Gartner Predicts by 2028, Organizations That Establish Continuous Work Redesign as a Core Capability Will be Twice as Likely to Sustain AI-Driven Work Transformation

Organizations that establish continuous work redesign as a core capability will be twice as likely to sustain AI-driven work transformation by 2028, according to Gartner, Inc., a business and technology insights company.

AI rapidly changes how work gets done, but organizations are struggling to keep pace. To succeed, they need to establish dynamic redesign as an ongoing operating discipline. Gartner defines dynamic redesign as the organizational capability to continuously redesign workflows, decision rights, jobs and talent deployment as AI capabilities, business priorities and execution realities change. Rather than relying on periodic transformation initiatives, organizations must embed continuous redesign into how they operate every day.

“Due to AI, the pace of organizational change is increasingly misaligned with the speed at which work is changing,” said Caroline Hewings, Sr. Director Analyst in the Gartner HR Practice. “Dynamic redesign gives organizations a repeatable way to continuously adapt workflows, decision rights and talent deployment as technology, business priorities and workforce needs evolve.” 

Traditional process maps describe how work is intended to occur; AI-enabled visibility reveals how work is actually performed. Value is realized when organizations use those insights to continuously redesign work.

“As AI increases the complexity, speed and variability of work, organizations need greater visibility into how workflows are executed across people, systems and AI technologies,” said Hewings. “Continuous visibility helps leaders identify bottlenecks, inefficiencies and improvement opportunities in real time rather than through periodic assessments.”

To achieve continuous visibility, organizations should leverage:

• Process intelligence to provide end-to-end visibility into workflows across systems
• Process and task mining to understand how work is actually performed at a detailed level
• Agent monitoring to track and govern AI-driven execution and decision making

Organizations should use what they learn from day-to-day operations to improve workflows and help people and technology work together more effectively to achieve better results.

While AI reshapes jobs and responsibilities, organizations must redesign talent strategies around adaptability, enabling employees and managers to continuously learn, reskill and adjust as work evolves.

At an organizational level, this requires moving beyond static workforce planning and traditional job structures and adopting more flexible approaches to talent deployment, development and performance management.

To support dynamic redesign, HR leaders should prioritize talent mobility, continuous learning and work-planning approaches that enable organizations to rapidly redeploy skills and capabilities where they are needed most.

"Organizations that succeed in the AI era will not be those that redesign work once and consider the job done," said Hewings. "They will be those that build the capability to redesign work in real time as technology, business priorities and workforce needs evolve."