by Marloes van den Berg 22nd Apr, 2021
Organisations have been defined in many
ways, the most effective one potentially being “a group of people”. In a
continuously changing world and business environment the importance of people
in organisations seems to be only growing. Facing numerous challenges, business
leaders need to change the way they attract and nurture talent in their
organisations in order to be able to remain successful.
Firstly, with global talent shortages
across industries and functions, due to ageing populations and skills gaps,
attracting talent and, more importantly the right talent, is a priority on
every leader’s to-do list. Formulating a clear talent attraction strategy and
building an attractive employer brand are indispensable items on today’s
But just being able to attract talent isn’t
going to cut it: the fourth industrial revolution leads to a need for talent with
new and future skills that simply might not be available in the market.
Enrolling staff in re-skilling and up-skilling programmes, preparing the
organisation and its employees for the future is key.
Furthermore, the world’s working population
is at a tipping point: with Baby Boomers leaving the workforce and Generation Z
entering, work environments and leadership styles will have to be redefined.
For example, opposed to Gen Y or the Millenial Generation, whose main values
are freedom and flexibility, Gen Z is looking for security and stability. We
don’t exactly know yet what impact Gen Z is going to have and what they are
going to be looking for in their professional careers, but we can be sure that
organisations are going to have to adapt.
Finally, although it might be too soon to
tell, the global pandemic seems to have had a significant effect on the way
organisations should employ and manage people. With people being mostly tied to their homes, boundaries
between personal and professional lives blurred for many, resulting in leaders
having to manage people’s life experiences rather than employee experiences. Topics
such as remote working, flexible hours, mental wellbeing, and empathetic and
inclusive leadership will all have to be addressed by organisations in the next
The economic impact of the pandemic is starting to show, and with that the
first changes in the labour market are surfacing. An important trend is the
increased flexibility of labour; due to budget constraints, but also the need
for change in organisations, many choose to employ people temporarily or
fixed-term rather than permanently. Keeping the Millenials in mind this is not
necessarily a negative development, but it again requires organisations to
adapt because how does having a large(r) part of your workforce impact the
company’s culture, or how are temporary workers effectively managed?
People are an organisation’s greatest
asset. But aren’t they also its greatest challenge?
van den Berg
Group General Manager Gemini Personnel Ltd