Future of Work Reinvented

Designing a Win-Win for People and Employers

The priority of workforce issues, such as talent retention, hiring and diversity, equity and inclusion (DEI), is rising among senior leadership

Pandemic-driven changes in work models have created a range of challenges and opportunities, including how best to attract, retain and engage employees and offer people the value and purpose they now expect from work.

As hybrid work becomes the norm, at least for many knowledge workers, concerns are growing that culture is being diluted. 

In recent Gartner surveys, CEOs rate culture as their biggest concern when it comes to in-office and work-from-home policies for knowledge workers, and HR leaders say the most challenging aspect of hybrid strategy is adjusting their current culture to be supportive of their workforce.


Evolve Leadership and Culture for the Hybrid Workplace

Use this road map to help your leadership team and chief human resources officer (CHRO):

  • reshape culture and leadership for a sustainable hybrid workplace;

  • repair the lack of connection to the organisation’s culture that many employees now feel; and

  • build your road map with immediate, 90-day and 12-month actions steps to:

    • intentionally reinforce greater and more impactful ways for people to connect with your culture — both emotionally and through their day-to-day work and experiences; and
    • ensure leaders take a more human (authentic, empathetic and adaptive) approach to overseeing people and work.

Download your road map to develop leadership and culture in a hybrid workplace

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    Employees’ intent to stay or leave a job is a growing issue for many organisations, but it is only one thing people are questioning in light of the pandemic.

    IT workers have a 10.6% lower intent to stay than the average employee — the lowest out of all corporate functions. (Only 29% have a high intent to stay.)

    14% of employees say they would quit if forced to get vaccinated for COVID-19 as a term of their employment.

    49% of job candidates who have received a job offer are considering at least two others at the same time.

    65% of employees say the pandemic has made them rethink the place work should have in their lives.

    52% of employees say the pandemic has made them question the purpose of their day-to-day jobs.

    55% of employees and 65% of IT employees say that whether or not they can work flexibly will impact if they will stay in their jobs.

    Employees tell us what they want the future of work to be: human, hybrid and equitable. Smart organisations will listen.

    The proposition you offer your employees now — even as you plan and execute your reopening strategy — is what will determine how much and how well they contribute to your enterprise ambitions, especially around digital. We will continue to define work through terms like remote, distributed, automated and unbounded, but it is time to evolve the ‘future of work’ from a meme to a promise.

    Human-centric work design lies at the heart of a productive future of work — unless business leaders remain blind to the facts.

    The strategic and operational intent of business leaders must be to deliver good outcomes for both employees and employers, provide and produce flexibility, and deliver and demand equitable treatment and opportunity.

    Human-centric work design — featuring flexible work experiences, intentional collaboration opportunities and empathic management — can increase employee performance by as much as 54%.

    55% of employees are high performers when provided radical flexibility over where, when and with whom they work versus 36% of those working 9 to 5 in the office.

    If required to work fully on-site, 43% of employees and 47% of knowledge workers say they would seek other jobs.

    82% of employees agree it is important that their organisation sees them as a person, not just an employee.

    96% of HR leaders are more concerned about employees’ well-being today than they were before the pandemic.


    Decoding the Great Resignation

    Gartner Research Director Alexia Cambon talks about why employees are really leaving work — and explains the four key drivers of attrition.

    There is no going back and it is becoming clear many do not want to. Let’s reinvent the future of work and create more value for everyone.


    EP 1: Reinventing the Future of Work

    When, how and where will employees return to work? Employers have a once-in-a-lifetime opportunity to reinvent the future of work. In this interview, Gartner experts discuss what is at stake for organisations as they make decisions about the way work gets done.


    EP 2: Tackling Your Return to Workplace Strategy

    What are companies doing to encourage (not require) vaccinations? How do you convince a skeptical CEO of the benefits of a hybrid work model? What qualities will make managers great in the future of work? In this interview, Gartner experts discuss how to tackle your return to workplace strategies and communications.


    EP 3: Will Innovation and Collaboration Survive Hybrid Work?

    Will your employees have trouble collaborating and innovating with colleagues in a hybrid work environment? Whether employees are in the office or remote, you can introduce 4 collaboration tools to help them succeed. In this interview, Gartner experts discuss the future of work and how to unlock innovation and collaboration.


    EP 4: How to Offer Work Flexibility When Location Is not Flexible

    While some organisations were able to shift workers to remote, what about employees who needed to be on-site? Whether on a manufacturing floor or in a retail store, some employees are not able to work from home. But organisations have begun to embrace flexibility and autonomy for these employees in different ways. In this interview, Gartner experts discuss new ways to offer work flexibility for on-site employees.

    Get access to this level of insight all year long — plus contextualised support for your strategic priorities — by becoming a client.