Developers are one of the most sought-after individuals in the tech and digital industries, no matter where in the world. Post-pandemic, investment in technology has never been higher, as many businesses were forced to undergo digital transformation in a short period of time. Furthermore, a significant number of organisations are looking to redistribute their budgets, and the big names in the market are still hiring at a fast pace. As the supply of competent talent hasn't kept pace, this results in a highly competitive job market with a severe talent crunch.
On one hand, the existing talent pool may not have the proficiency that’s on par with the rapidly changing times. On the other hand, there aren’t enough graduates from existing programmes to meet this demand, which would translate to companies struggling to find adequately skilled technological and digital professionals.
To give you an example of just how high the demand is for software developers (including software engineers), the U.S. Bureau of Labour Statistics has predicted that the employment in these roles will increase by 22% between 2020 and 2030!
If this scenario applies to your company too, you’d be wanting to source and onboard the best candidates. But, now you have to choose: Would you want to train your existing employees (who may not be familiar with the latest technologies), or hire people from the outside? The latter can be critical for specialised skills like artificial intelligence and machine learning. Which is why, in addition to training your current employees, you’d also need to channel your efforts into recruiting tech and digital talent.
First off, according to Techopedia, the term ‘developer’ can be defined as: “The key individual that builds and creates software and applications. He/she writes, debugs, and executes the source code of a software application. This job role is also known as a software developer, computer programmer, application developer, software coder, or software engineer. Although the primary job role is writing code, a developer also may gather requirements for software, design or overall software architecture, software documentation and other related software development processes.”
Simply put, it’s referring to someone who’s responsible for creating or working on the development process of a product or service. Now, as they may work alone or on a team (depending on the complexity of the project), it’s more likely for them to pick up a variety of skills along the way. This is corroborated by the Stack Overflow Developer Survey 2021, which reported that few individuals consider themselves to be one single type, with many of them wearing multiple hats.
The majority of respondents said they considered themselves to be more than one type of developer – with database administrators, site reliability engineers, and security professionals having the most variety. On average, each of these roles reported being seven other developer types! With that said, companies and recruiters can see for themselves why great developers are on the radar of everyone out there, so it’s no surprise that the competition is fierce.
We now come to the main meat of this article: The all-important questions of “What can you do to differentiate yourself from the rest of the competitors?”, “How do you win in this tech talent war?”, and “Why should they choose you as their next employer?”
This guide was created for all the companies out there who are still on the lookout for their right fit, especially if their company isn’t a big, famous tech company with a hefty budget like Google, Apple, or Facebook. Remember: You can only do so much with salaries and perks; you’re going to need to go above and beyond with methods like promoting your company’s reputation in the developer community as an excellent place to work, as that’ll allow you to become more attractive to clients and investors too. Without further ado, let’s begin!
While it may seem like a no-brainer to hire someone who’s experienced and comes with an impressive resume showing off their capabilities, it doesn’t necessarily mean that they’re the best. You see, hiring a developer who’s only graduated a year or two ago may lack the specific technical skills, but he/she may have the ability to learn quickly, have fresh ideas, and apply new strategies to solve problems. While experience is still important when it comes to searching for the top talent, it’s equally as important to look for other factors such as the individual’s capacity for learning, as well as bringing non-conventional methods to the table in using available tools and techniques to face issues.
This presents you with the opportunity to provide valuable resources for the current employees and new hires. The aforementioned survey discovered that respondents aged 45 and above were more likely to have learned from books and other forms of physical media (84%), while those who were younger, i.e. under 18 years old, rely most on online resources such as videos, blogs, and forums (85%), which makes them most likely to have learned from remote courses or certification programmes. It was also found that more and more people are learning to code online, as the number increased to 70% (from 60%) year-on-year.
As such, it’s on you and the company to provide a wealth of tools and resources for your employees to pick-up and build their skills, which should encompass the traditional and digital mediums. There’s no one-size-fits-all approach for people to learn, so this will allow your employees the freedom and flexibility of choosing the resources and formats that work best for their learning style. Don’t forget to purchase access to online platforms if possible, because developers can then piece together the individual courses they want to create their own learning path. The top three most popular ones are Udemy (66%), Coursera (35%), and Codecademy (26%). Since developers want to have as many ways as possible to advance their technical skills and careers, you know that this method would be a very great perk indeed!
When it comes to the pandemic, one of the major changes in our daily lives had to be learning how to survive while in full lockdown. This affected not just our personal lives, but our work schedules too, as we were forced to deal with fully work-from-home (WFH) arrangements for the first time in history. While many suffered with adjusting and coping in the beginning, it soon turned out to be a blessing in disguise as many people found that there were more benefits in the long-run, compared to the initial phase of struggling.
As stated in GRIT’s Salary Report and Market Outlook for Singapore and Hong Kong, it was found that both employees and employers reported multiple benefits in a fully WFH or hybrid schedule. In Singapore, employees recorded 25% lower stress levels, 80% of home workers enjoyed a better work-life balance, while 73% of home workers noted that they consumed healthier food; employers found that there was a 13% performance increase, a reduction in absenteeism and medical claims, as well as stronger intra-team communication and interactions. In Hong Kong, employees stated that they had enhanced productivity due to the perceived better quality of life (more time to rest and exercise), decreased commuting time and costs, plus enhanced efficiency and lower burnout risk; employers found that it helped to develop a flexible hiring strategy, there was an overall increase in job satisfaction, and it allowed them to retain employees better.
It’s no wonder that the Stack Overflow survey found that 85% of developers say their organisations are at least partially remote, with 43% of respondents stating that they enjoy a fully WFH arrangement, and another 42% stating that theirs was hybrid (some remote, some in-person). The creation of various tools and strategies during the pandemic thus allows for much more flexibility in where developers can still carry out their work efficiently, which is where your company can stand out from your competitors by giving your employees the option to choose where they’d like to work. You not only offer an attractive perk, you’d also benefit from being able to hire the best from anywhere in the world!
There’s a saying which goes “two heads are better than one”; imagine if this were a team that consists of experienced and like-minded professionals, they’d be able to accomplish so much together. “Each individual has unique gifts, talents and skills. When we bring them to the table and share them for a common purpose, it can give companies a real competitive advantage. When people play off each other’s skills and knowledge, they can create solutions that are practical and useful,” said John J. Murphy, author, ‘Pulling Together: 10 Rules for High-Performance Teamwork’.
At your company, finding the right person to do the job is only half the battle won; you’d need to also find people who are able to work well with others so that it increases the potential for innovation, more effective problem-solving, and smarter risk taking. “We found that groups of size three, four, and five outperformed the best individuals. This performance is attributed to the ability of people to work together to generate and adopt correct responses, reject erroneous responses, and effectively process information,” said Dr. Patrick Laughlin, researcher, University of Illinois at Urbana-Champaign. And while it’s good to have an internal team for developers to fall back on, it’s also just as important for you to encourage them in seeking information and guidance from online communities.
As shown in the earlier methods, developers learn best when given the freedom and flexibility to chart their own learning course. The survey reports that apart from technical documentation (88%) and blogs (75%) taking up the first and third spots as some of the most relied upon online resources, the second spot goes to Stack Overflow (86%). For the uninitiated, think of Stack Overflow as a forum where developers of all types and experience are able to collaborate and share their knowledge. This shows how important it is for companies to have well-written documentation available, as well as an active community (whether internally or externally) to answer questions and provide solutions. It was also found that 98% of the respondents have visited Stack Overflow, with 81% of them visiting the website weekly and 53% of them visiting daily, suggesting it’s a valuable resource for people who are either professional developers or still on a learning curve.
On the same topic about people in an organisation, there used to be a mindset that you can only find success when you surround yourself with people who are just like you. Nowadays though, with the shift in the way we work and the increasingly blurry lines between geographical locations thanks to technology, true success now involves people from all walks of life. According to a report from McKinsey & Company, a global management consulting firm, it found that teams consisting of people from diverse backgrounds (gender, age, ethnicity, etc.) are more creative, and clock in better performance by up to 35% compared to more homogeneous teams.
So, while the world of developers used to be a predominantly male environment, this needs to change, and it can start with your company! The Stack Overflow survey has found that those who are learning to code are slightly less likely to identify as a man and slightly more likely to prefer to not identify their gender, as well as less likely to identify as European and/or White. While the percentages are still small, it’s already an indication that the new group of developers who may enter the workforce soon could be more diverse. By actively taking measures to diversify your workforce, it allows you and your teams to be more open-minded in unlocking new opportunities, overcoming new challenges, and gaining new insights.
At the same time, you should also be aware of inclusivity, which is the act of ensuring that the minority groups feel included and welcomed in the workplace. It’s one thing to hire different types of people; it’s another to allow for everyone to be involved, to voice their opinions, and to be heard. When this happens, you’re essentially maintaining a healthy workplace that encourages creativity, thus allowing the employees to feel like they belong. In turn, employees who feel comfortable, valued, and respected in the workplace will be more motivated to carry on contributing to the company’s continued success.
Nothing is more frustrating and demotivating than to be halfway through an urgent project, then find out that key information you require is being withheld by the head of another department, due to a number of vague reasons such as lacking necessary approvals and no formal black-and-white trail. This does sound like there’s a lot of red tape, which will then cause unnecessary delays as well as a toxic environment at work, doesn’t it?
This obsolete practice is not only time-consuming and patience-hogging, it can also test the tolerance of even a saint. It’ll involve excessive complexity and delay, uncompromising routines, as well as other practices that can strangle the best of intentions, hinder innovative measures, and stifle the entire flow of creativity. The worst possible outcome of this: Having that urgent project pass its deadline, anger the client(s)/investors, and miss that critical window of opportunity to launch the product/service ahead of your competitors!
If you’re still unconvinced about the level of severity when it comes to red tape holding your employees back, check out these sobering data from the survey:
This is why it’s so crucial for your company to take the necessary steps in doing away with as much red tape as possible, in addition to ensuring that your employees have easy access to available learning resources and getting the support they need for answers or solutions to problems. You should also make programmes like Continuous Integration & Continuous Delivery (CI/CD), DevOps, and Automated Testing readily available at your company. All these steps would all be highly appreciated by the developers, as it was further noted that a majority of them encounter a knowledge silo at least once a week (68%), and spend more than 30 minutes a day searching for answers or solutions (62%).
