Getting everyone on the same page, collaborating regardless of age group, and ensuring the success of all employees necessitates a thorough awareness of how the company operates as well as a deft adaptation of each generation’s preferences to line with corporate goals.

When it comes to designing the future of work, one size fits none. Discovering success isn’t about a hybrid model or offering remote work options. Individuals and organizations are looking for more freedom. The freedom to choose the work model that makes the most sense. The freedom to choose their values. And the freedom to pursue what matters most. We reached out to successful leaders and thought leaders across all industries to glean their insights and predictions about how to create a future that works.

As a part of our interview series called “How Employers and Employees are Reworking Work Together,” we had the pleasure to interview Adi Patil.

Adi is the Co-founder and CMO of Start It Up NYC and Co-CEO of He is a seasoned digital marketing and software development executive, frequent key-note speaker, and prominent figure in the US tech-marketing ecosystem.

Thank you for making time to visit with us about the topic of our time. Our readers would like to get to know you a bit better. Can you please tell us about one or two life experiences that most shaped who you are today.

For starters, I think my childhood definitely hard a part in shaping who I am. I grew up living in multiple countries, and studying in all kinds of schools. At one point, I was enrolled in a school in Moscow that had students from over 42 countries. It taught me a lot. I got an early start on socializing and working with people from diverse cultures and backgrounds. We all know how positive and important that is today since the world is such a melting pot.

Secondly, when I started studying Computer Science after high school, I had a pretty packed schedule for about five years. I was paying my way through college, and had to work a lot of odd jobs initially. I was basically either working or studying round the clock. This phase of my life taught me that I could really do anything, but also gave me direction in precisely what I wanted to do. I wanted to be my own boss eventually, and live the quality of life associated with that. And here we are today, where I have been able to structure my daily life exactly how I wanted to, based on all of my experiences.

Let’s zoom out. What do you predict will be the same about work, the workforce, and the workplace 10–15 years from now? What do you predict will be different?

From a broader standpoint, it is so difficult to predict the future based on all of the things that are happening in the world today. But at the same time, some things you can be confident will remain the same. The general business structure, the different positions of work, the need for formal or informal education, the demand for experienced workers, and the recently developing trend of remote work when possible, will all remain the same.

What will be different once more innovation takes place is automation. Yes, automation is already here in many processes but I think it’s going to scale a lot in the next 10–15 years. I think manual labor might be eliminated from many industries, and there will be a plan for labor-level employees to be trained to overlook and run machines from home. Manufacturing and production facilities will have low to no human workers around the globe.

What advice would you offer to employers who want to future-proof their organizations?

I think it is essential today for every organization to keep up with the latest trends in terms of software and hardware that impacts production, sales, marketing, hr, legal, logistics, and all other departments of their business. Continuously updating your processes will always help you stay in the race. To be future-proof, you also need to set precedent and create your own processes. Research and Innovation can lead you to a better business process.

What do you predict will be the biggest gaps between what employers are willing to offer and what employees expect as we move forward? And what strategies would you offer about how to reconcile those gaps?

I don’t think every employer has got it right or wrong. But currently, most of the gaps have to do with employees wanting more remote work opportunities and some employers trying to get them into the building for work, a few times a week. I think unless absolutely necessary, work should just be remote.

In some industries, there is also talk about employees not wanting a set schedule, in terms of the work hours being 9–5.

I think employers can reconcile these gaps by making sure they are giving their workers’ demands importance. At the same time, employees also must respect their workplace and try to meet the demands executive teams may have. A little consideration from all parties involved can help reconcile the gaps there are in expectations.

We simultaneously joined a global experiment together last year called “Working From Home.” How will this experience influence the future of work?

As I mentioned earlier, Work from Home is going to be permanent for a lot of industries in the future. That’s where the world is moving. I think it will influence the future of work in a positive manner. People will be more accountable and do good work, they will be grateful to live a great quality of life, and to own their own time.

We’ve all read the headlines about how the pandemic reshaped the workforce. What societal changes do you foresee as necessary to support a future of work that works for everyone?

Society must encourage extracurricular activities. People should take the opportunity to pursue multiple careers if they have time for it. We need to teach the future generations to be responsible and dependable while working from home from an early age. No one should need physical monitoring to do their job, and perform well.

What is your greatest source of optimism about the future of work?

I truly believe working from home for many industries can improve the quality of life of a lot of people. They will be able to find time for their hobbies and their loved ones once that commute and getting ready time is negated. They can focus on their health, eat well, study, and learn more. I think people can maximize their time in life if they work from home in a disciplined manner.

Our collective mental health and wellbeing are now considered collateral as we consider the future of work. What innovative strategies do you see employers offering to help improve and optimize their employee’s mental health and wellbeing?

