For modern companies to succeed, they need to cater to and accommodate their employees. In today’s day and age, this can be achieved through several means, such as through agile or connected leadership, positive and engaging workplace experiences, as well as through the smart introduction and implementation of technology. However, HR leaders can also improve their working environment by making use of the very workforce under their management. Below are several examples of how to achieve that.
Use the Multiple Generations to Your Advantage
People today live longer than ever before. By choice or necessity, many will want to continue working even in their late 60s or 70s. This means that, on average, you’ll have at least four generations working within an organization at any given time. Each of them is generally characterized by certain traits and ways of doing things
And while this generational diversity may pose some operational and communication challenges, such a multifaceted workforce can also provide many benefits to an organization. Since these generations will also extend across gender, race, and ethnicities, HR leaders can leverage profitability and bring on more creative thinking, engagement, innovation, and performance.
Rely on Gender Equality
It’s a pretty well-known fact that women earn less than men, on average. Yet, despite this gender wage gap, women are also better educated than men. As such, HR leaders should look to institute various family-friendly policies, equal pay for equal work, and fair promotion practices.
All of these practices, as well as a workplace culture that honors and respects female employees, will be essential, given that four out of ten worldwide employees are women. In Canada, that number is around 47.7%. Taking advantage of this highly-educated and highly-competent sector of the workforce should be in every HR leader’s best interest.
Embrace the Gig Economy
In 2016, over 21.5% of Canada’s overall workforce was comprised of freelancers (gig workers). By 2020, that number is expected to exceed 35%. HR leaders should take into account these numbers and look to embrace contingent workers. Accomplishing this means you’ll have to factor a blended workforce into both your operations and management planning. There are also several benefits associated with freelancers. They are generally better at problem-solving, have a strong self-management style, are generally good team players, and are effective performers.
Turning to local temp agencies is one way HR leaders can find skilled gig workers. Depending on your exact field of work, you can also consider the many online platforms and resources that exist such as Upwork, Work Market, PwC Talent Exchange, etc.
The HR Leader is a Workplace Activist
In today’s “volatile, uncertain, complex, and ambiguous” (VUCA) business environment, HR leaders can’t afford to be anything but workplace activists. This means that they should always ask intelligent and comprehensive questions about their companies’ overall needs, looking to anticipate whatever the future has in store.
Being in touch with what the future can bring will help HR leaders make the changes needed to operate in the years to come. Similarly, they should also figure out how to refashion their HR processes to enhance future hiring and practices.
How are you improving your work environment? I am always looking for examples and case studies. I would welcome a brief conversation with you. Let’s connect on https://go.oncehub.com/GregNichvalodoff or greg@inscapeconsulting.com.