Just as you wouldn’t expect a doctor to have to buy his own stethoscope and surgical set, similarly, any developers you hire shouldn’t be expected to already have the required programming/scripting languages on hand. If you’re at a loss as to which ones you should be getting, we’ve got you covered. The Stack Overflow survey has revealed that overall, JavaScript (65%) has held the top spot as the most commonly used programming language for ten years in a row! The other two that are just as popular are HTML/CSS (55%) and SQL (49%).
Don’t forget to sign up for databases too, which is basically a system that contains many features that safely store and scale the most complicated data workloads. Their open-source nature and high stability make them integral to many of the most popular software stacks for building and maintaining products and services. Almost half of the respondents use MySQL (47%), whereas the other two most common databases are PostgreSQL (44%) and SQLite (32%).
Finally, there are cloud platforms and web frameworks to consider. The former is a type of server in an Internet-based data centre that allows organisations to store, back up, and recover data; the latter is a type of platform which allows organisations to easily build fast and scalable network applications. You’d need to ensure that you have the crowd-favourite types available for your employees (both current and future), so which one should you choose if you’re tight on budget? For cloud platforms, the top three are AWS (51%), Microsoft Azure (29%), and Google Cloud (27%). For web frameworks, you can choose between Node.js (47%), React.js (43%), and jQuery (29%).
By making sure that you’re well-prepared with these, it’ll not only show the top developers that you’re up-to-date with the universally-accepted technologies and did your best to provide them with it, you’ll also be demonstrating your willingness to help them ease right into their work rhythm – no need for them to have to scramble in understanding and learning how to use something that’s more obscure! Now, who wouldn’t appreciate and be grateful for a company that takes their staff well-being into consideration?
If your company is looking to develop the next ground-breaking app, or a core product you’re going to build your entire business around, you’ll want only the top talent on your team. With our tips in mind, you'll have a better idea of how the best developers think, and what it is that will attract them to your company. And if you're lucky enough to find a few who are interested in what you have to offer them, before hiring, take the time to analyse and rank your priorities. From there, you'd be able to customise your candidate search based on your most important needs, so that you'll choose the one who is the right fit. Don't forget to look at all factors like the candidate's hard skills, education and certifications, experience, as well as soft skills. Good luck!
When recruiting new blood from the modern generation, remuneration and physical workplace benefits are no longer enough to intrigue talent to join a company. While these are predominant career aspects for their livelihood, employees look towards a positive company culture to provide added value for their life and work.
In the current job market, modern-day employees seek companies with stand-out, positive company cultures, like:
A company’s beliefs, ethics, traditions, and values are what translate to their company culture. Its importance and relevance are steadfast across the workplace, from effective hiring processes to recruiting the right talent to how employees should feel about work and realise their end goals.
In the big picture, there are 8 company culture types found in a typical workplace:
Read more: What Is Company Culture, And Why Is It Important For Businesses And Organisations?
Post-pandemic, employees aren't just looking for the right salary but also the right company culture they can fit into. This increased demand has forced companies to pivot into developing positive workplace cultures to attract and retain talent.
Curious about how companies around the world keep their employees happy and productive? Take a look at these 13 company culture examples!
Nvidia ensures that they walk the talk on their core values, and are often praised for their authenticity with the value of ‘one team’ – removing hierarchy and politics within the company so employees can focus on solving work challenges better.
One of their commitments to their people include fostering a culture where everyone is able to focus on their work, by anticipating what each employee may need at each stage of life. Imagine this: They provide benefits that allow their employees to deal with student debt, care for aging parents, or build a family.
The internationally-renowned beauty company aims to build an inclusive work environment for everyone because everyone is beautiful! They uphold the values and legacy of their founder, such as nurturing world-class talent, encouraging a diverse workplace, and putting the community first.
As the world progresses, so does the company with its Inclusive Leadership Behaviours tool, staying true to hiring without biases and in the workplace. Unconscious bias training is also regularly conducted, making The Estée Lauder Companies an inclusive workplace that condones discrimination and provides equal opportunities for people of all races and genders.
If there's just one word to describe Netflix’s company culture? Freedom. One way the digital streaming company drives empowerment and autonomy in its employees is by giving them the power to make decisions for the company.
By doing so, employees have a greater sense of responsibility, self-discipline, and accountability that motivates them to work better. There are also ‘unusual’ instances of freedom within Netflix, like the internal and systematic sharing of documents, vacation and parental leave policy, and even an 'other expenses' policy ruled by the philosophy, “Act in Netflix’s best interest”.
‘Ugly babies’ are what Pixar President Ed Catmull calls an idea still in its infancy. At Pixar, psychological safety is adopted to protect an idea’s originality before turning it into works of art. It forms a space for employees to provide feedback and improve, as they are the ones who will judge the work and not their peers.
Moreover, the company's North Star is an inclusive work environment to produce representational content for their audience, provide opportunities for talent, and value the contribution of different backgrounds. This is most evident in recent Pixar projects like Coco, Bao, and Soul, which highlight various ethnicities and cultures in America.
“Work Hard and Go Home” is their motto. An SaaS company that deals with technology 24/7, Slack understands that employees, too, have a life outside work. Hence, a people-first culture where employees are not expected to work after hours encourages them to speak with purpose and live their life to their fullest.
Besides that, the Slack for Good initiative provides opportunities for underrepresented individuals in technology. To date, they have built a program to help the formerly incarcerated find employment in tech; introduced community involvement, active volunteerism such as paid Volunteer Time Off (VTO), and employee philantrophy.
8 core values guide employees in everything they do, providing opportunities for them to grow as a person and member of the organisation. Their values in action form the very existence of their company culture, appreciating employees who share knowledge, care for people and the environment, lead by example, and practice togetherness.
Employees also have the space to make mistakes, as IKEA believes that doing so is better than proving that they are not wrong. This coincides with their family-focused environment, where people can be themselves and no one tries to stand out. In the words of this Swedish brand, “Only when you are sleeping, you are not making mistakes.”
“Create an environment that you want to work in” is what Shopify says, and so they did. From nap tents to townhalls where executives are front and centre in the hot seat, the tech giant fosters the relationship between the company and employees by implementing open communication and a sense of security.
Shopify also practises something called a ‘trust battery’. On an employee’s first day, their battery level starts at 50%, which can charge or discharge overtime while working with others. This concept allows for more transparent conversations regarding trust in workplace relationships, akin to performance reviews without taking criticism personally.
The driving force of Salesforce is the Hawaiian spirit of Ohana, or family, since its inception in 1999. Together with this is their unique 1-1-1 philanthropy model, Pledge 1%, that gives back to local communities.
How this integrated approach works is companies who take part pledge either 1% of equity, 1% of their time, 1% of their product, or 1% of their profit. At the time of writing, Salesforce has contributed over USD$240 million in grants, 3.5 million hours of community service, and product donations to over 39,000 non-profit organisations.
It's not about how the job gets done but more about what gets done – that’s the work culture at LEGO. Instead of being told what to do, their approach of providing employees with clarity and strategic choices allows staff members the freedom to execute their tasks the way they want them.
Fostering creativity at work also empowers employees to come up with innovative ideas to solve problems, which goes hand-in-hand with their playful, youthful brand outlook. There are no culture decks or handbooks too; just a free-thinking, non-controlling, and non-restrictive environment.
In 2021, the music-streaming company formally introduced the work from anywhere model and a flat management structure to foster teamwork and open communication, making the company a hot favourite career choice.
Its adaptive company culture doesn’t stop there. To encourage employee autonomy and accountability, Spotify adopts self-organising teams of ‘squads’, ‘tribes’, ‘chapters’, and ‘guilds’ to execute tasks or projects instead of bureaucratic top-down management styles.
An SaaS company that thrived during the COVID-19 pandemic, Zoom wants to do more than just the same ol’ employee engagement and company culture practices. Their solution? A happiness crew to organise events, celebrations, community events, and volunteer activities.
Responsible for forming a positive work culture within the organisation, the happiness crew’s ultimate mission is that employees work in a happy environment. From this, the company has the chance to establish and implement new work cultures – to grow, adapt, and provide greater environments for employees to work in.
More than just coffee and the seasonal pumpkin spiced latte, Starbucks is driven by performance, humanity, inclusion, and relationships. The company strives to provide opportunities for refugees, veterans, military spouses, and the disabled – Signing Stores run by the deaf and hard of hearing community, as an example.
The relationship-driven approach is evident in their operations. For customers, it’s why they want to know your name, while for employees, even part-time staff in the United States qualify for health insurance and stock options. At Starbucks, you’re more than just an employee. You’re a partner.
When it comes to positive company culture examples, we can’t ever leave out Google. Known for having one of the best company cultures in the world, its love for its employees is evident, from on-site laundry centres to providing childcare at its headquarters.
They take good care of employee well-being to ensure that there’s nothing to worry about at home, so they can focus on working for the company. As their employees are their most important assets, a hybrid working model and four work-from-anywhere weeks per year truly capture the essence of an employee-first culture.
In this new age of employment, companies can no longer ignore the importance of company culture. As more talent cast their nets for the best workplace cultures to work in, business owners too must explore and develop their existing environments, as no one is more integral to a company’s success than their people.
A strong company culture not only reduces hiring costs, but also provides enhanced employee productivity, engagement, and consumer image. Plus, headhunting and aggressive hiring can take a step back, as the right talent will show up at your doorstep without being asked!
Just about anyone can put on a power suit, sit in a corner office, and give orders or delegate tasks to their subordinates. To be an effective leader though, there’s so much more that’s required, especially when you’re tasked to lead and inspire many people to take action. One of the reliable ways to determine if someone is ‘good’ at leadership or otherwise is to look at their people: Are they thriving, becoming better leaders themselves, inspired and motivated, so on and so forth?
You see, while it can be difficult to accurately pinpoint the similar traits and characteristics that define the greatness of a leader, it’s safe to say that a true one is only as good as his/her willingness to develop daily. Every success and failure is an invaluable lesson that can be turned into an opportunity to lead by example. He/she who’s able to follow through on their word and drive their people forward with purpose shows a strength of character, and a confidence in “getting their hands dirty”.
That’s why we’ve decided to create this handy guidebook to help all aspiring leaders reach their full potential, which is an essential life-long skill to attract and retain the top talent! Download your copy for FREE here, and get started on your journey towards hiring the right people with similar attributes – the willingness to evolve daily, determined, focused, honest, and have the courage to speak of their opinions:
“Leaders aren’t born, they are made. And they are made just like anything else, through hard work. And that’s the price we’ll have to pay to achieve that goal, or any goal which is worthwhile.”
