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Are We Missing a Rare Chance to Build Better Workplaces?

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For nearly four years, the pandemic and economic upheaval have dealt employers a one-two punch. But the worst is behind us now. This is an ideal time for bold moves that improve the future of work. A few employers are leading the way with new hybrid work variations. Others seem intent on returning to pre-pandemic office norms. And many more aren’t sure what to do. I think we should start with a more strategic question: What will it take to create better workplaces? Let’s talk about it.

What Do “Better Workplaces” Look Like?

The answer depends on where you look for insight. Terms and metrics differ by source. And the context of work keeps changing all the time. When we’re drinking from a firehose of confusing information, how can anyone define the goal, much less develop a useful roadmap?

First, let me clarify my own terms. When I say “better workplaces,” I’m not necessarily talking about a physical office or a classic 5-day workweek. It is wherever and whenever employees show up to fulfill their shared mission, vision, and goals.

What matters most isn’t the location or time of day. It’s about knowing what’s expected of you and being empowered to work productively with other team members. At least that’s what employees say.

What Leaders Want

On the other hand, if you read the headlines, you might think the only thing that matters to executives is bringing people back onsite at any cost.

  • Even in 2021, over 75% of top executives told McKinsey they expected employees to return to the office for most of the work week — despite the fact that most people said they wanted to work from home most of the time.
  • Then in a 2022 Microsoft survey, 82% of decision-makers said getting employees back to the office was a major concern. But why was this so important? Apparently, trust was a key issue. In fact, only 12% of leaders told Microsoft they were fully confident in their team’s productivity, even though 87% of employees said they were productive.

But here’s a news flash: Despite employers’ return-to-office push, recent research reveals that executives don’t expect remote or hybrid work to decline. In fact, senior leaders predict in-person work to drop from 76% this year to 73% by 2028, while total virtual and hybrid employees are expected to grow from 24% to 27% during the same timeframe.

Better Workplaces Are Flexible

I’ve said it before, but apparently, some people need a reminder. Flexibility is the future of work. And a majority of employees agree.

In other words, when given a choice between in-person and remote work, many people say they want the best of both worlds. For example, Microsoft found that 73% of employees want remote work to remain an option, while 67% want more in-person time with their teams. Other studies show similar interest in hybrid solutions. And increasingly employers are responding with creative flexible options.

How Can Modern Technology Help Build Better Workplaces?

So, knowing flexibility is essential, what does it take to ensure a seamless, productive employee experience, no matter where people are located on any given day? I’m reminded of a #WorkTrends podcast conversation I had several years ago with two work tech visionaries — technology strategist, Christian Reilly, and industry analyst, Maribel Lopez.

Both emphasized the need to support a sense of connection and community, wherever people may be working. Modern technology helps employers accomplish this while reducing the uncertainty managers often feel when team members are working remotely…

We explored a variety of questions about digital transformation and the future of work. And as I look back, the answers still resonate today:

Modern Organizations Rethink Their Toolkit

How can employers embrace innovative technology to keep up with disruptive changes in work practices and organizational culture? Christian says the ideal strategy should realistically consider existing business and technology limitations and realities:

For hybrid or full-time remote work support, it’s extremely cumbersome to pretend that the platform you’ve historically used in an office environment is sufficient for work that reaches beyond office boundaries.”

Maribel adds:

When workplace tools are more intuitive and easy to use, employees see value in them. If technology makes their job easier, they’re much more willing to embrace it. The biggest mistake an employer can make is to hang on to legacy tools that aren’t modern.”

The Right Tech Sparks Inclusive Innovation

Strategies that modernize IT include migration to the cloud, adoption of software as a service (SaaS) solutions, and digital workplaces. Citing a Citrix research research report, “The Era of Hyper- Innovation,” Christian noted the impact that modern technology can have on employees. For instance:

93% of survey respondents said increased digital collaboration has led to more diverse voices from across the organization being heard. Also, a greater range of ideas for innovation have surfaced.”

