Rob's Blog: CWS Summit - Three Takeaways from Day 2

Day Two at the Contingent Workforce Strategies (CWS) summit in Dallas, TX featured some of the more forward-thinking and thought-provoking topics of the multi-day event.

Tasks not roles

A number of sessions reflected on the potential future of the workforce, and how work might “look” over the next decade. Driven by both the demands of the enterprise, searching for a more agile and effective “workforce”, and the worker seeking greater flexibility and an established work-life balance.

To date it was suggested that “the more options we have (to get work done), the more complicated it has become”. However, the rapid evolution of technology and the change instigated by the Coronavirus pandemic presents a unique opportunity to rise to this challenge.

It’s time to think more about the individual “tasks” required rather than the “role”. One example sharedwas the nurse who only spends 30% of their time on tasks requiring their full skills and experience, while 70% of remaining activities could be completed by someone else which would also ease the pressure on this high demand group. This could equally apply to a programmer where part of the “role “could in fact be outsourced or even automated.

“We need to deconstruct the work into tasks” and have these tasks performed by the best person (or thing) in the most effective way, in the most efficient location - even if that’s virtually in the cloud.

While many thought “what you’ve just described is a long way off in my organisation”, the counter argument was that while that may be true at an enterprise level “the people (in the field) are thinking about it already” with a large volume of managers breaking their “world” into tasks.

Our approach to work is generational

The day had opened with Kim Lear,  Generations and Future of Work Expert, sharing her insights and research on how generation shapes  our approach to work and the employer/employee dynamic:

• Baby boomers are one of first generations to see the change they kickstarted coming to fruition. At work how “The story of aging has changed” is influencing their decision regarding if and when to retire.
• Generation X, who grew up with the emergence of 24-hour media, are now the “The sandwich generation – caring for parents (chronic and long lasting) and children in the social media age”, which is influencing their view of the importance or necessity of employment.
• Millennials who have experienced unique technology and (global) violent events are “Collaborative, empowered, networked, risk averse and in search of meaning” and look for this both in their work and an employer.
• Gen Z, who lived their early lives through social and political changes in a technology driven world, are now the “the wellbeing generation” and “can’t just sit in a cubicle” for work.

Satisfaction isn’t enough

In the final 30 in 30 session it was stated that whether it’s a client, employee or new talent, as an organisation you should view  “satisfaction as the absolute minimum - raving fans is what you want”.

An earlier session on ‘Becoming the Talent Destination of Choice’ shared that to present a truly attractive proposition you need to:

• Define what do we stand for.
• Work out how to tell the world.
• Then ensure the reality matches up to your promises.

Or put more simply by one panelist “We’re working with people so let’s act like it”.

My final thoughts on the CWS Summit

Another enjoyable summit with some old friends – both people and topics - and also some fresh faces with fresh perspectives. The biggest question for me is if we – both the enterprise and the “workforce” – are willing to embrace and progress the opportunities offered by the new, more fragmented way of working - and if so how and when.