Vince Lombardi
Being a hiring manager is no walk in the park. You'd basically need to pick the candidates who would fit the job role criteria and company culture. It can be a hassle initially; you comb through hundreds, if not thousands, of applicants, make a shortlist of the top few you think might fit, and then commence the process of setting up the interview sessions.
Even if all goes well and the candidate you choose agrees to come on board, six months later, you’re processing his/her resignation. Not a nice situation to be in, right? Especially after you thought this person would stick around for the long haul. New hire turnover is real, and unless you find ways to counter this, you might have to rinse-and repeat this situation until you find the right person who's able to stay on. Don't believe us?
TeamStage released a number of statistics regarding employer turnover in America, and found that 31% of new hires end up quitting or leaving within the first six months of working. Out of that number, 68% of them resigned within the first three months of working. This sentiment was echoed by Forbes, which reports that 20% of new staff tend to leave only after 45 days into their new work. Finally, over in Singapore, a poll involving over 600 working professionals conducted by NTUC LearningHub in 2021 found that one in four people are likely to quit their job and seek prospects elsewhere.
As hiring managers, the stats mentioned above can induce some fear when trying to bring on or keep a new hire in the company. But fret not! Below is a hiring process checklist created for all recruiters to refer and use. Should you follow this checklist, you might just have a better peace of mind when it comes to hiring or keeping the right candidate who'll want to dedicate his/her time to the company for a longer period.
At this stage, you’ve already identified the resource shortage in the company, and what job scope would solve the problem efficiently. That, or the higher ups have already given you the direction to secure a new employee. You'll need to create a job description, which will then be converted into a job ad that's shared to the world of talent.
Make sure that your job description contains the correct title, summaries, and expectations. Also (we cannot stress this enough), do specify the exact duties and responsibilities required by your company for this vacancy.
One of the reasons why it was mentioned earlier that 20% of new hires leave within 45 days of working, is that they were confused had misinterpreted the actual work that was required of them.
You can post your advertisements on social media and job platforms, or you could opt to enlist the services of a recruitment company like GRIT, who'll not only help you source and onboard the right talent in the shortest timeframe possible, but will also present you with a curated list of pre-screened candidates for review.
Once you’ve received applications, you can start the process of separating the wheat from the chaff. First, establish that they meet the minimum requirements for the company, then work to filter for all the candidates that seemingly have more qualities that they could bring to the table (such as additional certifications or a well-balanced portfolio).
Set a proposed interview date with the candidates and if agreeable, it's time to run the actual session! By then, you should have your materials ready for the interview, as well as any questions and concerns you want to clear with them (gives you the opportunity to observe them in real-time too!).
Make sure you clearly inform the candidates about the duties and responsibilities to be carried out, as well as any other ad-hoc duties and expectations of the company's other departments. Finally, don’t forget to ask them if they have any questions about the vacancy, and address their concerns to the best of your abilities.
Now that the interview sessions are finally over, you can breathe easy.
Or so you thought! The hard part actually begins now.
Before finalising your selection, make sure you’ve conducted thorough background and financial checks on them. You don’t want any hidden secrets or caveats coming out, and ruining the company’s and your reputation. Once you’ve selected the candidate(s) for the company, contact them to give them the good news! Usually, a phone call and a follow-up email should suffice. You can now move into the onboarding process of your new hire.
Now, in the weeks leading up to your employee's first day on the job, you want to make sure all the relevant paperwork is completed, and the rest of the company is ready to receive the new person.
Usually, employees need to fill out tax forms, employee identification forms, and provide a copy of their personal identification for the company to process. On your end, you'll need to draft an offer letter of employment and employee work contract. All you need to do is to send and request for the filled-in forms via email (it's easier and faster), instead of asking the new hire to come to the office with his/her documents.
On the first day of work, you should get your new employee familiarised with the company’s policies and practices, the working hours and culture, any on-site SOPs, as well as specific work ethics practised in the office. It's going to take some time for them to adjust, but it's best if they know from the start.
Read more: What Is A Work Culture, And 8 Tips On How To Create a Positive One!
Depending on the job you’re hiring for, you’ll likely need certain equipment or supplies. Have them all prepared and ready, so your new hire doesn't have to go running around like a headless chicken trying to get a hold of things from various departments.
Some companies require their employees to have a payroll account. This consolidates their pay, benefits, claims, and leave. Have that set up alongside the equipment and supplies. You don’t want any hindrances in the work progress.
On their first day, take your staff on a guided tour of the company. Show them the relevant departments, as well as respective people in charge and location, where they can catch their breath for 5 minutes. Don't forget the more minor details like parking and access to the building. This allows them to hit the ground running, and not get overwhelmed with the new environment. Along the way, introduce them to their fellow co-workers who are already in the office, and if possible, secure a one-to-one meeting with the CEO. This will add a personal touch, and make the employee feel that he/she is wanted by the company.
And before we forget: Toilets. Make sure they know where it is. Absolutely essential for EVERYONE to know, especially on their first day!
The first week is going to feel like hand-holding, but it's necessary. You'll need to check on them a little bit more than usual compared to the regular staff. When delegating assignments, don’t put all of them on your new staff.
Give them one or two at a time, and monitor their progress from there. They’re definitely not going to get it right on their first few attempts, and you may need to step in and help out every now and then, but it's worth it.
It gives your employees the sense that you care about their professional well-being, quality of work, their ability to fit in and feel like they belong, and that you’re willing to help as well.
After three months, or however long your company’s probationary period lasts, it's always prudent to have a sit down with your new staff for a progress update. Getting to know where their progress and perception is at after three or more months will tell you if he/she is likely to stay for the long haul.
At the same time, you can go over any improvements or take note of anything special your staff has done during their probationary term. This gives employees a sense of belonging and validation for their hard work, and will spur them to continue to give their best to the company. It’s a win-win situation for all.
Now, if you follow this comprehensive new hire checklist, the chances of you losing your new employee drop significantly. It's never easy to hire new talent, much less keep them. A great onboarding experience can nurture engaged, productive employees who'll stay in your company.
There's this humourous phrase which goes: "Husbands, keep your wives close; wives, keep your husbands close". And companies? KEEP YOUR EMPLOYEES CLOSE (especially the skilled and good ones).
If you're looking for a comprehensive onboarding solution that will take care of everything from policy and procedure manuals to supplying the necessary tools and supplies, contact us! We'll work with you to develop a custom onboarding programme that's tailored to your specific needs, and will help get your new employee up to speed quickly and smoothly.
After a couple of years spent indoors due to Covid-19, countries around the world eventually lifted restrictions and resumed what became known as the "new normal". There’s been a lot of change in the workforce since then as employees moved to established companies for better job security, lobbied for flexible/hybrid working arrangements, or straight out called it quits with toxic workplaces!
The transformation was imminent and bound to happen. Remote working has been practised since the 2010s, but was only popularised recently as a very viable option because of the pandemic. With this new workplace and career demand, employers and businesses have to adapt and adopt them quickly to survive.
That means modern recruiters are facing the brunt of managing stakeholder expectations as well as the candidates' demands. For example, if the pandemic has taught us anything, it’s how to spot a company’s red flags instantly, making it challenging for its recruiters to hire new staff. Existing ones may even leave for greener pastures.
Moreover, it’s not just the recruiters and hiring managers who are interviewing candidates, but it's now the other way round too. Just as much as interviewers want to know if a person fits the vacancy, the candidates will also want to know if the role and company are right for them.
Accomplished talent are out there, and willing to take up new opportunities. The catch? Better remuneration, good work-life balance, decision-making authority, etc. Beanbags, pool tables, and an infinite snack supply are no longer highly-coveted workplace perks. Intangible benefits are the new focus, so are companies willing to invest in these, and their people?
Top talent are the top for a reason. Be it their speed of learning, ability to close sales instantly, insane understanding of complex jargon, or years of experience, they are the crème de la crème who can boost the performance of any business.
A McKinsey study in 2012 found that the relationship between the quality of talent and a business’ performance was almost perpendicular: By replacing average talent with greater talent, work productivity could increase, thus shortening timelines for projects and reaching capable business goals.
Instead of just filling a space in your workplace, the candidate you hire should be a person who can support your business and propel it further. Managers and the brains behind the team should be top talent, but it doesn’t dismiss the fact that other team players who should have just as superior skills to create a cohesive, well-oiled workflow.
The best talent are an asset, and to retain them, companies need to be willing to offer more than just a generous salary. Here are some of the things modern employees look for in a job, besides wages:
How do you find good employees for your company? It all begins with a game plan!
As the head honcho of hiring in a company, recruiters face the heavy responsibility of evaluating the best candidates to employ. But to find and retain good employees requires a well-planned recruitment strategy – almost like a football manager scouting for talent, reeling them in, and then sealing the deal with a contract.
Besides attracting top talent, a good recruitment strategy can help reduce the cost per hire by prioritising quality over quantity, increasing diversity in the workplace, and filling big shoes by targeting specifically-qualified candidates.
Some of the best ways to find employees are to post on job platforms, attend career events, enlist the help of an external recruitment or headhunting agency, and even implementing an employee referral programme. Ultimately, the goal is to attract the best employees to want to work with you.
Everyone’s on social media nowadays! You, your colleagues, your parents, your bosses – heck, even your grandparents and your pets might have accounts. Leveraging social media platforms to grow your brand creates better visibility and credibility, especially when jobseekers look up your business online.
Not only does staying updated on social media validate your online presence and business, but it can be a great recruitment tool for talent. According to Glassdoor, 79% of job seekers turned to social media to search for jobs, and a 2013 survey by SHRM (Society for Human Resource Management) found that at least 84% of organisations recruited employees through here.
Employees want more than just money. Yes, money makes the world go round, but the true value lies in a work-life balance, autonomy, career growth, personal development skills, prospective promotions, an open-minded management style, etc. A positive workplace is a productive one, with many prioritising their well-being over material perks.
By creating a positive workplace culture, everyday work can be impacted positively, and encourages employees to stay engaged. One example is flexible working conditions where employees can work remotely or in the office. Only 58% of office workers believed their culture was positive, in comparison to roughly 70% of remote or hybrid workers.
Growth is not just a part of a business, but everyone, including employees and managers. Developing these programmes in your company provides learning opportunities and transformative career growth – all while attracting new talent and retaining current ones.
Besides professional development, companies can provide training classes for employees to fill the gaps in their skills or to learn something new. The best programmes should offer formal and informal opportunities that match their needs. In reality, 76% of millennials felt that these opportunities were a major contribution to job satisfaction.
