Do free cupcakes affect the growth of your business? Love comes from the heart, but passes through the stomach. So does the performance of employees in the 21st century*. Perks, benefits, and a new approach of the employer-employee relationship carves the future of employment today. Free cupcakes included.
*66% of millennials agree “If I found or was offered a job at another company with better perks, including availability of snacks, I would take it”.
The old certainties of employment, the relationship between employer and employee are vanishing, swept by the tides of tomorrow. Some might say that insecurity replaces security and flexibility takes the place of permanence. The ones who see further can clearly recognise the end of a system and the birth of a new one, marked by the freedom to work where, when and how you please.
How do you prepare your business and your people to ensure you are well positioned to eliminate the risks and ride the waves of opportunity?
Employers and employees watch their relationship shape anew, as their goals, expectations and perspectives develop in an unprecedented speed, keeping up with changes and evolving to more flexible and demanding forms. Employers know that in order to guarantee their business growth, they need to employ people with exceptional skills. People who, on their part, know they are skilled and bargain their talent and competences in a time when workforce mobility is on the rise.
The employer of the future will have to do more than just focus on business growth, innovations and staying ahead of competition. The employers of the future must be energetic, empathetic and engaged, mirroring their employees needs, responding to them, fostering the most positive sides of their personality, rewarding them, thus keeping them committed, motivated and productive.
In the dawn of the Industrial Revolution, people argued that by reducing working hours and feeding the workers more, their productivity would increase. They were absolutely right, and, in the same spirit, the employer of tomorrow already knows that the changes that have to be made will be for his best interest.
Instead of striving to juggle with the rising challenges, the employer has an ace up his sleeve that allows him to stay focused on the performance, the strategy and the expansion of his business: outsourcing.
Companies that offer dedicated services lift tons of complicated administrative burdens, relieving HR departments and managing officers as well as CEO’s from pains that hold back business growth. Moreover, they provide their clients with a series of much-sought benefits and perks that have been proved to increase employee dedication, performance and well-being.
Elements of tomorrow’s workforce can already be outlined just by looking at the behavior of millennials (born between 1980 and 1996). It can be said, roughly, that millennials shop around for jobs that best align with their needs and life goals. Statistics reveal that:
64% of millennials care more about perks and benefits, compared to 51% of baby boomers and 54% of Generation X
96% of millennials say great health-care benefits are very important in choosing a job, more important than frequent raises (94%) and promotions (82%)
More interestingly, 59% of millennials say that flexibility will improve productivity, and 49% say it will improve their happiness.
Tomorrow is already happening, and some of these people will have a desk at the office while others will be working from home or from a coffee shop on the other side of the globe. Moreover, benefits such as shopping discounts, healthcare and pension planning will eventually be considered an essential factor for retaining top employees.
Still, they will be somebody’s employees, and that someone will have to focus on orchestrating diverse teams and personalities, overlooking tasks and challenges related to maintaining the team spirit and motivation to the maximum extent.
The attractiveness of an employer will regulate the competency of its staff, but this cannot happen to the detriment of the company’s goals and aspirations.
Trusting the handling of administrative obligations such as payroll, compliance, and employment law assistance was a common practice to untie the employers’ hands and let them focus on expanding their business. But this was the past. The delicate handling of a highly skilled workforce in order to ensure their loyalty, satisfaction and motivation that inevitably leads to high performance and unparalleled productivity is the next challenge.
Organisations that manage to combine the conduction of dull administrative tasks with the demanding feat of keeping the employees of their clients happy and triggered will spearhead the future of the market of outsourcing HR consultancy agencies. Keeping them happy means providing them with the bulk of benefits that improve their lives, being part and aide to the fulfillment of their hopes and expectations. So, when part of these hopes and expectations is backed and covered by their broader working environment, their loyalty is unquestioned, their drive unstoppable, their productivity unmatched.
Having outsourced the dull administration and the consultancy that drives their employees, employers are left undistracted to step into the future. The employer of tomorrow has to bring the entire team into the bigger conversation: “Why we do what we do”. Instilling the team with the values and the vision is a priceless boost. Efficient performance and strategy will depend on employers who have conquered the hearts and minds of their teams before winning the hearts and minds of their customers.
It’s all about the human approach. It’s not a 21st century invention or shift, it’s just the next step to a chain of change revolving around the person itself. It started with the abolition of slavery, it transformed into better working conditions, and is now moulding to new forms that take every employee’s talents and life scope into consideration, doing the best for them and subsequently getting the best out of them.
The company of the future leaves behind the traditional hierarchy and is organised more like a social network. A small, efficient core of its own employees, supported with external associates will be the shape of success.
The employee of the future is an individual, who expects his talents and skills to be rewarded, recognised and cultivated. He will not sacrifice personal happiness for his career. Instead, he views the two harmonically interweaving as the optimum scenario.
The employer of the future will be a figure drawn from sagas, a warrior-poet, or better, a communication expert with highly developed social skills, a visionary. The Future of Employment will not be built by machines. It is already being shaped by humans who think as humans, act as humans and care for humans.