Technology will only take you so far, the human interaction side will always be a key component for successful companies.
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 own 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 Terry Rybolt, CRO of LiveXchange.
Leveraging over 20 years of business process outsourcing experience, Terry is passionate about creating and executing forward-thinking strategies that drive sustained and profitable revenue growth for businesses of all sizes. He oversees all aspects of the client revenue lifecycle at LiveXchange, from start to finish, and drives the organization’s vision and growth strategies, including sales, brand positioning and strategic marketing. Terry has just published a new book called “Don’t Fear The Gig Worker: GigCX And The Employment Reboot”.
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.
On a very personal level these would have to be the day I got married and then the birth of my two daughters. Those moments made me see that life is MUCH bigger than just you and crystalized the definition of what accountability really is.
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?
As always, challenging work that is interesting and rewarding will be in high demand. Workers who are productive and resilient will be in high demand. LiveXChange has been around since 2003 and we were fully gig and work at home long before Gig and WFH were popular. Then, the pandemic happened and people stopped talking about whether or not work from homemade sense and wanted it implemented almost overnight. From a gig economy perspective, there are many people who don’t want to work a typical 9–5 job, but they still want and need a job. The Gig economy and work at home are new work dynamics that are here to stay and LiveXchange helps companies and workers achieve their mutually beneficial objectives in this new environment.
What advice would you offer to employers who want to future-proof their organizations?
Please understand that there are workers who will want to be a valuable part of your organization even if they work from home, are part-time and want flexible schedules. I believe the Great Resignation is a statement that people are making really define what work-life balance means to them. There are technology platforms that will help make it possible for you to engage with an on-demand virtual workforce that will help to future-proof your organizations.
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?
If what we have witnessed over the past couple of years doesn’t make companies take a closer look at the definition of work-life balance and flexibility for their people then they are going to have a very difficult time attracting talent and retaining talent.
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?
I think changes should occur surrounding the perception that if you don’t work a 9–5 job in an office, then you aren’t working or your individual or family needs don’t matter.
What is your greatest source of optimism about the future of work?
I am optimistic about the future of work as designed by individuals and embraced by thoughtful and considerate companies with the understanding that there are many different ways people want to work and that’s fantastic.
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?
Companies need to show culture not just talk about culture. People want to be part of something that is bigger than themselves and to feel like they are truly making a difference in the world. I’ve seen a number of companies offer paid days off for community service projects. Additionally, I’ve seen companies do a considerable amount of education on how working from home reduces carbon emissions and really makes a stand on things that matter to our environment.
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?
Leaders need to hear that people are people just trying to balance their work and personal lives. They want to be successful at work and they take pride in helping companies they work for being prosperous. The employees and gig workers just don’t want to burn out or have their families or themselves make significant sacrifices to help the companies achieve their goals.
Let’s get more specific. What are your “Top 5 Trends To Track In the Future of Work?”
- Gig is global and it’s here to stay and companies need to get comfortable with it. People want flexibility.
- Technology will only take you so far, the human interaction side will always be a key component for successful companies.
- Work from home is global and it’s here to stay.
- The labor shortage will continue.
- The expectations of your customers will continue to grow. You need to be prepared to manage through that.
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?
”A ship in the harbor is safe, but that’s not what ships are built for” — John Shedd
What that means to me is don’t be afraid of the unknown, that’s what makes life so interesting.
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.
David Goggins and/or Marcus Luttrell. The story that these two individuals share about their personal experiences in the most adverse situations is beyond inspiring.
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?
You can connect with me via LinkedIn @ https://www.linkedin.com/in/terry-rybolt-808361/
Thank you for sharing your insights and predictions. We appreciate the gift of your time and wish you continued success and good health.