when change becomes the new normal it can be difficult to hold onto old habits:

The world around us is changing more and more quickly, impacting the labor market and how we decide to build our teams and organizations. Over recent decades, we have gone from a unified, jointly managed labor market to one that is increasingly fragmented. Traditional long-term employment has been, to a greater extent, replaced by temporary employment in a mix of project hires, consultants, and freelancers.

Key Takeaways

About This Report

1. right skills

The current trend of digitization, combined with changes in customer behavior & needs, demands a regular update of skills requirements, as well as how different roles are designed.

2. right size

Having a workforce designed to meet demand is an important factor for profitability. Having a workforce of the right size is not just about reductions, but about how you ensure the ability to meet customer requirements without having either too few or too many people in place.

3. right balance

Combining different forms of employment and building teams that consist of both permanent and temporary employees is a good way to enhance your flexibility and ability to meet market demands. It’s also important to find a balance of people, experience, roles, backgrounds and skills that enable progress in ongoing business and the development you need in the future.

4. right place

With mobile work tools on the rise and technology constantly evolving, physical location is not as important as it once was for many roles and sectors. The increasing availability of flexible and contingent talent, regardless of geography, can help you acquire people and skills that are traditionally hard to find.

5. right leadership.

Leading a team that is not in the same place, doesn’t work the same hours and has members that work on a temporary basis, places new requirements on you as the leader of the team. In team environments where openness, collaboration and your own responsibility are keys to progress, there is a greater need for responsive leadership. Working towards a clear goal and following up on performance will become even more important in the future.

6. right costs

Managing talent costs is important, but it’s just as beneficial to ensure that the investments made generate as much revenue and value as possible.

About the Publisher

Trendicators is the research division of the E2E Group of companies, leading providers of engaging career and consumer experiences. Trendicators provides original HR research, along with reports on insights and best practices from industry leaders and experts.

Publish Date

August 2021