From that first interview invite to signing the job offer, the hiring process reflects the company’s operations strongly. A positive interview experience assures talent that your company is well-structured, engaged, and meets their expectations – an opinion heavily supported by 87% of candidates.
Through interviews and meeting candidates in person, hiring managers or recruiters can take this opportunity to develop stronger interpersonal relationships. Sometimes, this could be the deciding factor on whether a talent decides to accept a role or not, tying back to the importance of the overall experience.
Passive candidates refer to candidates who are not actively looking for a new job. In fact, they could be very comfortable right where they are. Research says that at least 70% of the world’s talent are passive, biding their time until greater opportunities pop up.
To target them specifically and bring them onboard, you’ll need plenty of research and find out what their goals are. This helps create a tailored approach as one of the best ways to find employees, and gives recruiters a wider net of experienced candidates to select from.
Birds of a feather flock together, and it can go the same way for talent! If you already have talented employees on your team, an employee referral programme is the most effective tactic to bring onboard top quality fresh blood.
When an employee refers someone for a job, they wouldn’t refer an unskilled candidate. They would recommend someone who’s just as good as them, if not better. An ERIN report in 2020 discovered that employee referrals lead to a higher hiring rate (at least 4x), and 45% of referred employees remained in the company for over four years.
A few ways to do this are partnering with schools to seek young talent or hosting/joining a career fair. It puts your business directly on the ground to meet candidates in real life, and to be easily identify if they’re a good fit for the company.
Plus, having existing employees present themselves as brand ambassadors can help prospects feel more comfortable speaking to someone already working there. Almost like talking to a friend, as at times, recruiters and managers can come across as imposing.
Like children asking “Why this?” and “Why that?” to everything, employees want a ‘what/why’ in their job too. Why are they doing this, what is the company’s purpose, and how can they make it happen?
Employees feel more empowered when they work towards meaningful goals. PWC’s 2016 study showed that millennials were 5.3x more likely to stay on in a company when they resonated strongly with their company’s purpose. Hence, employers must ensure their companies are purpose-driven and embody strong values to appeal to and maintain talent.
To attract the best talent to join your company, utilise creative aspects in your job ad postings to get attention, like videos and graphics. Nobody wants to read long text paragraphs about the company and vacant roles. Make it short, snappy, interactive, and honest.
“But I have so many things to put into my job post!” And in the age of social media, attention is fleeting as we jump from post to post, and platform to platform in mere seconds. Shorter job ads (1-300 words) had higher application rates compared to medium (301-600 words) and long job ads (over 601 words), making concise information key to attracting eyeballs.
The world is moving faster than before, and for businesses to stay in the race, they need to be flexible and integrate the latest career and industry trends. Be it remote working, introducing new technology to ease efficiency, or jumping on the live-streaming wagon, these practices help companies stay up-to-date as well as appeal to candidates as a proactive and progressive place to work at.
Companies often emphasise that their success stems from their people, and that couldn't be more true! If there were no humans to man the machines, calibrate systems, look things over with a sharp eye, or provide an empathetic touch to everyday life, businesses would feel robotic and devoid of life.
More than just manpower, they are the company’s biggest stakeholders. They act as unofficial brand ambassadors and can affect your public brand image. If employees are happy and view their companies positively, they would be more than willing to share their experiences with others as they feel valued. For a business to come to fruition, it starts with nothing else but people.
We previously took a look at the industries and new technologies that will thrive post-pandemic, as well as the current opportunities and outlooks that are driving demand for talent. It's clear that most regions and industries are still remaining strong, with many parties cooperating to ensure that job opportunities will still be available. So, where are the likely key areas where the labour market might improve?
Here's a list based on the estimates and projections of labour force in the World Employment and Social Outlook Trends 2022 report, by the International Labour Organisation:
One thing to keep in mind is that technology is among the key factors influencing the growing labour force. As noted by the World Trade Organisation in their presentation "Impact Of Technology On Labour Market Outcomes", current technological advancement has resulted in a higher relative demand for skilled workers and a lower relative demand for workers performing routine tasks.
However, don't forget that the tech and digital industries were among the hardest hit by the pandemic.
Like some other industries, the tech and digital industries experienced some eye-opening surprises as a result of the Covid-19 pandemic, but some detrimental repercussions could not be avoided. Before we recall the devastation that had befallen the tech and digital industries, let's first look at the positive effects that would last for a very long time.
Many of us have grown accustomed to our working environment as more people receive the Covid-19 vaccine, borders have opened on a national and international level, and certain things have returned to their pre-pandemic state. However, because new coronavirus variants will continue to plague us, the fight against the pandemic is far from over.
The current state of the working world is also unstable because, as noted by the Harvard Business Review (HBR), this year's level of volatility will rise as new variants continue to emerge, and many employees will experience real wage cuts as annual compensation increases lag inflation. These are all present, along with longer-term technological change, ongoing DE&I endeavours, and ongoing political upheaval and uncertainty.
The following five fundamental trends will affect workplace volatility in 2022:
Gartner HR Research reveals that 82% of employees report working environment lacks fairness. Unfairness will continue to be a hot button issue for many businesses as flexible, remote, and hybrid work models become more prevalent. There will be disputes among employees and inquiries from their superiors over who gets to work from home more frequently, who is more productive at work, and other related issues.
Many, if not most, employees in today's workplace seek flexibility. Given that flexible scheduling is associated with lower employee turnover in organisations, it is safe to assume that the opposite will result in high turnover. Employers who don't offer flexibility run the risk of losing employees to employers who do, increasing attrition risk as well.
Remote work is a great solution that has become popular for staying safe during the pandemic, but it presents employers with the conundrum of how to measure remote employee productivity. Their decision may cause friction between those who work from home and those who work in the office because, according to a Gartner November 2020 survey of nearly 3,000 managers, 64% believe that on-site employees perform better, and 75% believe that on-site employees are more likely to be promoted.
According to HBR, more than 90% of employees intend to use a hybrid working model for their knowledge workers in 2022. However, nearly halfway through the year, some companies have stated that they want their employees back in the office. As many as 58% of companies polled by Teamlease believe that work will be done entirely in-office in the future. Employees and management may clash as they adjust to the new working model.
In 2022, organisations will implement new measures to assess their employees' mental, physical, and financial health, as mentioned by HBR. Following the pandemic, many businesses increased their wellness support. For example, a Gartner 2020 survey of 52 HR executives discovered:
Thus, employers must understand whether employees are taking advantage of the benefits and whether any of the benefits have assisted them in improving their well-being.
When coping with the new working environment that follows the pandemic, various viewpoints and approaches are available out there. Fortunately, a number of corporate leaders are voicing their views on the subject and wanting to assist employees in dealing with the new challenges. Check out some of their responses below:
“CIOs and IT leaders are trying to wrestle with, you know, 'What's the level of flexibility I give my workforce here? Can I let them have an Apple Watch Connect?' Well, you probably should, because this generation considers that part of their productivity stack – a part of how they stay connected.”
He continued, “So you take all those conditions, and the data is clear. IT leaders are now going to have to manage this extreme flexibility and how they allow their workforce to connect and do their jobs. In fact, what I find compelling about the data is that it suggests they'll sacrifice promotions and pay and positioning for flexibility.”
"For many companies, data will be part of day-to-day work and overarching strategy, if it isn’t already. This is especially true at Healr Solutions, which uses data to create solutions for biopharmaceutical supply chains. As we progress to the future, work will be heavily dependent on making decisions based on large datasets."
He continued, "At Target, we use data-driven tools to support quicker, more effective decision making. The way of the future is using that information to improve speed and quality of service to meet guest expectations."
“Bots offer a particular opportunity for highly regulated industries like health care that have codified activities. A bot can bring a quick solution, reducing the risk of human error and freeing up time for researchers.” She continued, “Amgen is thinking about existing skills and determining where gaps are, with an emphasis on involving employees in solutions.
She continued, “This includes explaining why changes are made and how more and new technology will benefit employees by helping them develop new skills and free up time. People are worried they’ll be replaced by technology and lose their jobs. This can be quickly addressed once individuals understand how these tools will help them perform better and more efficiently.”
“If you want to predict the future, you don’t look at big companies or older companies – you look at young companies, especially for [work] culture. Airbnb’s 'work from anywhere' model isn’t just forward-thinking, but unique in its approach to salaries, as almost everyone with flexible work policies still ties employees’ pay to their locations.”
He added, “The most talented people aren’t in San Francisco anymore, and they’re not here in New York. The most talented people are everywhere now – and if I need engineers, designers, product managers, or marketers, they’re getting so distributed that if you limit your talent pool to community radius, you’re probably at a disadvantage.”
Due to the pandemic, organisations from all sectors have changed how they operate, who they hire, what kinds of jobs they offer, and other aspects of their business. In just two years, many aspects of how people work have changed drastically. To avoid falling behind and maintain their competitiveness in the labour market, both employers and employees must quickly adapt.
Just as the World Economic Forum and Boston Consulting Group reported on some potential outlooks for the workplace of the future. These include elements like the rapidly expanding global workforce, extensive automation of employee tasks, a higher percentage of the workforce moving to remote positions and entrepreneurial endeavours, and a higher proportion of high-skill areas moving into high-skilled jobs.
What can employers do to help employees get ready? Making a workforce that is prepared for the future is the key. The BCG recommended the following actions for businesses to take, in order to meet the challenges of upskilling and future-proof their workforce while also ensuring employees are prepared to face any work challenges that come, especially in the future of work:
The pandemic has changed how people work, live, receive healthcare, and shop and these changes will boost demand for tech and digital occupations. Many people will be curious as to whether the situation will change back to how it was before the pandemic. But each of us needs to keep moving forward and take the necessary actions to adapt to what is happening right now and in the future in this quickly changing, constantly evolving world.
The ongoing pandemic and economic uncertainty make the future unpredictable. In some industries, there may be more open positions, while in others, there may be more layoffs. Employees may reduce working hours or work from home full-time, but it is also possible to do the opposite. There are a lot of potential changes, but here are some predicted by Gartner for the workplace over the next ten years:
If you're looking for more about the future of a post-pandemic world, why not check out our other article coverages:
1) Pandemic-Rebound Part 1: Which Industries/New Technologies Will Thrive And See A Rise In Hiring?
2) Pandemic-Rebound Part 2: What Are The General Outlooks And Opportunities From Around The World?
