In browsing the latest publication by the EEO Trust on ‘WorkLife: Creative ideas for a diverse workforce, Oct 2010’ we noted the following:
“Employers investing in career development and training for their people are creating confident, committed employees and versatile work forces and finding that they adapt successfully to change.”
Rod Oram also had the following comment: “We are going to see rapid growth in interdependence and interconnectivity in the global economy, and the knock-on effects in New Zealand are that organisations will need to be flexible and more adaptable; people will have to embrace change.”
Add to this the sentiments conveyed in a recent FROG LIVE RADIO interview with Jane Davis, Talent Manager @ The Warehouse Group. Jane confirmed the essential part senior managers play in being committed to the growth of their people and that with this is one area where the direction starts at the top and trickles down.
From our perspective as recruiters we talk with a wide range of people daily who are feeling undervalued and under-enriched in their work environments. These are people who want to love what they are doing and wish to thrive on the work they are involved with.
First Question…
“If tomorrow’s workforce is going to require more of staff, then is it time companies put in place some positive soul-searching and solution-seeking, designed to allow them to embrace and face the future with confidence?”
And a few more questions…
- How flexible is your work place, really?
- How are you transitioning precious knowledge from older workers to younger workers?
- What emphasis do you place on clear concise and open communication?
- What mentoring programmes do you have in place? Who is involved? Are you involved?
- Do the KPI’s of your senior staff include mentoring and coaching?
- When did you last step out of your comfort zone?
- How do you effectively spot great talent?
- Are you tapping into the full potential of your internal staff?
- What have you got in place to keep this talent stimulated and engaged?
- When did you last increase your training budget?
- Have you considered the impact of the aging workforce on your business?
- Is your company a talent magnet?
- Do you have a talent pipeline?
- Have you challenged any assumptions lately?
- Have you a workforce plan in place to look at the next 2 years +?
By no means an exhausted list – but it is clear that companies who operate with an eye on the future and are committed to creating organisations that are stimulating and productive -will be successful. No doubt about it.
