“Performance and delivery will outweigh degrees, experience and skills in the final evaluation,” Adil Malia

Work reimagined: office redux, remote reign, or hybrid harmony in 2024?

While the work-from-home model remains relevant, there is a growing demand for hybrid work schedules. Factors such as the inefficiency of travel time, the value of spending more time with family, convenience and cost savings on both office and residential fronts are increasingly recognised.

Traditional office-centric work is gradually evolving towards a ‘work from anywhere’ paradigm, with the feasibility heightened by advancements in transportation infrastructure such as metros, monorails, high-speed superhighways and coastal roads. The hybrid model may be an interim solution, but the trajectory suggests a shift towards remote work from anywhere. Beyond changing the location of work, technology is reshaping the very nature and purpose of work. These initial years are catalysts for a transformative era, and the impact will soon become palpable.

Productivity panic or prioritising peace: Will we work smarter in 2024?

Productivity is intricately tied to profitability and value. The focus on ‘customer-anchored efficiency’ is poised to supersede the outdated call for mere productivity. While there may be a lingering demand for productivity in the transitional phase, its significance is expected to diminish over time.

The trajectory indicates a move from the interim hybrid model to the norm of remotework
from anywhere, with technology reshaping the very nature and purpose of work

Trust tinderbox: Can organisations reignite the employee spark in 2024?

Organisations need to restore the trust that eroded in certain entities that failed to prioritise employee health and wellness during the pandemic. Future challenges may not necessarily be limited to health scares; various adversities, both known and unknown, triggered by Black Swan events, will prevail.

The nature of the event itself is less relevant than the preparation to handle these challenges. What truly matters is the trust associates place in the management and the organisational culture’s ability to support them during moments of adversity and crisis. This trust-building process needs initial programming and subsequent gradual fostering and nurturing within the culture, until it becomes ingrained and part of the working rhythm of the enterprise.

Degrees or doers? Will skills reign supreme in 2024’s hiring arena?

Ability to perform and deliver (APD) will be crucial, transcending the significance of degrees, experience and skills. The final evaluation will hinge on this. During talent acquisition, a more profound assessment, diverging from a CV- or interview-centric strategy, will play a pivotal role. Deeper research and realistic testing will be integrated into the assessment process, considering the persistently high cost of talent acquisition.

This article is sponsored by Thomas Assessments

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