Frontier Watch: Work Units at the Edge

Work is being unbundled from jobs into modular units

Organisations are starting to treat work as modular units rather than fixed jobs. Across 2025 and 2026, the skills-based operating model has gained momentum: firms deconstruct roles into discrete tasks and outcomes, then match each to the best available skill, human or machine, rather than to a title. Analysts describe this as workforce pixelation, and Deloitte and others now frame the shift as moving from jobs to skills to outcomes. The static job container is being broken into reconfigurable work units.

Early movers in banking, telecoms, and professional services now run internal talent marketplaces that assign people to tasks across the enterprise rather than only within their department, paired with skills data that shows which capabilities they actually hold. The job has been the basic building block of organisations for a century, so unbundling it touches pay, hierarchy, and identity all at once — few organisations have moved beyond pilots, because the surrounding systems still assume jobs.

This is a D5 shift: the unit of organisation itself is changing

This belongs to D5, Digital Workers and Workspace, where the unit of organisation itself changes. As work units replace job containers, transformation leaders can reconfigure capability quickly and route tasks to people or agents as the work demands. Watch the operating model, not just the org chart, become the thing you redesign.

Pilot work-unit unbundling now to reconfigure your workforce at speed

If you design how transformation reshapes the organisation, modular work units are a frontier worth claiming. Pilot the unbundling of a few critical roles into work units now, and you build the muscle to reconfigure your workforce at speed while competitors stay locked into rigid structures.