Strategic Human Resources and Talent Management recently released their predictions for 2012, which included points such as employee engagement taking center stage, corporate training continuing to transform, and the movement within organizations to focus on career development.
Here at WorkSimple, we thought we’d make our own workforce predictions, and perhaps our own resolutions, for the new year. So, without further ado, here they are:
A true realization that performance reviews just don’t work
We’ve said it before: performance reviews aren’t effective. Not only do they take up a lot of time, but it’s also difficult to remember every single detail about every single employee. Instead, we see the workplace shifting to something that works the way they do: social goals.
Social goals allow you to communicate better with your team members in real time, not just once or twice a year. So, if you notice an employee not working to their full potential, start a conversation then and there. This helps them improve, while at the same time reaching your overall company goals.
A greater shift to a virtual workforce
The virtual workforce has definitely increased over the past few years, with 53% of CFOs planning to increase telecommuting at their companies. So, if you don’t work or operate at least semi-virtually, you more than likely will be doing some sort of virtual work in the future.
Although a virtual workforce has it’s pros and cons, the fact is that virtual workforces work just as well as traditional environments, while offering a better work-life balance, something that many of us are trying to achieve. Management just needs to take the time to plan, manage, and engage teams to ensure goals can be met in the most effective way.
Results matter to all of us, whether we’re entry-level or a high-ranking CEO. However, we believe that in 2012 we’ll see a greater shift towards results-driven cultures. With all the technology we have available, it’s now easier than ever to not only achieve our goals, but achieve them in the easiest way possible, both internally and externally.
A few ways you can do this include embracing social goals as a way to build rapport, proactively outlining every move, and of course, constant communication and feedback. If everyone is on the same page, it’s easier to achieve the results you want.
The growth of empowerment and engagement
Sometimes, employees just need a little motivation. By empowering your workforce, whether they are virtual or in a traditional environment, you give them a reason to do their best. You don’t have to give a passionate speech every morning. You just have to help your team feel important and worth something, as opposed to just being a number.
At the same time, it’s important to engage with your team. After all, job satisfaction starts with feeling appreciated. So, if you want to keep the best employees, you have to learn how to engage with them. Today’s workforce almost expect it, with things like social software and collaboration being high ranking. Learn who they are, what projects are best suited for them, and keep them in the loop. By keeping that attention, and building that trust, you create a more open relationship.
Increased social performance
The traditional way performance management is run won’t work for much longer and in 2012, we’ll see an increased shift toward social performance. See, subjective appraisals based on how an employee operates isn’t the best way to critique when our roles are continuously changing, particularly things like goals. Plus, traditional performance reviews basically measure employee capabilities, something that should have been assessed during the hiring process.
Instead of measuring things like what an employee achieved during X amount of months, social performance will allow management to engage with the already capable employee with vision and empowerment, as well as consistent tools and feedback, to help everyone reach their goals.
The role of management will continue to evolve. In 2012, we’ll see more organizational structures with flattened hierarchy. That is, a more equal workforce. So, instead of seeing the all-powerful manager, will see manager’s becoming more like coaches, setting the bar high and motivating employees to get the job done without that preconceived iron fist.
In addition, a flattened hierarchy also means that full transparency must happen. Transparency describes how easily updates and information flows throughout an organization and it essentially depends on open and honest managers. When it comes down to it, communication and corporate goals can positively impact how employees work, both individually and in teams, which leads to greater competitiveness—and greater success.
Agile work and agile performance
At it’s core, agile work and agile performance is offering real-time, continuous feedback. This type of management offers constant feedback rather than quarterly or yearly reviews. Instead, focus on innovation which creates business value by helping all team members see how their job impacts other departments and getting real-time feedback. When employers see the bigger picture, and their role in it, it proves for a better work environment.
What do you think? What are your 2012 workforce predictions?