THE FUTURE OF WORK
part two
YOUR CHALLENGES
And how you can develop a winning formula
How people dynamics present new headcount planning, recruitment, onboarding, people development and retention present new challenges.
SEVEN INITIATIVES
Do something versus nothing
If you're in scale-up mode or a small business, then you probably don't have the talent management frameworks that bigger companies have.
Creating them could be time-consuming.
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Your best approach? One based on the minimal viable product concept. Start by focusing on what matters most, creating basic, practical concepts, applying, testing and adjusting them as you go along.
GET STARTED
With seven critical actions
WHERE AND HOW TO START
test, adjust and optimise important initiatives
Instead of trying to build a joined-up people management framework and one that's a final product... Approach this in a modular format, tackling the most important initiatives first, and for each create the smallest product possible. Then try them, test them, see what's working well, what's not working well and make adjustments accordingly.
Planning and organising
Consider a modular approach, sequentially covering headcount planning, job specs, recruitment, onboarding, development, and retention. Choose a record-keeping platform like OneDrive, OneNote, Keep, or Notes. As a business owner or leader, create the headcount plan yourself, always prioritising simplicity.
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Bring them in on it
Prioritise tasks and involve your team in an agile minimal viable product approach. Break down actions into manageable tasks, test ideas, and learn from failures. This strategy accelerates progress and success. As a business owner or leader, create the headcount plan while keeping it simple for efficiency.
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Individual development plans
Empower individuals to create personal development plans, manage records, and track progress. Include job specs, responsibilities, skills (in order of importance), and performance expectations. Evaluate current skill and performance levels, identifying areas for growth and improvement. Encourage career aspirations and outline steps for advancement.
FACTS AND EVIDENCE
Key stats
96%
Percentage employed. Highest since 1971.
21+
The number of parameters employers take into consideration
25%
Of the working population is America, African, Asian, Continental European...
70%
Of employees are not properly engaged with work
