The workplace is changing. So must we.

In a dynamic and evolving global environment, changes to the traditional workplace will inevitably become part of the transformation that is overtaking the world. The revolutionising of the workplace will most likely be conditioned by the new approaches that are directed at enhancing economic activities. To achieve this, changes will have to be made to business models. This change will require the streamlining of operations to embrace the introduction of new technologies.

Employers are refocusing their outlook to ensure that there is a greater level of efficiency and productivity. While it is desirable to achieve the ultimate goal of economic prosperity, management cannot be oblivious to the fact that investment in workers is critical to the realisation of this goal. For starters, an investment in workers would be a good indicator that management has a real understanding of what is required to drive this process. By extension, it is prudent if management has an understanding and appreciation of what it means to empower workers.

The empowerment of workers is to allow for workers’ involvement in the decision-making process within the workplace. In so doing, employers would reflect a level of confidence in their employees in helping to create and manage new systems of work which have been developed. Whereupon the employer takes this course of action, this reflects that they recognize the capacity of workers and the importance of reposing confidence in them. This is ideally what is more appropriate than having to live in an environment that is underpinned by micromanagement.

Micromanagement is a disturbing feature of the workplace. It is highly unlikely that this practice will get the best out of people who share the view that they are excluded from the decision-making process and are not empowered. Today’s workplace ought to embrace the participation of workers, as to do otherwise, would be to contribute to a decrease in productivity and to creating  a negative work environment. This need not be the case if only employers/ management have a greater appreciation of the fact that the empowerment of people can contribute to workers’ creativity and innovation. The fallout from acting contrary is to accentuate the demotivation of workers. There is the added problem that effective communication will not be achieved.

A poor working environment is likely to be obtained, where creativity, innovation and worker participation are stifled, and worker exclusion is practised. In the modern-day workplace, there is a demand for new skill sets, critical thinking, innovation, creativity, problem-solving skills and teamwork. It requires that employers come to grips with the fact that today’s workplace is being transformed as a consequence of the introduction of new technologies and the introduction of new management strategies. Combined, these have implications for different kinds of work, workers and management practices.

Automation tends to bring about changes to workplace operations, that include downsizing, right-sizing of the workforce and home working. it must be acknowledged that these have implications for changing workplace culture and expectations. In today’s workplace, workers and management must feel comfortable. The workplace must be a conducive and satisfying work environment. For this to occur, workers must have the tools to work with, workplace health and safety has to be seen as a priority, and most importantly, all employees are made to feel valued.