Are you a talent-taker or a talent-maker?

In this post-COVID world – and I use the prefix ‘post’ very loosely – we are seeing significant talent shortages across all industries. For some of us, our industries were decimated and we are now pursuing safer and more robust fields of work. For others, the pandemic created the space and time to pause and reflect on the role of work and what makes us happy. Some of us have finally found the confidence to pursue what we are passionate about, while others have decided that our industry is just shifting too much too quickly and we need a change. Irrespective of the reason, we are all feeling the impact of a lack of talented team members, either because vacancies cannot be filled, or because our team members don’t have the necessary leadership or technical skills for this new world of work.

Today, I came across the 2022 Bain research study. This a detailed report and, if you are a manager or leader, it is definitely worth taking the time to review it and understand its insights.

For me, the most important of these included the following.

  • High performing organisations will humanise the workplace and to embrace individuality.
  • There is an increased need for greater innovation and creativity as industries and the way we work change.
  • Successful employees and leaders will need to improve their ability to handle ambiguity and constant change.
  • Employees, especially younger employees, are increasingly feeling overwhelmed.
  • Bain has defined six archetypes of employee. These archetypes have very different motivators and it is critical, as a leader, to understand these drivers in order to attract, motivate and inspire each type. The archetypes are defined as ‘operators, artisans, givers, explorers, strivers and pioneers’.
  • Purpose, culture, strong leadership, and the realised or displayed values of managers and organisations are becoming more critical in employees’ decision-making processes.
  • There is an increased understanding that the ‘one size fits all’ concept of the employee value proposition will not be effective to attract and retain the talent required.
  • Hybrid working is increasingly blurring the lines between work and home.
  • Hybrid working is also having an impact on culture.
  • Automation is having an increased impact on the workplace, role redundancy, retraining and redeployment.
  • Employees’ mindset is moving from survival to meaning.

And the most important of all the insights in this report? That we need to become talent-makers, not talent-takers.

The most successful organisations and leaders will learn to understand, invest in,engage and inspire their employees to develop and grow. Peeplcoach is supporting many well-known organisations on their journey to attract, develop and retain their teams with for future success and the results show this. A recent Peeplcoach survey of current participants shows a 38.2% increase in confidence that employees can achieve their career goals within their current organisation.

If you would like to find out more about the impact we are having in organisations, feel free to book a time to chat to our team here.