It’s a green pasture for talent as hiring has gone up tremendously in most sectors and the war for talent is back in focus with competitive compensation packages. Organizations that were letting go and furloughing last year have reset their business processes and are back to wooing talent, the tide seems to have turned.
However, talent today is very aware and cognizant of the reality that organizations can and will let go of them in turbulent times. The survival mindset and transactional relationship have become a two-way street for both employees and employers.
In this new ecosystem, is it even authentic for organizations to talk of careers, loyalty, and retention with their people? Its time to shift to a new paradigm of talent engagement – focused on the NOW
What does “focused on the NOW” look like when Inclusion, compassion, wellness, flexibility, social responsibility et al have become basic must-haves of work culture across sectors.
The answer lies in adopting a gig mindset in full-time roles.
Individualization is at its high point more than ever; leaders and managers would do well to start focusing on unique drivers and individualize the way they connect with their people. The intent needs to shift as well, it is not about retention anymore, it is about
How we can work together to contribute in a way that is fulfilling for the individual, team, and the organization at this point in time and immediate future.
Building an agile ecosystem that helps people learn, thrive, and perform. Create & ensure opportunities for internal movements within the enterprise across all job levels.
Barring unethical practices and misdemeanors; facilitate a culture that opens to individual vulnerabilities and doesn’t victimize for making decisions that don’t exactly align to organizations expectations like wanting to move out of the team, taking a sabbatical, learning a completely different skill, or even parting ways.
How can leaders make this shift? It starts with listening, facilitating, and letting go! – being fully present in every interaction with the intent to understand said and unsaid needs/aspirations; co-create a feasible path forward that is a win-win for both employee and employer; be comfortable parting ways ungrudgingly if solutions don’t work.
Why is it so much more important now? In an economy & life that is changing at a pace that is faster than the blink of an eye, leaders can no longer promise benefits, demand loyalty nor alienate talent that doesn’t comply. By embracing a gig mindset that we have come together for a particular purpose NOW, all stakeholders can focus on contributing their best today and be flexible about what the future holds.
Organizational processes, policies, and programs also need to align with this paradigm. Relevant experience & skill-based hiring which does not emphasize historical degrees and institutional tiering, real-time feedback and performance evaluations, agile compensation models with base pay and project-based bonuses/payouts, talent rotation, and rewarding learning agility are some of the strategic shifts to consider.
To sum up, focusing on the current talent drivers and adopting a gig mindset is key to propel enterprises forward in the present hyper-VUCA world.
Would you agree? What is your perspective…