Nine Theses on the Future of Work
We spent two months in New York examining the future of work for a university project. On Schichtwechsel.blog we wrote about wishes, expectations and challenges of numerous impressive people that we met on our journey. Now we are taking stock.
When thinking about the last two months in New York, we feel a bit like three old ladies who just can’t understand how fast time has passed by. Two months is a rather short time for trying to track down the future of work — but not too short: we met unbelievably cool people who inspired and fascinated us. Some were brave and undaunted, others totally relaxed and composed. Some of them could well be copywriters for greeting-card companies, so well-worded were their job tips. Particularly striking: nobody was afraid of the future of work or of soon losing their job due to digitalization.
What we learned from all this? Alongside the technical implementation of our blog and the creation of all the content such as texts, photos, podcasts and films, and as well as the deepening of our journalistic knowledge, we were naturally most focused upon our subject: the future of work.
Here is our summary, packed into nine theses:
1. Self-discipline is THE discipline of the future
More networked, more digital, faster — our way of working is changing rapidly. Businesses are motivating employees with profit-sharing, basically turning them into businesses themselves. New working models are putting independent work into focus, and temporary contracts and contracts bounded to certain projects are replacing permanent employment. Thus, more responsibility lies upon the shoulders of the employees, stress levels and pressure are rising. Since we can now work from anywhere in the world, we, more than ever, have to learn self-discipline and to stick to certain rules: starting work, sticking at it, and then calling it a day. If one is not able to observe these rules there is a high chance that work will make you sick in the long term — at least that’s how we see it.
2. To get ahead in your job you’re going to need mentors
We no longer seek to battle through the workplace on our own (even if our generation seems to want that). The future workplace will be more about learning from role models, and about being a role model for others. Even if it initially looks as if it is the mentees who benefit from the program — the concept is based upon a give and take principle. Mentors get fresh impulses, find qualified recruits and have their own work mirrored. In this respect, the US is already one step ahead of us. There are numerous mentoring programs and feedback without a trade-off. Especially our generation would like to have the same kind of programs, but this wish hardly finds the necessary support. What a shame — for both sides!
3. “You’re never finished”: Lifelong learning and knowledge transfer are essential to success
The term “silo mentality” sounds cumbersome — and it is: When employees only look for solutions within their own sector and shield their knowledge from others, innovation is hindered and high costs are the result. It is a way of thinking that damages employees and employers in the long term. Today we need cross-sectoral thinking more than ever: There is no longer just one right manual for each occupation, a manual that remains unchanged for years to come. The very opposite applies: if you want to be successful, you have to keep on learning and developing. But you don’t have to do it on your own. Knowledge has to be passed on — from old to young, and also the other way around.
4. The future of work doesn’t start at the workplace but in school and at university
Our educational system in Germany has not yet adapted to lifelong learning. After graduating from school, a person starts an apprenticeship or goes to university and thus commits to one specific area. We think this linear type of the educational path is no longer future-proof. If you want to be able to react to change, you have to be flexible when it comes to working models and your knowledge repertoire. It would be a good start to let pupils, students and trainees learn a variety of things without having them to commit to specific subjects.
5. Companies have to offer more than just a job
Fun force, soccer and a swimming pool in the building — all well and good. However, that’s not enough to be seen as an attractive employer. Keeping employees for the long-term is difficult and requires a lot of work. Actively living values in the company and not just listing them on the website is a good start. That is much more difficult than just ordering a basket full of fruits. Through conversations and our Instagram surveys we found out what many people actually expect of their employers: flexibility. Some also asked for a more open and constructive handling of individual matters, such as familial care. They want to get involved, have more time for further education, an employee representative and a constructive feedback and error culture. And most important: appreciation.