There's no doubt that the Covid-19 pandemic has wrecked havoc of unbelievable proportions: Economic and geopolitical systems weakened, high commodity prices, inflation, as well as disruptions to the international trade and supply chains. Despite all of that, countries have done their best to overcome the hard-hitting impacts to their economies, in addition to proving how resilient they are in different settings. However, even with plenty of recovery practices in action, many experts fear that a global economic recession is on the horizon.
Apart from that, the world of work has changed dramatically across all industries, and nearly all have invested in a digital way of doing business. Thanks to each country's efforts to get back on their feet, job opportunities still abound in various parts of the world, especially for those who possess the necessary knowledge and skills, as well as the courage and mindset to explore and rule new dimensions.
This is consistent with the findings of the Project Management Institute's (PMI) 2021 Talent Gap report, which estimates that by 2030, the world will require 2.3 million additional project management professionals annually to keep up with demand. Adapted from the PMI 2022 Jobs Report, let's take a look at the current opportunities and outlooks that are driving demand for project leaders by region:
| Region | The Outlook | The Opportunity |
| Asia Pacific | This part of the world is a manufacturing powerhouse that has fueled economic growth by capitalising on international demand for its goods. Exports have been increasing in the region until pandemic-related setbacks. For instance, Japan’s growth rate decreased by an estimated 0.8% when the country’s Covid-19 cases increased in late 2021, leading to lockdowns. Additionally, the IMF significantly cut its growth projection for the Asia-Pacific region in October compared to earlier projections, citing the region's uneven policy support and slow vaccination coverage. Nevertheless, all indicators point to growth in the coming year. In contrast to South Korea's projected growth of 2.7%, Australia's economy is projected to expand by 3.5%, New Zealand's by 3%, and Japan's by 2.3% in 2022. | Although exports may be the main driver of economic growth in the region, hiring is not the only encouraging trend. According to market research company Mordor Intelligence, fintech is booming in the area and is predicted to grow by 16% annually through 2026. Throughout the pandemic, Australia had remarkably low rates of job switching, but this is now changing as the inflow of project talent from abroad has decreased due to border closures brought on by Covid-19. Despite the worst hiring outlooks for Q1 2022, employers in all 40 countries surveyed expressed optimism. Construction, healthcare, government, and social work all face potential contractions, but banking, finance, IT, and telecom show encouraging hiring sentiments. |
| China | The IMF predicts that the second-largest economy in the world will see GDP growth slow from 8% in 2021 to 5.6% in 2022. According to the Oxford Institute for Energy Studies, the nation is experiencing an energy crisis due to record-high coal and natural gas prices, which may hinder the government's ambitious plans to transition to renewable energy sources. Also, one of the biggest worries is China's highly indebted real estate market. Meanwhile, the Chinese government unveiled a five-year plan to increase employment and wage growth in light of the nation's anticipated record 9.1 million new workers in 2017. By 2025, 55 million new urban jobs must be created to keep the official urban unemployment rate at 5.5%. There are signs that project activity will pick up in the interim. | China's finance ministry committed CNY1.55 billion to wind farms, CNY2.28 billion to solar power plants, and CNY38.24 million to biomass power generators, in November. The need for project leaders is then anticipated to increase due to China's energy transition plan and the requirement to prepare for climate change risks. Private businesses also want to intensify their sustainability efforts. According to Karl Fjellstrom, managing director of Far East Mobility in Guangzhou, local eco-friendly transportation initiatives will spur demand for project talent. In addition, the pandemic is boosting opportunities in the pharmaceutical industry, particularly for biologic medicines, and there’s a sizable market for project management and technical personnel. |
| Europe | The European Union's economy is strengthening, with 2021's end-of-year GDP growth expected to be 5.2%. The OECD anticipates that the GDP of the eurozone will increase by 4.3% this year and that unemployment rates will return to pre-epidemic levels, barring unanticipated issues from other Covid-19 variants. But supply chain problems, particularly in the transportation and construction industries, have exacerbated bottlenecks and slowed manufacturing efforts. Growth and job gains will be restricted until pricing and supply chain disruptions are stabilised due to the ensuing spike in inflation, which will be 5% in December 2021. Several nations are taking actions to encourage project funding and spur job growth over time to lessen the effects of disruptions in Europe's energy supplies and unrelated spikes in natural gas and electricity prices. For instance, the United Kingdom enacted a two-year "super deduction" tax break, while France’s 2030 plan will invest €30 billion over the following five years in a variety of commercial sectors. | A record-breaking US$121 billion was invested in European technology in 2021, more than tripling the amount invested the year before. The rapid rate of pandemic-driven digitisation, combined with this investment and the IT industry's attempt to fill a talent gap, have created the ideal IT opportunities for project professionals. In many industries, like transportation and construction, where project leaders are required to promote innovation while minimising risk, there’s a shortage of labour. This shortage, coupled with supply-chain disruptions, has led to an increase in demand for project professionals in these sectors. The need for project managers for renewable energy sources is being fueled by the rising price of fossil fuels and the increasingly ominous climate predictions. As part of his France 2030 plan, President Macron has also set aside €8 billion for energy initiatives, intending to lower greenhouse gas emissions and becoming a global leader in green hydrogen. |
| Latin America | Despite having a GDP growth rate of 6.3% in 2021, this region is only anticipated to grow by 3% this year. This is due to a widespread and historic drought crippling the hydroelectric generation in Latin America, which once provided the majority of Brazil's electricity. Governments are now relying on imported natural resources as energy prices globally soar. The presidential elections scheduled this year in Chile, Colombia, Costa Rica, and Brazil, also have a history of disrupting the economy. There are some encouraging signs amidst the fear and uncertainty, even though employment levels in many Latin American countries are still significantly below their pre-epidemic levels and inflation is rising fast. Critical projects in Latin America will be financed by the Build Back Better World global investment initiative, which the G7 group of major industrialised economies launched in June. | According to Elton Soares, PMP, lead project manager, GE, Santa Cantarina, Brazil, companies are constantly trying to adapt, so project professionals who are knowledgeable about the latest developments are needed. And anyone who can assist businesses in navigating the pandemic and the emergence of AI is in a good position to advance their careers. While there are opportunities in all industries, the manufacturing and technology sectors have the most open positions for project managers. There are more IT job openings than qualified candidates, based on the study published in late 2021 by Brazil's Softex. In 2022, 400,000 IT positions, according to Softex, are expected to be vacant. Opportunities in technology aren't just limited to conventional IT. To remain relevant for digital consumers, healthcare, retail, education, and financial services are becoming more and more entwined with technology. To stand out to hiring managers, job candidates should highlight any agile experience and professional certifications. |
| Middle East & North Africa | In 2022, the Middle East and North Africa should see a reduction in the economic damage caused by the pandemic and falling oil prices, opening the door for another round of the region's famed high-profile megaprojects. Given the rapid Covid-19 vaccination campaigns and government spending initiatives related to the pandemic, the IMF increased its economic growth projection for the region to 4.1%. Late in 2021, oil production grew significantly, and prices climbed to their highest level since 2014. The World Travel & Tourism Council reports that tourism is also on the rise, with growth expected to reach about 27% in 2021. Even though those figures are below the average for the world, Expo 2020 Dubai may help increase them, as the emirate reported receiving more than 1 million foreign visitors in just a month of October. The hospitality industries in Qatar and Bahrain were severely impacted by the pandemic as well, but they report encouraging increases in tourist spending and travel in late 2021, largely due to Qatar hosting the FIFA World Cup in 2022. | All indications are that project activity and job opportunities will pick up as core industries recover. For instance, it's anticipated that construction spending will surpass US$110 billion for the second year in a row in the six-nation Gulf Cooperation Council. Moreover, Saudi Arabia and the United Arab Emirates (UAE) are predicted to be at the forefront of the field thanks to their diverse portfolios of residential, mixed-use, commercial, and touristic buildings, as well as their energy and infrastructure projects. Long associated with fossil fuel energy, the Middle East and North Africa are now home to several renewable energy projects, such as the Al Dhafra Solar Photovoltaic Plant in the United Arab Emirates. And BP recently announced plans to build multiple gigawatts of renewable energy and green hydrogen projects in Oman by 2030. Project managers must still adjust to pandemic-driven changes that redefine "business as usual" even as the economy begins to recover. Additionally, there’s a demand for project talent in developing research areas like software engineering. These research teams will require more members who can create procedures and frameworks. |
| North America | Despite of supply-chain bottlenecks, a talent shortage, and worries about Covid-19 variants, growth in the United States and Canada is anticipated to continue. This year, the IMF predicts that the GDP of the United States will rise by 5.2% and that of Canada by 4.9%, both of which are 0.8 percentage points less than in 2021. The ability of government officials to control inflation will also determine how quickly and effectively the economy can grow. Even though the Great Resignation movement may be currently centred in the United States, the unemployment rate fell to 3.9% in November, the lowest level since Covid-19 first appeared. Three million American workers left their jobs during the pandemic, and many businesses are having trouble getting them back. Many businesses are increasing salaries to combat rising inflation and a lack of qualified workers. The Conference Board conducted a survey, and the results show that businesses are budgeting an average of 3.9% of payroll for wage increases in 2019—the highest level since 2008. | Because there are so many opportunities in the United States, job seekers can generally indulge in the luxury of being picky. The sectors expected to hire massively are manufacturing, professional and business services, transportation, and construction. The healthcare industry is also flourishing. The auto industry and other segments of the manufacturing sector in Canada have been slowed by supply-chain disruptions. As a result, there will also be a high demand across all industries for project managers who can proactively identify, manage, and reduce the risks associated with supply-chain bottlenecks. The need for changemakers who can lead these transformations will grow as organisations move further toward automation and digitisation as a result of hiring and logistical issues. In the first half of 2021, the declining foreign investment made it difficult for Canada's mining, agriculture, manufacturing, and energy sectors to thrive. The Conference Board of Canada, however, predicts that as exports rebound in 2022, there may be a corresponding rise in demand for talent in those industries. |
| South Asia | The demand for goods has only grown over the last two years, and India's significant contribution to the electronics supply chain is anticipated to contribute to the nation's 8.3% growth this year. However, the disparities in South Asia's economies continue to be enormous. Each nation's economy has been influenced by different levels of tourism dependence, extreme weather events, and Covid-19 containment strategies. The pandemic's uneven effects have been felt not only along geographic lines but also along gender lines. According to a 2021 study from Azim Premji University, among Indians who lost their jobs during the early-2020 lockdown, nearly half of women had trouble finding new employment, compared to just 7% of men. Inequities for women and unskilled workers have only grown worse as a result of the pandemic. The World Bank's most recent statistics show that from late 2020, just 16.1% of workers were women, down from a peak of 26% in 2005. | It's not surprising that the IT industry in India continues to offer many job opportunities, especially in light of the significant push for digitisation across industries. Many new IT projects have become available as a result of the rapid pace of digitisation in both internal and customer-facing operations. In the meantime, a survey by Willis Towers Watson predicts that salaries in India will increase by almost 9% in 2022. Companies are more willing to spend more on project managers who have an entrepreneurial mindset, can affect culture change, and can form enduring, effective teams. Another booming industry is telecom. The Naukri JobSpeak Report indicates that between November 2020 and November 2021, hiring activity in the industry increased by 91%. Additionally, professionals with eight to twelve years of experience were in high demand across all industries. Another promising sector is telecom. The hiring activity in the industry increased by 91% between November 2020 and November 2021, according to the Naukri JobSpeak Report. The most in-demand professionals across all industries were those with 8-12 years of experience. |
| Sub-Saharan Africa | The GDP growth predicted for this region's economy in 2022 is expected to be 3.8%, or almost equal to the gains from the previous year. However, that regional rate obscures the fact that different nations are experiencing unequal growth. For instance, growth in Ghana and Kenya is anticipated to be at least 6%, compared to much more modest growth forecasts for Nigeria (2.7%) and South Africa (2.2%). The two main factors influencing global trade and commodity price increases are growth in general. However, low Covid-19 vaccination rates keep limiting project potential. The World Health Organisation reports that only 6% of the population in Africa had received Covid-19 shots as of late 2021, making it the region with the slowest vaccination rollout worldwide. | Sub-Saharan Africa is looking toward much-needed infrastructure upgrades, many of which are supported by government assistance, despite challenges brought on by pandemics. Various projects, such as upgrades to water supply systems, government-subsidised housing, and student housing, have been launched in South Africa with the assistance of a US$7 billion fund of private and public investments. Around US$32 billion of global aid are spent in Africa, which is fueling the creation of new development jobs there, up to 45% of which will require project talent. Project management hiring will increase as a result of the growing demand in development organisations to show accountability and results. The need for project managers who can support teams in delivering proactive and sustainable solutions is also being driven by climate change. |
If you're looking for more about the future of a post-pandemic world, why not check out our other article coverages:
1) Pandemic-Rebound Part 1: Which Industries/New Technologies Will Thrive And See A Rise In Hiring?
