Change is the only constant. How a company can most effectively handle the trends of tomorrow in its current day-to-day work and win over the most talented employees.
Last week we reported on how important it is to correctly interpret the sign of the times and to see change as an opportunity. Not every company is a small, agile agency. In larger businesses such adjustments take more time and effort, but change is certainly possible in them too.
- Involve your employees in the process instead of imposing new developments on them
You can set up focus groups for this consisting of employees from all age groups and hierarchical levels. Ask questions – what do your employees need to feel good in the workplace? Offer support, for example with employee ambassadors who act as intermediaries for sensitive issues.
- Train managers to have a good rapport with the team
Team spirit is no empty phrase but the social glue that holds a company together. And it is supposedly the first victim of a flexible working hours model. What can you do to counter this? For example, you can ensure that there forms of communication and control other than constant presence, i.e. joint telephone conferences if you have an international organisation or a regular meeting where distances are smaller or a shared team lunch.
- Assess performance together with soft factors
Up to now good employees have been seen and heard. They have worked hard and shown it and with luck been rewarded with a promotion after some time. In the future this will not be so easy, if not everyone is always in the same place. Clearly defined instruments for measuring performance are therefore needed. Nevertheless, interpersonal relationships remain a key factor – social competencies must not fall by the wayside. The measuring instruments are therefore hugely important and they should take into account different parameters. It is important that you carry out tests and try different approaches before things get serious.
- Help your employees stay relevant
In the brave new world of work there is no such thing as a straightforward career path anymore. It is often the case that taking one or the other detour is more rewarding than sticking to the beaten track. The world has become unpredictable and with it so too has the talent. Take this fact into account and show your employees how and where they can use the skills they have acquired.
- Clearly defined indicators for management personnel
Most managers are not a part of the new generation. They may have worked for the company for a very long time and have their own perspective of things, which is fine. However, you should define measurement values as orientation points for the managers when it comes to the achievement of new employee commitment targets. This is important. Tell them what you expect from them and what they can expect from you in return. Give and take, communicate clearly and show them what success in the future looks like.
There is no ready-made solution which can be applied everywhere. Each company is different. Certain areas can be loosened up without any problem, others remain rigid at best. It is important that you understand where you want to go and how your company will find its place in the future along with all the talented individuals of tomorrow.
This is an abridged and adapted Version on an aricle of Anita van de Velde that was published in Communication Director 4/2016
Published 01.03.2017 © Brandsoul AG