6. Failing, lateral entry, openness to change — this is where we still see potential for Germany
“Mistakes are learning experiences and failing is part of success.” What might sound like a motto on a calendar is very much the mantra of most Americans we met in New York. Perhaps that’s where their refreshing optimism comes from — something that we Germans still lack. This way of thinking eliminates the pressure of the permanent pursuit of perfectionism in all areas of life. And the Germans would be well advised to adapt the American attitude towards lateral entry — simply by no longer insisting on a linear résumé: just because a person hasn’t studied Human Resource Management does not necessarily mean they can’t get to grips with the subject.
7. Blowing one’s own trumpet can still sound sweet
Self-praise or grandstanding can at first appear to be just bragging and a sign of a dog-eat-dog mentality. Why though? Good self-PR improves confidence and serves to make you aware of your own capabilities. Of course, there has to be some substance behind it. This applies to any successful product: it has to be of good quality and it needs good marketing. The workplace is getting more flexible, and new jobs are continually appearing. That is why it is all the more important to be aware of one’s own capabilities and the “market value”. You can only take care of yourself and your resources if you value yourself — and this will certainly be necessary in the future of work.
8. State-of-the-art technologies and a new generation are revolutionizing the job market
The behemoth that is the “workplace” is changing more rapidly than ever before. It is now being taken over by a new generation: the millennials (Generation Y). They demand new working environments and better working conditions. However, the “old dogs” are still in the companies. In addition, technologies such as augmented reality and virtual reality, robots and artificial intelligence are not only changing manufacturing processes, they are also altering the way humans and machines work together. There is the danger that all these changes can become too much. Not least because one has to break away from past methods, chance the new, and thus also live with the consequences.
9. Just as there’s no such thing as the perfect partner, there’s no such thing as the perfect job
There really is no such thing as the perfect partner, no matter what Nicholas Sparks tells us (sorry for that!). Equally, there’s no such thing as the perfect job, which is going to make us happy. And that’s just fine! If there’s one thing most of us will not do, it is to celebrate a company’s 20-year anniversary. If you look around on various job portals, you will soon notice that you have never heard of half of the job titles. The reason: new occupational fields are constantly popping up. Thus, homing in on a “dream job” is about as clever as buying your three-year-old son a suit for his graduation party. In the future we will pick out jobs that challenge us there and then — and thus change them frequently.
To summarize
The “future of work” is on the agenda of practically every company. Company headquarters will be built in a way that encourages innovative working, and entire departments will be created simply to deal with the matter. However, this will most likely not be the case in the private sector, where it’s likely that the topic will be avoided. At least, that’s our personal experience — and also that of our interviewees. We think there needs to be a change. Those who want to help decide how we work in the future must take part in the dialogue. Schichtwechsel.blog is intended as representing our contribution to the process.
But what should this dialogue look like? We think the mentality in the US is very much different to that in Germany: Americans seem to ask themselves what the future of work has to offer; the Germans seem to be wondering what will be taken away from them. However, these critical voices are indispensable. And an optimistic viewpoint does not mean that all developments will be viewed as beneficial. This is the very reason why we need a dialogue between the optimists, the realists and the pessimists. An open dialogue about demands, desires and about fears. We need this dialogue right NOW and, although it should be critical and realistic, it should still acknowledge the opportunities.
And what is your opinion on changing the world of work?
This article is part of a series of guest contributions on the topic of New Work. You also have an interesting thesis you would like to share? Feel free to contact us!
Articles already published
- “New Work: People x Technology x Collaboration” by Judith Gabbert, Porsche Digital Lab
- New Work: Networking and Knowledge Transfer — the Digital Transformation in the Automotive Industry by Alicia Metz-Kleine, Tandemploy GmbH
- Break down old structures. Become a role model! by Thea Feuerstein, Porsche AG
- Living a dream contrary to social expectations — the story of two successful female racers, by Anja Hendel, Porsche Digital Lab
A guest contribution by Johanna Röhr, Johanna Felde and Ines Timm, “Schichtwechsel.blog”. Please find more about inspiring men & women on Twitter, LinkedIn and Instagram.
