A growing feeling of Humanization of work is flowing in this post-traumatic time and few people are able to read this moment of behavioral transformation.
Human resources professionals work hard to understand what changes need to be made to achieve retain the few talents that are left and how to attract new talent to companies when they no longer have the same ambitions and aspirations they had before.
Justifying the loss of a good professional from your team due to outdated compensation, unattractive technology or because the market is heated is a short and limited view of all the transformations that are happening in the world of work. It is necessary to take a deep dive into the behavioral changes in society to understand people’s new priorities and interests.
In the last column, I talked about the growing sense of individualism. The “I” first and not the “we”. A transformation from the inside out, choosing new personal or family priorities. People making new choices about where we spend our time and who deserves our attention. And the corporate has lost space in this relationship.
A large-scale movement manifests itself with many looking for deeper relationships, new experiences and the opening of new possibilities. Professional life and private life are increasingly mixing and not only in schedules and physical space, but mainly in the way we relate to each other in the corporate environment. If at home we are more vulnerable with our family members, then we can also be at work. And this is no longer seen as a sign of weakness they are just showing who they really are.
All of this is part of a trend towards individualism and independence from the post-pandemic world. And the human resources areas need to understand these changes and the new ambitions, in order to understand this new lifestyle, assess what changes need to be made and what impact this has on the corporate agenda, as interests can often collide.
How to balance the flexibility that the individual needs with the needs of the company and the team’s schedule? How to work with proposals that make sense in terms of retention and coexist with attracting new talent? Because it makes no sense for them to be different.
To work on retention, it’s time to review the value proposition we offer to employees. Offer differentiated experiences because people want more than being productive in their tasks. It’s time to go deeper into the culture of collective work so that everyone understands what impact their work has on other people, bringing meaning to what was once just a KPI. It’s time to review the benefits package as well. Remote work has changed a lot of things that in practice no longer make sense, such as transportation vouchers and meal tickets, for example.
As for working on hiring new talent, the challenge is greater. Complementing or replacing primary income has become easier with the evolution of technology and its digital platforms that connect professionals to consumers of basic products or services. Top talent from the corporate world is migrating into the creators economy. Seeing in this movement an opportunity to turn their hobbies into business. This change in attitude has a direct impact on traditional jobs with their cultural models from the last century, built with structures that separate rather than connect people and interests.
Have a great day and until next Tuesday, be fearless!
Monica Magalhaes is an entrepreneur, speaker and educator and specialist
in strategic planning for innovation and digital transformation