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Subscribe To Newsletters Subscribe: Less than $1.50/wk Sign In BETA This is a BETA experience. You may opt-out by clicking here Edit Story Editors' Pick FORBES FUTURE OF WORK SUMMIT 2024: REWIRING WORK Lattice CEO Sarah Franklin joined Forbes senior editor Jena McGregor at the 2024 Forbes Future of Wo... [+]Lattice CEO Sarah Franklin joined Forbes senior editor Jena McGregor at the 2024 Forbes Future of Work Summit. [-] Jamel Toppin for Forbes -------------------------------------------------------------------------------- -------------------------------------------------------------------------------- Four years out of the pandemic and the conversation around the future of work is entering new terrain. Many employers have settled on a return-to-office mandate, but as the lackluster post-Labor Day return to office showed us this year: “Hybrid work is here to stay,” senior editor Jena McGregor told the attendees of Forbes’ Future of Work Summit. Now in its third iteration, the summit brought together CEOs, human resource executives and chief people officers to discuss what the next frontier of the future of work looks like, and how to rewire work to meet the technologies of today. Taking the front seat in the conversation today were two main themes: The rise of artificial intelligence in all aspects of work and the shift towards skills-based hiring as the cost of secondary education soars. How can companies use these two approaches to meaningfully change the way we work? As McGregor asked attendees, “How do we turn promises into practice?” Follow along for live coverage of the summit where you’ll find those insights and ideas, from chief human resource officers, CEOs and more. -------------------------------------------------------------------------------- “DIGITAL WORKERS” AND A MID-YEAR CHECK-IN WITH LATTICE CEO SARAH FRANKLIN Nine months into the job, Lattice CEO Sarah Franklin is focusing on how to best implement AI into the job performance platform. While some may be dreaming about the day AI writes performance reviews for us, Franklin cautioned the audience about implementing AI technology without the proper guardrails. “It’s important so we don’t just have AI do things for us completely,” Franklin, who joined the company founded by Jack Altman in January, said. But all the AI talk hasn’t been smooth sailing. In a controversial July LinkedIn post, Franklin announced that Lattice would be giving AI employees performance reviews. “There was a misunderstanding that we were saying that AI was human,” Franklin said. “That was wrong.” While the move has since been rolled back, Franklin maintained that with the rise of AI agents everywhere––think AI assistants or AI customer service chatbots––it was important to establish guardrails in place to ensure that humans are successful in their jobs working together with AI. “The question is: How do you hold the agents accountable? If that agent is going to be paid for through dollars that were originally budgeted for human capital, how do we know that those trade-offs are good?,” she said. Especially given the huge amount of fear and lack of education about what AI actually is. -------------------------------------------------------------------------------- AI’S FRONTIER FOUNDERS ANSWER: WILL AI REPLACE WORKERS? Everyone wants to know: Will AI replace my job? It’s a little more complicated than that. While AI may take over low-level, often tedious, work, the possibility is that it’ll allow junior employees to start developing those “mastery” skills, individual to each profession, faster. “[When you] give that to an AI earlier on in your career, you can start developing those kind of mastery skills, whether it's negotiating a merger, whether it's dealing with compliance or litigation,” Winston Weinberg, cofounder and CEO of Harvey AI, said in conversation with Forbes senior writer Richard Nieva. The panel, which brought together three AI founders honored in this year’s Forbes AI 50 list, dove into the details of how AI would and could be implemented into workplaces. From an individual worker perspective, how is AI impacting employees' day-to-day jobs? It’s allowing employees to process more information quicker, according to Keith Peiris, cofounder and CEO of Tome, an AI platform for sales teams. “Most leaders are asked to do more with less, so [AI] is meeting this technological capability with a sort of cultural necessity,” he added. Efficiency is the name of the game. But from a company perspective, the conversation is about more than just what AI policies are in place. Work structures, said May Habib, cofounder and CEO of Writer AI, will fundamentally change. “I think a lot about how you get senior people if you don't have junior people,” whose jobs can be the most vulnerable to being replaced by AI,she said. -------------------------------------------------------------------------------- HOW TO TURN SKILLS-BASED HIRING INTO A REALITY While a majority of leaders believe that skills-first hiring is the best way to hire talent, only 30% of employers actually implement it. Why is there such a gap? “It’s relatively easy to recruit, but it’s less easy to [not] have a ‘leaky bucket’”, Courtney della Cava, senior managing director at Blackstone, told Forbes’ assistant managing editor Ali Jackson-Jolley. It’s not just about establishing