J U N E 8 , 2 0 1 7 ! 3 Trends That Will Disrupt Your Workplace Forever by Andrew Dugan and Bailey Nelson Story Highlights Many millennials don't stay with their company for the long term The AI revolution is here, and leaders are unprepared for it Amid many changes, workplace planning and forecasting are increasingly vital The "future of work" has become a much-hyped topic as change permeates the U.S. workplace. Millennials view work in markedly different ways than the generations before them did, and technology and artificial intelligence (AI) are rewriting workflows. Understandably, these rapid changes leave leaders wondering: What will workplaces look like in the future, and how are those differences affecting my workplace now? Leaders are smart to ask these questions because with change comes the need to adapt -- and leaders don't want to find out the hard way that their workplace management strategies are no longer effective. Gallup has been studying the American workplace for decades. Our recent research has uncovered three disruptive workplace trends that demand leaders' focus and innovative strategies sooner rather than later: 1. Millennials now represent the largest generation in the U.S. workforce -- and many don't stay with their company for the long term. For most employers, millennials now outnumber employees from the Generation X and baby boomer generations. Millennial workers have a lot to offer, including more diversity, tech savviness and a fresh perspective. The trick is getting them to stay with your company. Gallup's 2016 How Millennials Want to Work and Live report revealed that 21% of millennials -- more than three times the number of non-millennials -- switched jobs in the last year. Gallup also found that only half of millennials strongly agree that they plan to be working at their current company in one year. But compared with those from other generations, millennials are as satisfied or more satisfied with nearly all aspects of their job. Gallup uncovered this trend in a recent analysis of three overarching job aspects: the tangible rewards a job brings, the demands a job imposes on a person and the opportunities a job offers. Satisfaction With Aspects of Job, by Generation % saying "completely satisfied" with aspect of job Gen Xers and baby boomers Millennials % % TANGIBLE REWARDS Vacation time 61 52 Health insurance benefits 40 44 Retirement plan company offers 39 43 Amount of money you earn 32 34 DEMANDS JOB REQUIRES On-the-job stress 30 28 Amount of work required of you 53 56 Flexibility of your hours 65 59 OPPORTUNITY JOB OFFERS Chances for promotion 43 40 http://www.gallup.com/reports/199961/state-american-workplace-report-2017.aspx?utm_source=gbj&utm_medium=copy&utm_content=20170608-gbj http://www.gallup.com/businessjournal/194204/millennials-job-hoppers-not.aspx?&utm_source=link_newsv9&utm_campaign=item_211799&utm_medium=copy http://www.gallup.com/reports/189830/millennials-work-liv.

1. J U N E 8 , 2 0 1 7
!
3 Trends That Will Disrupt Your Workplace
Forever
by Andrew Dugan and Bailey Nelson
Story Highlights
Many millennials don't stay with their company for the long
term
The AI revolution is here, and leaders are unprepared for it
Amid many changes, workplace planning and forecasting are
increasingly vital
The "future of work" has become a much-hyped topic as change
permeates the U.S. workplace.
Millennials view work in markedly different ways than the
generations before them did, and
technology and artificial intelligence (AI) are rewriting
workflows.
Understandably, these rapid changes leave leaders wondering:
What will workplaces look like in the
future, and how are those differences affecting my workplace
now?
Leaders are smart to ask these questions because with change
comes the need to adapt -- and
leaders don't want to find out the hard way that their workplace

2. management strategies are no
longer effective.
Gallup has been studying the American workplace for decades.
Our recent research has uncovered
three disruptive workplace trends that demand leaders' focus
and innovative strategies sooner
rather than later:
1. Millennials now represent the largest generation in the U.S.
workforce -- and many don't
stay with their company for the long term.
For most employers, millennials now outnumber employees
from the Generation X and baby
boomer generations. Millennial workers have a lot to offer,
including more diversity, tech savviness
and a fresh perspective. The trick is getting them to stay with
your company.
Gallup's 2016 How Millennials Want to Work and Live report
revealed that 21% of millennials -- more
than three times the number of non-millennials -- switched jobs
in the last year. Gallup also found
that only half of millennials strongly agree that they plan to be
working at their current company in
one year.
But compared with those from other generations, millennials are
as satisfied or more satisfied with
nearly all aspects of their job. Gallup uncovered this trend in a
recent analysis of three overarching
job aspects: the tangible rewards a job brings, the demands a
job imposes on a person and the

