We recently came across an interesting white paper study on the future of the workplace in 2015, published by the Employers Resource Council back in 2005.  The projections and theories provide an idea as to what many successful companies may look like in the near future.  (You can access the document in full here:  www.northcoast99.com/reports/Workplace%202015.pdf )

Their observations are of particular interest to us at Re Vitals.  As we try to create a forward-thinking company culture, we’re already talking about what a lot of this means for us, and how we can position our company to retain top talent.  Most Nurse staffing agencies offer what we call ‘the basics’ – good pay, flexible schedules, friendly support staff and the standard benefits plan.  But what’s next?  You can get those anywhere and everywhere.  We’ll be keeping a close eye on emerging trends to get fresh new ideas for our employees.  What is important to you?  Imagine it’s 2015 – what ideas or work benefits would make your life better?  Do any of the below projections bring up any ideas?  What other work-related predictions do you have?  Be creative – all ideas are welcome, even crazy ones (oh boy…).

Below are a few projections we’ve called out from the white paper study.

(The following text is reproduced here without permission of the copyright holder.   The original author is Employers Resource Council and this text was copied directly from www.northcoast99.com/reports/Workplace%202015.pdf ).

Compensation & Benefits

• Traditional merit based programs may no longer be used in organizations that employ top performers. Focus will be on wealth creation, equity ownership, cash and non-cash incentives based on individual, team and organizational performance. Top performers will be highly compensated. At-risk compensation will be the norm. Salary grades may disappear, particularly for the top performers.
• Top performers will be "free agents", often earning fees as independent contractors rather than salaries. Others will negotiate employment contracts with companies, the terms and perquisites of which will mirror those that have, historically, been reserved only for executives. Highly touted top performers in some industries may enlist the services of “agents” to negotiate employment terms, not unlike free agency structures in today’s professional sports.
• Identity theft insurance, financial education programs, elder care, child and dependent care programs, pet insurance, convenience services and liberal paid time off programs will take on increasing importance. Sabbatical programs and childcare services will be important to retain top performers. Benefits that help the employee improve, such as wellness and fitness programs will be embraced and show the company cares about the individual, not just their work performance.
• Employees may receive benefit "credits" or dollars to pick and choose their benefits "a la carte" from a menu of options, creating customized benefits packages.
• Benefits may be earned based on performance. There may be more individualized awards tied to company results. Technology will have a huge impact on benefit and compensation “elections” and selections as these programs become aligned with individual preferences. Relocation benefits will be a high growth area with emphasis on global relocation opportunities.
• Health insurance benefits may become predicated upon employees’ involvement in health education and wellness programs.

Culture

• Top performers will force cultures of cooperation, healthy competition, entrepreneurship and achievement orientation. Poor or average performers will not survive. Traditional management as we know it will not exist.
• Corporate culture as we define it today may not exist. Organizations that utilize flexible work arrangements, off-site work, decentralized operations and global workforce “communities” will recognize that a variety of “sub-cultures” exist across the organization. The traditional view that organizations are defined by one distinct culture will erode as HR designs and implements programs, policies and work environments that align with the various sub-cultures.
• The makeup of the workforce will dramatically change as baby boomers retire while more minorities, women, Gen Y and Gen Xers come into the workforce. Most strikingly, workplaces will be filled with part-time and temporary baby boomers that are semiretired, yet still want to stay active and challenged in their professions. Increasingly, Gen Xers and Gen Y's will be working collaboratively and creatively with baby boomers and the groups will appreciate one another’s different perspectives, strengths and knowledge bases.
  

Health & Safety

• Health education and wellness will become the standard. Infectious disease, disaster recovery and emergency response training and education will be expected by employees and their families.
• Health food options will be made available in cafeterias and sick employees will be encouraged to stay home. Cleanliness will become more of a priority and workplaces will be non-smoking, including the area surrounding doors.

Recognition

• In addition to cash compensation, top performers will earn rewards such as travel vouchers, gas cards, gift cards, and other leisure items. Employees may be given choices of how they want to be recognized and options such as time off and increased flexibility will become more common. Top performers will be recognized by being given more independence and more opportunities. Advancement will be used as a form of recognition, and top performers will be praised publicly.

Healthcare

• There will be a push toward accommodating patients the same day they call for an appointment. This will lead to fewer cancellations, which will increase capacity and save money.

Demography and Cultural Shifts

• By 2020 there will be 54.6 million Americans age 65 and older, 16.3% of the overall population.
• The number of 35-44 year olds will decline by 10% by 2010.
• Individual workers will change jobs frequently over time and pay will be increasingly linked to performance.
• Continuous learning over an entire working life will become increasingly important and may be aided by Web-based e-learning.

Family Values

• Two-earner families and women in the labor force will continue to increase, while families with a traditional structure (dad breadwinner, mom homemaker) will continue to decrease.
• Parents will spend less time with their spouses and children, while an increasing number of children are home alone after school.
• By 2050, the ratio of parents who need support from their children or from care giving staff will more than triple.

(The preceding text is reproduced here without permission of the copyright holder.   The original author is Employers Resource Council and this text was copied directly from www.northcoast99.com/reports/Workplace%202015.pdf ).