More holidays, more team trips, more awareness related to mental health, and easy availability of counseling at any given time. All of these things will become pretty common. I think employees being able to focus more on themselves and their personal life will also help their mental well-being.

It seems like there’s a new headline every day. ‘The Great Resignation’. ‘The Great Reconfiguration’. And now the ‘Great Reevaluation’. What are the most important messages leaders need to hear from these headlines? How do company cultures need to evolve?

Companies need to adapt. The culture of every company needs to be more inclusive of employees’ opinions and feedback on any executive decisions related to their work and functionality. They need to take care of their performers and give them what they want. Treat employees as well as they treat their clients or consumers. This will help companies push through and adjust to the future of work.

Let’s get more specific. What are your “Top 5 Trends To Track In the Future of Work?”

  1. Globalization.

Businesses that rely significantly on worldwide supply chains are feeling the consequences of global relations on trade, growing political polarisation, and the shock effects of the epidemic the most. To stay afloat in this environment, smart businesses are relying on technical breakthroughs that allow for smooth, real-time worldwide communication. As a result, the modern workplace has evolved into a networked, virtual, and boundaryless entity, culminating in the creation of globally managed work pools.

As a result of the environmental, social, and economic concerns posed by Globalization, smart companies are forming and using a regionally scattered workforce. Investing in the correct collaboration solutions can assist business leaders in establishing a solid technology basis on which their scattered workforce can collaborate and succeed.

2. The Changes in the Workplace.

If working in a pandemic has taught us anything, it’s that going to a physical office isn’t the only viable choice for businesses and people. According to a United Nations research, roughly two-thirds of the world’s population will live in cities by 2050, implying that rising population density will make traveling to and from work a nightmare for most people. Additionally, mobility limits and a dislike of shared transportation are elements that are making remote work a more viable alternative for many firms.

In a post-COVID-19 world, when options like remote work or hybrid methods are likely to become almost as popular as working in a physical office, using workforce solutions that assist inform such decisions is critical.

3. Digital Transformation That Enables Scalable and Flexible Workforces.

Technology has always played a significant part in the way we work, and it will continue to do so in the future. One crucial point to note is that digital transformation does not imply that technology will replace the human workforce; rather, it entails digitizing how the workforce functions in order to assist your people (and thus your organization) flourish.

Due to constant changes in the global business scene, it may no longer be feasible to hire full-time or in-person staff for certain regions or groups, entire organizations, or even entire industries in some circumstances. Successful digital transitions, regardless of approach, necessitate an understanding of how an organization works best and how processes, tools, and adequate resourcing may assist in achieving and maintaining success.

4. A Greater Emphasis on Employee Happiness.

Rethinking the measures used to measure worker performance and productivity and putting employee well-being first is beneficial, especially if firms change to an in-person, remote, or hybrid workplace culture. Organizations that ensure their employees are happy, healthy, and empowered to achieve while working from their preferred location lower the danger of ‘toxic productivity’ and burnout.

Organizations that invest in innovative cloud solutions will be better able to break down geographical barriers to collaboration and support a healthy work-life balance as the future of work evolves

5. A Workforce that is Multigenerational.

Getting everyone on the same page, collaborating regardless of age group, and ensuring the success of all employees necessitates a thorough awareness of how the company operates as well as a deft adaptation of each generation’s preferences to line with corporate goals.

The establishment of communication gaps between different age groups/generations, which can considerably hamper both an organization’s effectiveness and employee experience, is a possible difficulty and risk for firms with multigenerational workforces. Using a strong workforce analytics solution is one way that firms are addressing this in order to promote a more unified workplace and drive these types of outcomes. Workforce analytics can provide continual insights to company leaders, revealing the existence (if any) of large collaboration gaps across the organization.

I keep quotes on my desk and on scraps of paper to stay inspired. What’s your favorite “Life Lesson Quote”? And how has this quote shaped your perspective?

“It’s not the mistake that matters, it’s how you interpret the lesson.” — Michelle C. Ustaszeski.

This quote really shaped my perspective on life. It taught me how to keep going and keep trying, and helped me realize that failures are worth reflecting on in order to be successful.

We are very blessed that some of the biggest names in Business, VC funding, Sports, and Entertainment read this column. Is there a person in the world, or in the US, with whom you would love to have a private breakfast or lunch, and why? He, she, or they might just see this if we tag them.

Right now, I think Elon Musk, and purely because I am intrigued. You never know his next move, but every move ends up being a good one!

Our readers often like to continue the conversation with our featured interviewees. How can they best connect with you and stay current on what you’re discovering?

LinkedIn would be best. Here is my URL —

If you want to learn more about us — and my direct email is [email protected]

Thank you for sharing your insights and predictions. We appreciate the gift of your time and wish you continued success and good health.