Five ways organisations can tap into the potential of their people
As we continue to navigate our way through the digital transformation revolution, it’s more important than ever for organisations to harness the potential of their existing employees. Core skills within roles are constantly changing, so the need to upskill and reskill is paramount to keep businesses afloat and competitive. The key to developing a receptive, resilient, and agile workforce is playing to all employees’ strengths and weaknesses to work smarter, not harder.
With a large proportion of the workforce rethinking job roles and career moves as the ‘Great Resignation’ continues to affect every industry, how can organisations reinvigorate talent development and tap into the potential of their people? Here are five steps to achieve such a goal:
1. Start with holistic people design
Historically, job design has centred on maximum anonymised efficiency and mostly ignored the individual needs of the employee, resulting in rigid structures that cannot adapt to fast-changing conditions. Rebuilding work in a way that works for everyone not only requires a more human and holistic approach, but also the technology to enable self-driven and individualised experiences at scale. Employees hold more ability than that which is written in their job description. Personalised learning, born from the individuals own experience, will help to build a culture that is curious, inspired and self-aware. The agility and flexibility of everyone’s individual skillset and talent cannot be understated, and once utilised can benefit the entire organisation’s goals.
2. Make learning foundational to growth
Given the speed and acceleration of digital transformation, partnered with the increasingly pressing need to redeploy new talent for the new world of work, we must ensure that development and opportunity go hand in hand. Rather than placing individuals into rigid, defined roles, let their role be fluid according to their individual expertise and interests. Reorientating an organisation around the acquisition of skills, where new learning opportunities are rapid and continuous, will create a common language of success for everyone. How? By ensuring all learning content is consumable, interesting, and flexible to an employee’s everyday schedule to ensure seamless integration.
3. Turn skills into the new growth language
Across industries, new skills are driving innovation, and it is through reskilling people that’s made this possible. Organisations need to help people connect to what they’re learning to the potential for career growth, creating a common language of success throughout the organisation. This will help businesses stay dynamic and competitive in an increasingly digital world. Fundamentally, work is the basis of high performance – and organisations need to know this. The new currency in the world of work is increasingly becoming skills based.
4. Connect skills development to a career path
One way to do this is to create a talent marketplace. AI-powered solutions like Cornerstone Xplor can connect your people with new growth opportunities and a path to success that’s unique to them, when developed right, internal skills marketplaces allow employees to mobilise and move around new departments, exploring completely new experiences and learning new skills along the way. They may surprise themselves with how developed their new-found skills are, helping them to feel better equipped to tackle their existing role. It’s important to remember that reskilling is not a one-time task but instead an overarching journey of development and training. A talent marketplace is an effective way to promote internal growth as it reveals internal opportunities and makes potential career advancement – and how to achieve it – visible. This not only encourages active and targeted skill acquisition among employees, but can also foster increased transparency, diversity, and inclusion. Promoting internal mobility can position an organisation’s internal career market above the external career market, allowing companies to train and retain the best talent.
5. Let AI do some of the heavy lifting
AI is able to recognise patterns in behaviour, offer personalised support and increase HR scalability. Adopting AI into HR can free up time by automating processes that were once done manually. It can help reskill a workforce, filter out the most suitable candidates when hiring, as well as enable leaders to make predictions about the business by looking at patterns of data. The time saved by using AI opens new doors for innovation. The most advanced and engaging forward-facing organisations utilise innovative technology platforms and AI to efficiently match the best people to the best roles. Manually inputting data, organising employee information and matching talent with old school methods in the world of work is not scalable, nor time friendly for busy HR departments and organisations.
Employees are an organisation’s greatest asset. Denying them the opportunity to learn and develop is denying businesses a chance to survive and thrive. Economic growth across the globe is booming, so resetting a people development strategy will not only give employees a new lease of life, but will fuel the growth and development of the business. As we look forward to a world which will require a vastly different toolbox of skills, it is vital to innovate and improve processes now, rather than later.
Group Vice President Sales & Account Management, EMEA Cornerstone
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