Across the globe, businesses face a post-pandemic workforce crisis after millions of people left the workforce and haven’t returned. But the starting point to addressing it is within reach.
One of the biggest challenges every leader faces today (to different degrees and depending on the growth stage of their business) is to pivot, morph or transform, their organisation into one that is digitally coherent, viable and on a growth trajectory. Clearly, this is not a small task because every business is surfing an unprecedented wave of disruption, and many are struggling to adjust.
If the goal is to become a more adaptive organisation, then developing a better learning culture, with trust as its foundation, is a must.
Becoming a great place to work is the aim but how do we get there and what does that really mean for today's employees?
A consistent employee experience is one that all employers are now aspiring to as employees embrace the flexibility between working from home and/or the office. All employees are unique, which lends to the importance of embedding a culture of hyper-personalisation to facilitate heightened engagement and bring continuous improvement to the employee experience.
Dynamic ways of working will be a prerequisite for success. Here’s why:
Agility isn’t a buzzword—it’s the guiding light in this new world of work. Leaders can’t go far without reading about agile transformations or hearing colleagues tout the benefits of more dynamic ways of working.
The success of productivity in working from home and the infrastructure put in place to support it have opened up new possibilities to diversify the workforce and be much more inclusive in hiring. One study suggests that in the UK alone, there are 3.8 million people previously unable to work full time in an office who could be brought into the workplace under different scenarios.
We conducted a Q&A interview with Jardena London, Transformation Leader and Blogtoon Publisher at Rosetta Technology Group, around work-life balance, how employees embrace change and leadership.
Could you introduce yourself and what you do?
I like to say that I help work not suck, or said more politically correctly; I help organizations become healthy, productive and fun. Most of my work is in the space of Business Agility, but I also publish a daily blogtoon and I’m doing some work on increasing the Gender Quotient in the workplace.
Would you rather have an employee move internally or move out of the organization?
In my previous series of articles, I addressed the urgency and desire for organisations to address enhancing Employee Experience in a bid to rapidly adapt their ability to attract, on-board, train & develop, enable and empower employees to be as collaborative, innovative and productive as possible – in a bid to stay ahead of their competition in the Industry 4.0 era.