Today’s workforce is different.
- Employees have access to more advanced technology and tools at home than at work.
- We no longer live in a 2-D staffing model, but must now take into account employee demographics and pyschographics.
| Employment Level: Individual Contributor, Supervisor, Manager, Executive | Employment Psychographics: |
| Employment Type: Contingent, Contract, Part-Time, Full | Employment Demographics: Millenials, Generation X, Baby Busters, Baby Boomers |
If your hiring and management practices do not fit with the demographics and psychographics of today’s workforce how will you compete?
Today’s workforce is different because job expectations and career expectations have changed.
- Work is Different…Ten years ago FaceBook didn’t exist. Industries like web tech, online marketing, and mobile computing did not exist 15 years ago.
- People are Different. ...for example millenials are unlikely to follow in their parents' footsteps as they believe putting in long years of effort at any one company in exchange for a series of raises and promotions is pointless. Success is defined not by rank or seniority but by what matters personally.
The Future of Work will be measured. Business waste of paying for downtime will be minimized. Each employees work activities and outcomes will be tied to the bottom line as companies learn to “Measure performance not hours.”
As work management becomes adopted, your boss and team will know when you log in, what you type, what you access. Working as a synchronized team on shared goals will become required as any poor work will be outsourced to someone else.
Need proof?
- Companies are already using more short-term independent contractors and consultants and fewer traditional employees.
Rampant and widespread mediocrity is also facilitating the changing of work management.
Problems with legacy software from an employee management and development perspective were that they were designed around forms with a compliance focus.
The future of corporate performance management solutions will be highly intuitive and feature interfaces with web applications, mobility, social, collaborative, and self-service features. Software solutions will be work centric versus HR centric. Usability, implementation, onboarding, and adoption will be widely measured and reported.
Corporate Performance Management is the cornerstone of the future of work and begins with frequent work communications and dialogues around activities, outcomes, goals and KPIs.
The future of work requires leaping the HR chasm to work centric solutions. Here is one transition example: Implement a KPI dashboard for each employee, team, and initiative focused on cascading corporate goals tied to operational KPIs.
For more information contact Charles Bedard
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