By Marc Havercroft, HRO Strategy & Solutions lead, IBM Global Process Services, with input from Belinda Le
With the “flexible workforce” topic being top of mind for many executives over the next few years, the question I have always asked myself is whether or not a remote workforce can be an effective workforce. Is success going to depend on a top-down culture, or is it something the workforce itself will drive? Also, will it work in all sectors and industries, from emerging markets to mature?
To clarify, my definition of “remote” includes all the options that are not part of the traditional 9:00 – 5:00 work day, most notably being at your desk as much as possible and leaving after your boss does. Today’s remote workforces are driven by the type of business and its requirements, and most importantly are built around individuals’ skills and talents. So, whether employees are permanent or contingent, telecommuting, and/or dispersed across the globe, this is how I define a remote workforce.
I do believe that a new model of the workforce, what IBM calls the “Smarter Workforce,” is not an option, but is the future — whether we like it or not. The media industry is an example of the new workforce model in action. In terms of news content, quality, and speed to market, we are already seeing the media business model completely change with new digital platforms and, very importantly, in terms of the choices that customers have in terms of content and how they receive it. Today we media consumers want our content now, and we want it delivered to multiple digital channels. Does the traditional journalist fit this new model? No. Does the advertising revenue model change? 100% yes. This tells me that some aspects of the Smarter Workforce are needed in the media industry to satisfy the new rules of engagement with customers.
Granted, we all understand the benefits of a remote workforce with employees being happier, lower absenteeism, savings in infrastructure cost to the business, etc. Are staff more productive and more motivated? Will staff only complete the minimum requirements of their jobs? Will we lose the great workplace relationships we develop as humans? Furthermore, would the day-to-day communication with our colleagues be more effective if we were face-to-face rather than teleconferencing? And would the chance of miscommunicating messages increase, potentially costing the business more?
I think the “sweet spot” formula for the new workforce model includes several ingredients:
1. A young workforce
2. A business that is services-based / creative
3. A new leader that has been born into this new, quick, digital world
Getting the most out of a remote workforce is only aspect of a Smarter Workforce. What do you think is the formula for a Smarter Workforce for the next 20 years? What companies do you think are leading the way? Please share your thoughts in the comments section.
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