2) Pandemic-Rebound Part 3: What Are The Long-Term Impacts And Newest Trends We Can Expect?
What legacy will Covid-19 leave in a world that has changed drastically, but is more resilient? The effects of the pandemic, which resulted in many lives lost and countless people losing their jobs due to its rapid and unchecked spread, are still very much felt to this day.
While employment began to recover months later, it remained high throughout 2020. Nevertheless, many industries continue to view the pandemic as a blessing in disguise. Companies took all the necessary measures to ensure business continuity and survival, as the entire world worked to contain the pandemic. It has fundamentally altered how people interact with one another, and has sparked unheard-of changes in every sector of the global economy.
The pandemic ushered in a period of opportunity for new industries to develop and shape consumer behaviour for decades to come, much like previous recessions.
While some already-existing industries will likely struggle to survive, some will flourish as they are compelled to transform, reorganise, and evolve to fit the new norms. Just consider how many things, including workouts and school classes, became available online in the aftermath of the outbreak.
According to a CBINSIGHTS Research Report, the following are some of the industries and technologies poised to thrive and shape the post-Covid world.
Due to overcrowded hospitals and the risk of infection, patients and healthcare professionals were forced to quickly adopt telehealth services and remote health monitoring. McKinsey reported that from July 2021, telehealth services were used 38 times more frequently than they were before the pandemic. VC firms jumped on this trend quickly, and invested three times as much money in digital health startups in 2020 compared to 2017.
Telehealth technology, continuous and remote diagnostics, remote mental healthcare, virtual fitness, plus aging-in-place technologies may all continue to develop as infrastructure advances and these services become more widely known. This could be true even after the pandemic has ended.
People have been confined to their homes as a result of social isolation policies, making remote work and workplace flexibility trends necessary. Many businesses were forced to make the switch from traditional office work to remote work. Employers and employees thus utilised technology, such as virtual reality and video conferencing apps like Zoom and Microsoft Teams, to balance productivity with overall well-being.
Due to the explosive growth in demand for its services in 2020, Zoom's share price increased by almost 400%. As a result, tech firms have seen unprecedented network stress, and a massive demand for their services. The new workplace norm is thought to be here to stay, even after the pandemic has passed, because businesses across all industries had to adjust to the difficulties of a suddenly dispersed workforce.
The Covid-19 outbreak had an impact on the $96.6 billion fitness sector. Over 350,000 fitness instructors and trainers in the United States alone were forced to switch to virtual classes. Many of them have adapted by using already-available video-streaming services like Zoom, Instagram Live, FaceTime, and YouTube that weren't necessarily designed for the purpose. According to ClubIntel, 72% of fitness club owners now offer on-demand or live-streamed workouts, up from just 25% in 2019.
Even though many gym-goers are content with their new home gyms, physical fitness may experience a rebound as the Covid-19 crisis passes. One appealing feature of in-person fitness is the routine of going to the gym for spin classes or other workouts, but it's more than that. However, a hybrid model of at-home and in-person workouts is probably here to stay due to the added convenience of virtual fitness, and the lower cost of digital classes compared to those in studios.
Before the start of Covid-19, it was anticipated that the market for enterprise VR hardware and software would reach a value of $12.6 billion by 2025. For years, businesses have been figuring out how to use the technology. In the early fall of 2021, Facebook released a beta version of Horizon Workrooms, a VR remote control app. This release represented the next stage of this shift. The app allows Oculus Quest 2 VR headset users on Facebook to present themselves as avatars during virtual meetings.
The implementation of social distancing laws and the widespread adoption of remote work has given VR tech companies the chance to prove their value to businesses in unforeseen situations. Additionally, VR has supported business operations across a variety of sectors. Social distancing indicates that many in-person tasks can be carried out safely, effectively, and at scale in the virtual world, suggesting that virtual reality may one day become a constant part of enterprise infrastructure.
Long before the pandemic, analysts predicted that schools and universities would value the edtech market at $350 billion by 2025 as a result of updating their infrastructure to include digital alternatives to the traditional classroom. Covid-19's arrival, however, compelled a much faster expansion. During the height of the pandemic, remote learning technology and online courses filled the demand. However, the widespread return to in-person learning in the US was a sign that remote learning is likely to remain a backup option in most circumstances.
Even after the virus has passed, schools and universities will probably still use digital learning infrastructure as it advances, because there's plenty of room for improvements. While this is going on, tech behemoths like Microsoft and Google will keep funding their initiatives in the field of education, leveraging their existing connections with parents, teachers, and administrators who use their products.
The coronavirus pandemic has revealed how vulnerable the manufacturing and logistics sectors are to a sudden, widespread disruption in human labour. Businesses are likely to take action to protect themselves from similar disruptions in the future. To reduce the industry's reliance on human labour and aid manufacturers in adapting to shifting market conditions, this is likely to include increased investment in adaptable, scalable, automated solutions. Particularly well-positioned to speed up that evolution are automation and 3D printing.
When it comes to adapting to rapidly shifting demand, 3D printing technology has proven to be flexible and adaptable. For instance, Stratasys, the company that owns the popular 3D printer brand MakerBot, partnered with Massachusetts General Hospital to co-sponsor an innovation contest for the creation of printable ventilators. Besides converting its facilities to support the production of emergency medical supplies, UNYQ, a company that creates 3D-printed prostheses for amputees, did the same. The value of 3D printing for rapid prototyping will also drive increased adoption in sectors like manufacturing, automotive, and robotics, which together make up a $63 billion global market.
On the other hand, automation represents a long-term change in how businesses conduct themselves and is not a band-aid. According to the consensus of industry analysts at CB Insights, it represents a $337 billion global market. The organisations that take action to further automate their business processes during the crisis will probably keep doing so after it has passed, and adoption will spread beyond them as other businesses automate to keep up.
Although Covid-19 may have exposed the flaws in the just-in-time logistics strategies favoured by many supermarket retailers, it has also given businesses new opportunities to strengthen those weaknesses. Due to the pandemic, there’s now an unheard-of demand for online grocery delivery services, with many customers making their first purchase (and more!). Both regional chains and independent stores have had difficulty keeping up. In areas particularly hard hit by Covid-19, like New York City, orders that used to take hours to complete are now taking weeks.
Larger retailers like Amazon and Walmart will probably increase their market share in the future by enhancing the online grocery shopping experience with technological advancements like 3D product renderings, as well as customer service enhancements and quicker delivery times. At the same time, the pandemic has compelled businesses to invest heavily in their online operations, and the momentum that virtual commerce is gaining appears likely to last into a post-virus era.
Many customer support teams have found themselves fielding a noticeably higher number of calls from customers with inquiries about return and cancellation policies, store closures, and other topics in addition to fulfilling orders and processing sales. Businesses that use conversational artificial intelligence (AI) and cloud-based call centres may be better able to navigate the post-Covid-19 world than those that rely on face-to-face interactions; this dichotomy is likely to further divide the service economy in the years to come.
Many retailers have embraced chatbots as a component of larger social media engagement strategies because they understand the value of meeting customers where they are. For example, H&M and Sephora have introduced conversational agents on Kik, while brands like Burberry and Tommy Hilfiger have introduced their chatbots on Facebook Messenger.
As the number of online orders rises and consumers look for new ways to buy goods and services online, companies like fast food chains, governments and local authorities, as well as health organisations, may come to rely more heavily on conversational agents in the future. The quality of the information consumers can access and the simplicity of interaction will be chatbot developers' greatest competitive differentiators in the post-Covid-19 world.
Many businesses have switched from using physical offices to cloud-based solutions for their call centre operations over the past ten or so years. The pandemic largely disrupted call centres that were still located on-site. An example would be Verizon that was forced to halt operations at its call centres in Wilmington (North Carolina) and Elgin (South Carolina) in March 2020 after staff members tested positive for Covid-19.
