A lot of questions remain about what the future of work will look like. But, there are several things that leaders can do now to position themselves for future success.
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Put talents at the top of your priority list
Building crucial competencies were identified as the top goal for 2022. This is not surprising given the looming skills gap. However, not all methods of improvement are made equal when it comes to developing skills.
Many leaders make the error of viewing skills as a stockpile issue and conclude that the solution is to amass as many capabilities as possible. Training your brain is an ongoing procedure. Upskilling and reskilling programs must be flexible enough to adapt to shifting corporate demands and employee aspirations.
It is the emergence of talent marketplaces that has enabled this swift approach to skill development. By capturing both the demand of shifting priorities and the supply of available talent it now exists. The two-way platforms reveal all relevant information on the skill sets of the workforce. This allows managers to anticipate the emergence of knowledge gaps and adjust upskilling and reskilling efforts accordingly.
Place importance on significant expansion possibilities
Workers today expect more than just a vertical career ladder to success. Workers, on the other hand, are increasingly demanding opportunities to advance their careers. This is in ways that are in line with their own values and long-term aspirations.
As the employment landscape gets more competitive, leaders must ensure that their workers feel genuinely committed to their work. The first step in this direction is giving workers more control over their professional development. There has been a recent uptick in the availability of dynamic career pathing tools, which provide workers with a number of potential paths forward in their careers, depending on their individual backgrounds, interests, and strengths.
Third, take prejudice and obstruction out of the equation
Future revenue targets may be jeopardized due to talent shortages. However, in other companies, latent biases make this issue much more difficult to solve because they impede managers from utilizing the full potential of their staff.
For a long time, talent management choices were influenced by things like individuals’ social circles and levels of schooling. Some workers had easy access to promotions, whereas those from minority groups were rarely given an opportunity to prove themselves. Therefore, those who have skills that were in high demand were often neglected.
Good news: the proliferation of talent exchanges is leveling the playing field. By allowing all employees complete transparency into the options your firm has to offer, the platforms reduce bias and democratize career advancement. Additionally, talent marketplaces pair individuals with open positions based on their talents and expertise, exposing managers to qualified candidates they may not have previously considered.
Use cutting-edge tech
Leaders can’t count on the same resources to back their new strategy and operations models as they’ve used in the past. Rather, in order to face the difficulties of the next chapter of their existence, organizations need to adopt new, disruptive technology.
Marketplaces for finding and hiring outstanding talent are among the most promising developments in disruptive technology. Launching a talent marketplace is one of the top three things CIOs can do to increase their company’s value in 2022, according to research firm Gartner. The two-way AI-powered platforms liberate agility and democratize career advancement by dynamically matching workers with appropriate internal possibilities like projects, gigs, and full-time employment.
Companies that invest in the future of work today will be the ones that stand out as industry pioneers tomorrow.
