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The traditional model of business involved the hierarchical top-down approach of Management. Sometimes paternalistic, often autocratic, this approach involved a strongly hierarchical organisation, clear downward flows of information and tasks, a lack of empowerment and engagement at staff level and a culture very often built on fear, rather than involvement and motivation.

Happily this model is now a distant memory for most successful organisations, as the changing world, new technology, changing legislation and different expectations of a greater skilled and flexible workforce mean that employers are obliged to create more involved management structures.

Employee Engagement as a route to business growth
Modern organisations focus very much on employee engagement: the tools and structures that encourage employees to buy-in to their jobs, to be motivated and keen to succeed and to offer extra discretionary effort and commitment to their organisation. Employers now recognise that loyalty is a two-way street. By supporting and being flexible with staff, productivity and morale is boosted, sick and absence days reduce, staff turnover reduces and the organisation begins to be more productive and successful.

Organisations leading the way
Google is a classic example of organisations that are at the leading edge of flexible and creative workspaces and it ranks as one of the most desirable businesses in the world in which to work. Staff work in hugely creative spaces, with toys, slides, multi-media spaces, canteens stocked with top quality food and huge amounts of flexibility as to how they work, with the freedom to choose their own holidays, working hours and breaks.

Uniforms or dress codes are a thing of the past and staff are encouraged to express themselves and bring their passions and enthusiasm into their jobs, rather than leaving it at the door! There are an incredible range of perks such as free haircuts, concierge and lifestyle services, a gym and swimming pool on-site and possibly the most unusual of staff bonuses... staff are allowed to bring their dogs into work with them! Many critics raised their eyebrows at the huge sums of money and resource Google appeared to be spending on staff 'extras', but the company's breathtaking results and successes have spoken for themselves.

For today's organisations
Of course not all organisations have the money or resources to lavish on their employees in such a way, even if they recognise the potential benefits. Change is a slow business and different organisational models will work for different types of business. A large public sector organisation, for example, will always need to work in a more traditional and structured way than, say, a small Digital or creative agency.

But increasingly employers will need to bow to pressure from their mobile and increasingly savvy staff - low cost options for boosting morale include removing office dress codes, allowing flexible working, some working and flexible benefits packages. One thing is for certain, the next generation of workers will only expect more of this flexible and engaged approach and the working world in the next 50 years is likely to be unrecognisable to the one we know today.

This article was written by Mike Idziaszczyk from Business Psychology company Pearn Kandola. For more of Mike's writing please visit the Pearn Kandola blog.