7 min
S7 E5 Build your Core-What do your Employees want? Structure your Business for Your People with Lisa Askwith Engaging Your People for Success with Lisa Askwith
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- Entreprenörskap
What your employees want is something that often gets forgotten, or not understood in the rush to get business done, so I want to help you fix this, as without a real understanding you may build some fantastic programs for your people, but you won’t get the results you wanted, and worse still may risk disengaging them further!
To help get this right in your business,
Episode 5 focuses on what your people want, followed by 3 more parts to build your core;
Develop your leaders Develop your People Ensure your strategy and culture are Symbiotic not cannibalistic!
We have several generations to work with, baby boomers, generation x and generation z, with differing needs, however the great news is that being able to meet the transparency, accountability and lifestyle needs of gen z will actually benefit all generation of workers, as all workers actually enjoy the outcomes of this focus, and benefit from the programs offered to meet it.
So what are we really looking for when we consider the future workforce? Firstly they are value based and this means they want to receive value as well as be able to give it.
Key Areas to consider;
New value based workforce emerging and growing. Mass disruptions from Covid to WFH to AI. Change has become a constant. How you deal with this from a value creation point of view is key- you need to embrace and support change and help your people get to that point too. Establish a learning culture and mindset for and with your people. No longer after jobs for life- more flexible and the GiG economy is calling Need to upskill regularly, and want to do that. Won’t tolerate disrespect, like the past- They want acceptance, support and respect. Corporate Social Responsibility is gaining importance, and is now a requirement. Engagement is key- without it they will leave. Performance reviews need to change and embrace the new workforce. Access to supported learning and development is critical. Autonomy backed by rewards and recognition need to be part of the people strategy. Exit interviews are a must, but they must be run by HR. Your leadership team needs to be upskilled to support and drive all of this.
What your employees want is something that often gets forgotten, or not understood in the rush to get business done, so I want to help you fix this, as without a real understanding you may build some fantastic programs for your people, but you won’t get the results you wanted, and worse still may risk disengaging them further!
To help get this right in your business,
Episode 5 focuses on what your people want, followed by 3 more parts to build your core;
Develop your leaders Develop your People Ensure your strategy and culture are Symbiotic not cannibalistic!
We have several generations to work with, baby boomers, generation x and generation z, with differing needs, however the great news is that being able to meet the transparency, accountability and lifestyle needs of gen z will actually benefit all generation of workers, as all workers actually enjoy the outcomes of this focus, and benefit from the programs offered to meet it.
So what are we really looking for when we consider the future workforce? Firstly they are value based and this means they want to receive value as well as be able to give it.
Key Areas to consider;
New value based workforce emerging and growing. Mass disruptions from Covid to WFH to AI. Change has become a constant. How you deal with this from a value creation point of view is key- you need to embrace and support change and help your people get to that point too. Establish a learning culture and mindset for and with your people. No longer after jobs for life- more flexible and the GiG economy is calling Need to upskill regularly, and want to do that. Won’t tolerate disrespect, like the past- They want acceptance, support and respect. Corporate Social Responsibility is gaining importance, and is now a requirement. Engagement is key- without it they will leave. Performance reviews need to change and embrace the new workforce. Access to supported learning and development is critical. Autonomy backed by rewards and recognition need to be part of the people strategy. Exit interviews are a must, but they must be run by HR. Your leadership team needs to be upskilled to support and drive all of this.
7 min