How will your typical workday appear a decade from now? If you find yourself on the verge of retirement, you might say “not at all.” For the rest of us, the answer might be quite different, especially based on insights from Reid Hoffman, Co-Founder of LinkedIn. Back in 2017, he forecasted that in the next 30 years, most jobs will allow for flexibility.
However, before dismissing him as merely one opinion in a sea of workplace futurists, let’s reflect.
“Hoffman’s historical forecasts are uncanny,” notes a writer from LinkedIn, highlighting three of his earlier claims: “He predicted the emergence of social networks would transform our world (LinkedIn was sold for $26 billion). He anticipated the sharing economy (was an early investor in Airbnb). He foresaw the AI revolution long before ChatGPT materialized.”
Workers favor remote and adaptable work setups
Recent statistics reveal a shift towards this preference. A 2020 study by ADP indicated that 70% of gig workers have chosen these contract roles due to the flexibility they offer. Among those surveyed, 44% of gig workers listed flexibility and work-life balance as their main motivators. Additionally, one in six employees in a business holds a gig or freelance position.
A follow-up study in 2021 by Upwork discovered that 47% of remote employees are freelancers. The research showed that 54% of non-freelancers work entirely in-person compared to only 37% of freelancers doing the same.
Moreover, a survey by the U.S. Career Institute in 2024 indicated that 65% of workers preferred to be fully remote. It also showed that just 16% of American companies are entirely remote, even though 75 million U.S. workers are in roles compatible with remote work.
Many with remote or hybrid working arrangements have realized that a shift in environment often enhances employee flexibility, although employers have varied responses to this transition.
Four predictions for the future of the workplace
Experts in the workplace sector, alongside employees nationwide, anticipate the following four shifts will manifest over the next decade.
Most meetings will fade away
Few would lament a significant reduction in meetings crowding their calendars. In certain fields, this is already happening, and others may soon follow.
“We’ll spend less time catching up on communications since AI will summarize them for us, allowing more time to focus on innovative ideas that drive progress. Shifts will occur from scheduled meetings to spontaneous interactions that promote creativity, connection, and teamwork,” predicts Snorre Kjesbu, Senior Vice President and General Manager of Collaboration Devices at Cisco in San Francisco.
Nevertheless, experiences will vary by industry and organization. “Each case is tailored to the individual and the company’s objectives,” says Dana Berggren, a designated managing broker in Nevada and Tennessee. “Remote work should find a balance with well-structured and purposeful in-person meetings,” she explains.
Strict workplace schedules might hinder talent acquisition
Not too long ago, taking calls after hours was almost unheard of for many roles, recalls Nikki Innocent, a career coach based in New York.
“Initially, working from home seemed absurd and far from the norm, but when we collectively had to pivot our work environments overnight, we got acquainted with both the benefits and drawbacks of this alternative and proved skeptics wrong by maintaining productivity,” she reflects.
Recent studies not only show hybrid workers maintaining productivity levels akin to in-office workers, but also reveal that flexibility is now a prerequisite for competitive firms looking to attract top talent.
“There will be a disparity between organizations that maintain stringent in-office policies and those that allow more flexibility regarding where their workforce operates,” warns Arissan Nicole, a career and resume coach in Seattle. “An increasing number of individuals are distancing themselves from hustling culture, prioritizing quality of life and work-life balance. They prefer employers with a supportive culture where they are treated as humans first. Companies reveal their stance if they insist on in-person work when it’s unnecessary for the role.”
Parents will gain increased flexibility to manage personal duties
Perhaps the group most notably affected by the shift to remote and flexible working conditions has been parents. Hoffman’s forecasts imply a surge in freelance and consulting opportunities, which we are already witnessing, and this enables parents to design their schedules around family commitments.
“If the majority of jobs become hybrid and adjustable, it would allow for more inclusive workforce participation among parents, particularly working mothers. [Some] well-qualified women who exited the workforce may have chosen to remain if greater flexibility had been available,” explains Sadie Funk, national director of The Best Place for Working Parents, a coalition of business leaders advocating for a more family-oriented approach in workplaces.
“Minor adjustments that facilitate flexibility—such as permitting parents to retrieve their children from school, attend medical appointments without using PTO, or work from home when their child is unwell—can have a significant effect on working parents and require minimal financial outlay from employers to implement.”
Employers must establish support systems for long-term flexible and hybrid workplaces
We’ve had a trial period of flexible work spurred by the pandemic. However, recently, companies have begun addressing challenges resulting from these unfamiliar working arrangements. Forward-thinking organizations will continue to focus on mitigating those risks, challenges, and developing solutions.
“As remote work becomes increasingly common, organizations and their employees must recognize and tackle new challenges. Two significant and conspicuous hurdles are adapting to the work responsibilities and fostering a sense of belonging,” states Rich Birke, chief architect of workplace conflict resolution firm JAMS Pathways.
He recommends the following strategies for employers aiming to cultivate an appropriate environment before remote work becomes standard:
- “Facilitating opportunities for newcomers to shadow colleagues throughout their day can significantly enhance instructional videos and manuals.
- Providing comprehensive learn-by-doing training sessions where newer employees are supervised by seasoned staff as they practice their primary tasks will allow them to learn from mistakes, ask questions, and engage in meaningful feedback—methods more akin to our natural ways of assimilating new knowledge…”
- [Implementing] ground rules for virtual meetings: such as ensuring everyone has their camera on. Utilize breakout rooms for smaller discussions. Assign trained facilitators for these rooms. Incorporate contests and games to capture engagement.
- Ensure that team-building activities do not incur extra costs that employees have to cover themselves. If attendance at a recreational event means an employee must work extra hours to compensate, it may lead to resentment rather than enjoyment.”
While only time can tell if Hoffman’s forecasts materialize, companies can proactively adapt and refine their processes for future readiness.
