As AI, automation and hybrid work models mature, the future workplace is shifting from location-centric to data-centric. In this interview, Walid Issa, Senior Manager, Solutions Engineering for the Middle East and Africa at NetApp, explains how unified data infrastructure, AI fluency and outcome-based leadership will redefine productivity, skills and employee experience over the next decade.
How will AI and automation redefine job roles, productivity, and workforce structure over the next decade?
Across industries, AI and automation are moving beyond early experimentation into measurable business impact not just cost cutting. Recent global research finds that organisations with mature AI infrastructures achieve 24.1 % better revenue performance and 25.4 % greater cost savings than peers with less-developed AI readiness, underscoring how AI can improve decision-making, efficiency and outcomes.
From NetApp’s perspective, this evolution will reshape roles so data-centric tasks are increasingly automated, enabling teams to focus on strategic work supported by AI-enabled insights, governance and collaboration. A foundation of unified, cloud-smart data infrastructure is essential to turning automation into productivity gains.
What is the optimal balance between remote, hybrid, and in-office work for performance and culture?
NetApp’s perspective on hybrid work is rooted in flexibility enabled by technology rather than rigid location mandates. As work becomes increasingly data-driven, performance depends on employees having secure, seamless access to data and applications wherever they are. Hybrid models work best when organizations design intentional moments for in-person collaboration while relying on intelligent, cloud-connected infrastructure to support everyday productivity.
When teams are empowered with consistent access to data, tools and insights across environments, organizations can maintain strong culture, trust and performance without compromising flexibility.
Which skills will be most critical in the future workplace, and how should organizations approach continuous upskilling?
As organizations scale AI and automation, skills tied to data readiness, governance, and AI fluency will increasingly differentiate high-performing teams. NetApp’s Enterprise AI maturity research shows that only a small segment of companies have the necessary maturity across data governance and infrastructure to maximize AI value highlighting an urgent need for upskilling in data management, AI model lifecycle understanding, and hybrid cloud operations.
From a NetApp perspective, the most critical future skills center on data readiness, AI fluency, security, and cross‑functional collaboration. Organizations need talent that understands data governance, protection, and AI‑ready infrastructure, as these are the foundations of high‑value AI outcomes. Skills in secure, intelligent data management including ransomware‑resilient operations and hybrid‑cloud data mobility will also be essential.
On upskilling, organizations need to adopt continuous, role‑based learning tied to modern data platforms. Build internal academies and embed hands‑on training that strengthens data quality, security, and AI operational skills. Continuous learning in these domains supported by tools and training embedded into workflows will be essential as businesses shift from experimentation to production at scale.
How should leadership and management evolve to effectively lead distributed, multi-generational teams?
Leadership must shift from control of activity to orchestration of outcomes. NetApp’s emphasis on intelligent data platforms that unify security, governance and automation is a proxy for how future leadership will need to think: leaders must remove barriers to collaboration, curate data access and enable cross-functional alignment. This requires fluency not only in business strategy but also in digital strategy guiding teams to leverage data and AI to solve problems together, regardless of where they are located.
What technologies will be essential to enable secure, efficient, and collaborative digital workplaces?
As workplaces become more distributed and AI-driven, the technologies that matter most are those that remove friction without introducing risk. At a macro level, organisations need secure cloud platforms, AI-enabled automation and unified data environments that allow employees to collaborate seamlessly across locations while maintaining governance and resilience.
From NetApp’s perspective, data infrastructure plays a central role in enabling this balance. NetApp’s 2025 research highlights that organisations with consistent data services across hybrid and multicloud environments are significantly better positioned to support collaboration, protect against cyber threats and scale AI-powered workflows.
How can organizations improve employee experience while addressing burnout, mental health, and work-life balance?
Improving employee experience starts with reducing unnecessary friction in daily work and supporting wellbeing in meaningful ways. At a broad level, burnout is often driven by constant interruptions, unclear expectations and limited time for recovery and focus. Organisations can counter this by simplifying workflows, giving employees autonomy over how and where they work and intentionally building rest and flexibility into the work rhythm.
From NetApp’s perspective, this means not just investing in technology that makes work seamless and predictable, but also creating structured policies that protect rest and balance. For example, NetApp’s global wellness programs include initiatives like work-from-home expense reimbursement, No-Meeting Fridays to reduce meetings and cognitive load and Global Wellness Days where employees receive paid time off in recognition of their contributions. These initiatives are designed to help teams work more sustainably, focus on high-value work and maintain mental and physical wellbeing.
How will performance measurement and career progression change in a skills-based, flexible work environment?
Performance measurement will increasingly shift from activity-based metrics to impact and skills readiness. Research from NetApp’s AI maturity model indicates that organizations with advanced data and AI capabilities outperform peers in measurable outcomes a model that reinforces the value of skill depth in data stewardship, AI pipeline maturity and hybrid cloud optimization. This future workplace will reward employees who can navigate complex data ecosystems and deliver business impact, encouraging career progression anchored in demonstrable skills and outcomes.
What role will workplace culture and purpose play in attracting and retaining talent in a remote-first era?
In a remote-first era, strong workplace culture and meaningful purpose are vital for attracting and retaining talent. Employees increasingly seek organisations that prioritise belonging, growth, collaboration and clear values rather than just location-based perks. NetApp embeds these elements into its culture through values such as building belonging every day, acting with ownership and embracing a growth mindset, which support connection and innovation across distributed teams.
Initiatives like hybrid work models that focus on intentional collaboration help maintain trust, mentorship and shared purpose, factors that contribute to long-term engagement and loyalty.
How can diversity, equity, and inclusion be meaningfully embedded into future workplace models rather than treated as initiatives?
Embedding Diversity, Equity and Inclusion requires rethinking how technology and data support equitable access to opportunities. Tools like unified data platforms and automated governance can help eliminate bias in access to information, performance metrics and cultural norms by standardizing experiences and outcomes across distributed teams. NetApp’s focus on secure, policy-driven data infrastructure lays a foundation for creating consistent, fair access to tools and insights for all employees, regardless of role or location.
How should workplace policies and benefits evolve to meet changing employee expectations and societal norms?
Workplace policies today must prioritize flexibility, wellbeing and continuous growth to reflect how employees work and live in a hybrid, digitally enabled world. NetApp’s 2025 guidance emphasizes giving teams autonomy over where and how they work through its “Thrive Together” hybrid framework, which combines remote flexibility with intentional in-office collaboration to strengthen culture and connection.
Benefits are designed to support personal and professional wellbeing, including mental health resources, flexible time off, educational assistance and career development programs. By integrating ongoing feedback from employees and leveraging secure, cloud-enabled platforms, organisations can create policies that promote engagement, productivity and inclusion while meeting evolving societal expectations.
