“If you have innovative employees, but a workplace culture that doesn't support them, they will fail.” ~ Ben Casnocha
Today’s super-talented employees are fired up by the desire to transform themselves, their companies and the world, and they want an employer that will allow them the freedom to do this. Without a supportive workplace culture that encourages experimentation, the innovators will fail–and eventually move on.
At the Society for Human Resource Management’s 2015 Talent Management Conference & Exposition, closing general session speaker, award-winning Silicon Valley entrepreneur Ben Casnocha, talked about the new era of talent management and how organizations that are able to build alliances with employees will have a competitive advantage in hiring the best and brightest minds.
The “family model” of employment is passing. Employees no longer look for lifetime tenure and employers no longer expect it. Young professionals are entering the workplace with new ideas and new models for managing work and their careers. Employees are now free agents as they move from job to job learning, developing and advancing after each employment experience, and employers need to adapt and modify their models of employment to accommodate a new workforce.
What do you want your LinkedIn profile to look like in 3-4 years? How can company and employee work together to get there?
Employers now need to look at their employment model as an alliance.
In an alliance relationship, both sides commit to adding value to each other. Employers can ensure new employees that they are allies, and that they will work with them to accomplish their respective goals. The organization invests in their employees’ development as employees invest in an organization’s innovation and success.
To have an alliance relationship, you must first build trust, and this will happen incrementally with a series of "tours of duty" -- or missions in the form of projects and assignments that help develop the employee while accomplishing the employer’s goals.
What is the path to a successful career in the 21st century? How will employers need to radically rethink every aspect of their talent management models to accommodate and integrate a new workforce?
Please join @shrmnextchat at 3 p.m. ET on May 6 for #Nextchat with special guest Callie Zipple (@CallieZipple) of the 2015 SHRM Young Professionals Advisory Council–as well as other #SHRMYP advisory council members. We’ll chat about how alliance-building with employees will help to establish your competitive edge in the 21st century workplace.
Q1. As a young professional, what do you look for in an employee-employer relationship?
Q2. As a young professional, what qualities do you want in a workplace culture?
Q3. What are the advantages of free-agent style “tours of duty” to the employee and to the employer?
Q4. Are there any disadvantages of free-agent style “tours of duty” to the employee and to the employer?
Q5. As an HR professional, how can you change your organization’s culture to be more alliance-based when managing employees?
Q6. What small steps can employers take to begin building more alliances and trust in their relationships with current employees?
Q7. What are the long-term benefits to an organization when it builds employment alliances with employees?
Q8. How has LinkedIn completely changed the way organizations manage relationships with employees?
Q9. Ninety-eight percent of Fortune 500 companies have alumni networks. How do organizational alumni networks benefit both employees and employers?