from employee to “contributor” — the future worker redefined.

study identifies how workers view job security, employer commitment and paths to professional growth as they embrace agile careers.

ATLANTA – March 7, 2017 – The word “contributor,” not “employee,” will be a better representation of a worker in 2025, according to 47 percent of companies and 57 percent of workers.  The findings come from a study from Randstad US, one of the largest HR services and staffing companies in the United States. Workplace 2025 took an in-depth look at the views of more than 1,500 HR and c-suite executives and 3,100 workers across the U.S., and found the majority of respondents said they prefer the term “contributor” – defined as “any human resource supplying effort toward an organization’s business objectives and goals.”

The survey uncovered significant changes in the way workers today view job security, employer commitment and career growth, and indicates they  are embracing agile alternatives in addition to the traditional, full-time permanent positions. 

"Our study clearly projects a future workforce comprised of a wide-range of talent arrangements, from permanent, contingent, contractor, freelance, consultant, full-time, part-time, temp and more,” said Jim Link, chief human resources officer at Randstad North America. “A workforce composed entirely of traditional workers is becoming a thing of the past. Employer-employee relationships are changing and today’s workers desire agile positions made possible by advancements in technology and globalization. Considering these changes, it is time to re-think the term employee.”

 

job security in agile arrangements. 

The study shows nearly 4 in 10 workers (38%) feel more secure in their jobs working in an agile capacity. As Millennial and Gen Z workplace contributors begin to take over, they are bringing with them an even greater sense of autonomy and flexibility. According to the Randstad Workplace 2025 study, Gen Z and Millennials report feeling the most secure as an agile worker compared to other generations. 

 

modern pathways to career growth.

The age-old belief of career progression is a linear climb up the corporate ladder has evolved and many workers realize what longtime contingent workers have known for years. The modern work landscape is best prepared for by learning new skills, experiencing a range of work environments and building a diverse career portfolio. A growing number of people, particularly younger cohorts, are choosing job rotation and experiences over promotions. 

The ability to increase their careers and earnings potential is a fundamental reason for this changing mindset. In fact, the majority of Gen Z (78%) and Millennials (71%) believe they have increased both components by periodically changing jobs. 

 

commitment remains permanent, even if the worker isn’t.

The Workplace 2025 study also found among today’s workers, commitment to an employer isn’t defined by how a person is engaged. In fact, the majority of workers (76%) say they’re just as committed to an employer when they are functioning as agile contributors. Eight-five percent agree it doesn’t matter how workers are employed, as long as they are providing the skills and results the company requires. 

More workers have realized they must be ready to manage the changes of our rapidly transforming economy and labor market. A growing percentage of the workforce is choosing agile work to achieve it,” says Link. “The idea of a new term for employee will likely continue to be debated and considered. If there is one takeaway from our study’s findings, effectiveness and success of talent recruitment will most certainly align with a willingness to adapt to the agile worker. Flexibility in how, when and where contributors may work is a must-have today and in the future.” 

To learn more, visit the worker of the future infographic

 

about the study.

The Randstad Workplace 2025 study is the first in a series of research initiatives to forecast key disruptions and trends shaping our working world over the next decade. Research findings are based on two separate projects programmed and fielded by Research Now. The employee survey was fielded from July 27 to August 29, 2016 among 3,168 respondents, while the employer study took place from July 27 to August 2, 2016 among 1,504 hiring decision-makers and c-suite executives. The employee study targeted respondents over the age of 18 who were employed and worked at least 20 hours per week. 

about randstad.

Randstad North America is a wholly owned subsidiary of Randstad Holding nv, a € 20.7 billion global provider of HR services. Through its unique talent delivery approach, Randstad combines human touch with digital HR technologies to secure and manage a workforce of more than 100,000 people for thousands of clients each week.

Employing over 6,500 recruiting experts through approximately 1,100 offices and client-dedicated locations, Randstad North America provides outsourcing, staffing, consulting and workforce solutions within the areas of engineering, finance and accounting, healthcare, human resources, IT, legal, life sciences, manufacturing and logistics, office and administration and sales and marketing. Learn more at www.randstadusa.com and access Randstad’s U.S. thought leadership knowledge center through its Workforce360 site that offers valuable insight into the latest economic indicators and HR trends shaping the world of work. 


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media contacts.

Kelly Heisler
(212) 798-9754 
kelly.heisler@cohnwolfe.com 

Madison Southall 
(954) 308-6213
madison.southall@randstadusa.com

Lesly Cardec
(954) 308-6302
lesly.cardec@randstadusa.com