At our recent Future of Work workshop, we were able to discuss and debate the challenges that businesses face in the post-digital era with some industry experts. Topics such as the talent shortage and what future leaders look like were raised.
We’ve since continued the conversation with one of our attendees – Carly Poulson – who is Head of Talent Acquisition at award-winning investment crowdfunding platform, Crowdcube. We asked what companies should be thinking about when building future-proof digital teams – here’s what Carly had to say:
The current situation
“Anyone looking to build out their team or anyone working in talent and people management knows we have our work cut out for us. There are so many factors to consider: globalisation, increased competition, the pace of technological change, the fall in productivity, an ageing population (in both the UK and the EU), and the changes in attitudes towards work.
There’s also a higher need for more flexibility and a sense of purpose, and this all contributes towards the uncertainty and the creation of new challenges for the world of work.
In a recent TedTalk by Roy Bahat titled ‘What is the meaning of work’, he explains how a team of researchers initially studying the impact of technology, and AI in particular, on work, came to the following conclusion that people only want two key things: stability and dignity (or self worth) at work. With this in mind, there are three steps that businesses should consider.”
Step One – Think About Purpose
“Businesses should first and foremost think about their purpose, how they communicate it, and how they get their teams engaged with it. ‘What’s our mission and what are our values? Do we have a well defined employee value proposition?’”
Step Two – Think About Scale
“Next they need to think about how they are going to execute this now and how is the future shaping up. ‘How do we design the organisation structure and the roles within to deliver on our goals and ambitions?’”
Step Three – Think About Skills & Abilities
“Next they need to think about the skills and abilities they need. ‘Who do we need to hire now? And what about in the future? Could we develop these skills internally?’.”
“If as businesses we can design an agile organisation with roles that have meaning, we can create a culture of learning with strong L&D programs, and we can hire people with the right attitude and the ability and desire to learn, we can a build future-proof digital team. Going back to the key points of Roy’s TedTalk, it’s important that we give our employees the stability and dignity they crave, all the while creating an agile organisation that can adapt to an ever changing world.”
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