The big question is to what degree they will survive the crisis. Those who were not ready this time will learn what worked and what didn’t work and be compelled—by investors in particular—to close the gaps so they are better prepared in the future. The publication talks about the seven key learnings relevant to the acceleration of 'Future of Work' in India, during these ongoing times of COVID-19 outbreak. Predicting the future of work is hard when you’re still in the midst of the catastrophe. The world of urban living and working may appear to be in flux, but its foundations are deep and secure. During the COVID-19 pandemic, organizations have experienced a burst of acceleration, fast-forwarding into the future of work in ways that stress-tested their ability to blend people and technology in the most dynamic business environment many of … Getty. In fact, the evidence suggests we’re indispensable. But as it turns out, there’s a strong and emerging case that the future of work is going to involve humans. 5. Companies are using these platforms to bridge high-skills gaps opportunistically. 1: Increase in remote working. It also describes about what a COVID-adjusted strategy could look like for any organisation which is looking to embrace the 'Future of Work.' It is clear, though, that “futuristic” trends are emerging, having been catalyzed by the COVID-19 pandemic. Your happiness at work matters.There are many lessons from the COVID-19 pandemic. Determining how the workplace will be reconfigured due to COVID-19 is a daunting task. Building a sustainable post-COVID future. The future of work is being shaped by two powerful forces: The growing adoption of artificial intelligence in the workplace, and the expansion of the workforce to include both on- and off-balance-sheet talent. Happiness at work matters. Post COVID-19 pandemic, there will be a heightened focus on the value of human experience in the future of work. A recent Gartner poll showed that 48% of employees will likely work remotely at least part of the time after COVID-19 versus 30% before the pandemic. And in some cases, COVID-19 has forced the pendulum of a long-observed pattern to one extreme. Gartner is offering some advice based on analysis which it places into three specific categories: accelerating trends, new impacts that were not previously part of the future of work discussion, and pendulum swings – temporary shorter-term reactions. No. Covid-19, and all of the work disruption it has caused, will not soon be forgotten by organizational leaders, shareholders, or other stakeholders. What changes could be in store for the workplace, the workforce, and the nature of work itself? The world is upside down and sometimes it can be tough (really tough, if we’re honest) to stay optimistic and maintain sanity. 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