Powerful Tech Empowers Organization to Adapt

During the pandemic era, many organizations have quickly pivoted to embrace change. Others have been a bit slower to act. Maribel says that if your organization isn’t agile, your competitors will eat your lunch. But technology provides a powerful way to level the playing field for organizations of all sizes:

Now, every organization on the planet has access to amazing technology at a fairly affordable price. If you’re willing to adopt technology, then it becomes more about your product, your services, and your ability to understand customer needs.”

Modern Technology Makes Work Accessible to More People

Technology is also removing barriers to work. Now, a much more diverse workforce can participate in the workplace with fewer constraints. And more employees are able to develop skills and engage directly in workflows of all kinds.

In the past, employees relied on skilled colleagues to help them do their job. (For example, think of typing pools, for those old enough to remember them). Now, technology empowers many more employees to accomplish more, themselves.

Every individual can take control of how they work because they have the tools to do so. This is a tremendous opportunity to use technology for good in the future of work.”


Related Notes From Other Work Tech Leaders

Over the past few years, many more leaders have shared their perspectives in #WorkTrends conversations, as well. For instance:

 

Jeetu Patel, EVP and GM of Security and Collaboration, Cisco:

The future of work will be hybrid. This “mixed mode” reality will be harder to manage than when everyone worked in the office because there’s more opportunity for people to feel left out. But hybrid work also lets people of all types feel like they have a level playing field.”

Reid Hiatt, CEO, Tactic:

The key to hybrid work productivity is providing transparency into what’s going on at the office. That way, before people make that commute…they understand what type of experience they’ll have when they get there.”

Melissa Puls, SVP and CMO at Ivanti:

Employers have to change their talent mindset and methodology. That includes not only the flexibility of a work environment, but also the technologies we use to enable employee experience. Tech that supports and secures all environments an employee wants to work in will no longer be a differentiating factor, but the norm.”

Also, for more timeless work tech insights from Maribel and Christian, check out this related #WorkTrends podcast episode from several years ago.

Diverse Communication Transforms Work Cultures. How About Yours?

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No question about it. Strong internal communication is critical to a strong business. But it’s not easy — especially when workplace dynamics are constantly fluctuating. For example, not long ago, Covid forced organizations to embrace remote work. Now, return-to-office policies and hybrid schedules are adding new layers of complexity. Change is a universal challenge. Yet, the most successful leaders keep everyone in the loop so their organizations can continue running smoothly. What’s the secret? Diverse communication.

Why Diverse Communication Matters

Every organization strives to build a work culture that attracts and retains top talent. Communication plays a key role in this process by helping employees feel recognized, valued, and supported.

When people feel more deeply connected with their employer, their work, and each other, morale and engagement naturally improve. But some ways of making this happen are more successful than others. This is where diverse communication shines.

At first glance, this strategy seems focused on tools. Certainly, access to useful tools is important. For instance, you’ll want to be sure employees can easily conduct video calls and informal digital conversations through collaboration platforms like Slack or Teams.

But the most powerful solutions reach far beyond tools like these. Diverse communication strategies look more expansively at how information flows within an organization — and what may be inhibiting that flow. For example, you’ll want to understand:

  • Job Roles: How do different functions and roles communicate? What’s the typical frequency and nature of these interactions? Where are the bottlenecks? What are the implications when communication isn’t effective?
  • Individual Styles: You’ll also want to consider various communication modes. Although people may behave similarly when performing similar tasks, each of us brings our own preferences to work.
  • Other Variables: Many other elements come into play. For instance, generational differences, cultural differences, and work environment differences. All these and more can influence the ways coworkers connect, interact, and share information.

Because so many variables are involved, trying to standardize communication is counterproductive. Instead, start by researching various communication needs, preferences, and styles. The more you understand your employees’ unique strengths, behaviors, and traits, the better you can serve them as individuals and teams.

Let’s look closer at several key factors…

What Shapes Diverse Communication?

