An Employee Centric world
Twenty years ago, the business landscape was a very different place. Simply put, the company was king and the customer often felt the force of that disregard. Customers would come and go, they were disposable to businesses. The business centric viewpoint represented a core belief that the customer needed them.
But with the onset of the globalisation, social media and accessibility, everything changed. The customer had options, information and power to shop anywhere in the world. All at the click of a button. Therefore businesses refined their processes, products and services. Business reputation, returning customers and maximum accessibility became critical. The customer became king.
Take the same scenario for employees in a business and you will find similarities. Similarities that point to a much needed shift in business perception of their staff. In much the same way, globalisation has changed the landscape for people seeking work and planning their career path.
The ‘Recruiter Sentiment Survey’ by the MRI Network reveals that 83% of the surveyed recruiters recognise that the power has shifted to the candidates instead of the employer. The same survey notes that “a growing globalised market means the demand for qualified talent exceeds the supply. Businesses must now fight over desirable candidates who have multiple job openings and receive multiple job offers.”
A skilled and qualified applicant is no longer ‘lucky to get a job with us’ as once business could believe. Prospects, applicants, and candidates all realise that they now have multiple options, so they raise their expectations.
Accessibility of opportunity, less expensive travel, the ability to remotely work from any online location has changed the landscape. Business can fool itself but to attract and retain top talent, it has to cultivate an employee centric culture. The king is dead, long live the king.
In the interview process, employees now get to ask the questions of opportunity, of progression, of ‘what their next job will be?’ Salary and renumeration have become hygiene factors, they have to be offered. But what is attracting people is the work environment and culture, the respect and relationship with management and the opportunity to grow within the business.
An employee centric outlook allows a business to attract and and retain top talent in a much larger jobs market. People no longer have to feel like they are a number in a vast amount of staff who should count themselves fortunate to have a job. Skilled employees with capability and experience know the world is smaller and the opportunities are bigger. Business needs to adapt to attract.
Pobi’s software and change management approach puts employees at the heart of an organisation. It identifies and plans development for each individual through a partnership within the business. The whole process communicates specific value and emphasis on the employee and opens the doors of the business to them to grow, gain experience, develop skills and become an advocate of the company.
This unique personalised approach is now what employees and potential employees are searching for. An acceptable salary is a given and so businesses need to implement method and process to identify and deliver what employees are looking for when they take the job.
Pobi helps businesses put employees at the heart of the organisation. Implementing accountability for their actions, offering personalised opportunity and building strong partnerships with their manager to develop and grow within their current job to be ready for the progression through the company.