The workplace of tomorrow is in our hands today. If we don’t prepare our workforce now, in a not-so-distant future we’ll be telling the story of how we failed to adapt and fell behind. Or, worse, how we failed to evolve and didn’t make it. All because we didn’t adapt to changing workforce trends.
We’ve all seen how fast technology is advancing. The pace of change isn’t slowing; it’s accelerating. And while I understand that many business leaders are cautious about embracing new technologies — they’re complicated, uncertain, and largely unregulated — we simply can’t afford to wait. Our competitors willing to take strategic risks will outpace us. Playing it safe will only land you safely irrelevant.
As companies grow and evolve, employees must keep pace. This means investing in your people by creating opportunities for them to reskill and upskill alongside the organization. But here’s the thing: It’s a two-way street. Employees must also be willing to seize these opportunities. In today’s fast-changing landscape, businesses can’t afford to hold on to talent unwilling to adapt. There’s a world of eager, adaptable workers ready to grow. Find them, invest in them, and bring them into your workforce.
So where do you find these adaptable workers? It starts with embracing a wider talent landscape. Hiring practices are already starting to favor skills and credentials over traditional qualifications — and for good reason. Why limit your talent pool to diplomas when competencies are equally important? Organizations such as the SHRM Foundation are paving the way, showing HR professionals how to evaluate the full spectrum of candidate potential (see page 12).
Tapping into untapped talent pools will be key to staying competitive. For too long, businesses have overlooked valuable talent simply because they didn’t fit the traditional mold. Organizations now need to expand opportunities for people who have been historically sidelined, including veterans, people with disabilities, caregivers returning to the workforce, older workers, and people who were previously incarcerated. These individuals have immense potential, yet too often face barriers that prevent them from getting a foot in the door.
Finally, let’s not forget about benefits. As the workforce changes, so too do the needs of your employees. The benefits you offer must align with the lives and needs of our current workforce. What worked yesterday may not work tomorrow. Smart organizations will continually evaluate and adjust their offerings to ensure they attract and retain top talent. If your benefits package still looks like it did a decade ago, you’re already behind.
The future isn’t waiting for us. It’s coming—fast. The question is: Are we ready for it? Let’s make sure we are.
Johnny C. Taylor, Jr., SHRM-SCP
President and CEO, SHRM
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