Cloud-based call centres have grown to be a popular choice for businesses looking to keep up support operations in the face of physical distancing policies. The collaboration between Amazon Web Services (AWS) and ServiceNow to offer an AI-driven "contact center-as-a-service" product suggests that these services may become more common even after the pandemic, as more businesses seek to lower their support costs while maintaining or raising current levels of customer care.
When social segregation became mandatory everywhere, fintech had a chance to convince users that it was worthwhile to entrust an app with their money. Despite of this, regulation will have a big impact on how opportunities in the fintech sector develop in the post-Covid era.
In the wake of Covid-19, public opinion has drastically changed in favour of contactless payment methods. According to surveys, a growing number of consumers view contactless payments as a fundamental requirement for products. Businesses are already responding to consumer demand, quickly implementing contactless payment methods in grocery stores, restaurants, and other critical establishments.
Additionally, branchless banking presents a sizable enough market opportunity for fintech to start providing banking services. High-yield savings and checking with ATMs were two of the cash-management products that Robo-advisor Betterment unveiled in October 2019. Acorns, a micro-investing app, adopted a similar strategy in May 2020 and expanded its lineup of retirement and investment products to include a Spend Account. Whatever the case, it's likely that digital financial services will continue to grow after lockdowns are lifted given the convenience and security they provide.
Many customers were looking for virtual simulations of entertainment events like concerts and events, gaming leagues, and food festivals when venues closed and large gatherings were temporarily prohibited with the emergence of Covid-19. Most live events were completely cancelled, and many that offer virtual tickets in addition to in-person passes have moved to online only.
Some events have employed cutting-edge strategies to host virtual events and increase their online event programming to avoid losing additional revenue. For instance, in April 2020, organisers staged a virtual version of the Grand National horse race in the UK using computer graphics and sophisticated algorithms. Legislative meetings are also increasingly taking place virtually. The UK's lawmakers also held the first-ever "Parliament via Zoom" in the same month, which was the first time in more than 700 years that Parliament had not convened in the House of Commons.
However, since many event organisers are unable to charge the same fees for virtual events, the necessity of virtual events may have a long-term effect on event revenues. Nevertheless, AnyRoad reports that event organisers anticipate raising their spending on online experiences by 58% in the future. Future improvements for event planners include crisis management, contractual knowledge, and a new set of marketing and technology skills.
Budgets for cybersecurity are rising as more people are now required to work online. This is because the widespread use of remote work has exposed security system flaws in organisations. Separately, long-standing innovations in data privacy and surveillance technology are regaining attention.
Although cyberattacks are a constant in the online world, they have increased significantly since the Covid-19 pandemic, sometimes by more than three times month to month. Nowadays, a large portion of the world works remotely online; there’s a growing demand for online delivery and shopping services; online streaming services are the preferred method of entertainment. These points of entry give cybercriminals more opportunities to locate vulnerable targets.
Security issues surrounding these applications will probably continue as distributed work and education become more prevalent in everyday life following the Covid-19 crisis. Businesses are more likely to implement strict corporate security and compliance structures to accommodate more remote workers. The Global Cyber Security Market was estimated to be worth $140.12 billion in 2021, and it's anticipated to grow to $423.56 billion by 2028.
This technology became a crucial tool for containing the spread of the virus. Given the seriousness of the threat, there has been a shift in public opinion toward the incorporation of surveillance technology into daily life, provided that it aids in detecting and reducing the spread of the virus. It's anticipated that The Global Video Surveillance Market will grow from $40.1 billion in 2020 to $81.3 billion by 2028.
Technology behemoths have also combined efforts to track people's movements. Google's Covid-19 tracker uses information from users’ mobile phone locations to examine how movements within communities have changed as a result of the pandemic. The Exposure Notifications System for Android and iOS, which was jointly developed by Google and Apple, ensures easy contact tracing on mobile devices.
Several camera manufacturers have asserted that their infrared and thermal imaging cameras are capable of detecting fever, aiding in the post-Covid-19 world's need for the screening of sick people. Some experts predict that thermal imaging cameras will continue to be used, even after the pandemic is over, including for surveillance purposes unrelated to health.
Since funding and technological advancements have increased awareness of the market, food delivery has already experienced a surge in popularity. Last-mile food delivery has also been steadily gaining media attention. The Covid-19 crisis has only accelerated the rise of various delivery services to the point where they are now an essential aspect of customers' lives.
Between March 2020 and March 2021, delivery orders in the US increased by 142% and carryout orders by 130%. On the other hand, cloud kitchens (also referred to as dark kitchens, virtual kitchens, or ghost kitchens) are eating establishments that accept orders and deliver them without allowing customers to eat in. Demand for food delivery from these cloud kitchens has increased as a result of Covid-19's requirement that people stay at home.
If you're looking for more about the future of a post-pandemic world, why not check out our other article coverages:
1) Pandemic-Rebound Part 2: What Are The General Outlooks And Opportunities From Around The World?
2) Pandemic-Rebound Part 3: What Are The Long-Term Impacts And Newest Trends We Can Expect?
‘We're all in this together
And it shows
When we stand
Hand in hand’
– High School Musical
You’ve probably heard or sang that song, and yet when it comes to our work, it doesn't seem the same way like in work-related movies. Search the phrase 'office discrimination' on Twitter and there would be an abundance of Twitter users sharing their horrid experiences of persecution based on gender, race, and/or religion.
It was once thought that these discriminatory practices were well past its heyday, but these things can and do still exist subtly in office premises all over the globe.
It may be in the form of an unwelcomed joke about one's race, or an uninvited compliment to a woman which may just be bordering on an incident of sexual harassment.
The thing is, while companies chase their employees for things like hard work and even more time, incidents such as the above aren't only offensive, but can affect their motivation. It's not all bad news though, especially given that companies can take steps to ensure their workplace(s) is a safe space for people from all walks of life.
With the rise of social media, discourse over topics like ethnicity and gender issues have taken centre stage, with buzz words such as 'inclusivity and diversity' used interchangeably. But if you're in human resources looking to rid your office of discrimination and prejudice, it's best to know the difference between these two terms.
Starting with diversity, in the context of the office, this would mean creating a space featuring employees with various backgrounds that could include race/ethnicity and gender/sexual minorities, and even those who may be physically or mentally challenged.
But accepting talent from all walks of life is only the first step. You wouldn't want a diverse office where those from minority groups don't feel safe. This is where inclusion comes in. Basically, these would be instances where minorities feel included in the office. Inclusivity allows for everyone to be involved, to voice their opinion, and to be heard. That counts now, more than ever.
Dr. Robert Sellers, chief diversity officer at the University of Michigan, explains it succinctly: “Diversity is where everyone is invited to the party; equity means that everyone gets to contribute to the playlist; and inclusion means that everyone has the opportunity to dance.”
In essence, if you don’t include people, even diverse groups, that just results in a toxic work environment. Groups of the same race, class, or minority will usually stick together, so any move for creativity, innovation, or even progress would be hampered.
Read more: High Employee Turnover: 10 Toxic Workplace Issues That Cause It, And How To Manage Them
Companies tend to assume that if the diversity problem is solved, that’s done and dusted. However, that's only one half of the whole; inclusion is the key piece that makes diversity stand out.
Diversity and inclusion are one of the most important aspects to keep and maintain a healthy workplace.
A study done by Cloverpop has found that a direct link exists between inclusivity and business performance. Researchers noticed that when diverse groups make or execute a business decision, the end result was much better compared to individual decisions.
Geographically diverse teams of different genders, and age differences of at least 20 years and older, had an 87% chance of making better business decisions than mere individuals.
A Deloitte study in Australia found that employees across the organisation are more likely to demonstrate a higher level of involvement, attendance, and achievement if presented with an equal focus on diversity and inclusion. Employees who feel comfortable, valued, and respected in the workplace are motivated to continue contributing to the company's continued success.
A diverse and integrated team benefits customers, not just internally. The employees have the same background as the target audience, so they can effectively promote the company too.
Simply put, diversity and inclusiveness are good for both the global economy and business.
“Let’s get together and feel alright.”
– Bob Marley
It's not easy trying to make everyone feel like they're part of the group, or to get everyone on the same page when it comes to inclusivity.
Communication barriers are one of the biggest obstacles faced by all companies. Even if people use the same language, such as English, different slangs and accents from different countries can be misleading. Working in a very diverse organisation would thus require strong interpersonal skills and cultural sensitivity.
Another issue that can arise while trying to include all your co-workers is race-based mistrust. If a manager makes it clear from his words and conduct that race-based favouritism is shown, people from minority groups could feel like they're treated unfairly compared to the majority.
Consequently, these groups would barely raise their voices when encountering problems. For instance, employees from some Asian countries may shy away from voicing out their opinions, particularly the new hires, probationary staff, and those in junior roles. This is where the manager must shine by going the extra mile to prompt, encourage, listen, and act on these employees' dissatisfaction.
Misunderstandings can also occur when connecting people from different cultures. For example, in some cultures, it's considered inappropriate to raise your thumb, signal "OK", or give an outward-facing V sign.
Although many organisations have increased their focus on diversity, equity, and inclusion in recent years, there's still much opportunity for improvement. Hiring people from different backgrounds and encouraging supportive initiatives are just the beginning. Diversity, equity, and inclusion go hand-in-hand, and companies must create a truly comprehensive work culture to see any substantial change.
Here are some tips and effective actions to help managers and HR leaders build and improve on their existing inclusivity and diversity efforts, or develop new ones for the first time:
Managers must level the playing field, and provide each employee with an equal chance. Certain types of analytics can be used to determine which employees are undercompensated/overcompensated for identical tasks or duties. People analytics, for example, can assist managers in identifying any wage disparities within their teams, and leaders can examine patterns across departments to get to the bottom of underlying issues. With equality being the focus of today’s society, you want to make sure ALL your staff are paid equally and sufficiently.
Employees that receive diversity training would learn how cultural variations can affect how people operate and interact at work. It might range from communication techniques, to self-identity and conflict resolution. Do note that diversity training that's made optional is more successful than training that's made necessary.
Companies should also focus on courses that are relevant to their organisation and employees, as well as training that connects with their wider diversity, equity, and inclusion efforts and issues. In addition to utilising internal resources, engaging with a consultant can assist leaders in developing tailored training programmes for the entire organisation, as well as for specialised functions.
Leaders must clearly communicate why training is taking place, the problems they're trying to solve, and the next steps forward. This will help workers stay engaged, and understand how the lessons relate to the company's overall goals.
