Table of Contents
- Table of Contents
- Participants
- Sponsored By
- Notes
- How are leaders adapting to the new employment landscape?
- How is HR adapting?
- Great Resignation
- Q2 2022 IT Workplace Report
- Quiet Quitting
- How to attract talent, especially younger Gen Zs?
- Organizational Resilience
- What to do to retain contingent workers?
- What data is being used for learning
- Provide flexible work experiences to be the employer of choice.
- How to make existing employees AND new employees happy?
- Are older workers getting recruited and hired?
- How to retain talent after upskilling them?
- Final Thoughts
- Resources
- Categories
Participants
Sponsored By
Notes
How are leaders adapting to the new employment landscape?
- Not great.
- The best leaders adapting are the ones that treat employees as people and not as resources.
How is HR adapting?
- The attraction and retention processes are merging.
- Attraction
- Compensation is still a key driver.
- Work-life balance is second.
- Stability
- Future Career Opportunities
- Retention
- Compensation
- Manager Quality
Great Resignation
- Increased attrition overall
- This is leading organizations to ‘The Great Reflection.’
- Review, & Reflect on their process
- Is our organization a good place to come, work, and stay?
Q2 2022 IT Workplace Report
- IT Employees are optimistic about job prospects - up.
- IT Employees are less likely to stay with current employers - down.
- Orgs need to review retention policies.
- Overall, those switching expect a premium increase.
- Expect a 13.6% pay raise. This is an average.
- Cloud, enterprise architects, data, and security are higher at 20%
- High potential employees in IT are more likely to be actively seeking jobs.
- IT Employees have multiple offers in hand. Not only do they have a lot of opportunities, but they have choices of what to accept.
- 40% of people who had accepted an offer had 4+ offers.
- 20% of people who had accepted an offer had 2+ offers.
Quiet Quitting
- This term came from TicToc.
- Quiet quitting is also called successfully fulfilling your jobs expectations or Working your wage
- It is considered pushing back against employers who expect more from employees than job descriptions, leading to unbalanced work-life balance, strict working places and hours.
How to attract talent, especially younger Gen Zs?
- Manager quality is a significant attrition driver, especially post-pandemic.
- Are your managers up to the task of managing in this changing workspace?
- May need upskilling and reskilling
- Communicate environmental, sustainability, and Diversity and Inclusion Initiative (DII) process in job descriptions and use that to attract the younger generations.
Organizational Resilience
- A blended workforce of full-time equivalents.
- Understand your talent ecosystem
- Internal Talent - allow talent to move around.
- Private Talent Pools - contingent workers or partner organizations. Aldi and McDonalds
- Public talent pools - freelancing, gig workers
- Personalize your recruiting pipeline - contact request on Linked In, then open a dialog.
- Deconstruct the work closely related to the traditional full-time employment model.
- 4 Ways to build organization resilience:
- Leadership Mindset shift
- Skills-based project stalling
- Provide fast access to talent
- Switch to task or project assignments vs. roles.
- Dynamic skills approach
- Sense of shifting skills in real-time
- Skills accelerators
What to do to retain contingent workers?
- It depends on the skills and type of work you are trying to accomplish.
- Make them feel part of the team and create a humanizing experience.
- It depends on the manager's skills.
- Integration
- Empathy
- Humanizing
- Equitable experience
What data is being used for learning
- Rejuvenation of thinking on educational requirements.
- Some people with degrees forget what they learned by the time they enter the workforce.
- Seeing a trend toward agile learning
- Small increments of learning followed by immediate application.
- Boot camps, etc.
Provide flexible work experiences to be the employer of choice.
- Human-centric approach
- Results
- Reduces fatigue by 45%
- Increases intent to stay by 44%
- Increases performance by 28%
- Flexible - hybrid workforces, location, timing
- Empathy-based management - concern for employees’ need
- Intentional collaboration - only requires collaboration when needed.
- 2.7x greater likelihood of innovations when intentional and allow different models of working.
- Focus on moments that matter for intentional collaborations,
- Work process events
- Employee change events
- Ongoing activities, mentoring, skill development, etc.
- Location centric design
- On-site model for the on-site world.
How to make existing employees AND new employees happy?
- Rethinking career development.
- Ladder career - traditional promotion path.
- Lattice career paths - lateral or diagonal moves to learn something new.
- Consider what the opportunities are for your people.
- Are you providing interesting, innovative, purposeful work, especially for the public sector?
Are older workers getting recruited and hired?
- Research on “CIOs Can Attract Skilled IT Talent Back Into the Workforce With a Returnship Program.”
- Yes, but they are also seeking flexibility. Not necessarily higher salaries, but part-time or other caveats.
- Offer boot camps to upskill/reskill these people.
How to retain talent after upskilling them?
- It’s a risk you have to take.
- Upskill and lose a couple of people or retain everyone but then they don’t have to skills to operate in the current environment.
- Focus on
- Foundational skills - business understanding, empathy, soft skills.
- Technical skills - skills for them to operate in the current environment.
- Future skills - skills in demand in the future. While your organization doesn’t need it immediately, it helps to retain talent.
Final Thoughts
- Focus on human-centricity and keep adapting to the changing times.
- Perform stay interviews -
- What are the great things about working here?
- What could we do better?
- Behavior changes as employees grow. Expectations change. Looks for events for changes.
- 3-year anniversaries - attrition factor.
- 50 or 55 years of birthdays - another attrition factor.
- Births, deaths, etc.
