To survive and thrive, to be successful into the long term, you need to be able to generate and regenerate talent on a continuous basis
After 18 months of the pandemic, there had to be, and there has been a transformation, especially where businesses are concerned. The way of living, and that of working, will undergo a massive change in the years to come.
The workplaces have already changed, to say the least, and there has been a big impact on how businesses are functioning these days and will do in the future. Digitalisation and technology have taken over and, be it small or big, every business has been left with no choice but to embrace this change and move forward.
There is need to focus on digitalisation and upskilling, and for the leaders to adapt and embrace the new ways of working so that the efficiency and productivity, both go up as everything will depend on ….How smooth this transition is…
Supporting and utilising talent in order to benefit organisation has always made good business sense.
Nurturing talent can have a positive impact on company culture, growth and commercial success through creating an engaged and committed workforce. The results of low engagement, such as increased staff turnover, low productivity and poor performance can all be massively costly.
By inspiring employees and encouraging their growth, companies can future proof their business and create their leaders of the future. Developing and supporting talent from the moment of hire offers massive returns on both time and financial investments.
In a post-pandemic world, competition for top talent has become more significant than ever, with Companies like Microsoft reporting that 40% of employees surveyed were planning to leave their current employer. The job market is reaching a period of flux as employees have higher expectations and with demand for certain roles growing at an exponential rate. Businesses needs to do more – not just to attract talent, but to retain and develop existing teams.
Some practical steps on how we can engage, retain and develop talent in a post-pandemic landscape.
- Create an irresistible Company Culture and building it outside the building
- Foster Positive team relationships
- Nurture Leadership and future Leaders
- Focus on critical skill development
- Learning and growing – Reskilling plays in helping close talent gaps
- Managing and Rewarding performance
- Talent is geographically unleashed has both a boon or a bane for the employers
- Finding and hiring the right people in virtual environment – Dependence on technology becomes extremely high
- Tailoring employee experiences – Customization plays an important role
Culture is critically important to company success and when cultures are more effective, organizations see payoffs in revenue growth, retention, stock price and net income.
But culture has taken a hit since the pandemic, and business leaders have increased their focus on culture and their concerns about culture. It seems to be deteriorating since people have been away from the office.
The hybrid workplace is nothing new, but it’s coming at a tumultuous time—and many companies are finding what works and what doesn’t work for them. Depending on company culture, there may be some tactics that need to be adjusted to fulfil the need.
Some important factors if considered, than organizational can ensure productivity and preserve culture in a hybrid environment
- switching from “hours worked” to milestones and deadlines
- Utilize a consolidated communication and collaboration system.
- Embed Technology and digital fluency
- Encourage team engagement, exercises and shared goals
- Frequently check in with employees to ensure that they are getting what they need to get
- Build trust between employees and management. Micro-managing simply doesn’t work
- Have processes in place to govern communication, internally as well externally
There are a lot of unknowns about what the world will look like post-coronavirus, but one thing is certain – life won’t return to how we once knew it. But that doesn’t have to be a bad thing.
A report by Deloitte Access Economics considers two-thirds of all jobs by 2030 will be made up of soft-skill-intensive occupations, so developing and enhancing these is key.
Important skills to develop:
- Leadership – Having good leadership skills is not strictly about supervising or managing others. Instead, it’s about communicating your strategy and vision while encouraging others and embracing feedback from colleagues and superiors. Being self-aware and holding yourself accountable is particularly important during these challenging times.
- Flexibility & Adaptability
- Digital Proficiency
- Communication & EI
- Creativity & innovation
- Critical Thinking
- Collaboration
- Self-Development
The COVID-19 pandemic threw employers and employees into chaos and uncertainty, with no clear end in sight. HR operated in crisis mode for much of 2020 and the first half of 2021, figuring out how employees could work from home, trying to provide extra mental and physical health support, and working more than ever on C-level strategies for keeping their organizations functioning
As the dust continues to settle and companies adjust to a new normal, the role of HR has fundamentally changed. HR needs to drive these changes while helping provide competency & social support to talent
- Increase in remote working
- Expanded Data collection
- Contingent workforce expansion
- Expanded employer role as social safety net in employees financial, mental and physical well being
- Separation of critical skills and roles
- Greater career development support to employees in critical roles
- De-humanization of employees by creating a culture of inclusiveness
- Emergence of new top tier employers
- Transition from designing for efficiency to designing for resilience
- Increase in Organization Complexity – As organizational complexity complicates career pathing, providing reskilling and career development support
- Accelerated need to enhance skills – COVID-19 has accelerated the adoption of fully digitized approaches to re-create the best of in-person learning through live video and social sharing
In the entire game, the role of Government is limited but still lot can be done…
- Promote & recognize e learning/e pathshala /e workshops & hubs
- Promote R&D projects for developing creativity & innovation
- Promote Start up’s to create jobs & learning opportunities
- Promote Capacity Building Programs like UDAAN & PDOT
- Promote Technology at a lower cost to make it accessible
- Skill Development under PMKVY & NSDC program
- Upgrade Academic curriculums to make it Job Oriented
- Recognize private institutions program like program offered by Up grad/ Byju’s
- Sanction Grants for Development, Schemes & Initiatives
Post Pandemic it is important to provide social structure by :
- Promote Social & Economic transformation program driven by digital industry revolutions – Investment lead recovery
- Short Term Relief Plans to deal with emergency /critical situation
- Liquidity to the Business to ensure continuity/sustenance
- Encourage stakeholders to plan Inclusive Recovery
- Provide Network to deal with Individual Health & Wellbeing
- Safety of jobs – Protection from job losses/pay cuts/holding of increments etc
- Mechanism to avoid fake news & misinformation as it causes lot of stress… Need for more & more open communication
- Jan 30, 2022
- Posted by: Deepak Bharara
- Categories: Articles, Wisdom
