Bees at work (XXI). Classification of workforce after COVID-19.
It is too early. It is too soon to make a whole integral appraisal of the consequences that the COVID19 pandemic will have in our work schemes, but the top three prestigious consulting houses (Bain, McKinsey, and BCG) have already written something about it. I activated the reading to what my partners inside these consulting corporations have authored, for the sake of getting to know what type of trends are popping up. But something made me feel that it is still too soon to infer results. Even now, I believe it is too early to categorize, it is too ingenuous to assert what will happen next.
Not today. I will share with you the main key points of the workforce appraisal that Eleonora Escalante Strategy has pooled during the last months after an epidemiological event. But not today. As I previously mentioned, Bain, BCG, and McKinsey have done an appraisal of workforce and employment trends under the scenario of an infectious global disease. Yet not under a global nuclear-powered war. Still not under a temperature change event of behemoth proportions (that can cause famine and no food/water for use on the planet). Yet not under a scenario of meteorological extraordinary several consecutive storms and massive floods as hurricane Marie. However not under geophysical events as several earthquakes in the pacific ring of fire. Still not under a scenario of biological contamination of the oceans or the air. Finally, consulting companies have not worked in scenarios that may sum up all the above.
Our publication of today will be limited to a classification of the workforce after a global illness (virus), checking what BCG, McKinsey, and Bain have produced. In consequence, be sure that there will be other classifications of the workforce and additional employment trends once we (as a civilization) can comprehend how vulnerable we are facing natural disasters (climatological, meteorological, hydrological, geophysical, and biological).
The topic appraisal to workforce and employment trends after the COVID19 has been moved to the subject position number 25 in our outline. Please take notice. So, here we go.
What type of workforce classification are we talking about. Today, I want you to think. Think exhaustively and thoroughly. Please re-read the following slides several times. I am sure you will discover in between lines, what I am trying to communicate.
Please download the slides. Print them. Read them… And then let me know.
It is not reasonable to push for a global workforce reorganization under a make-up of a pandemic. The NAIQIs plan was conceived before.
Is it a coincidence that the COVID19 pandemic arrived at the same time in which the decision-makers of the world were moving at high speed to dive profoundly and bet for industry 4.0, the robots, the automation of everything, and anything in the economies? What do you think? Is it merely a coincidence? Or it was planned in advance?
The adoption of NAIQIs: nanotechnologies, automation, artificial intelligence, and the Internet was accelerated by the pandemic. Are we sure of this? Was it a testing phase? Why? Who or what companies were pushing for this to happen? Are the work grounds based on physical proximity enough and strong reasons to adopt the NAIQIs and beyond? What type of jobs are we talking about? Do you think it is feasible to push the transformation of our society for NAIQIs or digital giga-civilization using the excuse of an apocalyptic pandemic scenario? Is it rational to do this? What will happen with environmental and climate change scenarios of natural disasters that have not been tested… Why do it in the middle of so much uncertainty for the youth? (a pandemic, now a war in Europe). Who is the real winner of this transformational change? Most of the population? We don´t think so. Or just some or a few white-collar workers roles who naively will lose their freedom in the intent?
All the “online jobs” under the WFH category, will also disappear. As much as what is happening with the traditional arts. Once machines take your role, there is no going back. And people will be trained to fill the needs of the service and care jobs. Not the other way around… What do you think?
If you see each of the slides with careful attention, I pray you can perceive the differences and similarities of the top 3 big consulting houses in the world. I won´t judge, and I won´t say anything about the slides today. But we will come back to them on further publications. Next week we will continue with the next subject “The workplace as a school: The new learning organization”
Strategic reflection music section.
Why did we pick Taylor Swift? Regardless of the fame and the multiple awards that Taylor Swift has reached over the last decade, I wanted to share the music that catapulted her. The original beginnings of Swift were loaded with innocence, candor, and purity of style. With time she switched and changed not sure if for the best, or if it was just a change of her look, but also, she progressed in a different conceptual manner. Probably I am more pleased to see her performing with her original early stages. Those were the years of the creative foundations of her music. Lately, I have observed that Swift is also retaken what was lost from her younger years (look at the song Cardigan). For each of us, no matter our experience and success, it is beneficial to return to catch where we began. Then and only then we can appreciate the blessings that God has given us. Taylor Swift has been blessed enormously by her audience.
The songs of today go to Il Divo. These belong to a very special group that transcended the opera for the younger generations. Here we go. Three songs that I have selected for you: The first one is “Unbreak my heart”. The second one is “Amazing Grace”. And the third one is “My girl”. Enjoy!
Thank you for reading to me. See you next Tuesday. Blessings!
Sources of reference used for this publication
- https://www.bain.com/insights/labor-2030-the-collision-of-demographics-automation-and-inequality
- https://www.bain.com/insights/the-working-future-more-human-not-less-future-of-work-report/
- https://www.bcg.com/capabilities/people-strategy/future-of-work
- https://www.mckinsey.com/featured-insights/future-of-work/what-800-executives-envision-for-the-postpandemic-workforce
- https://www.mckinsey.com/featured-insights/future-of-work
- https://www.bcg.com/publications/2021/decoding-global-trends-reskilling-career-paths
- https://www.bcg.com/publications/2017/people-organization-strategy-twelve-forces-radically-change-organizations-work
Disclaimer: Illustrations in Watercolor are painted by Eleonora Escalante. Other types of illustrations or videos (which are not mine) are used for educational purposes ONLY. Nevertheless, most of the pictures, images, or videos shown on this blog are not mine. I do not own any of the lovely photos or images posted unless otherwise stated.
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