The Future of Work Will Be Community-Driven & Accountable
A look into how Web 3.0 is driving us beyond connections and openness, into the realm of meaning and accountability.
The social web (Web 2.0) was about connection and transparency. The spatial web (Web 3.0) will be about meaning and accountability.
As issues of trust continue to grow online, it will become increasingly important to determine truth. According to the Edelman Trust Barometer for 20201:
“We observe a significant divide in trust in technology between developed and developing markets. Technology has now fallen below 60 percent trust for the first time in the U.S., France, Japan, and the UK. Meanwhile, technology retains its high trust position in such developing markets as Indonesia, India, China, and Mexico. In the U.S., technology is now the ninth most trusted sector, dropping from the top position last year.”
The Trust Machine
The release of the Bitcoin blockchain was a first step in helping to turn things around, especially when it came to determining truth (see mention of “The trust machine” from The Economist below).
The second signal was the consumer-driven cultural shift around the concept of “ownership” with NFTs.
The next step may very well be in the realm of work verifiability.
As we move into this latter phase, how we show or prove work will require another paradigm shift based on on-chain capabilities.
From Goals & Tasks, To Commitments & Micro-Commitments
At Honā, an accountability platform for Web 3.0, we believe the future of work will be community-driven and accountable. Goals will be commitments and tasks will be micro-commitments. Both will be processed as on-chain micro-payments, with the data itself stored within the transactions.
At first, people will have this as an optional feature (this is what we currently offer within Honā). But over time, we believe people will see the storing of data on-chain as being the default behavior. Why? Because they will see the benefit of being able to prove work in this type of manner, if they can also own their own data while preserving their privacy (not to be confused with anonymity).
As an individual stores their work on-chain, they will be able to move between platforms seamlessly, while still retaining ownership (or shared permissions) of their work. This could then be used for personal skill-building, updating professional CVs accurately, or even leveraging past work towards online courses or certifications (so no need to redo things that you may already have proof of doing).
Managers & Executives
For this type of future to work, managers and executives would also be expected to record their commitments on-chain, leaving a record of their own words and allowing peers to use as reference.
If they decide to “stake” more money towards a commitment, this would show the level of commitment that manager has towards a goal. Psychologically, this forces one to think harder about the goals being set. The more they put in, the more confident they may be. The less, the less confident.
This could then be used to determine one’s own goal-setting abilities. This basic goal-setting skill is still undervalued by many organizations around the world, but is the cause for a lot of tension and unrealistic expectations. The more you can learn about how well you can set goals for yourself or team, the better you can become at it.
The Role of Community
As the world moves towards more remote work, thanks to Covid and the global pandemic of 2020, employers are beginning to be relied upon to create a sense of community or “vibe” without being physically present. We can see this as new job titles emerge such as Vibe Manager (to replace the traditional Office Manager).
We’re also seeing this in the NFT (Non Fungible Tokens) and DAO (Decentralized Autonomous Organizations) spaces. Check out this group called “Vibeheads”:
Those who understand how to create these “vibes” online or in virtual spaces will know how to keep workforces engaged as well. While it may all seem like fun and games, this “gamification” is what is permeating all levels of society online. And as we move more and more into the virtual realms, employers will be expected to know how to create that sense of community regardless of geography.
Community Intelligence vs Madness
It can be argued that crowds (and communities) can either glean intelligence or madness. Public spaces like Twitter are filled with examples of both, but human beings are always providing this constant paradoxical behavior. As such, when increased accountability starts to make its way into the workforce, it will need to have the following as a minimum:
- Focused action (e.g. chatter managed via specific channels, updates via commitments)
- Culture of learning over just punishment (so that the accountability doesn’t drive behavior towards not wanting to publish anything online)
- Crowd-driven predictive linguistics (to capture communal intelligence, while reducing madness transparently)
With “community” being a hot topic in 2021, we expect this to evolve even further as ecosystems like the Metaverse expand our concepts of “community” and reality lines become blurred. And with companies like Facebook switching its brand name to Meta, these are the type of social signals to pay attention to in terms of the convergence of community and accountable technologies like blockchain.
As reality lines blur between the real world and virtual, determining truth will become increasingly important, especially at work. Our team at Honā has observed thousands of users over the years, and are building foundations towards a future where workers and learners will balance transparency with accountability, on-chain. We look forward to this accountable, yet dignified, future.
Learn more about Honā at www.hona.io.