![]() ![]() "He carries a lot of the emotion of the 'outside' world, but he doesn't know what it is or how to identify it," Scott said of his mentally bifurcated character. Tramell Tillman, Zach Cherry, John Turturro, Britt Lower and Adam Scott in “Severance,” premiering Friday on Apple TV+. He soon finds himself swept up in a mystery that forces him to seek the truth about the "macrodata refinement" job he barely comprehends. If that strikes you as an appealing proposition, "Severance" offers an unsettling corrective.Īdam Scott stars as Mark Scout, a corporate drone who remembers nothing about his "outside" life (including the recent death of his wife) while he toils inside Lumon's sterile, labyrinthine walls. "Severance" imagines an alternate reality where select employees of the fictional Lumon Industries can participate in a "daring experiment in work-life balance" - a "severance" procedure that surgically divides their memories between their professional and personal lives. (Stiller directed six of the show’s nine episodes and served as producer.) The ability to peer into the future will make work infinitely easier for HR leaders.The experience proved to be relevant to Stiller’s project: "Severance," a genre-melding series - equal parts paranoid thriller, black comedy and corporate satire - that debuts Friday on Apple TV+. The remote distribution of work means that many employees will not build the same social relationships in the workplace, leading to issues of disengagement and loneliness.ĬEOs and HR leaders must work together to ensure work-life balance swings back and forth for each employee as their work distribution, time and life stages change. As technology closes the divide between geographically separate people, it introduces cracks in relationships and cultures. In response, achieving work-life balance will no longer be enough employees will strive to emphasize life over work.īut there are shadowy aspects of future work-life balance. 6: Remote work-life balance will reveal challengesĮmployees working independently or in remote locations will face a dilemma - to fuel upskilling and manage better projects, they’ll take on more assignments, potentially to a point where they’ll feel like they’re working around the clock. To drive a competitive advantage, high-performing employees should be encouraged to create and share AI tools or personalized portfolios of apps, tools and smart technology to raise the bar for extreme digital dexterity. ![]() Proactive leaders must investigate how the regular use of AI, smart software and robots will invigorate work strategy. Increasing demands for a more automated workplace have sparked the killer combo of people and technology. What’s more, they will have the ability to carry their personal workplaces with them using cloud communities, open applications and personal virtual assistants.Įxtreme digital dexterity will ultimately be the modus operandi for how employees work. Employees will develop personal toolkits of virtual doppelgangers - virtual counterparts, with the help of artificial intelligence (AI) software and devices that are more accessible to their personal or team-based activities. Smart machines are getting smarter and more ubiquitous, not only completing tasks previously reserved for humans, but also doing what was thought to be impossible for machines.Ĭompanies will start to increase the functions of smart machines, software, apps and avatars. HR will have to establish and promote a continuous learning environment, meaning knowledge acquisition and transparency across the organization must become a part of day-to-day operations. Employees must consistently refresh their digital dexterity to meet these needs. The digital economy demands new ideas, information and business models that continually expand, combine and shift into new ventures. Employees will have to apply creativity, critical thinking and constant digital upskilling to solve complex problems. In the future, the most high-value work will be cognitive in nature. 2: Upskilling and digital dexterity will outweigh tenure and experience HR executives will hire and develop managers who are poised to be great coaches and teachers, and operate with empathy. When an individuals experiences do not match their expectations of a work or nonwork role (here, working remotely), a lack of fit develops, which ultimately. Traditional managerial success was based on the ability to manage and evaluate employee performance. Plus, the responsibilities of managers - and the number of workers who report to them - have skyrocketed, making it more difficult to provide hands-on assistance. ![]()
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