1. Generational Differences

With four generations actively participating in today’s workforce, managing multigenerational teams is a growing challenge. Each generation comes to work with unique expectations and approaches to communication:

  • Baby Boomers grew up in an analog age, so they’re likely to appreciate direct, face-to-face communication more than virtual interaction.
  • Gen Xers weren’t exposed to digital devices until early adulthood, so their preferences tend toward a Boomer/Millennial blend of informal, flexible communication via phone, email, or text.
  • Millennials have relied on instant messaging and text communication since their teen years, so they tend to appreciate fast digital chat-style communication.
  • Gen Zers are comfortable with digital technology because they’ve been surrounded by it their whole lives. But interestingly, they also crave one-on-one feedback and authentic communication experiences, like those provided in team huddles and video calls.

Does this mean you should standardize communication based on what “most” Baby Boomers, Gen Xers, Millennials, or Gen Zs prefer? No. Age is only one part of the equation.

2. Team Dynamics

Each department in your organization has no doubt established distinct communication patterns and preferences. So, to communicate effectively across the organization, leaders must understand multiple group norms and provide various experiences that accommodate everyone, regardless of their department or location.

But departments can’t work efficiently in isolation. That’s why it’s also important to foster a sense of community and connection that spans groups, functions, and geographic boundaries. You’ll want to understand how individuals from across your organization consume and share information. By leveraging this insight, you can offer customized communications that also reach across differences to build a sense of shared identity and purpose.

3. Individual Work Styles

Which comes first — technology or work preferences? In the digital age, it depends. Sometimes technology leads the way. For example, mobile apps entered the workplace, not because employers drove adoption but because employees everywhere started bringing their smartphones to work.

At the same time, employees introduced another groundbreaking technology shift — the widespread use of social media at work. Now, according to the Pew Research Center, 56% of employees use social media during business hours for work-related purposes, such as connecting with subject matter experts.

Knowing where employees currently spend time communicating is helpful, because you can leverage those channels to improve other types of organizational communication. The more you rely on tools and channels employees already use, the more engaged and satisfied they’re likely to be with your strategy.

4. Technology

Weak communication only increases misunderstandings and unnecessary conflict. This erodes team cohesion and productivity. Ultimately, it jeopardizes company culture and business performance as well. Technology can help avoid these issues by letting people share information faster and more easily. But tools, alone, don’t guarantee successful communication.

For example, it’s possible to misinterpret a face-to-face conversation. But the likelihood of miscommunication increases dramatically when you rely on digital tools to conduct that same conversation. And the problem only multiplies when your entire team works remotely or on a hybrid schedule.

Another potential pitfall involves messaging itself. Although employees need and want timely access to information, it won’t have much impact without meaningful context. Do you explain how a news update is tied to your company’s vision and values? Why is it relevant for employees? What should they expect as a result of this news? Think strategically about how to frame content so it receives the attention and support it deserves.

To ensure company-wide news and information are highly available to all, many organizations provide collaboration tools like Slack and Microsoft Teams. These solutions make communicating with in-office and remote employees quick, easy, and reliable. Without these channels, people are not just less productive. They’re also likely to feel disconnected from colleagues and leaders, as well as company culture and goals.

And for in-office employees, one way to amplify communication is with digital signage displays. Their visual appeal engages people and helps them quickly digest news as they move through company spaces. Plus, you can quickly and easily update screens anytime to personalize the messaging for individuals, groups, or special events. Some companies even use digital signage to streamline their meeting room booking process or provide visual wayfinding cues to enhance the in-office experience.

These are just a few examples of endless tools that can enhance workforce communication. The tools you choose should reflect your organization’s unique needs.

