IaaS growth in 2022 was stronger than expected

Press release Gartner

The worldwide infrastructure as a service (IaaS) market grew 29.7% in 2022, to total $120.3 billion, up from $92.8 billion in 2021, according to Gartner, Inc. Amazon retained the No. 1 position in the IaaS market in 2022, followed by Microsoft, Alibaba, Google and Huawei.

Cloud has been elevated from a technology disruptor to a business disruptor,” said Sid Nag, VP Analyst at Gartner. “IaaS is driving software-as-a-service (SaaS) and platform-as-a-service (PaaS) growth as buyers to continue to add more applications to the cloud and modernise existing ones.”

“IaaS growth in 2022 was stronger than expected, despite a slight softening in the fourth quarter as customers focused on using their previously committed capacity to its fullest potential,” added Nag. “This is expected to continue until mid-2023 and is a natural outcome of the market’s maturity. We expect an acceleration in 2024, as there is still room for plenty of additional future growth.”

In 2022, the top five IaaS providers accounted for over 80% of the market. Amazon continued to lead the worldwide IaaS market with revenue of $48.1 billion and 40% market share (see Table 1).

Table 1. Worldwide IaaS Public Cloud Services Market Share, 2021-2022 (Millions of US Dollars)

2022Revenue2022 MarketShare (%)2021Revenue2021 MarketShare (%)2021-2022 Growth (%)
Alibaba Group9,2817.79,0609.82.4

Source: Gartner (July 2023)

Microsoft followed in the No. 2 position with 21.5% share, reaching over $25 billion in IaaS public cloud revenue in 2022. Microsoft’s software-first strategy continued to support its IaaS growth as customers required more cloud capacity to support automation, advanced analytics and digital workplace capabilities.

Alibaba Group again held the No. 3 position with 7.7% market share, although with modest 2.4% year over year growth. While Alibaba continued to lead the IaaS market in China, its limited potential for expansion across global markets has slowed growth, driving its recent decision to spin off its Alibaba Cloud business into a separate entity.

Google saw the highest growth rate of the top five IaaS vendors, growing 41% in 2022 to reach over $9 billion in revenue. Google’s increased investment in sovereign cloud and expanded sales and marketing partner programs helped to broaden its customer base and drive additional IaaS revenue.

Huawei rounded out the top five IaaS vendors with 4.4% market share and $5.2 billion in revenue for 2022. Since its 2020 pivot to an increased focus on cloud, Huawei has been steadily growing its IaaS revenue in China and emerging markets.

Generative AI will continue to drive the cloud market forward, particularly as hyperscalers look to support offerings beyond the existing, democratised generative AI solutions,” said Nag. “As enterprises integrate generative AI into their technology portfolio, new markets and opportunities for cloud hyperscalers will emerge related to sovereignty, ethics, privacy and sustainability.”

Managers: Don’t Neglect Your Own Career Development

As a manager, it can be easy to overlook your own growth when there are so many demands on your time and attention. But it’s important to make time for your own development as you juggle the daily responsibilities of managing a team. Here’s how to ensure you’re not prioritizing your team’s future at the expense of your own. First, share your personal goals openly with your team. Not only will being transparent about your development plan allow you to lead by example, but it will also establish some accountability for you as you move forward. Next, consider setting up development sessions with peers in your industry. These workshops will allow you and your fellow leaders to step outside your bubbles, swap valuable knowledge, create new connections, and learn together. Finally, find ways to grow in the daily flow of work. You don’t necessarily need to take a course or attend a conference to develop new skills and knowledge. Regularly ask your team for feedback and set aside some time each week to reflect on your performance, identifying small ways you can improve on the job.
This tip is adapted from “How Managers Can Make Time for Their Own Development,” by Helen Tupper and Sarah Ellis

Wat met het ’welbevinden’ in het bedrijf ?

De wereld, de arbeidsmarkt, onze huidige samenleving is post-Covid in volle evolutie. Klimaatverandering kan zowel directe als indirecte gevolgen hebben voor het welzijn van de werknemers bij de uitvoering van hun werk.

In verschillende sectoren en op diverse beleidsniveaus tekenen zich nieuwe productiepatronen af. Aangezien er dan nieuwe risico’s ontstaan, is het nodig preventieve maatregelen aan te passen aan die nieuwe realiteit. Daarnaast ontstaan meer atypische arbeidsvormen, waarbij het bv. niet meer duidelijk is of personen nog een werknemersstatuut hebben of waarbij werknemers steeds meer werken buiten de invloedsfeer van de werkgever.

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Why silos don’t work

A leadership fable about destroying the barriers that turn colleagues into competitors

Pat Lencioni the editor of Silos, Politics and Turf Wars tackles a prominent symptom of corporate frustration: silos, the invisible barriers that separate work teams, departments and divisions, causing people who are supposed to be on the same team to work against one another. According to Pat, silos—and the turf wars they enable—devastate organizations by wasting resources, killing productivity and jeopardizing results.

