It seems that since the health crisis, the expectations of the company’s employees have changed significantly. Have we gone to another world?
We have not passed into another world. The Covid accelerated the pace that had already begun. Before the health crisis, there were already signs of the transformation of the expectations of employees, but also of managers. In this sense, the pandemic does not mark a break.
What are the main new expectations?
Flexibility in the way of working (place, schedule, organization) is one of the great current expectations of employees. The question of well-being, the place of emotions and resilience is also an important topic. As a large number of studies show, the multiplication of sick leave and cases of work stress is real. It is about finding solutions to these situations.
Companies struggle to recruit and retain talent. How can they meet this challenge?
In fact, companies are currently having real difficulties in recruiting staff. That is why the latter are increasingly oriented towards the development of all employees with the implementation of dedicated programs. With this guiding idea: “How do I make my employees want to fulfill themselves at work and give them the means to do so? » in a double perspective that combines the well-being of the latter and the performance of the company.
At a time when organizations are going digital, where should we place the human being?
Talogy (the science of talent that translates the right balance between technology and psychology) has been in existence for more than 75 years, although this name was born in March 2022. Humans are our DNA. Artificial intelligence makes it possible to optimize data processing, while monitoring the validity of these analyses. But then, it is necessary to determine how, based on these tools, encourage employees to evolve to unfold their full potential. This necessarily implies a human intervention of listening, advice and support.
How does this translate to the field?
It is very flexible. It will depend on the projects and the themes. Let’s give an example: how to make leaders more inclusive, more open to the diversity of their teams? This involves the use of digital elements. These are questionnaires that will allow people to become aware of their strengths and resources. Subsequently, support work with consultants will be established. At this stage, it is about taking action, putting the levers in motion that will lead to the desired changes.
Does this mean the disappearance of verticality within organizations?
Verticality has not disappeared. The difference with the past exists in the desire to make the teams more autonomous in the management of their daily life. The manager’s responsibility is to define a framework and rules that then allow everyone to find their space for autonomy.
What key skills will be needed in the workplace tomorrow?
Resilience is one of tomorrow’s key skills to navigate the business world. It is also worth mentioning the openness to diversity. Finally, the orientation towards change is also a very important factor to be able to welcome and manage it (including the difficulties that may arise). Therefore, it is necessary to show agility: towards the environment, in relationships and in relation to the entrusted missions.
This content was produced with SCRIBEO. The BFMBUSINESS editorial team was not involved in the production of this content.
Source: BFM TV
