As software continues to eat the world , companies must find ways to build more innovative teams. For these companies, The Future of Work is here today. How companies reshape the way they engage digital talent will have a huge impact on their ability to innovate. Here are six ways digital leaders are creating The Future of Work now. 1. Remote workers and work from home teams are the new normal The best talent is not always located where you are. Even within a company, silos can prevent the right people from working on the most critical innovation projects. Making it possible for team members to work remotely is the only way to liberate talent across the company. This is also the only way to source critical skill gaps that are not available inside the company, like AI/ML engineers. Supporting distributed teams calls for adopting a common set of processes and collaboration tools, including Slack, Github and Jira. 2. Hybrid teams beat monoculture teams Innovation requires a diverse mix of talent. The most innovative teams blend in-house employees who have industry context with expert global talent who have advanced technical skills. This is the opposite of the traditional systems integration model that outsources innovation. Hybrid teams also have the value of helping companies build in-house skills by working side by side with expert freelance talent. 3. Elastic Staffing beats fixed staffing Many companies adopt agile team processes but staff teams inefficiently — they follow a fixed staffing model that allocates each role as a full-time position for the duration of a project. This is only half agile. Because it makes experimentation too expensive to try, and reduces employee mobility and satisfaction. Compare this to Elastic Staffing, which allocates resources based on the workload for each project phase. For example, developers can join a project after the detailed design is complete, and technical architects may only be needed part time. Elastic Staffing can reduce the total hours to deliver innovative products by over 50%. 4. Employees want to be treated more like freelancers Top employees want the freedom and flexibility to choose how they work and what they work on. This doesn’t have to require radical organizational changes. For example, applying the Google 20% rule, where workers can choose their own projects 20% of the time, can boost morale and build skills. This lets more senior employees peer review deliverables from other projects to reduce risk. It also helps more junior employees grow by being exposed to new business and technology challenges. 5. Freelancers want to be treated more like employees Top freelancers want stability and work benefits without sacrificing their flexibility. Companies that learn how to work effectively with freelancers will have their pick of the best global talent. This includes setting up projects for success with distributed teams, incorporating advanced technologies, and providing predictability for freelancers that helps them plan effectively. In California, laws like AB5 are beginning to mandate providing more benefits for freelance workers, and putting […]
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