Tag Archives: talent management

  • 0

Leading the Next Generation

Tags : 

Things are rapidly changing in the way leaders manage their talent. The leadership style needed to guide the new generations filling our workforce is vastly different from the top-down model so many of us are used to. According to Dan Schwabel in an interview, millennials leave their jobs in two years, whereas Boomers leave in about seven years and Gen X leaves in five years. They value purpose more than a salary, and are willing to take a pay cut to do something they truly believe in. Millennials also emphasize entrepreneurship and value their time and freedom.

Companies need to start realizing that a lot of people go home or go on vacation and they’re still doing work. You can’t trap someone from 9 to 5 every day when they’re going to be doing work outside of work. – Dan Schwabel, Interview With Dan Schwabel: How to Retain Your Millennial Workers

Because the millennial work ideal is so different from the generations that came before them, HR and managers should be exploring new ideas and work models that will help retain young talent with high potential.

Flexible office hours…and offices

…most of your new-generation leadership will begin as first-level managers. But they will share a commonality with high-profile tech entrepreneurs who manage virtual teams, lead across cultures and adapt to new technologies. Their experience as the first truly diverse and digital generation has prepared them well to lead the next generation. – PJ Neal and Michael Watkins, Millennial in Training

Many employees have come to the realization that time is more important than money, and that work can be done from virtually anywhere. Millennial employees will have experience with virtual teams, online work spaces, and new technology. Companies can offer their employees flexible hours and equip them with the resources to work virtually (and efficiently) to help keep employee satisfaction levels high. Having to sit at an office for two hours with nothing to do can destroy employee morale fairly quickly, and make millennials wonder why they keep coming to work when they can do just as much or more from home.

Volunteer Programs

Many millennials want to do good for society, and be a part of the bigger picture. Volunteer programs allow your employees to help their communities as part of their job. Companies can give employees the option of volunteering with different programs, while still being paid for their time. Many companies can also offer paid “vacation leaves” as long as an employee volunteers that day with a non-profit organization.

Intrapreneurship Programs

Intrapreneurship means acting like an entrepreneur within a company. Intrapreneurs imagine, create and implement new products, processes and practices to make the company better in some way. It may add a much needed solution to a problem, or enhance a product, or make a process more efficient. Intrapreneurs can look beyond whatever is in place now into how they can change, improve or combine aspects of a company to serve a better good.

According to a Forbes article, Social Intrapreneurs: Disruptive Innovators on the Inside, Unilever Chemical Engineer James Inglesby had the task of finding new business opportunities for toilet cleaning products. He learned that 2.6 billion people lack access to proper sanitation, and decided to expand beyond established markets to offer branded, affordable, self-contained plastic toilets and a toilet cleaning service that uses Unilever cleaning products.

For more information on HR, marketing, business and leadership, follow our blog!

  • 0

Develop Your Workforce in 2015

Tags : 

2015 is going to be a big year for the Philippines. By the end of the year, we and all our ASEAN neighbors will be able to trade goods and services freely, which means increased competition, higher standards, and a freer flow of employees. In order to keep your workforce cohesive and up to the rapidly rising ASEAN standard, employers must develop their top talent and nurture their employees’ professional development.

Everything starts with a good hire

First things first; get the right people. Evaluate your employees and make sure you have the right people in the right position. It’s not too late to do this for your entire company! The integration is set to happen at the end of 2015, so start evaluating employees now. Find out which of your employees see a future with your company and let go of the employees who don’t. Avoid becoming a “passing” job where employees just wait for a better offer. Every employee you have at the end of 2015 should enjoy their jobs and believe in your company.

Getting your workforce in the best shape possible will take a lot of time, energy and resources. You’ll need to invest in advertising, interviewing, orientations, on-boarding, and the adjustment period in which an employee gets to know his or her job. It will be worth it. Your human capital will be prepared for the integration and you won’t (hopefully!) lose dozens of employees to other ASEAN companies.

Provide training and development

Once you have people who fit your company culture and have the right attitude to do their jobs, it’s time to train them. There are very few jobs in which you can hire someone and he or she automatically knows how to do the job seamlessly. You’ve spent a lot of time getting the right people working in your company, now it’s time to coach, mentor and train them.

It’s much easier, and usually more cost effective, to hire someone with the right attitude and train them for a position than to find the perfect fit. Helping your employees grow and showing an investment in their development will also help them understand they are valued by the company and remain loyal, even when presented with other job offers.

Give them the right resources

Every company works differently. The same can be said of each department, each team, and each individual. Because different employees will have their own unique productivity practices, be flexible enough to accommodate them with what they need. Provide meeting rooms, efficient hardware and software (no laptops from 1998), individual work rooms where employees can think out loud, adequate parking space, and whatever else they need so they can focus on their jobs.

The right resources also means allowing your employees to work during their most productive hours of the day. This may mean offering different work schedules, or even setting up a virtual work space where team members can interact online from wherever they are.

How else do you think companies should be developing their workforce in 2015? Share your thoughts in the comments below!

Show Buttons
Hide Buttons