When Change is a Constant

No matter where you look, there is a constant conversation about how the world is changing. The balance of power in the workplace is no exception. A recent paper from Richard Branson and Virgin Unite CEO Jean Oelwang called New Ways of Working showed for a start that  45% of candidates globally are applying for jobs using a mobile device.

More importantly, it also suggests that employees will increasingly choose employers based on their values, purpose, options for flexible working and pathways for development. This is a significant shift, from employers being in the driver’s seat, to employees being selective about who they work for based on the connection they feel to the work, the organisation and what it has to offer.

In this type of environment Mr Branson advised,

“Relationships will be key to building a thriving community of skills and talent that are engaged with the organisation and can be drawn upon when required.  The future becomes less about engaging people for immediate vacancies, and more about building a relationship with a community of people interested in your business and what you do, that can be called upon when resources are required. This is where advancements in technology and in particular how people use social media are incredibly relevant and can’t be ignored. Through ongoing engagement, people are connected to your business and are more like to ‘choose you’ as their employer.”

The reporting highlights three key drivers of change, the technology revolution, global change and the multigenerational workforce, which are influencing nine shifts in how individuals and businesses work. Mr Branson spoke of some of the recommendations ranging from changing the conversation about diversity and changing the language of business, to ensuring that we treat people throughout our companies and supply chains with the dignity they deserve.

New Ways of Working suggests that organisations can minimise risk and prosper in the modern economy by rethinking their pipeline of talent and how they identify, recruit and use talent.

The report adds to the growing body of research that traditional recruitment will be less and less effective in the future.

There is so much noise about change that you could be forgiven for thinking that it might be better to just keep going on as you are, and that the change will come about eventually. This report highlights the fact that change is happening, at the fastest rate ever. This change is presenting significant opportunities to adapt how we do business, and how we access talent, skills and knowledge.

The report also touches on key challenges and opportunities of a multigenerational workforce, wellbeing in the workforce, tearing up the traditional organisational cultures and the future of leadership.  It is well worth a read for those interested in what the future, or the now, might look like.

View New Ways of Working here: http://issuu.com/the-bteam/docs/150114_newwaysofworking_v12?e=15214291/11024330

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