The new reality of work is here, and organisations who place employees at the heart of their digital transformation today will be the market leaders of tomorrow. Deloitte and ServiceNow are re-architecting work, with human focus at the forefront, to ensure these organisations thrive today and for years to come.
How your organisation can thrive in the face of changing worker-employer relationships
More than 40% of the global workforce considered leaving their employer last year. A perfect mix of shifting demographics, the pandemic, and consumer demand may be the culprit, but even as the COVID-19 outlook steadies, some research suggests the labor shortage could go on indefinitely. This shift—dubbed the Great Resignation—is a critical turning point in the worker-employer relationship. As workers re-evaluate the role work plays in their lives, employers need to proactively identify strategies now to be prepared for whatever the future holds.
In a new report titled “The Worker-Employer Relationship Disrupted,” Deloitte examines how the worker-employer relationship could shift in the future, as well as key considerations that will be critical to thrive. From a worker sentiment-driven association that is inherently reactive to a purpose-forward alliance making workers central to crafting a company’s mission, employers will need to have a pulse on the changing dynamics and take action to regain positive worker sentiment.
Gretchen Alarcon, Vice President and General Manager of Human Resources Service Delivery (HRSD) at ServiceNow, put it best when she said, “The actions we take today inform the worker-employer relationship tomorrow. That’s why it’s critical that businesses proactively engage with the workforce to set a clear course for their future.”
Significant changes are already taking place. We have started to see some employees and employers alike shifting away from a “company-as-family” mentality, for instance, noting that the dynamics of inherently limited work relationships do not align with those of families. Others have sought to improve work experiences by promoting collaboration or reducing overbearing expectations that lead to work-life imbalance.
Your business should start planning now for the possible worker-employer relationships of the future.
Driven by short supply of talent, employers must respond to shifting worker sentiments and marketplace dynamics to retain employees.