Turbulence surrounds both today’s workforce and workplace. The workforce and workplace of tomorrow will be very different from those of today. Organizations need specific skills and attributes from members at all levels of the workforce. Employees will have markedly different needs and preferences based on their experiences, culture, ethnicity, and education. Yet many organizational leaders continue to think and act as if today’s organizational structures, processes, hierarchies, and networks will have perpetual relevance – or at least don’t require modification any time soon. Read on to learn six ways to modernizing your Workplace and Workforce.
- Refresh your organization’s Employer Value Proposition (EVP). Every organization has what’s known as an “employer value proposition,” a unique set of values and attributes that communicate the organization’s image – for better or worse — to its target audiences. Organizations that have invested time, effort and energy toward building a strong, positive EVP — essentially their human-resources brand — are finding that the benefits are greater than they may have thought, providing them with “a first-pick advantage” over other employers.
- Cultivate a Healthy Workplace Culture. Attempts to shape a culture require activating a vision of what is preferred and being relentless in pursuing that vision. The goal is a culture that is constantly evolving, with leaders learning from shifting circumstances and employees who don’t merely buy in but instead “join in.” Workforce members are poised and nimble, they embrace uncertainty and opportunities, and they recognize that change is not an event but a process.
- Transition away from a seniority-based environment to performance-based. What drives younger employees crazy is the myth that seniority translates to competence. This relic from the past must be discarded immediately and in its place a renewed emphasis on performance as the primary predictor of one’s ability to be promotable.
- Revolutionize your approach to Recruitment and Selection. These days, it’s hard to overestimate the value of social media in the hiring process. Sites like Facebook and LinkedIn have emerged as more important than agency hiring websites and seem poised to overtake them as the primary focus for prospective job-seekers. Nevertheless, your hiring website still should offer job-seekers a comprehensive view of your organization and culture in an easy-to-view format. The same goes for job announcements. The world is crawling with smart, skilled, zealous people who won’t be remotely interested in your organization if what you provide as a job announcement is the kind of utterly dull description that’s still far too common for government. Use more of a social-marketing approach that offers a powerful message: Join our organization and realize your potential.
- Employee development: Progressive organizations realize that in today’s workplace job candidates and current employees are seeking an employer who will invest in learning, training and skills development to elevate employee performance and improve organizational effectiveness.
- Experiment and Innovate. A safe way to avoid making mistakes is to never try anything new. Moving from task-centric to results-centric requires a modification from the phrase “lather, rinse, repeat” to one that supports an “experiment, rinse, repeat” mindset. Like farmers who make soil fertile for seeds to take root and grow, leaders cultivate a workplace open to growth. They emphasize smart risk-taking in their pursuit of disrupting the status-quo mindset of: “We’ve always done it that way.”
If you keep doing what you’ve always done, you’ll always get what you’ve always got and today, that’s not good enough. The question to ask yourself is: Are we changing as fast as the world around us? Remember, people who don’t rock the boat get tossed overboard.