skills-based pipelines, but about following through with your hires, whether through traditional internships or apprenticeship programs. Panelists discuss how to turn skills-based hiring into a reality. Jamel Toppin for Forbes At Accenture, that means consistent training. For employees hired through their apprenticeship program, which makes up 20% of their entry-level roles, Accenture provides training where they learn both hard and soft skills specific to their role. “That foundation of a continuous learning mindset and an open perspective is what allows us to do what we do,” said Angela Beatty, chief leadership and human resources officer. Key to it is also defining the skills you need for specific roles. Are soft-skills, for example, part of that requirement? What are the hard skills you need? “Skills-first is how you’re actually going to think about the roles that are required,” added Debbie Dyson, CEO of OneTen. -------------------------------------------------------------------------------- TRANSFORMING THE ENERGY SECTOR’S WORKFORCE WITH BP A shifting energy sector requires a shifting workforce. So how do you retain your employees? To BP, it’s all about training. “A lot of the work we’ve been doing is about training new skills and ensuring the existing skills can be transferred to some of the lower carbon areas of our organization,” said Kerry Dryburgh, executive vice president of people, talent and communications at the energy giant. Zooming in from a rainy London, she told Forbes’ Ali Jackson-Jolley about BP’s efforts to mirror the energy transition into their workers. “It's also about transitioning jobs,” adding that nearly 40% of the jobs in their renewable energy efforts came from workers with transferable skills. Kerry Dryburgh, executive vice president of people, talent and communications at BP addresses the Future of Work Summit. Jamel Toppin for Forbes With a variety of roles under her umbrella, from in-person rigs to corporate employees, BP is also focusing on different talent pipelines, like apprenticeships. Dryburgh, who started her career with an apprenticeship in the UK herself, has set a goal of establishing 200 apprenticeship positions at BP. “We want to get people from different backgrounds or lower economic backgrounds because we know that where you start from actually does influence where you can get to,” she added. -------------------------------------------------------------------------------- LAB RATS IN THE HYBRID WORLD Not only is hybrid work here to stay, it’s also largely becoming the go-to in-office policy. Still, “we’re in an experiment” Tim Oldman, a workplace experience consultant. “We’re lab rats.” But while we’re still experimenting, panelists discussed how exactly hybrid workplaces are implemented. From flexible schedules to policies, experimenting also means thinking about how a hybrid workforce impacts how folks work. Managers for example, are at the forefront of both learning and implementing policy. “Most of the managers in our organizations are player coaches,” says Doniel Sutton, chief people officer at Pinterest. “That means they have to be that themselves and they also have the added responsibility of overseeing their teams.” Offering flexibility allows employees to feel like they are exercising some agency in how they spend their time, and it opens up a whole new set of opportunities for current and future employees. And it can, and should, different things to different functions. “For in-person employees, it’s about shift swapping,” said Eric Severson, chief people officer at Neiman Marcus. “It’s about meeting our customers and employees where they are in order to make business work.” Sutton thinks about where, and how, their employees are working. For those who may not have space for a physical office (hello fellow New Yorkers) at their homes, or for those earlier on in their career, offering a physician office, and even mandating in-person days may be the best solution. Another point emphasized in the panel: A hybrid workforce does not need to come at the cost of your profitability. “The relationship between people and place has a direct impact on talent acquisition, which has an impact on bottom line numbers,” Oldman said. In 2022, Neiman Marcus had its most productive financial year in the last 15 years, when its workforce was still remote-first. As retention and engagement went up, corporate expenses fell by 30%, according to Severson. “What's clear to us is it just has no negative impact on our ability to deliver financial and operational results,” he added. -------------------------------------------------------------------------------- MORE FROM FORBES Forbes2024 Future Of Work Summit: Rewiring WorkBy ForbesLiveForbesThe Future Of Work 50 2023By Jena McGregorForbesAI Copilots Are ‘Redefining’ Sales And Service Jobs, Says Salesforce AI’s CEOBy Rashi ShrivastavaForbesPwC’s $1B Investment Will Give Every Worker AI Training—And Staffers Access To Chatbot AssistantsBy Jena McGregorForbesThis Former Google Engineer Wants To Finally Make Search Work—For WorkBy Kenrick Cai Follow me on Twitter or LinkedIn. Send me a secure tip. Maria Gracia Santillana Linares FollowingFollow I'm a reporter on the careers team covering everything from workplace culture to Gen Z trends. I'm passionate about highlighting Latin founders. 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