The HR Digest: Rethinking the future of work is at the top of many executive teams’ agendas. What, according to you, will define the new frontiers of the future of work?

Steve Hatfield: Post-pandemic, we expect to see changes in how we think about almost every facet of work – but particularly in how organizations elevate humans and architect technology to enable greater productivity, innovation, resilience, and organization performance.

Resilience is key because, as this past year has shown us, work today is often in a continuous state of disruption. Organizations need to not only think about technology as a way to maintain connection when we’re all distanced or working remotely – but as a way to enable workers to be more creative and responsive to shifting market forces. In other words, using technology to elevate our human capabilities and potential, catalyzing greater problem-solving, collaboration, innovation and more.

How are you preparing your employees for this new reality of work?

At Deloitte, we had the benefit of having experience with remote work systems even before the pandemic, as many of our workers communicate and collaborate with clients and colleagues virtually across the country. We continue to be focused on improving our processes to make the most of these technology systems and humans working in complement to each other.

This is something that we’re seeing with a lot of the organizations we work with as well. There’s a new level of interest in looking at the processes that these businesses have followed for years and seeing if there are better ways to operate. This starts with a recognition that humans don’t work in the same way machines do, nor should they. As organizations continue to open up further this year, you’ll see leaders and workers coordinating to re-architect their approach to work as more of a flow, understanding that humans prefer to do work in a more fluid manner.

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