Why Diverse Communication Beats Generic Methods

When budgets are tight and businesses are juggling multiple priorities, applying a one-size-fits-all approach to internal communication may seem tempting. But that won’t work. Here are several reasons why:

  • Digital Expectations Have Changed: Outside of work, modern employees are accustomed to receiving personalized content that fits their preferences. This shouldn’t stop when they clock in. Interacting with individuals in ways they prefer will improve engagement. Ultimately, it will improve operational efficiency and effectiveness, as well.
  • Leaders Can’t Afford Blind Spots: Organizations thrive when they include people from various backgrounds, cultures, and points of view. Yet many leaders struggle to accommodate others’ experiences. When communication ignores these unique perspectives, trust, team-building, and collaboration suffer. But a more customized approach can bridge these gaps and bring people closer together (without requiring them to be located in the same place).
  • Too Much is at Stake: Studies show that when employers tailor internal communications, their workforce is more responsive, productive, loyal, and engaged. In a tight talent market, why risk your relationship with employees by choosing not to address their unique perspectives?

Getting Started

A successful communication strategy begins with insights about the people in your organization. Rather than relying on hunches or third-party data about just one dimension of each employee’s identity, take time to gather and analyze intelligence about everyone’s communication preferences. The answers are only a few questions away. All you have to do is ask.

An internal communications survey can help you:

  • Identify and prioritize issues that need improvement
  • Reveal the most effective communication methods for various perspectives
  • Establish benchmarks, so you can measure progress over time

With this first-hand data, you can apply sophisticated targeting techniques to communicate with whole departments, or with individuals who are likely to be more responsive when they receive information packaged in a particular way.

By adopting a strategic approach to diverse communication, you can keep your organization running smoothly while eliminating roadblocks that hinder information access and knowledge sharing. It may take time, but if you commit to continuous improvement, you can create a more successful, inclusive culture that employees will love and others will admire.

 

 

Hot Desking: Key to a Flexible Future of Work?

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For most of the last three years, millions of people clocked in at work from the comfort of home. Now, eager to return to a state of normalcy, many organizations are asking employees to come back to the office — for at least part of every workweek.

The problem? A smooth return to the office is easier said than done. In fact, research shows that 82% of decision makers are concerned about successfully getting employees back to the office this year. Employees want freedom — not just in terms of where they work, but in how they work, as well.

Enter hot desking. This innovative workspace solution is bringing much-needed flexibility to the modern workplace. But what exactly is hot desking? How does it work? And most importantly, how can your organization benefit from implementing it? Let’s take a closer look…

What is Hot Desking?

Hot desking is a temporary workspace strategy for people with hybrid onsite/offsite work schedules. It’s essentially a flexible seating arrangement where employees can book and use any workstation anywhere in the office on an ad-hoc basis, as long as someone else hasn’t already booked the space.

As an alternative to the traditional fixed-desk setup, this approach lets people freely work onsite wherever they feel comfortable on any given day.

The goal is simple. Employers want to optimize available office space and maximize workforce efficiency, while minimizing as many redundancies as possible. Ideally, this translates into an office environment that is more productive and harmonious.

Why is Hot Desking Becoming so Popular?

Hot desking is far from a new phenomenon. In fact, CitiBank helped pioneer the concept in 2014. After realizing that its office space was underutilized, the company introduced flexible workstations that made better use of existing real estate.

Now, this approach is gaining traction, as more organizations embrace hybrid work models. In the aftermath of the pandemic, employers have been eager to bring people back to the office. However, some employees are strongly resisting mandates to return to the workplace on a full-time basis. This push back has led some employers to shift to hybrid work policies, instead.

Benefits of Hot Desking

Despite criticism from some quarters, the hot desk concept offers undeniable benefits. More than just a seating arrangement, hot desking is a strategic way to drive workforce productivity while  supporting broader business goals. Here are some key advantages:

