The pandemic lockdown and the effects of the Great Resignation Era have provided HR leaders with a once-in-a-lifetime opportunity to attract top talent from other organizations. Moreover, our shift appears to continue as the market begins its descent into another recession. Mid-level employees have felt this one-two punch (pandemic and new recession) in the face of our changing workplace.
For many, this immense amount of change presents traditional leaders with problems that are challenging to address. Traditional mindsets view employment as offering a job description and waiting for a barrage of qualified candidates. As a result, when the employees stop coming, this traditional mindset doesn’t have the adaptive qualities to thrive in a changing world.
Our employment challenges are now permanent. The excessive amount of boomer retirements has created an unprepared workplace. A traditional mindset is screaming to go back to the way things were. At the same time, an adaptive perspective provides the next generation of HR leaders with new tools to radically rethink how they attract employees and create a culture that is very hard to quit.
Adaptive HR leaders need to rethink ‘trust’ as millions of mid-level employees leave their jobs and chosen career paths.
Employers lack trust in their employees because they are leaving in droves. Conversely, employees feel disconnected as their employers have turned them into task-driven machines.
An adaptive ‘HR’ mindset will rethink an organization and how they view its employees. This mindset will invest in their employee’s training with the world’s best learning systems possible. Let’s work together to bring trust back to the employer-employee relationship.
Get started today by contacting our team at contact@topointc.com.