North American Business Leaders Unprepared To Manage a Workforce in Flux
04 Août 2021 - 2:00PM
The pandemic triggered a seismic shift in how, when and where we
work, as well as record levels of individuals leaving their jobs.
North American business leaders are now confronted with the
challenge of addressing the changing needs of their workforce, but
most aren’t taking the necessary steps to transform their
technology, culture, or talent management practices for a
successful future, according to the KellyOCG Global Workforce
Agility Report 2021.
Key survey findings among North American business leaders
include:
- More than half of North American business executives (57%) plan
to continue giving employees the flexibility to work
either in the office or at home post pandemic; yet 1 in 4
believe their leaders lack the skills to manage the workforce they
want to build.
- Meanwhile, 77% of leaders say they should be adopting talent
management platforms to manage full-time and contingent labor
simultaneously, but nearly half (43%) say their adoption of
cutting-edge technologies isn’t happening fast
enough.
- Approximately 1 in 5 North American leaders are unsure
of what their employees want in a post-Covid work
environment. Understanding employees’ preferences in this
area is critical given that a quarter of U.S. workers plan to look
for a new job when the threat of the pandemic decreases.
- Only half of executives (51%) have a clear view of the
optimal mix of talent required across all business areas;
and 22% say that their current workforce has skills gaps they don’t
know how to fill.
“As society emerges from the pandemic, businesses have a unique
opportunity to use the lessons from the past 12 months to adapt
their workplace and talent management styles in support of a more
fluid future,” says KellyOCG President Tammy
Browning. “It’s encouraging to see leaders so open to this
shift; however, many are struggling to find the right strategies
and tools for effective change. Our research identifies key
behaviors of businesses that are thriving and presents these best
practices as a guide for others.”
The KellyOCG research suggests that North American businesses
should follow the lead of the ‘Vanguards’ – a group of thriving
organizations that are outperforming their peers in preparing for
the post-pandemic business world. This group, which comprised 14%
of North American respondents, reports improved revenue growth over
the past three years, alongside an increase in employee wellbeing
and productivity over the past 12 months – compared to a decline in
these categories experienced by the ‘Laggards.’
KellyOCG identifies four key dynamics driving the Vanguards’
approach to technology, culture, and talent management:
- Vanguards embrace workforce fluidity. They are
more likely than North American executives to have strategies in
place to bridge skill gaps by employing more contingent workers
(62% vs. 40%) and implementing re-skilling initiatives (52% vs.
45%).
- Vanguards are building a better employee
experience. Nine in 10 (91%) of Vanguards say improving
the employee experience is as high a business priority as improving
the customer experience. Strikingly, North American leaders lag
behind in their agreement at 79%.
- Vanguards are improving diversity, equity and inclusion
(DEI). While less than half of North American respondents
(45%) have executed a fully developed DEI strategy for full-time
employees, and less than a quarter have a strategy in place that
includes contingent workers, Vanguards are implementing strategies
for full-time (67%) and contingent (32%) workers at a much higher
rate.
- Vanguards understand that adopting leading-edge
technologies is critical to managing a workforce in flux.
In North America, 83% of leaders say their organization could
benefit from adopting leading-edge technologies, yet more than half
admit to feeling too overwhelmed by the number of available
options.
The KellyOCG research indicates that, when these four dynamics
are embraced together, North American businesses across industries
can better attract, retain and motivate talent to meet their
business goals. Throughout the report, independent experts provide
further insights into these dynamics and how they are successfully
creating a more resilient workplace for the future. One of those
experts is Heidi Gerhard, Head of Talent Strategy at BASF.
“We are capitalizing on learnings from the pandemic to optimize
our employee experience because we recognize that it will drive our
competitive advantage,” says Gerhard. “It opens us up to new
talent, new perspectives, and ultimately innovation, which delivers
value for our customers.”
Read the full report for additional insights.
About KellyOCG®KellyOCG®
connects companies with the talented people they need to fuel and
grow their business through our unrivaled global talent supply
chain and leading workforce solutions including Managed Service
Provider (MSP) and Recruitment Process Outsourcing (RPO). We
combine decades of people industry experience with proprietary
insights and a continued focus on technology to produce world-class
programs that meet an organization’s unique workforce needs and can
start them on their journey to total talent management. Our ability
to anticipate what’s next for talent solutions drives us to
challenge the status quo making us a trusted partner for our global
client portfolio, which spans leading industries across North
America, APAC and EMEA. Visit kellyocg.com or connect
with us on LinkedIn to learn more.
About the SurveyKellyOCG surveyed over 1,000
senior executives, 20% of whom are in C-suite or board member
roles, across 13 countries – Australia, Canada, China, Germany,
India, Ireland, Japan, Malaysia, Netherlands, Singapore,
Switzerland, UK and U.S. – and 10 industries. In the U.S., the
survey covered 229 senior business leaders across the country,
including at C-suite and Board level.
Media Contact:
Cynthia Carey
cync752@kellyservices.com
248-579-9920 (desk)
248-462-3021 (mobile)
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