  • Reduced cost: As noted in Forbes, hot desking translates into decreased office expenses. This is because employees who share on-demand space, equipment, and utilities require fewer overall resources.
  • Improved collaboration: Employees who regularly change their workspace location tend to spend more time with colleagues from different departments. This helps remove communication barriers, encourage cross-functional productivity, and strengthen company culture.
  • More organized workspaces: When employees regularly use different workstations, they’re less likely to accumulate clutter and are more likely to surround themselves with work essentials. This isn’t just about maintaining a tidier environment. It also helps improve productivity by reducing unnecessary distractions and keeping people focused on work-related deliverables.
  • Increased retention: With the freedom to work wherever they prefer, hot desking employees enjoy an in-office experience that is comfortable and fits their unique workstyle. This sense of autonomy can help improve engagement, diminish burnout, and reduce turnover.
  • Measurable insights: An effective way to manage a hot desking team is through a centralized dashboard. This makes it easy for everyone to book workstations and for managers to follow key metrics. It’s also a great way to identify issues that need improvement. By connecting your hot desking setup with a dashboard, you can track all kinds of usage insights. This helps you spot trends and make informed decisions about space allocation.

Hot Desking Tips and Best Practices

When introducing a new hot desking setup, take some time to carefully consider everything you need for a seamless transition. Otherwise, employees may not embrace the change. To ease the process, consider these implementation tips:

1. Make Sure it Makes Sense for You

Before you get started, consider whether hot desking is a good fit for your organization. Circumstances vary, depending on your existing work model, your culture, and other business realities. Start by thinking about how hot desking would work in each of these scenarios:

  • Hybrid work model: Hot desks are great for people who come in to the office on specific days but work from home the rest of the week. This ensures everyone always has a workstation whenever they’re in the office.
  • Office-first model: Even if your workforce is fully in office, hot desking supports cross-functional teamwork and encourages people to move about the workplace. Also, visitors such as vendors, clients, and business partners can use hot desk space for their business needs while on-site.
  • Fully remote model: Do you have a distributed workforce? If so, hot desking can still work in your favor. Whether at a coworking location or in the office, hot desk sites offer employees a remote work alternative when needed.

2. Use Wayfinding to Your Advantage

Wayfinding is the process of literally finding your way around the workplace. It includes any physical or digital system people use to navigate through an office, from physical maps and digital floor plans to more advanced devices that connect with video conference schedules, room controls, and booking capabilities.

How does wayfinding relate to hot desking? Fundamentally, it helps people find available workstations. But as organizations adopt more advanced technology, wayfinding solutions can also encompass room booking and scheduling, environmental monitoring, room controls, and more.

When people regularly switch desks, looking for an available space can be confusing, time-consuming and frustrating. Wayfinding can cut this search time dramatically and help people go where they need to be faster and with fewer hassles.

3. Equip Desks with the Right Technologies

What good is a workstation if it doesn’t actually make work easier? According to Kantar, 64% of hybrid and on-site workers take calls and virtual meetings at their desks.

This means it’s essential to outfit hot desks with all the essentials: USB ports, softphones, video conferencing devices, cameras — basically, anything people need to collaborate efficiently in the modern workplace.

4. Complement Workstations with Bookable Meeting Rooms

Sometimes people need privacy — or at least some peace and quiet. Aside from hot desks, bookable meeting rooms offer a secluded place to get away from the hustle and bustle of the office, so employees can engage in deep work.

It’s smart to install collaboration devices in these rooms, so people can easily initiate and join virtual meetings, collaborate, and stay productive throughout the day. For example, Cisco Room Kits can transform ordinary office rooms into fully functioning video conferencing suites.

Prepare for Your Flexible Future

As your organization jumps back into the swing of things at the office, now is the perfect time to step back and consider the power of hot desking. More than a trend, hot desks are an effective way to support your hybrid workplace and provide employees with more convenience and freedom of choice.

With advanced digital tools that help employees easily share workstations and meeting rooms, hot desking can help your organization pave the way to a successful future of work.

What do Deskless Workers Need in an Employee Experience?

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Sponsored by Workforce Software

Most HR and business leaders know that their employee experience profoundly influences organizational success. It shapes morale, productivity — even the bottom line.

So, if you want to improve the future of work, it’s time to think outside of the standard office “box” when you think about employee experience. Why? Consider this fact: A whopping 80% of the world’s workers don’t even sit behind a desk. Instead, these deskless workers show up each day on the frontlines of healthcare, hospitality, manufacturing, transportation, and other industries.

