Workplace tech will go beyond observation and start nudging
Organizations will implement more advanced technologies that don’t just observe behavior, but suggest to employees and managers how they should work. For instance, to help employees stay productive, technology is being built into desks that will observe how long you’ve been working and remind you to get up and take a walk so you don’t burn out.
In fact, Amazon recently filed a patent to have people in their stockrooms wear bracelets that keep track of their hand movements when handling packages. In an effort to increase safety, the bracelet will alert the person wearing it when they are holding a package the wrong way.
Pay discrepancy issues will get worse not better
Despite the recent focus on pay equity, very few organizations have actually fixed the problem. Rather than adopting sustainable practices and processes to correct and prevent pay gaps, a handful of companies made ad hoc adjustments in 2018, leaving the door open for pay gaps to re-emerge. The fate will likely be the same when it comes to pay transparency — CEO/median-employee wage ratios will effectively remain flat in 2019, although we could see the gap increase due to stock market performance.
A new wage gap will emerge for new hires vs. current employees
In the current tight labor market, the best way to get a raise is to find a job at another company. And with more jobs available today than there are people to fill them, employees are more willing to make the jump and switch employers. As people switch jobs more often, companies will have to pay a premium to lure in new workers. This will lead to pay disparity between long-term employees and those who have been newly recruited.
These predictions are centered around the most important part of any organization: Talent. Organizations that are aware of and address these issues will be able to gain a competitive advantage.