Talent Management Trends for 2012 - By Steve Osborne, President of Mentor Plus
Talent Management Trends for 2012 As 2011 comes to a close and the promise of 2012 glimmers in the near future, I’m always fascinated by the prognostics of what the New Year may bring. In an article in this month’s issue of Talent Magazine, “Five Workplace Trends for 2012” written by Deborah Busser (http://talentmgt.com/articles/view/five-workplace-trends-for-2012/1). Busser discusses what the future of Talent Management holds. Here is my take on the implications of these trends.
As we move forward into the New Year and the recession abates, talent management will became more important to you and the success of your firm as well as your clients’ businesses. You may find this list helpful in deciding how to allocate your resources and getting a jump up in these critical areas.
1. “Movement from management principles to leadership values.” We witness ever day in our work here at Mentor Plus how important values are in the workplace. There has been a fundamental shift in the way work is viewed. People want to know “Why” they are doing what they do and how it relates to the greater goals of the company and more importantly how their personal goals lie up with the company goals. People want to know that what they do counts for something and that they are not just a cog in the wheel. They want to work for a motivated leader that’s able to tie the reason the business exists to a higher purpose.
2. “A focus on workplace culture as a means to grow the business.” The ultimate value chain…you take care of your people and they take care of your customers. Many companies are known more for their culture (brand) than their products. Customers like to do business with engaged, enthusiastic, and excited employees. Think of the culture at Southwest Airlines, Google, or Disney. The emphasis is on developing a great place to work so customers will have a great buying experience and come back again and again.
3. “Diversity makes a comeback:” Our communities are becoming more diverse. The demographic of the workforce and customer base is changing. People like to interact with those that reflect their values and backgrounds. Businesses need to reach out to these communities and hire from a more diverse pool. As an example, there have been studies that correlate the number of women on corporate boards of directors and higher earnings for those corporations.
4. “Rise of Virtual work relationships:” Of course technology is having a major impact on our work and personal lives. Some see the 24/7 electronic leash as a curse, and others see it a blessing. Managed correctly, the virtual work relationship is allowing an integration and balance of work/life. It allows work to be done anywhere at any time, giving individuals the flexibility to manage their personal lives and fulfill on work responsibilities. The next generation will demand this flexibility and as baby boomers stay in the workforce longer they require it.
5. “Organizations are getting flatter:” The recession has accelerated the need to do more with less. The “Re-engineering” of business structures that started in the nineties due to the increases in productivity that technology has brought, has cut layers of management from most business structures. Coworkers realize that everyone needs to be successful for them to be successful and are much more willing to pitch in to get the job done. This is redefining team work and employees are less focused on a person’s position in the corporate structure than what they know and contribute.
When you read this it will be 2012 and I hope the above gives you some pause for thought. From the team at Mentor Plus we wish you all a prosperous “New Business Year” and may you have happy, engaged, motivated team members.