It makes sense to offer these workers an employee experience that meets their unique needs. But what exactly do they want? That’s a good question. And it’s why we’re exploring this topic today with an expert in the psychology of work…

Meet Our Guest: Angelina Sun

I’m excited to welcome Angelina Sun, PhD, Workforce Management Solutions Director at Workforce Software. Angelina has worked in various industries, including education, consulting, computing, electronics, e-commerce, and enterprise software.

In her current role, Angelina focuses on how to manage and communicate effectively with deskless workers. She’s inspired by technologies that offer intelligent and innovative responses to social changes and contemporary workforce issues. And I think she’s the ideal person to talk about how employers can better address the interests of deskless workers. Please join us as we explore this topic…

Defining Employee Experience

Welcome, Angelina! What would you say employee experience means for shift-based deskless workers?

The concept of employee experience is interpreted in multiple ways. I think of it as all the individual moments and interactions along an employee’s journey, as well as their perception of those moments.

For deskless workers, it’s about meeting their expectations for better pay, schedule flexibility, and work-life balance. They want to feel better informed and more fully supported. And they want to know that they are heard.

Deskless Realities
Could you tell us more about the challenges these workers face?

Our research found that 50% of deskless workers deal with weekly shift changes. And the same percentage receive their schedules at most one week in advance. This means their employee experience is constantly falling behind.

These people need more work schedule flexibility. They need multiple training options. And they need to have a voice in their work.

These are real issues that organizations must address to improve the employee experience for deskless workers.

Technology’s Role

How is technology helping organizations address these needs?

Improving employee experience definitely requires more than human effort, alone. The right tools and technology are certainly a critical enabler.

For most deskless workers, that means going mobile. If resources are directly available where they’re working, they don’t need to go out of their way to find information, or have to email their colleagues and managers. In fact, most deskless workers don’t even have a work-specific email account.

Benefits of Supporting Deskless Workers

Your point about email is so important to keep in mind!

Absolutely. These people are doing their jobs on the shop floor or behind the wheel, so they don’t have access to a computer. Their requirements are very different.

But organizations that optimize the employee experience for deskless workers report 18% higher productivity, while reducing turnover cost by 25-59%.

They also see improvement in key business performance metrics…

For more insights from Angelina about how to improve the employee experience for deskless workers, listen to this full podcast episode. And be sure to subscribe to the #WorkTrends Podcast on Apple Podcasts or Stitcher.

Also, to continue this conversation on social media anytime, follow our #WorkTrends hashtag on Twitter, LinkedIn, and Instagram.

4 Work Tech Predictions That May Surprise You

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Predicting the unexpected is a tricky process — especially in the world of digital innovation, where change and disruption are a way of life. But that won’t prevent me from sharing my point of view about what’s ahead for work tech and the digital employee experience.

Challenging conventional wisdom is always an uphill climb. Nevertheless, organizations depend on big-picture thinking and agility to survive and thrive. So as the year begins, I’d like to outline four trends that will shape business in 2023 and beyond.

This forecast may surprise you. But don’t be blindsided. Prepare now to seize the day as these four work tech predictions play out over the coming months…

Are These Work Tech Trends on Your Radar?

1. Beyond Malware: We’ll Move From Detection to Prediction 

Digital threat actors are becoming bolder and more sophisticated than ever. Hacker “toolkits” are rapidly maturing to include modular malware that lowers the level of skills required to pull off an attack.

Many of these advanced tools and tricks focus on individual workers, rather than organizational systems. These tactics are designed to manipulate employees and contractors into unknowingly letting hackers sidestep effective security defenses like two-factor authentication. With so many people operating in remote and hybrid work tech environments, the potential downside risk is massive.

This is why I believe we will move beyond the age of malware in 2023. Simply detecting malicious code will no longer be enough to protect an organization’s data and technology ecosystem.

