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5 steps for Talent Leaders to rebuild work: 'You hold the golden thread'

Whether it’s unhappy employees or labour shortages, Talent Leaders have their work cut out for them to keep up with the modern-day labour market. These are the 5 steps they can take to rebuild work in a way that it works for everyone.

Jasper Spanjaart on December 24, 2021 Average reading time: 3 min
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5 steps for Talent Leaders to rebuild work: 'You hold the golden thread'

Most in talent acquisition and recruitment know the odds they’re up against — but in case you need a reminder. The World Economic Forum (WEF) estimates that by 2025, 85 million jobs will be displaced. In other terms: jobs in the amount of the total population of Turkey will disappear by a shift in the division of labour between humans and machines.

But here’s the good news: 97 million new roles may emerge that are more adapted to the new division of labour between humans, machines and algorithms. And they need to be filled. So which steps lie ahead for talent leaders? Cornerstone has amassed 4 steps.

Step 1: Develop a unique people experience

Every individual has different needs and wants. Yet historically, work design has emphasised efficiency over anything else. “The end result is rigid structures and workflows that don’t meet employees’ needs or flex with fast-changing conditions”, Cornerstone’s authors say. “Rebuilding work in a way that works for everyone requires a more human and holistic approach to people experience design.”

When an individual is the master of their own destiny, there is a greater level of commitment to their learning and development efforts.”

“Organisations need to create a personalised self-driven learning and growth experience for their people”, adds Michael Rochelle, Chief Strategy Officer of the Brandon Hall Group. “It is critically important for individuals to navigate their own learning and development. When an individual is the master of their own destiny, there is a greater level of commitment to their learning and development efforts. And the milestones achieved are more meaningful.”

Step 2: Make sure work is learning

Organisations across the world will shortly have to deal with an impending worker and skills gaps. But the good news is that people are willing to learn new skills. According to PwC, 77% of adults would learn new skills now or completely retrain to improve their future employability. So the onus is on organisations to ensure work is learning.

“The first rule of good learning is that no one knows they are learning”, says Stacy Harris of Sapient Insights. “Personalised and self-driven learning experiences should be effortless for the end-users. And content should be engaging enough that the learner moves from one lesson to another without realising they are being moved along a path that meets both their needs and the organisation’s needs.”

“Instead of building L&D strategies on old goals like compliance and completions, you need to build them on skills and competencies.”

Cornerstone emphasises the need to refresh what is the backbone of learning and development (L&D) strategies. In other words: it’s time for skills to take over. “Instead of building L&D strategies on old goals like compliance and completions, you need to build them on skills and competencies”, the authors say. “This approach creates a common language of success for everyone.”

Step 3: The path to growth can happen internally

Through a lack of access to learning content or development opportunities,  many employees simply decide to look elsewhere. But the root of the problem lies deeper, according to Cornerstone. “It’s a lack of visibility into the pathways for advancement inside your organisation and the content and connections that can help your people reach their career potential.”

Work is a journey. Show your people that their path to growth is within your organisation.”

And that gap must be addressed through internal mobility. “Your existing workforce is the lifeblood of your organisation and can be one of the best sources of talent to fill open roles”, adds Vincent Belliveau, Chief Executive, EMEA at Cornerstone. “At the same time, your employees want to try new things, learn new skills and get a chance to work with different leaders. Work is a journey. Show your people that their path to growth is within your organisation.”

Step 4: Let AI do some of the heavy lifting

The usage of artificial intelligence in recruitment is, by all means, a hot topic. But its adoption in HR is still somewhat slow. As of 2021, only 17% of organisations use AI-based solutions in their HR function, per Gartner’s research. But another 30% plan to do so by 2022. “The value of AI in the workplace isn’t just about taking over mundane tasks and uncovering statistical trends”, Cornerstone say. “It’s about using innovative technology to help your people be better at their jobs and grow in their careers.”

“Our research on AI and personalisation shows this clear fact: if you as an employee are not average, you are not seen or heard with legacy systems and methods.”

Today’s leading organisations are looking at how to overlay machine learning and AI across the entire talent experience”, says Ben Eubanks, Chief Research Officer at Lighthouse Research & Advisory. “Our research on AI and personalisation shows this clear fact: if you as an employee are not average, you are not seen or heard with legacy systems and methods. AI has the ability to change that, creating a more tailored and personalised employee experience for every person you employ.”

‘You hold the golden thread’

Throughout the past, pandemic-riddled year, every organisation has had to adapt and change faster than anyone could have ever imagined. Reason for Cornerstone’s new guide for Talent Leaders to dub the time we are all living the 5th industrial revolution. “It’s a lot of change and disruption in a short amount of time. It is a time where humans and technology are more connected and collaborative than ever before.”

Like no other business leader, you hold the golden thread to reimagining the workplace for today.”

The onus is on talent leaders, Cornerstone say, ‘to empower a more connected, collaborative and future-ready workforce’. “Like no other business leader, you hold the golden thread to reimagining the workplace for today. And for whatever comes next. It is about connecting people with growth opportunities, and business goals with purpose, to help everyone achieve extraordinary outcomes — together.”

Want to know more?

Cornerstone powers the future ready workforce, with HR software and solutions designed to unite people, teams, technology and business, and inspire a work environment of growth, agility and success for all. Cornerstone’s full Guide for Talent Leaders: ‘Meet the Future, Ready’, is available to download for free.

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Jasper Spanjaart

Jasper Spanjaart

Editor-in-Chief and Writer at ToTalent.eu
Editor-in-Chief and writer for European Total Talent Acquisition platform ToTalent.eu.
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