Being aware of, and acknowledging, a range of upcoming religious and cultural holidays is one method to increase diversity awareness and encourage greater tolerance. If the audience isn't too huge, ask how people plan to celebrate their respective holidays at the end of a team call or meeting. Use your company's online platform to educate staff about multicultural religious and holiday festivities, and to keep track of them.
When scheduling meetings, it's important to remember that individual employees have different demands that may necessitate flexibility. With that being said, time-off should be afforded to employees who wish to celebrate their cultural holiday.
Employers must also evaluate areas of the business where discrimination may exist. The way an internal issue is handled, for example, has a crucial influence in perpetuating existing difficulties. Poor interpersonal interactions are a major reason why employees leave a business.
Employers can address and replace unfavourable processes or interactions with more positive ones if they begin to rethink their rules. Leaders must first identify whether existing rules permit or sustain workplace discrimination such as racism or sexism, and then change them to create a fairer environment. Remember: Policies live beyond people!
Working from home (WFH) and Covid-19 are recent examples. WFH has long been regarded as a benefit associated with flexibility. However, after many months of remote working in crisis mode and rapidly changing conditions, the current definition of workplace flexibility, as well as the policies that enable it, are in need of revision.
Whether on-site, in the office, or working from home, true workplace flexibility should give every employee the opportunity to work fairly and equitably. Providing flexibility for all employees contributes to a more equal and inclusive culture throughout the company.
Diversity and inclusion initiatives don't happen immediately. Making structural changes to workforce strategies and procedures can take months, especially as companies face new obstacles in hiring and managing their employees. Because a cultural shift takes time, businesses must set goals and measure their progress to see how well their efforts are working. This will not only show leaders which methods are working and which aren't, but it will also hold them accountable for achieving their long-term objectives.
Organisations should encourage employees to provide feedback in order to gain a better picture of what's going on behind the scenes. Pulse surveys distributed throughout the workforce will provide leaders with the data they need to make better decisions, and minimise or eliminate discrimination and biases within a specific branch or section of the organisation, for example.
Employee pulse surveys can assist in developing a case for taking immediate action on smaller, more pressing concerns, while also informing long-term objectives. Employees can use engagement and check-in tools to foster conversations and transparently share how they're feeling, which HR leaders and managers should support.
Effective inclusion and diversity plans will help businesses better support employees, build a fantastic culture, and grow together as a company. Staff will be more engaged as they arrive at work every day (whether in person or virtually) feeling safe, connected, and acknowledged.
Most significantly, businesses must understand that diversity, equity, and inclusion are not optional or "nice-to-haves'' – they're a necessity!
“Diversity and inclusion, which are the real grounds for creativity, must remain at the centre of what we do.” - Marco Bizzarri
Who wouldn’t like a workplace as fun as 'The Office' (that very famous sitcom)? But workplaces are hardly as quirky and entertaining as that! If it was, no one would ever have Monday blues again.
Usually, when you hear the term 'workplace', a professional setting comes to mind immediately, where you're expected to perform different tasks to achieve your job requirements. While the setting used to be restricted to an office or outdoor site, the advent of technology has widened the possibilities for the location of a workplace, as well as your perspective towards your work. Work-life balance and health are prioritised over everything nowadays.
Some modern companies show that a workplace can be a great place too, and they don't necessarily have to be mutually exclusive. They CAN co-exist! In fact, as an employer, uplifting the morale of the workers is necessary. If not, you'll be left with low quality work and incomplete tasks.
Moreover, the reputation of the company will also be at stake, because employees dissatisfied with their workplace rarely go about singing praises about their jobs!
Thus, in order to maintain a healthy work environment and make sure everyone's purpose is served, it's important to reserve some of your attention toward the well-being of your employees. This can be achieved if you lend an ear to their woes and make certain changes that can address their issues.
So, how do you know if your employees are happy with their workplace? It’s not all that difficult if you just listen to what they have to say.
If you're running a company, then you must pay attention to issues as soon as they crop up, because they can hinder workplace productivity. By encouraging your employees to come forward with the issues they're facing, you can ensure you resolve them soon.
But that's what every employer should be doing as a continuous process. Now, if you're starting out, read on to find out what you can be looking out for to understand if your workplace already has some ongoing issues.
Making employees responsible for the tasks they're expected to carry out is recommended. This gives them a feeling of control over the kind of output they're expected to present. But a manager must provide them with ample guidance and relevant information so that they have a purpose to achieve. Without it, it'll be impossible to cater to a drive that will motivate the workers to complete their tasks. This will lead to poor quality of work, showing signs of productivity issues.
Every job role has criteria for a specific set of skills that are necessary to fulfil the responsibilities of the position. Hiring an individual with insufficient skills and expecting them to immediately cope with the requirements of the job is uncalled for. Not only will this affect the mental health of the employee, sometimes to extreme levels, but it also affects the quality of the work that they manage to turn in.
If the workplace is brimming with toxicity, it's difficult to maintain a social circle, or even have enough time for family. Employees who are expected to put in extra work hours once in a while, and rightly rewarded for doing so, not only thrive but help their companies grow too. But catering to such a demand every weekend or public holiday would adversely impact the mental health of employees, adding to their dissatisfaction. If employees end up staying at work beyond the designated hours, the stress is bound to get to them soon enough and affect their relationships, resulting in reduced productivity at work.
A workplace is a professional space where individuals are expected to work in peace and fulfil their goals. If the place is near a source of noise, it'll be impossible to concentrate on the work at hand. Moreover, the working space should be free from all kinds of distractions so that nothing can come in the way of employee productivity. That doesn’t mean that workplaces shouldn't have a break room where employees can hang out! It just means that workplaces and break rooms should be separate places to keep distracting noise at a minimum.
An employee cannot be expected to meet every single deadline set. Moreover, if each of them is extremely tight, it'll be humanly impossible to tolerate the stress of finishing the task on time. Employees will only suffer the anxiety of the repercussions that follow a missing deadline which will, in turn, affect the work they do.
Any individual thrives on constructive criticism, and such feedbacks are almost always welcome in workspaces. You can boost an employee's confidence by assisting in rectifying something, or by providing them with proper instructions on how to do the task better. In the absence of feedback, an employee will be clueless about how to pursue a particular task and complete it half-heartedly. They'll probably end up making similar mistakes in the next ones too.
There will be problems if the location of the workplace has insufficient space. A huge crowd will result in distractions, resulting in lower employee productivity. But the problems don't cease even if the workplace is huge. Employees will find it difficult to move through the space to communicate with other teams and team members. The ideal scenario is to have an office space that comfortably accommodates the number of employees.
It's impossible to expect your employees to complete their tasks effectively and on time when the equipment they're provided is either non-functional or not efficient enough (outdated). This is a huge barrier to carrying out quality work.
You're not Albus Dumbledore, and you cannot magically make all the issues you ever face disappear, just with a swoosh of your wand.
But you can definitely strive to increase work productivity exponentially by keeping the following tips in mind.
It's not advisable to intrude on your employees' day more often than required, but it's helpful to check up on them once in a while. This will make you seem more approachable and allow the employees to freely convey their issues and queries. Simply put, manage, but don’t micro-manage your employees!
Furthermore, open communication also allows you to better understand your employees' strengths and weaknesses, and guide them accordingly to improve their productivity.
A company is more than welcomed to hire fresh graduates or experienced professionals for any job role, as they see fit. But, it'll be beneficial for both the company and the new employee (experienced or otherwise) to arrange a training period so that those newly recruited can adapt to the company's requirements that their job entails, as well as to the culture.
A healthy workplace should encourage a life outside of work. This also implies that the employers must go easy on deadlines so that the workers don't have to be burdened with persisting pressures of work, and thus end up working overtime regularly to meet them.
Choose a location that will be suitable for the number of people employed under you. This will result in fewer distractions and more productivity. If your employees continue to struggle with a lack of space, you may contemplate the option of letting them work from home, or an alternate remote working plan, with different teams coming into the office on different days.
Providing proper feedback relating to an employee's work will definitely boost their confidence and raise the quality of similar tasks in the future. It's important to offer to point out issues not by screaming and shouting at our employees (that’s highly toxic!), but by offering to help them improve their work, finding out why a mistake happened and ensuring it doesn't happen again by assisting them in understanding.
it goes without saying that your employees can work better, and at a faster pace too, if the workplace provides them with equipment that can be accessed easily, are functional, and efficient. For instance, take a simple piece of equipment like a printer. If 30 teams have just one printer to use, they're bound to be late with their work.
While the issues listed above may seem trivial, taking baby steps to nullify them will record a stark rise in productivity and quality of work. This will highly benefit your company, and you will find your business raking in profits in no time. After all, it goes without saying that your employees are your biggest asset (your customers come a close second).
Solving workplace productivity issues can result in several positive outcomes around the workspace other than improving employee productivity. These include:
Workplace productivity issues can pose severe limitations to a business, and must be taken care of as soon as possible. Not attending to workplace productivity issues can prove detrimental to the company, and result in further deterioration of the quality of the work. Over time, workplace productivity issues can result in employee disengagement as well as faulty workplace management.
The biggest consequence of not attending to workplace productivity issues would be unhappy, dissatisfied employees, which will unleash a chain reaction that may ultimately be the end of your business. From high employee turnover and tainted brand image, to the inability to find talent and customers leaving, no one will be able to stop the downward spiral of your company.
Hence identifying and addressing workplace productivity issues should be a continuous process that you must make your priority.
Solving productivity issues is a healthy step towards accomplishing professional goals in the workspace, and has been adopted by several multinational companies in order to overcome productivity-related hindrances. Here are two such examples:
The Virgin Group, established by Richard Branson, is among the more notable examples of companies that actively solved productivity issues by taking into account employee benefits like flexibility, remote working, as well as employee health and wellness plans.
Netflix, the popular streaming platform maximised its productivity in terms of candidacy, decision making, and logistics by resolving productivity issues through investing in a healthier workspace environment and employee benefits like parental leaves, healthcare packages, and stocks.
Ridiculously, mental health is still a taboo subject to talk about in the 21st century! Not much importance is given to the mental health of an individual, even though it's one of the most crucial factors when it comes to carrying out different aspects of life.
Thus, an employee whose mental well-being is prioritised will always give an output of work that's rich in quality. And such high-quality work will be a result of their efficiency and productivity, which is derived from a healthy and fun work environment.
The simple fact is that happy employees are more productive. You don’t have to trust us because this study proves it. So, by resolving workplace issues and ensuring employee happiness, you're actually helping your business thrive.
Also, employees will love the company, wouldn’t you like that?