- 1 Introduction
- 2 Hybrid working is the future.
- 3 Invest in learning and development opportunities.
- 4 Digital coaching will be vital.
- 5 Employee wellbeing is a must.
- 6 Employees want more from their employer now than ever before – work with them to create a mutually beneficial agreement on how to achieve that balance.
- 7 Conclusion
We’ve all heard the news. The UK and USA are going through a period of unprecedented change. But what does this mean for your business and its future? Amidst the turbulence, there are opportunities to be seized – if you know where to look. In this blog post, we’ll explore how organizations can take advantage of these trends in order to set themselves up for success in 2020 and beyond. We’ll cover topics such as:
Hybrid working – why it’s the future;
Digital coaching – why it will be vital;
Employee wellbeing – what this means for your organization’s future;
This article will give you an overview of how your organization should prepare itself for 2020 by embracing new ways of working, managing talent and ensuring staff wellbeing.”
Hybrid working is the future.
As you’re probably aware, the nature of work is changing. Last year, a study revealed that approximately one third of the workforce was already working remotely at least part time. This number will likely continue to rise as more people value flexibility and freedom over in-office environments.
The benefits are undeniable: remote workers have been shown to report higher levels of job satisfaction than those who work in traditional offices, and they’re also significantly less likely to suffer from burnout or mental health issues (all while putting in roughly the same amount of hours). But if your company hasn’t yet embraced flexible working practices—or worse yet, has policies that hinder them—then there may be some challenges ahead for you.
Invest in learning and development opportunities.
The best way to combat the great resignation is to be ready for it.
You can do this by investing in training and development opportunities for your team. You might think of training and development as an expense, but it’s also an investment that can pay dividends in employee retention and engagement. In fact, research shows that companies with strong training programs have:
- A higher percentage of employees who are satisfied at work (85% vs. 67%)
- Higher productivity (31% vs. 29%)
- Lower turnover rates (15% vs. 20%)
Digital coaching will be vital.
Digital coaching is a powerful new way to help employees improve their performance. Digital coaching can be used for both new hires and existing employees, and it can be done in person, online or via video conferencing.
Digital coaches are experts at helping their clients with the things that keep them from moving forward in their careers. For example, if an employee doesn’t understand how to use the software he needs for his job but he doesn’t want to quit his job or take a pay cut because of it—a digital coach who has experience working with people who are struggling would probably be able to help him find ways around this problem that don’t involve quitting or taking a pay cut! This is just one example of how digital coaching works; there are many other situations where digital coaches can be helpful too!
Employee wellbeing is a must.
A workforce transformation is not a quick fix. It should be seen as an ongoing process that takes years to complete, but the rewards are worth it. The first step to building a talent-driven organization is improving employee wellbeing. This can be accomplished through digital coaching and learning and development opportunities.
Employees want more from their employer now than ever before – work with them to create a mutually beneficial agreement on how to achieve that balance.
Employees want more from their employer now than ever before. They want to be able to work in a positive and supportive environment, they want to be able to work flexibly and remotely, they want access to the latest technology so that they can do their best work, and most importantly – employees want learning and development opportunities that will help them grow professionally.
In order for organizations to compete for talent in this environment, it’s important that employers don’t just focus on compensation as the main driver of employee engagement. Instead, organizations can create a mutually beneficial agreement with employees through which both sides recognize how each party’s needs contribute value towards the success of the business objectives. This can be done by providing an environment where employees feel valued by their managers because these managers understand what drives them professionally beyond just financial rewards.”
As we’ve seen, there are many ways to combat the great resignation. But this isn’t just about your employees staying with you—it’s also about keeping them happy and engaged. The bottom line is that in today’s world, talent is not just a commodity; it’s also a valuable asset that can help get your business where it needs to go. By investing in learning, developing people and providing opportunities for growth, employers can create an environment where their employees feel valued and stay committed to their roles at work.