Trends Influencing the Future of Work

Executive leaders today must be more adaptable and intentional than ever, balancing ongoing change with business stability. As the workplace continues to evolve, several key trends require strategic responses to foster resilience, innovation, and inclusivity. CBIZ Talent & Compensation Solutions helps organizations stay ahead by identifying top executive talent who can navigate these emerging challenges and drive long-term success.

The Evolving Landscape of Remote and Hybrid Work

Remote and hybrid work have become the new normal — at least 10% of employees work fully remote — while 25% are hybrid, according to Forbes. Yet, many employers still struggle to define best practices for virtual teams. Managing a remote workforce presents unique challenges, and leaders must refine engagement, communication, and performance management strategies to maintain productivity.

While many employees report feeling more productive, the true impact remains debatable, depending on how productivity is measured and whether factors like cost savings and retention are considered. Additionally, some leaders are testing four-day workweeks to evaluate their effect on performance and engagement. With studies showing that one in three employees would accept a pay cut for a shorter workweek, companies must consider: What impact would this have on operations? Which industries and roles would benefit most?

Leslie Shaw has more than 20 years of executive search experience. She has recruited chief human resources officers, as well as group level HR generalists and functional specialists across a wide variety of industries for companies of all sizes. As a talent acquisition professional, Ms. Shaw has directed the development of recruiting strategies for client companies coast to coast.

“While employees seek meaning and autonomy, businesses still need to achieve their objectives,” Shaw said. “The key is balancing employee needs with organizational goals. Leaders must evaluate what flexibility and engagement strategies align with productivity, efficiency, and company success. It’s not about employees making the rules, but about thoughtful leadership that ensures both business priorities and workforce expectations are met in a way that drives long-term success.”

The Impact of Longer Life Expectancies on Careers and Workforce Dynamics

With rising life expectancy and later retirements, more professionals are working well beyond traditional retirement age. The Bureau of Labor Statistics projects that by 2026, 30.2% of workers aged 65 to 74 will remain in the workforce, up from 26.8% in 2016, while participation among those 75+ will rise to 10.8% from 8.4%.

This shift has direct implications for employee engagement, retention, and talent management. Leaders must rethink traditional career paths and consider:

• Multi-Generational Workforce Needs – Engaging and managing employees across different generations, each with unique motivations and expectations.
• Fostering an Inclusive Culture – Ensuring age diversity is valued and older employees remain engaged contributors.
• Retaining Institutional Knowledge – Leveraging experienced employees as mentors to ensure knowledge transfer and continuity.
• Career Development at All Stages – Offering learning, reskilling, and advancement opportunities for employees at all career phases.
• Flexible Work Arrangements – Adapting roles, schedules, and hybrid options to support engagement and performance.

Additionally, employers must navigate new complexities around Social Security, Medicare, 401(k) contributions, and Required Minimum Distributions as employees delay retirement. Unforeseen challenges will emerge, requiring HR leaders to develop creative solutions to support and manage a multigenerational workforce effectively.

Shifting Focus from Shareholders to Stakeholders

Traditionally, business success has been measured by shareholder returns, but today’s leaders are broadening their focus to include employees, customers, communities, and the environment. Organizations are prioritizing Environmental, Social, and Governance (ESG) initiatives, as well as efforts to build trust, transparency, and ethical business practices.

Beyond ethical considerations, aligning business values with action has been proven to increase employee engagement, retention, and productivity — all of which directly impact long-term financial performance. Companies that embrace this stakeholder-driven approach are finding stronger workforce loyalty and brand reputation, setting themselves apart in an increasingly purpose-driven market.

CBIZ Talent & Compensation Solutions helps organizations identify leaders who drive ESG initiatives and workplace culture strategies that create sustainable, people-focused success.

Building a Future-Ready Workplace: Adapting to Trends Influencing the Future of Work

Change is inevitable, but the first few years of this decade exponentially shifted our workplaces. From remote work challenges and multi-generational teams to stakeholder expectations and evolving business models, the ability to adapt and innovate is critical for long-term success. Executive leaders across all functions must seek to stay in tune with these evolving trends as the workplace is steadily reshaped around them. Efforts to creatively and intentionally address these shifts will position organizations to stay ahead of the competition and achieve new levels of growth and innovation.

CBIZ Talent & Compensation Solutions has been at the forefront of executive talent acquisition and workforce strategy for over four decades. Specializing in industries such as construction and engineering, manufacturing, nonprofit, higher education, financial services, and private equity, CBIZ helps organizations find exceptional leadership talent and develop strategies to navigate workplace evolution effectively.

As businesses prepare for the future of work, CBIZ Talent & Compensation Solutions is ready to partner with leaders, ensuring they have the right talent, strategies, and insights to thrive in an ever-changing landscape.