Future of work strategy maturity
Your work organisation, placed on a maturity scale and turned into a roadmap.
10 themes, a 5-level scale. And the action that moves each level to the next.
The framework’s 10 themes, already written from L1 to L5. One company, one business unit, or 300 at once.
Future of work strategy maturity
10 themes, 5-level scale.
Nordhavn Industries
53 / 100
They measure their maturity with Datamensio
An example
This could be your situation.
Take one company as an example: three sites, three spreadsheets, no shared answer.
Nobody can consolidate.
Nordhavn Industries, 2,400 people in Hamburg, Lyon and Porto. A client asks where the group stands. Each site answers in its own spreadsheet, with its own scales.
Three weeks, a single base.
One Datamensio maturity framework · Future of work (5-level CMMI scale) assessment launched across all three sites at once, from the managers’ interview notes. The framework was already written, its 10 themes and levels L1 to L5 too.
Two costs avoided before being committed.
A score of 53 out of 100, with the gap concentrated on three themes. The AI companion spotted that two actions duplicated those of another audit. The committee report took one sentence to request.
What it saved them
- 3sites measured on the same base, instead of three questionnaires to reconcile
- 2duplicate actions caught before the spend
- 1committee report, with no manual rework
These figures are an example. They could be yours.
The standard imposes processes. Datamensio says where you stand.
01
The framework is already written
Themes, questions and levels L1 to L5, all written. You do not start from an empty spreadsheet.
02
The score lands the same day
Online, by self-assessment link or in interview. Theme by theme, comparable over time.
03
The gap becomes a costed plan
Every step up carries its action. The AI prioritises on expected effect, not on the order of the standard.
04
Progress can be demonstrated
Campaign after campaign, against your target and against your own past. That is what your board asks for.
The maturity scale
One level, the next, and the action that links the two.
It is this mechanism, one level, the level above, and the action linking the two, that turns an observation into a trajectory.
Does the organisation anticipate the skills it will need over a three-year horizon?
- N1
No anticipation exercise at all. Skills needs are dealt with at the point of recruitment or departure.
- N2
A few departments have drawn up a list of critical skills, in different formats and without consolidation.
- N3
A shared, up-to-date map exists and feeds the skills development plan across all business units.
- N4
Gaps between skills held and skills expected are measured by role, with internal reskilling pathways tracked by indicator.
- N5
The map is revised at every significant change in activities, including the arrival of AI tools, and training investment decisions are made on this basis.
Action to move from L2 to L3
Consolidate existing lists into a single map by job family, get it validated by the leadership committee at the annual HR review, then link it to the skills development plan for the following year.
« With Datamensio, we meet our objectives far more efficiently. The ERDF inspection services and our supervising ministry particularly appreciated an approach that gives them reliable data. »
Director, CCI 94CCI Île-de-France
« We believe this is the most suitable solution to scale our transformation project and measure impact according to our needs. »
Maja SucekChief Operating Officer, Interreg Danube
Rarely on its own
Frameworks combine. Put several together to cover your business, or have the AI write yours.
Take your first measurement
What this framework covers
The framework assesses an organisation’s strategy on the future of work, that is, how it anticipates and organises changes to work itself: modes of presence and collaboration, mapping and renewal of skills, the place of digital tools and AI in daily activities, employment forms used, workspace design, management practices, social dialogue. This is not a certifying framework. It is a measurement tool: where the organisation stands, where it wants to go, and which actions get it there.
This subject is hard to steer because it is shared. HR holds the skills, IT holds the tools, business units hold the actual organisation of work, facilities hold the spaces. Everyone moves forward, nobody holds the full picture. Concrete questions often go unanswered in any documented way: on what data is the number of on-site days decided? Who has formalised the skills the business will need in three years? When a task is taken over by an AI tool, who decides what happens to the freed-up time?
One confusion comes up repeatedly: reducing the future of work to remote-working policy. Remote working is only one parameter, and often the most visible one because it’s the most talked about. Organisations that make progress work first on activities: which tasks are changing, which skills are becoming critical, how management assesses a contribution it no longer sees continuously. The arrival of generative AI in administrative roles has made this shift clearer, without in most cases being matched by a review of skills frameworks.
A maturity assessment answers a different question from a descriptive stocktake. A stocktake states what exists. The assessment places each practice on a progressive scale: practice absent, isolated initiative, deployed scheme, measured scheme, scheme revised in light of results. Each level has a corresponding action that moves it to the next. The score is not a mark: it is the starting point of a transformation programme, comparable over time and across business units.
In Datamensio, the framework is ready to use and you can adapt it. AI adjusts the themes, rephrases the questions in your organisation’s own vocabulary and refines the levels according to the CMMI method. It can also build a variant from your own documents: remote-working agreement, skills framework, HR strategic plan.
Reference standard: Datamensio maturity framework · Future of work (5-level CMMI scale)
The themes assessed
Vision and governance of the subject
Existence of a formalised future of work strategy, executive sponsorship, steering body, alignment with the strategic plan, identified budget.
Organisation of hybrid working
Presence rules, decision criteria by activity, fairness between eligible and non-eligible roles, measurement of usage, periodic review of the scheme.
Skills anticipation
Mapping of skills held, identification of skills that will become critical over a multi-year horizon, internal reskilling schemes, mobility, tracking of gaps.
AI and automation of activities
Inventory of tasks affected, framework for using AI tools, support for teams, decisions taken on freed-up time, redefinition of roles.
Management practices
Remote management, assessment by contribution, autonomy granted, manager training, running dispersed teams.
Workplace and spaces
Fit between spaces and observed usage, employee equipment, quality of collaborative tools, accessibility, travel footprint.
Employee experience and engagement
Listening to teams, handling of signals gathered, remote onboarding journeys, sense of belonging, workload and boundaries between professional and personal life.
Employment forms and work ecosystem
Use of contractors and freelancers, integration of external workers into teams, management of non-employee skills, contractual and social framework.
Social dialogue and legal framework
Involvement of employee representatives, current agreements and their updating, compliance of schemes, traceability of decisions.
Measurement and improvement
Indicators tracked, frequency of reviews, comparison across entities and over time, revision of the strategy in light of results achieved.
A short version of the framework is available for the online self-assessment.
Frequently asked questions
Does this framework lead to certification?
No, and that is not its purpose. The future of work is not overseen by any certifying body. The assessment measures the maturity of your practices to build a transformation programme and track its progress.
How is this different from an employee survey or engagement poll?
A survey captures employee perception at a given moment. The assessment evaluates the schemes themselves: what is formalised, deployed, measured, revised. The two complement each other, and survey results usefully feed several themes of the framework.
How long does the assessment take?
The short version takes around thirty minutes for a manager familiar with the scope. The full version, run collaboratively with HR, IT, business units and the workplace team, typically spans one to two weeks, with most of the time spent on data collection.
Can the framework be adapted to our organisation?
Yes. You can change the questions, levels and themes, or start from a blank slate. AI can generate a variant from your agreements, your skills framework and your HR strategic plan. You retain full control over the framework.
How can several business units be compared?
Each entity completes the same assessment and its score is comparable, by theme, with other entities and with its own past results. A cross-cutting roadmap consolidates the assessments and groups common actions rather than duplicating them.
Is the action plan costed?
Yes. Every gap between the score and the target generates an action, and the service catalogue offers a solution for each action, with its cost, timeframe and impact on the score. AI groups these into a prioritised roadmap.
Where is the data hosted?
In France, with OVH, backed up at Scaleway. No transfer outside the European Union. The AI models used can be selected, including from European providers.