TalentCulture #WorkTrends

In the past two years, there has been a dramatic shift in the way we work. COVID-19, along with advances in technology, has allowed more and more people are able to work remotely, from anywhere in the world. So what does this mean for the future of work? The Ivanti survey results and what they tell us about the rise of remote working. We'll also explore the benefits and challenges of this new way of working, and offer some tips on how to make the most of it.

Creating a sense of urgency at work isn't always a bad thing. However, it becomes a bad thing when people in leadership roles wield it like a sword and use it to the point that it now becomes counter-productive. When applied in strong collaboration to speed up a project (think Covid-19 vaccine), it can have a beneficial outcome. However, when everything is served up as a priority with merits as urgent as the tasks before it, people will become confused about prioritizing and completing a task successfully. This scenario will bring about lower production and double the mistakes.    When looking at this from a mental well-being perspective, it can cause burnout, disengagement, lower production output, and ultimately a total disconnect between people and production. 

There's no doubt that security is important in the workplace. But what happens when the measures taken to ensure security start to have a negative impact on employee welfare and productivity? That's where the challenge lies for employers - finding a balance between the two. There are a few ways to achieve this, and it ultimately comes down to creating a healthy workplace culture, one where employees grasp the concept of security in all its fullness. This podcast discusses what security really is all about, and how it can work alongside employee experience.

Workplaces need innovation in order to remain competitive. But you can’t order innovation like a spare part. You need the right culture to inspire innovation and leadership among your employees. That comes down to a courageous culture, where employees feel empowered to speak up on behalf of their organization and take leadership roles, even if they’re not in management positions. In cultures like this, employees are willing and able to share their ideas, and your whole company reaps the benefits. 

As technology has advanced, the way we conduct interviews has changed. No longer are we bound to a physical space, sitting across a desk from one another. Video interviewing has become a popular option for many companies and candidates alike, especially during COVID-19. There are many benefits to using video interviews in the recruitment process and many myths as well. 

For businesses facing serious hiring challenges as part of the Great Resignation, there’s an untapped talent pool that would allow them to surpass diversity and inclusion goals while introducing critical problem-solving skills: veterans. In fact, veteran candidates introduce several critical skill sets that are hard to find among civilians while offering a clean slate for employers to re-skill a talented employee. The key is learning how to overcome hiring obstacles and use veteran hiring to strategically fill your talent gaps. 

In today’s workplace, the pressure is on—to be a perfect employee, to always be available, to exceed last week’s exceeded expectations. In short, the modern workplace is a pressure cooker. But that doesn’t have to be a bad thing. In fact, stress and pressure are both critical motivators at work. Without a little pressure, you can’t perform at your best.  The key is leveraging pressure as a tool of success rather than a weight on your shoulders. The first step is mindset, figuring out how to think of pressure in a way that serves you. From there, you have to learn how to build up your resilience and learn how to use pressure as a structuring tool when you’re facing uncertainty.

With more employees able to work from home than ever before, and the coronavirus pandemic still dictating the terms of where and how we work, employees are settling into work from home. Just...not their current home. These days, more employees are considering the possibility of relocating to a cheaper area if work from home options become permanent. That introduces new challenges for employers—beyond remote work functionality. Companies have to consider how the trend toward relocation will impact their recruitment and retention, how they can educate employees, and how they can set up managers and employees for realistic, fulfilling remote work experiences. 

Employees are demanding hybrid work. Managers are stressed about hybrid work. And since the confusion often comes from a lack of cohesive hybrid work planning, it’s time to take the stress off everyone’s plates and start planning for the future of hybrid work. For managers, mastering the art of hybrid work is all about communication, learning how to maintain productivity, sustaining your workplace culture in a hybrid environment, and, of course, safety.

COVID-19 changed the world of work--and the world of hiring--forever. And in today’s digital-first recruiting environment, recruiters have challenges unlike anything they’ve faced in previous decades. Fortunately, modern recruiting technology also offers tools to mitigate those challenges. Because the recruiting landscape is now built around finding the right candidate in a sea of options, recruiting technology equips hiring managers with smart analytic tools so that they can make informed, data-driven decisions to improve hiring.