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Do You Need People Analytics?

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Are you hiring employees of the past or employees of the future and Do You Need People Analytics?

How we think about employees and what they value has changed drastically over the years. Decades ago, employees were there to punch their time cards and climb the corporate ladder. Even just a few years ago, employees were forced to follow strict schedules, hierarchies, and rules.

But that’s not the case anymore.

Employees have been evolving for years in what they value, what they expect from a job, and how they want to work.

Those changes are no longer in the future—the future employee is here. I created this image when I wrote my book, The Future of Work in 2014! It recently went viral on social media generating millions of views and it’s precisely because this evolution is becoming a reality.

Companies face a challenging recruiting and hiring landscape as people change careers, shift their priorities, and look for something different.

As organizations around the world remain short-staffed and struggle to find great employees, it’s the companies that can connect with new employee expectations that succeed.

Employees no longer want to be chained to a desk from 8-5; they want flexibility in when and where they work.

Employees no longer want to be forced down a single career path or ladder; they want to customize their career and build their own ladder.

Employees no longer want to be limited to career development based on what conferences or workshops are available; they want to take control of their learning and share their skills with others.

These are just a few ways employees are changing. These changes aren’t just minor surface-level adjustments—they are seismic shifts in how employees view their purpose, future, and career.

Going forward, the divide between companies hiring employees of the past and those hiring employees of the future will grow even wider.

Jo Ann Jenkins, CEO of AARP, told me this: “Organizations that are not continually learning and adapting will lose their competitive edge and ultimately won’t survive. We’ve seen this over and over, and we’ll see it happen more often and faster in the future. Moreover, organizations that do not develop a learning culture will not be able to hire and retain the kinds of talent they need to succeed. Those people will just go somewhere else.”

Succeeding in the future comes down to understanding how employees are evolving and creating a forward-focused organization that supports those changes.

Based on my research and interviews with more than 140 top global CEOs, I found the 11 ways employees are changing. The image I made of my findings went viral and was seen by millions of people on LinkedIn. I’ve compiled and expanded how employees are changing and included action items all companies can take to adapt.

Don’t miss out on your chance to better understand employees and learn how to attract and retain the best talent—even in this wild talent landscape.

. . .

The #1 challenge for organizations right now is how to attract and retain talent. Organizations are stuck in old ways of thinking about work and they are struggling! In my new PDF, I outline 7 ways the workforce is changing and what you and your organization need to do to adapt. The Great Resignation is The Great Opportunity if you are willing to take action! Click here to download the PDF.

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