An Open Letter to Leaders: The Real Drivers of the Future of Work

Dear Leader, 

Let’s relive one of the most iconic television moments in recent memory, shall we? It was 2015; Steve Harvey was hosting the annual Miss Universe competition in Las Vegas. When it came time to announce the winner, Harvey confidently read off the name of  Miss Colombia – the room erupted with cheers and tears. Then, just moments later and to everyone’s horror, Harvey apologized, explaining that there had been a mistake and that the real winner was Miss Philippines. Through a mixture of confusion and excitement, the Miss Universe crown was transferred to the real winner.  

This unfortunate and slightly comical scene somewhat resembles what is happening in the future of work. The world is at an exciting inflection point, isn’t it? Work as we know it is changing at the speed of light.  Policy is changing, location of work is changing, and since August, over 45 million people have left their jobs. We are eager to point our finger and crown a winner – yet, we’re awarding the credit of the positive change in the workplace to the wrong source: technology.  

In 2020, Microsoft CEO Satya Nadella revealed that the world of work had seen two yearsof transformation in just two months!  Pair that with Buckminster Fuller’s Knowledge Doubling Curve, which explains that everything we know as a human race doubles every two months – a nearly incomprehensible fact to digest.

As a global community of Steve Harvey’s, we’ve given the crown for being the force behind the future of work to Miss Technology and, lately, an honourable mention to Miss Pandemic. However, that would be nothing more than an unfortunate replay of Harvey’s 2015 mistake- the real winner is standing behind both of them. 

It’s you, Leader. It always has been. You deserve the crown. And here’s why:

The only reason technology has advanced is because of the decisions you make, the stories you tell, and the culture you build. Does technology help? Absolutely. But without your decisions, your awareness, your empathy, and your respect, progress flatlines.  In our hasty attempt to crown a winner, we have forgotten that work is about people.

When you implement a new, forward-thinking policy, not only is it better for your people, but it forces the competition and market around you to be better, too.  

People are the driving force behind any reform. How do I know?

Well, when Delta and American Airlines first announced Wifi on their planes in the early 2000s, United and Southwest also jumped on board because they had to, or they’d lose their people. 

The same goes for when Goldman Sachs loosened their dress code, it wasn’t because the company itself was nice or casual. Instead, it was because people like you wanted to create a more comfortable (and therefore competitive) environment. 

Even the fact that on any given day, there are around 7000 dogs on the Amazon campus on any given day also has to do with- you guessed it: people. 

These examples don’t even include your own stories about how you’ve made your workplace experience better for your people. You change and adapt while perhaps not even realizing the pressure you’ve put on your competition and workplaces around the world to adopt something similar (or dare I say better)?

Companies aren’t more sustainable because they’re good; they’re more sustainable because leaders like you took a stand one day and continue to do so every day after. 

Companies don’t have strong cultures or high engagement because they have ping-pong tables and free lunch; they have strong culture or high engagement because leaders make their people feel seen and heard.  

Companies won’t create strong tenure because of a good product or service; they will have good tenure through the trust, respect, and care of their people. 

Whether it be parental leave, ownership, trust, flexibility, mental health, or transparency, this type of people-centred change forces companies to create better work experiences and lives for the world around you. 

Leaders make their people know that not only does their work matter- but more importantly, they matter too. 

Leaders like you and the decisions you make to put your people first are forcing other leaders to be better because they have to, too. If they don’t, their people will come to you. You’re a beacon, a role model that isn’t getting the credit you deserve. 

We’ve spent too much time discussing whether the future of work is remote or in-person, synchronous or asynchronous. All the while, we’ve missed the point: the future of work isn’t just about tech and where we are located. The future of work is about the quality of life people get to live because of the work they do.  

So here we are, standing on a stage- eagerly ready to crown the wrong winner. I encourage you to remember that the credit of the future of work and the positive change that comes with it belongs to you.

Leaders, the future of work is in your hands. Your stories, your purpose, and your people are what drive real, meaningful change in the workplace- not technology. Your willingness to adopt new ideas and reform your cultures is where progress lies. 

So I urge you, boldly tell your stories of positive change and improvement, support your people and push forward for your people. Because no matter how advanced the world of work becomes- we must never forget that people are still and will always be the driving force behind change.