Silos, Politics, and Turf Wars provide leaders with powerful advice on how to eliminate the structural obstacles that derail organizations. Urging leaders to provide a compelling context for their employees to work together, Pat Lencioni’s model gives leaders a simple tool for enabling clarity, unity and alignment in their organizations.

Timeless management literature published in 2006. ISBN 9788126508563

The rise of AI and the green transition will transform the way we work Future of Jobs Report 2023

The World Economic Forum’s Future of Jobs Report is a snapshot of the world of work now, and a look into where we are going. The latest edition comes as we are still digesting the impact of the COVID-19 pandemic and as we all become aware of the massive impact that Artificial Intelligence is likely to have on pretty much every job humans do.

he Forum Managing Director Saadia Zahidi sets out the highlights of the report, and Jeff Maggioncalda, CEO of online learning company Coursera talks about the skills we will all need in this rapidly changing world.

More on the Future of Jobs Report: https://www.weforum.org/reports/the-future-of-jobs-report-2023

More on the Growth Summit: https://www.weforum.org/events/the-growth-summit-jobs-and-opportunity-for-all-2023

Source: World Economic Forum

How to Say No to More Work

Saying no when your boss or a colleague asks you to take on additional work can be uncomfortable. But there are graceful ways to turn down a request when you simply don’t have the bandwidth for more responsibilities. Here are some ways to say “no,” including sample language.

Give a clear reason.
 Try something like: “With my current workload, I don’t think I’ll be able to meet the expectations you have for this project.” If the person making the request is your manager, you might ask them to help you shift your current priorities to make room for the new work.

Reframe the opportunity. You might say: “Since this project is outside of my typical responsibilities, I’m not sure I’ll be able to deliver high-quality results in the desired timeframe. However, if you accept that I’d need a little extra time to learn on the job, I’d be happy to take it on.

Explain why your “no” is in everyone’s best interest. Point to the broader context by saying: “While this sounds like a great opportunity and I’d love to say yes, if I devoted five hours a week to this project, my other work would suffer—and my teammates would have to pick up the slack.”

Source: Harvard Business Review

This tip is adapted from “Work Speak: How to Say ‘No’ to Extra Work,” by Vasundhara Sawhney

Don’t Be Afraid to Use Humor at Work

Work can often feel like a humorless endeavor. But research shows that leaders with a sense of humor are seen as more motivating and admired than those who don’t joke around. Their employees are more engaged, and their teams are twice as likely to solve creative challenges. If you want to inject some levity into the day, you can start by understanding four different types of humor styles:

The Stand-Up: bold, irreverent, and unafraid to surprise people (without being inappropriate or mean)

The Sweetheart: earnest, understated, and someone who lightens the mood

The Sniper: edgy, sarcastic, nuanced — master of the sharp observation

The Magnet: expressive, charismatic, and easy to make laugh

The more you understand everyone’s styles (including your own), the easier it will be to read the room and know when to drop that perfectly timed punchline. You can also play around with humor in everyday communications, such as out-of-office replies and email sign-offs. While it’s an extremely challenging time in the world right now, weaving some humor into the day may help you and your employees get through it.

Source: Harvard Business Review

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Foster Friendship on Your Team

Whether your team is fully in person, all remote, or hybrid, a workplace that encourages friendship is good for employee morale, productivity, and retention. How can you build a culture that fosters friendship?

Establish a buddy system. Pair up each new hire with a veteran employee as a part of their onboarding—and make sure they meet regularly. Not only will an assigned buddy help new employees learn the ropes faster, it also gives them a connection through which they can meet other colleagues who can become friends down the road.

Increase face time. The best way to develop a real connection with someone is to see and hear them—even if it’s on Zoom or FaceTime. Encourage your team to talk more and email less.

Encourage jam sessions. When people share a common goal and make something together, they form a connection. Look for opportunities for your employees to collaborate and innovate freely.

Don’t force it. You can’t make people be friends—but as long as the opportunity for friendship is there, you’ve done your job.

Source/ Harvard Business Review

This tip is adapted from “The Power of Work Friends,” by Jon Clifton

How To Tackle Unconscious Bias In Your Workplace

Collectively, we can open our eyes wider to improve productivity, morale, collaboration and much more.

Source Forbes Magazine

Unconscious bias is sneaky. As much as we desire to be free of biases, they have a way into our thoughts and behaviors. But as leaders, it’s our responsibility to keep them in check. This is an extraordinary burden for people tasked with hiring, maintaining and upskilling employees; however, it can also be a privilege. Taking the time and effort to really see potential in all people is a gift that can transform workplaces, families, communities and society. But how do we tackle this responsibility? With time, care, a little neuroscience and a commitment to success.

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