Working closely with c-level executives we see the need for leaders to take measures which ensure agility in their approach when in charge of shaping the future workforce at their organisations. Within the last two decades, we’ve seen leaders deal with a global pandemic, sky-high inflation and geopolitical crises. These events and more have created shifting challenges to navigate their teams around, over, and through.
With these challenges facing leaders across the board, previous tactics and process will no longer do, and instead there is a need for adaptability.
A pulse survey, conducted by Korn Ferry which polled more than 4,000 organisations on their post-COVID workforce expectations and found:
75% of companies expect to operate more virtually
47% plan to sharpen the way they communicate with their people
36% will rely less on temporary workers
The most successful leaders are those that have customised change for their particular workforce, redefined their work cultures in ways that grab people's attention, keeping them engaged and nurturing their desire to collaborate on impactful work.
Furthermore, their findings lead them to suggest that companies should seek new approaches that accomplish the following:
Challenge your people with complex projects that require collaboration
Trust workers to find creative, agile ways to solve problems
Allow individuals and teams to thrive in new structures
Recognise employees' need to balance productive work with a fulfilling personal life
Reflect the objectives of the leadership team, the people, and the everyday world we live in
We recommend asking yourself these questions when planning your future workforce strategy:
Do you need individuals with specific skills, behaviours, and experiences in order to succeed?
What are the responsibilities of the role itself, and how can the new framework facilitate employees' growth and development? Do you think your employees' responsibilities will change as part of Digital Transformation and Artificial Intelligence (AI)?
What is your strategy for promoting collaboration? To ensure your teams excel, collaborate, and thrive, what flexibility are you looking to allow? Are you able to redesign work currently done within silos to make it truly inclusive?
Is there a specific time your employees are expected to work? Would you be able to sustainably flex responsibilities and schedules in a way that supports work/life balance as well as making sure that the work gets done?
Where should your employees be based? If employees consistently perform well away from the office, what role could a remote strategy play? Is it possible for everyone to benefit from a flexible hybrid model?
We work with a variety of organisations from multinationals to VC-backed start-ups and therefore would be happy to discuss your organisations future of work strategy and where we may fit in to support your hiring needs. Contact us today: firstname.lastname@example.org