The next level of IT security will focus on sensing anomalies and behavior patterns. Systematic analysis of these indicators will predict breaches before they can happen. Advances in AI and machine learning will make it possible to develop and manage these predictive capabilities. Smart organizations will get ahead of this trend, so they can prevent attacks, rather than waiting to react and recover after the fact.

2. The Next Key Tech Purchasing Influencer: Human Resources

Hybrid work has significantly changed the dynamics of our lives – both personally and professionally. This includes organizational software buying patterns.

Traditionally, human resources teams focused solely on purchasing core HR software platforms like Workday, Paycor, or BambooHR. Decisions for other software were typically driven by Chief Information Officers, IT departments, and other functional executives.

But in recent years, flexible work models have become integral to workforce satisfaction and productivity. As a result, HR leaders are more deeply involved in selecting a broader spectrum of digital tools and technology. In many cases, this means HR is more heavily influencing the purchase of hybrid work tech.

This year, look for technology to accelerate its profound impact on culture and employee experience. And look for HR teams to expand their knowledge and influence regarding the selection of all kinds of work-related tools and software.

3. How We Work: Choice Will Matter More Than Mandates

We’ve seen the headlines in recent years. Countless remote and hybrid work employees have resisted a return to rigid, in-office work schedules. Some organizations may choose to double down on return-to-office mandates in 2023, but they will lose in the end.

Smart companies will create a flexible, secure hybrid-work experience and a great physical workspace — one that people will want to visit, but only when they choose to be onsite or their work calls for it.

These organizations will ultimately win on talent quality, agility, sustainability, and worker satisfaction. And eventually, other employers will follow, because they’ll recognize that this strategy leads to long-term organizational strength and business success.

4. Transformative AI: Look for an Uptick in Tech and Ethical Dilemmas

Despite years of promises straight out of sci-fi movies, artificial intelligence and machine learning have mostly stuck to somewhat rote (but helpful!) tasks. Lately, however, some mind-blowing capabilities are emerging. One example is DALL-E, with its ability to create sophisticated art from a verbal description.

The question isn’t, “What will AI disrupt?” The more relevant question is, “What won’t AI disrupt?” (Hint: Not much won’t be disrupted.) 

Here’s my perspective. No doubt, even more truly transformative AI use cases will emerge this year. AI engines will be used to develop creative content, write code, drive advanced robotics, detect behavioral anomalies to prevent critical IT infrastructure failures, and so much more.  

This next level of AI, and the use cases it inspires, will make a massive impact in 2023 and beyond. And its implications will be both good and bad.

On the downside, as AI takes on more tasks, it can be skewed by harmful programming bias. Potentially, this can affect decisions that impact our lives in fundamental ways, like who is admitted to a leading university, who receives a coveted job offer, or whose mortgage application is approved.

In addition, broader AI use will open the door to even more advanced scams, increased identity theft, and so on. Despite the positive potential impact AI can have on organizations and the world at large, it’s imperative for industry professionals to establish responsible, ethical usage guidelines. And when appropriate, restrictions must be the rule.

With AI, one thing is for sure: Companies that don’t embrace it will become irrelevant much faster than we currently think. Regardless, all of us who embrace AI must ensure its ethical and responsible use to mitigate potential harm. Otherwise, we’ll all suffer the consequences.

Final Thoughts on What’s Ahead for Work Tech

As we see the next wave of work tech unfold this year, I expect that innovators and their innovations will take momentous steps forward when it comes to security, hybrid work, and AI. The winners will be companies that put their people first and understand the technology they need to make the world of work a better place.

This is a time for purposeful innovation and thoughtful investment. And more of the responsibility will rest with HR leaders and practitioners, who will take on more decision-making power than ever.

But the future depends on more than HR, alone. It means diverse business functions, technology vendors and competitors will need to work together across IT ecosystems. With purpose and persistence, I believe that by this time next year, we’ll see real progress in these areas.

Of course, I’m not the only Cisco executive who is thinking about technology and the future of work. To read insights from others, I invite you to visit the Cisco blog.