The Great Potential - Global Workforce of the Future

The competitive advantage of the future is talent, and now is the time to invest in a new strategy. Global uncertainty is causing workers to stay put for the moment, but they're eager for new skills and prepared to bolt if need be.

 

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Learn how today's talent navigates stability, skills-building, and standing out in an ever-changing landscape.

Managers play a pivotal role in preparing their teams to help build the organization of the next 10 years and beyond. Workers expect their employers to guide them through the current uncertainty with upskilling and other preparation for the future, but too many say that's not happening - and they hold their managers responsible. They say that managers hold people back from moving into new roles within the organization. Managers are the face of the company to employees; organizations need to invest in training to empower them to imbue feelings of stability within an unstable environment. Through consistent and compassionate career conversations with their teams, they can address skills gaps, transferable skills, and mobility opportunities. The next phase of global innovation requires strong leadership ready to take on these challenges.

Empowered managers will create the teams of the future

of workers agree that companies should upskill existing employees for different roles across the organization before hiring external candidates
of workers feel that external factors such as company strategy, performance, and the economy have more control over their careers than they do
say their manager would support their move to another team within the company

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Nudging a 'passive talent pool'

of tech workers believe they can take their skills to another industry of workers plan to stay in their jobs this year, but 50% of those are doing so under the condition of upskilling or development opportunities

Workers may be staying put, but they've got their eye on what's out there. The majority of workers (86%) are confident that they could find a better job within six months, up from 61% in 2022, whether that's through their own networks (74%), independent job search (71%), or a staffing agency (68%). They just need a little nudge. Employers can attract top talent by leaning into the things they care about: In our survey, the top five reasons for changing jobs include a better salary, career progression, well-being, a sense of purpose, and 'being your own boss.' Entry-level (31%) and non-manager (33%) workers also put more importance on being happier at work (22%) compared with their more experienced colleagues (16%).

Employees are eager for skills needed for the future

Workers are much more positive about a digital future than last year, but need help to navigate the unknown

They're mulling where and how their skills can be best utilized, concerned about skills obsolescence and a lack of clear paths to progression.

Workers don't fear technological change, with 65% feeling that digitization will have a positive impact on their job, and 61% saying the same about automation.

Despite headlines suggesting the elimination of jobs by generative AI and digitization, a full two-thirds of employees expect digitalization will have a positive impact on their jobs. As uncertainty eventually abates, the investment in boosting workforce skills will pay dividends - fully 50% see their employer as owning this obligation to ready them for new workplace realities. Robust, structured skilling programs based on business forecasting are essential to give employees faith that their capabilities - and opportunities - will stay relevant in coming years. For employers, it will make talent easier to redeploy across the organization as needs shift.