The world of work is constantly in flux. Now, especially, it’s undergoing rapid changes and facing myriad challenges in light of phenomena like the COVID-19 pandemic and the Great Resignation. How do employers retain and nurture top talent in the face of obstacles? These are the greatest challenges facing talent management in 2022 and beyond — and what you can do about them.
1. Brand-Employee Connection
In today’s market, workers have many choices regarding whom to work for. From the very beginning — during recruitment — employers must strive to build a connection with prospective employees, creating an image for their brand that attracts talent. They must continue to nurture that connection throughout the hiring, onboarding, and employment process.
2. Employee Mental Health
The events of the past several years, including an ever-present pandemic, have taken a toll on people’s mental health — as have phenomena in the workplace. Burnout is growing, too, and many individuals are coping with challenges balancing their work and personal lives. It’s an employer’s responsibility to make sure they are looking out for every employee and encouraging them to seek support. Otherwise, they could be facing high turnover rates.
Employers should get ahead of this by formulating policies that allow employees to achieve a solid work-life balance, offering ample PTO and encouraging workers to use it, as well as providing mental health support services.
3. Diversity, Equity, and Inclusion
According to The Future of Diversity, Equity and Inclusion 2021 report, just 29% of employees at small organizations believe their workforce demographics reflect the demographics of their living environments. That comes to show that DEI measures are critical for establishing a culture that makes everyone feel included and supported.
This must be a priority for organizations as they cultivate their talent management strategies, attempt to retain workers, and support their growth.
Employers can no longer employ a one-size-fits-all approach to nurturing their talent. The blanket policies and rewards of the past don’t apply to today’s scenarios and workers. Modern employees want to see their employers genuinely interested in them and their career paths.
How can employers address this challenge? By learning what their employees truly want. That might mean more time off, a better work-life balance, or opportunities to take on leadership roles. Treat your people as, well, people — not just employees.
5. Values Alignment
Today, people don’t just see work as work — they want their employers to represent their values. Employers must strive to demonstrate their commitment to, for example, making a social impact and using their power for good. They can no longer provide salaries and benefits — they must also establish trust and goodwill.
6. Non-Linear Career Paths
Today’s career paths aren’t always linear. It’s no longer about simply climbing the corporate ladder — people may want to explore different interests or areas. Part of talent management is helping individuals identify various options and positions of potential interest, even within the company.
Employers should offer opportunities like career pathing, mentoring, and educational reimbursements in order to support their workers in their journeys.
7. The Rise of the Gig Economy
Gig work is the new work. It means that individuals no longer feel limited to just one role but may take on a number of positions, even in different fields. This affords them greater flexibility, something workers crave. And part of talent management is acknowledging gig work and being willing to accommodate different paths.
No matter the type of work or career path, human resources and the entire company must provide a positive experience, from interviewing to onboarding to growing talent. They must also be willing to explore different types of hiring and talent management models, nurturing the paths of not only full-time employees but temporary and gig workers, too.
8. Up-to-Date Technology and Systems
Many organizations remain set in their ways, committing to systems because they’re what they’ve always relied on. But technology is constantly changing, with newer models and systems emerging every day.
Legacy systems present numerous problems. They can be glitchy and even break down altogether. Of course, this is disruptive to workflows as well as annoying. They could also suggest to employees that the business itself isn’t with the times. It’s critical for employers to keep their technology up to date and ensure that they support, rather than detract from their workflows.
9. Remote Landscape
Since the onset of the global pandemic, many workers have grown accustomed to working remotely. Now, numerous individuals are saying no to in-person work arrangements, instead demanding fully remote or hybrid arrangements. And in order to successfully manage and cultivate talent, employers must accommodate remote workstyles.
Fortunately, there are many tools that facilitate remote collaboration and communication, from Zoom to Slack to custom-built databases. Employers must invest in these and similar technologies to nurture their talent pipelines.
10. Data-Backed Strategies
Conjecture and intuition have no place in a business environment anymore. There is a wealth of data generated by technology — called Big Data — that has the potential to impact processes, policies, strategies, and the overall organization. The people you have are perhaps your most valuable resource, and you must leverage the power of your data to ensure that your employees are capable, prepared, and satisfied with their career trajectories.
Using data like productivity measures, employee surveys, performance indicators, and other tools, you can develop information-based strategies to support and further your goals in talent management.
Some might say that these challenges aren’t challenges at all but opportunities. And they would be right! They put the potential and power back in your hands, giving you concrete ways to further your talent management goals and nurture your people, increasing the odds that they will stay loyal to you for the long haul and contribute to a cohesive company culture.