlockhumanpotential,regardlessoflocation.Weneedtoquestionassumptionsabouthow,whereandwhenworktypicallyhappensandrethinktraditionalworkmodelstoenableworkerswhocanbe“productiveanywhere.”threats,inflation,mixedeconomicsignalsandchangingcustomerexpectationsamidatighttalentmarket.Theseacceleratedtransformationsplacegreaterpressureonaworkforcethathasbeenlivingandworkingthroughunprecedentedtimesformorethantwoyears.Inthiscontext,organizationsaremovingforwardwithworkmodeldecisions–butonly35%ofworkersaresatisfiedwiththeircompany’sapproach.Ourresearchamong10,750workersand200CEOsfoundthatalthoughmostcompaniesarenowpromisingsomedegreeofflexiblework,manyarenoteffectivelyenablingtheirpeoplewiththetechnology,toolsandempowermenttheyneedtobehealthy,happyandproductiveacrossworklocations.02/AccentureFutureofWorkStudy2022Working,livingandsurvivinginunprecedentedtimes…for2+yearsTheperceptionthatorganizationsareresponsibleforleavingworkersNetTheperceptionthatorganizationsareresponsibleforleavingworkersNetBetterOffhassignificantlyincreasedamongworkersinthelastyear.Thelargestincrease?Theexpectationthatcompaniesshouldconnectworkerswithpurpose(+5%).caregivingresponsibility—andover8%arecaringforbothchildrenandelderlyparents.disconnectedTheperceptionthatpeople’scompanieshaveleftthemTheperceptionthatpeople’scompanieshaveleftthemNetBetterOffhasnotchangedsincelastyear.Peopleareleavingasaresult:26%ofworkershavebeenwiththeircurrentcompanylessthan3years,andanadditional19%intendtoleavetheirorganizations.andtheircompany’sbroaderpurpose.29%trusttheircompany’sleadershavetheirbestinterestsatheart.1in6workersisomni-connectedtotheirwork,theirteamandtheirorganization.03/AccentureFutureofWorkStudy2022Alookintothemindsetsof200CEOsaroundthegloberevealedthatalthoughmanyunderstandaneedforchangeaswemovebeyondthepandemic,veryfewarethinkinginholisticwaysabouthowtomanagepeopleandorganizationsdifferentlyinthefutureofwork.Only26%Wherebusinessesgonextdependsonthepath26%taketoday.ofCEOsarereadytothinkinnewwaysaboutleveragingorganizationalpurpose,workerexperienceandtechnologytoshapeabetterfutureofwork.04/AccentureFutureofWorkStudy2022Organizationsaremakinglong-termdecisionsaboutwheretheirpeoplewillwork,butfor65%ofworkersaroundtheglobe,thesedecisionsarefallingflat.Only35%theircompany’sapproach.ofworkersaretheircompany’sapproach.05/AccentureFutureofWorkStudy2022Companies(74%)arepromisingsomedegreeofflexibilityintheworkschedulesoftheirpeople,but82%aretellingworkerstoplanforresumingatravelschedulelikewhattheyhadpre-pandemic.Furthermore,36%ofworkersaroundtheglobearebacktoafullyonsiteworkmodelacrossallindustries.Accenture’sFutureofWork2021studyfoundthathybridiswhatworkerswant,butatrulyeffectivehybridworkmodeldesignsforproductivityacrossonsiteandremoteworkenvironmentsandenablesworkerswithresourcestohelpthemthrive.Companiesarepromisinghybrid…butaretheyequippedtodeliver?06/AccentureFutureofWorkStudy2022WherecompaniesarefocusedEffectivehybridworkmodelsrequireworkerstohaveaccesstotherighttoolsandprocesseswherevertheywork.Weaskedworkerswheretheircompaniesareenablingthemwithaccesstothetools,technologyandprocessestheyneedinordertodotheirjobs.InSpring2021,remoteaccessprevailed.Buttoday,workersare7.4%morelikelytosaytheiraccesstotheseresourcesrequiresthemtobeonsite.Moreworkersnowsaytheyneedtobeonsitetoeffectivelycollaborate,bevisibleforpromotionsanddevelopment,andutilizethebesttechnologyandtoolsfortheirjob.07/AccentureFutureofWorkStudy2022beingsupportedBeyondenablingworktohappenindifferentlocations,companiesbestenableathrivingworkforcebydesigningresourcesintotheroleandexperienceofeveryworker.Weaskedworkerstowhatextenttheyexperiencetheseatwork.WefoundthatsinceSpring2021,moreworkersnowexperienceorganizationalagility,workautonomyandsupportiveleadershipatwork.Butfewerarelearningandusingdigitalskills.Andfewerfeelasenseofenergyatwork,impactingtheirpersonallives.-4.5%Work-lifeenhancement-2.3%Digitalskill-2.3%Organizationalagility+4.1OrganizationalagilityWorkautonomyWorkautonomySupportiveleadership+6.2%Year-over-yearchangeinworker-reportedexperienceofeachresource,measuredatbothtimepointson5-pt.scales08/AccentureFutureofWorkStudy202209/AccentureFutureofWorkStudy202210/AccentureFutureofWorkStudy2022+10%+10%Changeinproportionofworkerswhocanbeproductiveonsite+75%ChangeinproportionofworkerswhocannotbeproductiveanywhereThegoalofanyworkmodelshouldbetoenableworkerstobeproductive,healthyandhappy,regardlessofwhereworkhappens.Increasesinresourceslikesupportiveleadership,organizationalagilityandworkautonomyhavehelpedmoreworkersbecomeproductiveanywhereinthelastyear,with55%ofpeoplenowsayingtheycanbeproductiveregardlessofwheretheywork.Butafastergrowinggroupisasegmentofworkersthatdonotfeeltheycanbeproductive,healthyorhappyanywhereinthefutureofwork...eveniftheyareofferedopportunitiestoworkflexibly.Organizationshaveinvestedinoptimizingonsitetechnology,toolsandprocesses,buttheyhavenotmovedtheneedleoncreatingaworkforcethatfeelsitcanbeproductiveonsite.++37%ChangeinproportionofworkerswhocanbeproductiveanywhereFrom10%(Spring2021)toFrom10%(Spring2021)to11%(Spring2022)From8%(Spring2021)to14%(Spring2022)55%(Spring2022)11/AccentureFutureofWorkStudy2022hesWorkautonomy,organizationalagility,supportiveleadershipanddigitalupskillingare1.5x-2.5xasimpactfulindrivinga"productiveanywhere"mindsetastheabilitytoworkflexibly.“Productiveanywhere”workersare21%NetBetterOff,whichweknowfrompreviousresearchdrivesupto5%revenuegrowth(andwhenenabledthroughomni-connectedworkcultures,drivesupto7.4%revenuegrowth).Workersenabledtobeproductiveanywhereare2.3xmorelikelytostaywiththeircompany,eveninhigh-turnoverindustries.12/AccentureFutureofWorkStudy2022Thefutureofworkisevolvingeveryday.Wherebusinessesgonextdependsonthechoicesmadenow.Thosewhowillleadinthefutureofworkwillbetheoneswhoarecreatingafoundationforhealthy,effectiveworkersandorganizationsthatnotonlysurvivebutthriveintimesofchange.13/AccentureFutureofWorkStudy2022Approachesthathaveworkedinthepastarebasedonoutdatedconceptsaboutpeopleandbusiness.Now,leadersmustreimagineanewmodelthatcentersonpeopleandhow,whereandwhytheywork.Businessleaderscanbegintochangethecurrenttrajectoryandshapeafutureofworkthatbenefitsbothworkersandthebusiness.Thesequestionsareagoodplacetostart:01zationspurpose?02Howareyourbusinessleaderssupportingpeople?03urbusinesscreatingexperiences?04DoyourworkersWhatisyourorganization’spurpose?Purposehasbeenusedasatalent-attractiontool,yetitinsteadshouldhelpimpartasenseofdignitywhereallworkersbelievetheyarecontributingtosomethingbiggerthanthemselves.Leaderscanembedpurposeintothefabricoftheculturebycommunicatingpurposethroughavarietyofinteractions,suchasduringrecruitmentorcareerdevelopment,andensuringallpeopleandteamsfeelasenseofresponsibilityfordrivingpurposefulimpact.ofCEOssayofCEOssaypurposeismoreofatalentbrandingtoolthanarealcatalystforchange.14/AccentureFutureofWorkStudy2022leaderssupportingpeople?Intrinsicmotivatorsinspirepeopletogivetheirbestandfeelbetteraboutdoingso.Workersfeelmoreautonomouswhenleadersshedcommandandcontrolmodelsandinsteadleadwithintent,wherepeoplecanchoosetheirownpathtogettobusinessoutcomes.ofworkerswhoofworkerswhofeeltheycanbeproductiveanywhereinthefutureofworkaretrustedtomanagetheirowntime,provideddeadlinesandexpectationsaremet.15/AccentureFutureofWorkStudy2022Leadershaveover-indexedonimprovementstoonsiteworkexperiencesratherthaninvestingmoreinresourcesthatenableworkerstobe“productiveanywhere”andNetBetterOff.Betterworkexperiencesemergefromomni-connectedcultureswherepeoplefeelconnectedandthattheybelong,regardlessofphysicalworklocation.Beingomni-connectedBeingomni-connectedaccountsfor59%ofsomeone’sintentiontostaywithacompany.16/AccentureFutureofWorkStudy202217/AccentureFutureofWorkStudy2022Anorganization-widedigitalstrategycanboostperceivedrelevanceoftechnologyanddigitalskillsetsandempowerworkerstosolverealproblemsandinnovateusingtheirtechnologyskills.Therightstrategyputsdigitaltoolsatthecenterofhowpeopleconnect,workandgrow.Peopleneedongoingtrainingtobuildtheirdigitalfluencyandunderstandhowtheworktheydocontributestoinnovationandbettercustomerexperiences.Fewerthan1in3workersareconfidenttheirskillswillberelevantin5years.118/AccentureFutureofWorkStudy2022amirezManagingamirezManagingDirectorTalent&OrganizationJohn-PaulPapeManagingDirectorTalent&OrganizationChristieSmithSeniorManagingDirectorGlobalLeadofTalent&OrganizationSeniorManagingDirectorTalent&OrganizationResearchLead:GabrielaBurlacuMarketingContentLead:CourtneyBonannoAbouttheResearchAworkforcesurveywasfieldedinFebruary2022sampling10,750workersacross13countries(Australia,Brazil,Canada,China,France,Germany,Italy,India,Japan,Singapore,Sweden,UKandUSA),workingin12industries(Banking,Insurance,HighTech,Retail,ConsumerGoods&Services,PublicSector,Healthcare,Communications&Media,Utilities,Energy,LifeScienceandTravel&Hospitality).Anadditionalsurveywasfieldedwith200CEOsacrossthesamegeographiesandindustries.Worker-experienceddriversofonsiteandremoteproductivityandkeyworkresourcesweremeasuredagainfollowingaSpring2021survey,foryear-over-yearcomparison.Workforceproductivitysegmentswerecalculatedbycomputingworkersbelowandabovekeybenchmarksinonsiteandremoteproductivitydrivers,withworkersabovethebenchmarkonbothbeingconsidered“productiveanywhere.”Future-focusedCEOsweredeterminedbyaggregatingresponsestosliderscalequestionsprobingtraditionalversusforward-thinkingmindsetsregardingmanagingorganizationsandpeopleResearchsupportprovidedbyChristineYiannakis,RanjanRamdas,SankaraNarayananandPragatiSharma.AccentureanditslogoareregisteredtrademarksofAccenture.AboutAboutAccenture