Tool: Future of Work

Strategy on a Page
 Tool: Future of Work Strategy on a Page

CHROs often struggle to create and enact

a unified plan for the future of work at their
organizations. Use this customizable template
and example to summarize a clear strategy
for responding to relevant future trends and
ensure your organization’s action aligns with
its vision.

Published 19 January 2023 — ID G00785730

 Tool: Future of Work Strategy on a Page

When to Use
Creating a comprehensive future of work strategy is a unique — but vital — • Current State of Work in 20XX: A list of between five and seven metrics
challenge. Beyond near-term policy choices around hybrid work or economic that describe the current state of work at your organization, aligned to
volatility, CHROs are responsible for monitoring relevant future trends and the Prioritized Future of Work Trends your organization will focus on as
ensuring the organization is prepared to adapt work and the workforce. part of this strategy (see below). For example, if your organization is
This tool, part of our suite of resources on crafting a future of work strategy, prioritizing the “Cost-of-Work Crisis,” a key metric to include in this section
provides a structure for CHROs to chart their future of work priorities, may be the average cost per employee associated with going into an
succinctly communicate them and support their teams in acting on them. office daily, segmented by commute distance.

Directions for Use • Prioritized Future of Work Trends: The top future-oriented trends
your organization will choose to focus on to achieve its Future of Work
Complete each of the sections in this template to create a comprehensive
snapshot of your organization’s future of work strategy. Each section of the Strategy Vision. See the HR Toolkit: Tackling 2024 Future of Work Trends
template, along with additional explanation and further Gartner resources, for more information on how to choose the most relevant trends for
is outlined below and in the notes of the downloadable PowerPoint. A your organization:
completed example showing one possible approach is also included. – 9 Future of Work Trends for 2024
• Future of Work Strategy Vision: A short (fewer than 75 words) mission • Initiatives: The primary workstreams through which your organization
statement encapsulating your organization’s desired state for how, is responding to each of the future-oriented trends it has prioritized.
when and where work is done; who or what does the work; and what is More than one initiative may be associated with each trend. For example,
considered work. How would you ideally describe work and the workforce addressing the "Cost-of-Work Crisis” may involve an initiative around
at your organization two to five years from now? The rest of the information policy (such as determining whether and how often employees qualify for
included in this strategy should support this vision. commute expense reimbursements), an initiative around establishing an
on-site childcare center, and another initiative around auditing employees’
• Core Team: A list of the key individuals comprising your dedicated future
activities in the office to ensure costs of work are not incurred for work that
of work team or the program leads responsible for the initiatives that
could be done remotely.
support your Future of Work Strategy Vision. This list helps facilitate
transparency and avoids duplicative or contradictory efforts throughout
the organization. See How to Build a Dedicated Future of Work Function
for more information.

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 Tool: Future of Work Strategy on a Page

• Programs: The discrete projects that constitute each initiative. Recommended Resources for Clients
Programs should have specific and measurable objectives, a timeline
and a team responsible for execution. More than one program may • How to Build a Dedicated Future of Work Function
support each initiative. • Craft a Future of Work Strategy to Plan for and Shape the Future
of Your Organization
• Future State of Work in 20XX: A list of between five and seven metrics
that describe the ideal future state of work at your organization, aligned • 9 Future of Work Trends for 2024
to the Prioritized Future of Work Trends. For example, a company prioritizing • Implementing AI in Your HR Organization
the “Cost-of-Work Crisis” may include here the average cost per employee
associated with going into an office daily, segmented by commute distance. • Evolve Culture and Leadership for the Hybrid Workplace
Disclaimer: Unless otherwise marked for external use, the items in this
• Key Milestones: This Future of Work Strategy should be regularly updated
Gartner Tool are for internal noncommercial use by the licensed Gartner client.
as external conditions and internal goals evolve. Use this space to keep your
The materials contained in this Tool may not be repackaged or resold. Gartner
strategy actionable, listing the next meeting of your future of work team,
makes no representations or warranties as to the suitability of this Tool for
the next planned update of this strategy, or any other important upcoming
any particular purpose, and disclaims all liabilities for any damages, whether
milestones that impact the execution of this strategy. direct, consequential, incidental or special, arising out of the use of or inability
to use this material or the information provided herein.
Spreadsheets published by Gartner may leverage features such as pivot tables
and macros that are supported in a Microsoft Windows environment and with
Microsoft Excel 2007 or higher.
See Gartner Internet Browser System Requirements for more information.

