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The last couple
of years have really changed the way

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that organizations do work.

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And some of those changes are going to be
long standing, if not permanent.

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There's a lot to unpack
and think about around the future of work.

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Today, we're just going to talk about
three aspects and three trends.

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One is around worker preferences.

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The second is around the digital workplace
itself.

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And finally, we'll talk a little bit

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about that employer employee relationship
and how that's evolving.

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Around worker preferences,
as organizations try to return to normal,

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they're getting a lot of resistance
in returning to those pre-pandemic

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ways of working and work models.

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The ability to work from home
or in a hybrid

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model
is becoming very important to employees.

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And we're seeing that it's driving,
recruiting and job decision behavior.

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40 to 50% of all employees
say they will consider

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leaving their current jobs
if their employers don't support

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flexible hybrid
or remote work arrangements.

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I saw an interview with the tech

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CEO recently who said that
that was simply their recruiting strategy.

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They wait for their competitors
to make return to office announcements,

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and then they go recruit those employees.

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And they've done so very successfully
over the last several months.

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So those preferences,
the remote preferences are here to stay,

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and organizations
need to be prepared for that.

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As Gary mentioned, many of our customers

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have had to change the way
they and their staff worked.

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During the lockdown
we saw the majority of employees

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adjusting to working from home,
and in many cases, their employers

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helped them to adjust as quickly
and as easily as possible.

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We saw employers affording their staff
perk allowances

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to go out and purchase office equipment
to allow them to be

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productive
and effective working from home.

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When the lockdown started to ease.,
we saw organizations looking for help

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to return their staff to the workplace
safely and efficiently

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while still observing
and adhering to social distancing rules.

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The safe return to work

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was one of the biggest challenges
for lots of organizations.

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How could they enable staff to reserve
desks, register

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the health status, register which visitors
they were going to meet with

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and record who they had been in contact
with that day.

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Many organizations realized
that the only way they could provide this

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capability quickly
and effectively was via mobile

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and that they had to make
their staff mobile enabled.

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The second

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trend is really around
the digital workplace itself.

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Remote work had its good and bad aspects.

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Many organizations were surprised with how

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well connected
and productive their employees were.

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Some organizations even saw an improvement
in engagement and transparency

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through the use of collaboration tools
and digital communications.

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So there were some real positive aspects.

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The challenge for most organizations
was really around onboarding.

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How did they create that kind of automated
digital experience for their new hires?

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And knowing that it's a really important
moment that matters for most employees

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that first introductory week or two,
how did they get that right?

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So that was a big focus.

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And it wasn't just a nice to have.

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It's one of the differentiators we saw
in organizations that really thrived

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during their pandemic was the ability
to create that digital experience.

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So regardless
if it's remote work or in-person work,

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that experience is going to continue
to be very important.

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I totally agree with you, Gary,
that those organizations

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that transformed and created
automated digital experiences

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like onboarding new hires remotely
have the upper hand in the war for talent.

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Increasingly, this transformation
is leading to a different relationship

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developing between the employer
and the employee

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and one that is going to shape
the way we all work in the future.

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The third trend is really around
the employer

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employee relationship, which has changed
a lot over the last couple of years.

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Employees are really looking
at their employers and their jobs

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very differently, and frankly,

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employers are looking at their employees
differently.

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What we're seeing
is some very distinct models of that

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relationship evolving in the market,
and it's different by organization.

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The first is many organizations
throughout the pandemic

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really have been trying to rapidly
adapt to everything going on,

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either with social issues,
marketplace issues, etc.

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And they've rapidly tried to change
the way that they're working

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and the way they interface
with their employees.

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We refer to
that model as work, as fashion.

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Another model is around
watching how some workers

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have deprioritized work in their lives.

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They've decided to focus on other aspects
of their lives, their family,

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and really striving for
a different balance than they had before.

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That's what we refer to as work, as work.

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The final model for today is really around
the exact opposite of what we saw

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with work is work where employees looked
at work and deprioritized it.

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Other workers said,

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I really want to do something
that is more meaningful to me and aligns

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more with my personal goals
and objectives.

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And that's what we referred to as purpose
unleashed.

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Regardless of what model you're in now,

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it's likely going to change
as your organization evolves

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and its employees
involved in the marketplace.

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So it's important for organizations
to find alignment

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between their organizational goals
and the individual goals

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of their employees to be successful.

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Regarding
talent acquisition and talent retention,

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that is another interesting topic
because there is no doubt

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the pandemic had stirred things up.

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We have had many customers share with us
that they had to experience

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large numbers of people leaving,
particularly the Millennials and Gen Zen,

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who indicated they were dissatisfied
with the work and the workplace.

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At the same time,
we have had other customers say to us

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that they've been very,
very fortunate to attract great talent

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because they were quickly able
to pivot towards hybrid working

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and that they proactively support
remote working.

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I think those organizations
that can offer this new way of working

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will thrive in the post-pandemic economy.

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There are a couple of things
that organizations can focus on right now

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to get ready for the continuing change
that they're going to experience.

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One is really around agility
and those companies and organizations

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that adapted agile methods
in getting capabilities and technology

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out to their employees

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did very well during the pandemic
because they were able to adapt quickly,

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try things, adapt to what
they were delivering to the employees

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if it wasn't working.

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But that ability to do things
quickly is very important.

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So adapting a new way of getting
things out to market is very important.

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Secondly, it's really around making sure

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you have technology in place
that is flexible and adaptable.

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Things are going to continue
to change the way that you work.

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The working models that you need to
support are going to continue to change

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as things kind of get back into steady
state over the next several months.

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So you need technology
that does a couple of things.

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One, it needs to be highly configurable

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so you can change it
as things change in your organization.

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Two, you need to be able to integrate
with all the tools that you have.

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All organizations are dealing with
several different tools that are important

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for their employees, onboarding experience
or everyday working experience.

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And third, you probably need something
to pull all those tools

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together in a singular experience.

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So their employees aren't worried
about what tools they need to use

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and where they need to go for specific
tasks

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that they can go to one place
and get everything they need.

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What do you think Hitexh?

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Great points, Gary. And I totally agree.

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The future of work is about
working in an agile manner.

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The ability to adapt quickly

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and effectively will become a key
differentiator for our customers.

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And what they'll be looking for
is a technology platform that can support

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an agile way of working.

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That technology platform
needs to be highly configurable,

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highly scalable, and highly flexible.

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That is what our customers are telling us.

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In addition, what they're looking for

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is a single consumer
like experience for the end users.

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So that they don't need to know
which system,

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which process, or which person
might be able to help them solve an issue.

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They should just know to go to one place

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where they can avail
of all of those services.

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Thanks Hitesh.

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All the examples
the Hitesh and I just walked through

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are the reason why we spent so much time
together over the last couple of years

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as Deloitte and ServiceNow
have been working together to help

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our clients make best use of technology
and really put themselves in a position

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to adapt to their employees
changing needs.

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So we look forward to working together

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and helping other companies
and organizations navigate that change.