Global highlights from the Work Transformation Survey
Organizations have experienced substantial change in all aspects of work. The increased use of AI and digital technology reshape “what” work is done; the increased use of non-employee talent changes “who” is doing the work; and the increased prevalence of hybrid and remote work are changing work conditions, that is the “how” work is done. The Work Transformation Survey was fielded to understand how employers are reacting to these changes, and the actions they are planning.
It’s imperative for organizations to keep pace with current work requirements while forecasting future requirements — all while being prepared to react to the people, business and operation risks (Figure 1). Most organizations report not feeling they are well prepared to address these risks.
| People risks | Business risks | Operational risks |
|---|---|---|
| Lower engagement | Quality of products and services | Cyber risks |
| Diminished productivity | Decreased operational efficiency | Other operational risks |
| Decline in the emotional and social health of the workforce | Impact on business reputation |
Talent attraction, retention and engagement, as well as diversity, equity and inclusion are the areas where organizations are mostly likely to have taken action in the past few years.
Already taken action
Currently taking action
Planning or considering taking action
These actions are reflected in respondents’ perceptions of whether they are prepared for changes. Fewer than two in five respondents are prepared to deal with the effects of new technologies and digital tools, or reskilling employees.
Unsurprisingly, there’s a strong link between already having taken actions in an area and feeling prepared to deal with that area.
Having the right organization design requires leveraging a mix of technology, and internal and external resources. Most organizations are taking action to enhance organization design, typically making use of three of the strategies in Figure 3, with the most common strategies being leaning into HR business partners and HR Centers of Excellence.
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