3. opportunities a job offers.
Satisfaction With Aspects of Job, by Generation
% saying "completely satisfied" with aspect of job
Gen Xers and baby boomers Millennials
% %
TANGIBLE REWARDS
Vacation time 61 52
Health insurance benefits 40 44
Retirement plan company offers 39 43
Amount of money you earn 32 34
DEMANDS JOB REQUIRES
On-the-job stress 30 28
Amount of work required of you 53 56
Flexibility of your hours 65 59
OPPORTUNITY JOB OFFERS
Chances for promotion 43 40
http://www.gallup.com/reports/199961/state-american-
workplace-report-
2017.aspx?utm_source=gbj&utm_medium=copy&utm_content=
20170608-gbj
http://www.gallup.com/businessjournal/194204/millennials-job-
hoppers-
not.aspx?&utm_source=link_newsv9&utm_campaign=item_211
799&utm_medium=copy
http://www.gallup.com/reports/189830/millennials-work-
live.aspx?utm_source=gbj&utm_medium=copy&utm_campaign=
20170608-gbj

4. Relations with coworkers 74 71
Your boss or immediate supervisor 60 62
Recognition you receive at work 49 51
G A L L U P W O R K A N D E D U C AT I O N S U R V E
Y: 2 0 1 3 - 2 0 1 6
So if millennials are as satisfied as older generations, why are
they so likely to switch jobs? Because
"job satisfaction" (measured by the three aspects noted above)
isn't the same as engagement at
work.
Engagement indicates a deeper emotional and behavioral
connection to a job and company, and
Gallup finds that only 29% of millennials are engaged at work.
Gallup estimates that millennial
turnover due to lack of engagement costs the U.S. economy
$30.5 billion each year.
One major contributor to millennials' low employee engagement
may be poor or absent
professional and career development. Nearly six in 10
millennials (59%), compared with 44% of Gen
Xers and 41% of baby boomers, say opportunities to learn and
grow are "extremely important" to
them when applying for a job.
Unfortunately, many companies' development programs are
missing the mark -- even with the influx
of technology-based learning and development solutions. Four
in 10 millennials are completely
satisfied with their chances for promotion at their workplace.

5. But some companies are getting it right. The most progressive
and successful organizations use
advanced analytical techniques such as machine learning, which
means a computer can learn
without being explicitly programmed, to help them effectively
and continually analyze and adapt
their learning programs.
Advanced Analytics
Predict business outcomes and build a data-driven culture to
shape your company's future.
Learn more
http://www.gallup.com/services/190118/engaged-
workplace.aspx?utm_source=gbj&utm_medium=copy&utm_cont
ent=20170608-gbj
http://www.gallup.com/businessjournal/195209/few-millennials-
engaged-
work.aspx?utm_source=link_newsv9&utm_campaign=item_211
799&utm_medium=copy
http://www.gallup.com/services/194396/advanced-
analytics.aspx?utm_source=gbj&utm_medium=copy&utm_conte
nt=20170608-gbj
http://news.gallup.com/services/194396/advanced-
analytics.aspx?g_source=link_newsv9&g_campaign=item_2117
99&g_medium=copy
For example, one global professional services organization is
developing AI-based voice robot
technology to deliver custom prescriptive advice to managers.
This technology uses managers'
unique strengths and performance data to help them better coach
and engage their employees.

6. 2. The AI revolution is here, and leaders are unprepared for its
impact on employee
engagement.
Potential job loss from the AI revolution has many workers
fearful of the future. According to Carl
Frey and Michael Osborne in "The Future of Employment: How
Susceptible Are Jobs to
Computerisation?," a significant proportion of total U.S.
employment is in the high-risk category of
being replaced by automation such as that produced by robots.
To determine each generation's susceptibility to the risk of
losing their livelihood to artificial
intelligence, Gallup combined its annual Work and Education
poll -- which collects detailed
information about Americans' occupation and type of work --
with the probability of
computerization Frey and Osborne calculated in their paper.
Frey and Osborne calculated such
probabilities for 702 detailed occupations, which Gallup then
mapped onto its 2013-2016 Work and
Education poll data.
According to Gallup's analysis, millennials are the generation
most vulnerable to the threat of AI and
automation, as they are disproportionately more likely to hold
positions that Frey and Osborne
estimate as having a strong likelihood to one day be replaced by
this new technology. Nearly four in
10 millennials (37%) are at high risk of having their job
replaced by automation, compared with 32%
of those in the two older generations.
Likelihood of Job Being Replaced by AI, by Generation