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 Tool: Future of Work Strategy on a Page

Template: Future of Work Strategy on a Page

Future of Work Strategy Vision: [Insert
[Inserthere]
here]

Core Team: Name, RoleName, role Name, RoleName, role Name, RoleName, role Name, RoleName, role Name, RoleName, role

Current State of Work in 20XX Key Future of Work Initiatives Future State of Work in 20XX

[Five to seven key metrics describing the current Prioritized Future of Work Trends Initiatives Programs [Five to seven key metrics describing the future
state for how, when and where work is done; who state for how, when and where work is done; who
[Trend 1] [Initiative 1] [Program 1a]
or what does the work; and what is considered or what does the work; and what is considered
[Initiative 2] [Program 1b]
work] work]
[Program 2a]

• [Metric 1] • [Metric 1]
• [Metric 2] • [Metric 2]
• [Metric 3] • [Metric 3]
• [Metric #] [Trend 2] [Initiative #] [Program #] • [Metric #]
• [Metric #] • [Metric #]

[Trend 3] [Initiative #] [Program #]

Key Future of Work Milestones

A. [Milestone 1]
B. [Milestone 2]
C. [Milestone 3]

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 Tool: Future of Work Strategy on a Page

Example: Future of Work Strategy on a Page

Future of Work Strategy Vision: We will prioritize supporting the well-being of our workforce to get excellent, sustainable performance even as the way we work evolves and changes.

Core Team: CHRO Head of Talent Analytics Head of Total Rewards Head of L&D Head of Communications

Current State of Work in 2024 Key Future of Work Initiatives Future State of Work in 2026

Top Metrics Describing Initial State Prioritized Future of Work Trends Initiatives Programs Top Metrics Describing End State
• 50% of positions open for 60+ days • 20% of positions open for 60+ days
Cost-of-work crisis reaches a breaking 1. Identify most burdensome costs of 1. Benchmark employee commute
• 35% compliance with mandated in-office days point work for our employees costs • 70% compliance with mandated in-office days
• 10% of departments have deployed GenAI tools • The assumption that employees bear 2. Reduce burden of costs of work 2. Repurpose underutilized corporate • 30% of departments have deployed GenAI tools
• 30% of employees report unsustainable workloads the cost of work when they agree to real estate as childcare center • 15% of employees report unsustainable workloads
take a job can no longer be taken for 3. Review on-site activities to ensure
• 20% of workforce at high risk of burnout • 10% of workforce at high risk of burnout
granted we’re “earning our employees’
commutes”

AI creates, not diminishes, workforce 1. Increase

1. Increaseimplementation
available resources for
of GenAI to 1. Set up multiple pilots to identify
opportunity augment high-frequency
mental health supporttasks highest-potential GenAI investments
• GenAI will create the need for new 2.
2. Redesign workflows andforums
Create conversation roles to 2. Launch new onboarding program for
roles and allow employers to reduce maximize impact of new tech employees who will work with GenAI
around dealing with difficult
the time to proficiency with new 3. Incorporate GenAI investments into 3. Targeted outreach to pools of
technology and terrains issues
employer branding potential internal and external
3. Develop manager skills for more candidates for redesigned roles
human leadership

Four-day workweek (4DWW) goes from 1. Seasonal 4.5 workday rollout 1. Establish “Summer Fridays” program
radical to routine 2. 4DWW pilot 2. Identify best business units for
• 4DWW has become a centerpiece 3. Updating workforce management potential 4DWW pilots
of government policies, union tools and policies to accommodate 3. Collaborate with IT and vendors
negotiations and the preferences of 4DWW to reconfigure existing WFM and
many workers scheduling tech

Key Future of Work Milestones

A. Benchmarking study for employee commute costs complete: February 2024
B. Begin “Summer Fridays” schedule: June 2024
C. Launch new onboarding program: August 2024
D. Meet to discuss future of work strategy for 2025: 4Q24

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 Tool: Future of Work Strategy on a Page

Actionable, objective insight

Explore these additional complimentary resources and tools
for HR leaders.

Toolkit Webinar Guide

Tackling 2024 Future of Work Trends The 9 Future of Work Trends That Impact Implementing AI in Your HR Organization
Your 2024 Strategy
Explore actionable
Download guidance for HR leaders to drive
Research Listen to Podcast Get guidance, tips and
View tools for embracing AI in HR.
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talent outcomes in 2024 and beyond. Learn how to navigate trends impacting the workforce
in 2024 and achieve better talent outcomes.

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