Will You Be A 1st To Market Leader For Scarce Talent
Ready To Meet The Largest Shifts In The Way We Work And Live In 100 Years?
Most business leaders will answer “yes” or “no” based on their corporate values and traditions. Many will reflect on existing program effectiveness. Many will point to extensive infrastructure shifts that are underway to a mobile enterprise. The interpretation of the question will be as diverse as our readers. Let’s face it most organizations are on a continuum and doing their very best in a rapidly changing world. But, time could be running out to address some big shifts that business leaders might want to think about adding to business discussions if they have not done already.
Back to the question of the 100-year shifts. What does prepared look like? Do we know the priorities? Timeframes? Any benchmarks? How do the big shifts in living spillover to the way we work? What are the boundaries? What do modern worker performance capabilities look like? All of these are good questions and there are many more.
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The Mobility Culture Is Work and Worker Critical
It’s no secret that Millennials demand working where, when and how they want. The decade-old concept of workforce “flexibility“ is old hat! An ageing workforce can be motivated to join the ranks of corporate job opportunities with varied work and work-space options. A corporate job approach mirroring freelancer options can attract varied talent in a decreasing labour market. Many attraction, retention and productivity improvements can be attained for employees facing family caregiving with reasonable mobile work and working culture. It’s a no-brainer that mobility options open the door for workers in remote locations or who are unable to get transportation to a workplace.
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Dramatic Shifts In The Labor Market Supply And Demand Will Alter How We Work :
The labour market is shrinking. The oversupply of workers during the last three decades is ending.
- .The current intensity of targeting the best science and technology skilled talent will expand to total workforce planning. As the labour market re-balances, employment strategies must address the increased options and opportunities for talented people. We call this shifting of power the emergent Talent Buyer’s Market.
- Yes, as in real estate, the price of a purchase goes up as the available properties go down.
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70 Million Baby Boomers Are Entering The Aging Cycle Elevating Family Caregiving Challenges Into Mainstream Business Management
Why? Caregiving is an explosive and confusing topic. Most business assumptions place this topic in the health and human services department of the government and corporate benefits departments. Yet, the exploding baby boomer care needs are impacting a corporation’s ability to attract and retain its workforce in ways never seen before.
- Employees with care challenges are diminishing the effectiveness of their colleagues.Added together the employees and a care-impacted team is emerging as one of the top workforce majorities. Corporations are burdened with $36 Billion in workers’ care-related productivity losses annually. Only 4 million boomers have passed through the cycle.
- According to a 2016 LifeWorkx study, work productivity begins to decline after five hours of a weekly contribution to this role. On average the care challenges take 24+ hours weekly in addition to a paid job. This role typically continues on average for 5+ years. The evidence supporting new business work and working strategic solutions is vast, ownership is lacking.
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Can Digital Connectivity Break Down Corporate Work, Life, Caregiving And Employee Fences?
Experts think the external shifts in the way we live will be the most dramatic in 100 years. Technology has blurred the lines between work and living. Now we are adding the inescapable employee caregiving needs to this mix.
- While probably not by choice, corporations are in a new work-life-caregiving territory. What are the boundaries for addressing the new generation of work, working, and living and at home family care? Are these programs? Is corporate policy keeping pace?
- This work-life topic is high on the motivational factors to attract Millennials to corporate jobs. The Internet Of Things is the underlying foundation for connectivity and direct to an employee, on-demand work, working, living and caring resources.
- Our business solutions linking these opportunities? Do we see enough entrepreneurial attention and investments in mobile and connected solutions? Changes require large-scale, cross-industry innovation, where are the management structures to accomplish the decision making and production?
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Major Changes To Employee Relationships Due To Effective Non-Traditional Working “Options”. Worker’s Positive Motivation For Corporate Relationships (Traditional Employment) Is At Risk
However, the dramatically improved technology-driven job/worker/work freelancing cooperative marketplace for is coming to the private sector employers’ full force. The Freelancer Union reports that this workforce is growing around 9% a year. This attractive alternative addresses the motivational and work preferences of the available workforce. If the needs of the workforce are unmet, we predict that the outflow to freelancing will dramatically increase, throwing a monkey wrench into Hiring and retention assumptions.
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What Does This Mean?
The basic assessment could lead decision-makers to conclude that the external drivers are indeed inevitable trends. However pursuing a preeminent work, living, caring corporate innovator stature will change the internal rules of the game.
- Moreover, progressive corporations will see the positive brand changes that will evolve as they are seen as leadership models for a contemporary generation of work and working. Moreover, this ought to have is a broad external customer appeal.
Further Any Corporations On The Path Of Work, Life, Caring Ecosystem Innovation?
Similarly, Do any of our top 5 priorities incite corporations to incubate new products, services or structural integration?
In addition (to this) digital infrastructure companies are innovating for business work and working solutions. Moreover, a few entrepreneurs are addressing the difficult staffing issues of at-home caregivers with progressive staffing systems. However, companies like Intel launched solutions to connect clinicians, patients, and family caregivers in the home.
Moreover, care.com is a market leader in care solutions. Yet, the unmet needs of corporations to minimize care-related productivity losses or employee motivation are not on the horizon. Remedies to support employees with at-home care challenges are an open landscape.
Even though, our priority list has underlying and foundational complex challenges with cross-industry, cross-business unit, cross-function, cross employee interest group propositions. However, they are clearly areas that must be connected. Moreover, corporate values must shift, industrial government policy have to be upgraded furthermore daunting for some.
But even so for some leaders, this information stimulates conversation. For others, further, it may illuminate challenges to contemplate for their business solutions. However, others will take a wait and see attitude.
Particularly the journey to the work-life-caring business culture for the 2021-2015 time frame is doable. However, it requires commitments to integrate, mobilize and address the scale and scope required for solutions.
In addition, also read about a new work-life-care ecosystem
