There’s no denying the past few years have triggered a major shift in how people view work, life and the existential crises that has accompanied living through a pandemic. Even if, like me, you live in Western Australia and have largely been unaffected by lockdowns, poor health and loss of income, there is no doubt that at some point throughout 2020 and 2021 you were given cause to pause and reflect on whether you are truely living an authentic life or not.
“The Great Resignation” in the US has fuelled a so called anti-work movement that has given rise to mass resignations, labour shortages, an increase in minimum wages and conditions. In Australia & Europe where minimum employment standards and safety nets already exist, the likelihood of the great resignation on the scale being seen in the US is less likely, but what is undeniable is the power dynamic between the employer – employee relationship has been turned on its head.
Driven less by income, employees in Australia are now viewing work through a lens of “is my job / employer fulfilling me; aligning to my values; accommodating my wellbeing; giving me a sense of belonging.”
What this all really means is
Are you ready for the new era of work?
Is your employee value proposition agile enough to tap into workers desires to fuel your business success
Do you fully understand the link between your employee offering, job design and how they underpin operational achievements.
Over the next few posts we are going to take a deep dive into these concepts and more.
We will be looking at employee wellbeing, benefits and structuring an appealing employee value proposition.
Whether the generational divide has any influence over successful compensation & benefits strategies.
Planning and job design and how it links to employee satisfaction and productivity.
The importance of employing the right person for the job and how this plays in to your workplace culture.
Factors contributing to turnover such as lack of trust (by both an employer and employees), work hours, employee autonomy and control, work life integration and whether your offer is a human offer or designed around maximum profit.
We will have a lot to unpack in the coming months, so if you don’t already, follow us on our socials here and here, navigate back to our blog roll and sign up for newsletters, or, follow me on Linkedin for regular education posts just like this.
It’s time for HR to move beyond policies, practices and processes, HR’s value proposition to business is to ensure HR professionals and their practices’ produce positive outcomes for key stakeholders, employees, line managers, customers and investors.
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