“Flexibility is one of the great expectations of employees”

[CONTENU PARTENAIRE] Overview of the new challenges arising in the world of work with Gwladys Muller, director of Talogy Francea consulting firm specializing in Talent Management.

It seems that since the health crisis, employee expectations of the company have changed significantly. Have we gone to another world?

We have not passed into another world. The Covid accelerated the passage which had already begun. Before the health crisis, there were already signs of the transformation of the expectations of employees, but also of managers. In this sense, the pandemic does not mark a break.

What are the main new expectations?

Flexibility in the way of working (place, hours, organization) is one of the great current expectations of employees. The question of well-being, of the place of emotions and resilience is also an important theme. As shown by a large number of studies, the multiplication of sick leaves and cases of work-related stress is real. It is about finding solutions to these situations.

Companies are struggling to recruit and retain talent. How can they meet this challenge?

Indeed, companies are currently having real difficulty in recruiting. This is why the latter are turning more and more towards the development of all employees with the implementation of dedicated programs. With this guiding idea: “How do I make my employees want to be fulfilled at work and give them the means to do so? » in a dual perspective that combines well-being for the latter and performance of the company.

At a time when organizations are going digital, where should we place the human?

Talogy (the science of talent that translates the right balance between technology and psychology) has more than 75 years of existence even if this name was born in March 2022. Humans are our DNA. Artificial intelligence makes it possible to optimize data processing, while being vigilant about the validity of these analyses. But then, it is necessary to determine how, on the basis of these tools, to encourage employees to evolve in order to deploy their full potential. This necessarily involves a human intervention of listening, advice and support.

How does this translate on the ground?

It’s very flexible. It will depend on the projects and the issues. Let’s take an example: how to bring the leaders to be more inclusive, more open to the diversity of their teams? This involves the use of digital elements. These are questionnaires that will allow individuals to become aware of their strengths and their resources. Following this, support work will be set up with consultants. At this stage, it is a question of taking action, of putting in place the levers that will lead to the desired changes.

Does this mean the disappearance of verticality within organizations?

The verticality has not disappeared. The difference with the past exists in the desire to make the teams more autonomous in the management of their daily life. The manager’s responsibility is to define a framework and rules that will then allow everyone to find their space of autonomy.

What key skills will be needed in the workplace tomorrow?

Resilience is one of the key skills of tomorrow to be able to navigate the business world. It is also worth mentioning the openness to diversity. Finally, orientation towards change is also a very important factor in being able to welcome and manage it (including the difficulties that may arise). It is therefore necessary to show agility: towards the environment, in relations, and in relation to the missions entrusted.

This content was produced with SCRIBEO. The BFMBUSINESS editorial staff did not participate in the production of this content.

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“Flexibility is one of the great expectations of employees”

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