7. Gen Xers and baby boomers Millennials Total
% % %
Low risk 42 32 39
Medium risk 27 30 28
High risk 32 37 33
Gallup assessed risk that any given job would be replaced due
to AI or automation by using estimates from "The Future of
Employment: How
Susceptible Are Jobs to Computerisation?," by Carl Frey and
Michael Osborne.
G A L L U P W O R K A N D E D U C AT I O N S U R V E
Y: 2 0 1 3 - 2 0 1 6
To proactively manage employees through the reality of AI
integrating into their work environment,
leaders need to better understand the nuances of the emotional
toll that replacement risk takes on
employees. For instance, Gallup finds that 34% of millennials
whose jobs are at "medium" or "high"
risk for robotic replacement say they are worried about either
losing their job or having their job
outsourced, compared with 27% of older generations -- a
statistically significant difference.
Job Anxiety by Generation
Among workers who are at "high" or "medium" risk of being
replaced by artificial

8. intelligence
Gen Xers and baby boomers Millennials
% %
Worried about being laid off or outsourced 27 34
Not worried about being laid off or outsourced 73 65
G A L L U P W O R K A N D E D U C AT I O N S U R V E
Y: 2 0 1 3 - 2 0 1 6
The best-performing companies -- particularly their human
resource departments -- proactively
communicate about and plan for the AI revolution as it relates
to employees. These leaders look
beyond productivity and efficiency; they measure and address
employees' emotional states. By
understanding employees' needs and demonstrating how AI can
assist employees, companies can
improve employee engagement and amplify workers'
performance.
Many companies successfully manage employees' emotional
states through future state readiness
audits. These audits involve partnering closely with other
business leaders to map out future job
demands, AI adoption plans and the current state of the
workforce in light of these changes.
For example, one professional services firm uses cutting-edge
pulse survey technology to better
understand employees' emotional states -- especially when
introducing new technology-driven
solutions that affect how employees collaborate and learn.

9. Another manufacturing company uses aggressive learning
programs to help employees foster
data-driven behaviors. This company does more than teach
statistics and coding skills; it equips its
workers to incorporate data and analytics into their natural
thoughts, feelings and behaviors. In
doing so, this company prepares and equips workers for an AI-
driven future, helping to enhance
their engagement and performance.
Predict business outcomes and build a data-driven culture.
Gallup's advanced analytics services help you harness the power
of data.
Learn more
In an increasingly data-driven world, ensuring workers are
comfortable with data is paramount. In a
recent study, Gallup found that 59% of executives believe that
in five years, data science and
analytics skills will be as essential as communication skills in
their company.
3. Baby boomers are postponing retirement, and millennials are
getting married and having
children later in life -- making workplace planning and
forecasting increasingly vital.
Leaders must proactively incorporate a number of converging
social and demographic trends into
their workforce-planning activities.
As baby boomers move past retirement age, many are staying in

10. the workforce longer than prior
generations did. Gallup finds that the percentage of post-
retirement-aged workers (aged 65 and
older) in full-time jobs more than doubled from 2001-2002 (4%)
to 2015-2016 (9%). Further,
millennials who have delayed marriage and children are now
entering these two critical life stages.
Rather than simply reacting to these changes, high-performing
companies use workforce analytics
and forecasting to enhance their workforce-planning strategies.
Leaders of one such company realized that amid changing
employee needs, historical trends of
benefits adoption might not predict future trends. To remedy
this problem, the company expanded
its benefits forecasting models to include broader external data,
such as market employment and
socioeconomic data.
http://news.gallup.com/services/194396/advanced-
analytics.aspx?g_source=link_newsv9&g_campaign=item_2117
99&g_medium=copy
http://www.gallup.com/poll/191462/gallup-analysis-millennials-
marriage-
family.aspx?utm_source=link_newsv9&utm_campaign=item_21
1799&utm_medium=copy
The company's new forecasting model also incorporates more
advanced data science techniques,
such as predicting fluctuations in participation as more
millennials add dependents to their
healthcare plans. Through these efforts, leaders can more
accurately predict future demand and
adjust benefits plans to cater to employees' future needs.

11. While most organizations continue to talk about the workforce
of the future, the best ones are
already predicting what's coming and are building the analytics
and capabilities to prepare for it.
These world-class companies are constantly assessing their
current state and leveraging advanced
analytics and technologies to evolve as quickly and seamlessly
as possible.
In the midst of such rapid workplace changes, one thing is for
sure: Passivity is not an option.
Download the free How Millennials Want to Work and Live
report to learn how to attract and keep
millennials in your workplace.
Create the future of your workplace through a partnership with
Gallup's Advanced Analytics
experts.
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RELEASE DATE: June 8, 2017
SOURCE: Gallup
http://news.gallup.com/businessjournal/211799/trends-disrupt-
workplace-forever.aspx
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