While workforce reentry certainly includes logistical and operational planning, it is not just physical well-being that employers must take into account. Equally important is how organizations will respond to employees’ emotional and psychological health —a topic that, regrettably, is discussed far less frequently.
Another key element of a thriving company culture is purpose. If we think of values as guardrails for how we make decisions, act, and react, then purpose functions more as a north star, as one overarching, ultimate goal that guides the company.
What is purpose in this context and why does it matter to your employees? How can it help instill a greater sense of fulfillment and inspire employees to be more productive and deliver a higher quality of work?
Disengaged employees cost U.S. companies up to $550 billion a year. Forbes
Harnessing the full capability of the workforce will be the driving force behind successful organizations. Borderless working aids collaboration internationally and enables flexibility and agility. This trend exemplifies the change in the way employees work, increasing their productivity and engagement.
Disruptive forces change the way we live and work requiring companies to rapidly adapt. HR leaders and their teams will be essential in shaping the future environments for their organizations and the manner in which they recruit and access key talent. Enterprises that identify optimal pathways to accomplish this dynamic task will be leaders in their respective markets and spur innovation among the competition.
Becoming a pioneer in stimulating this unprecedented change will lead to an enterprise’s increasingly positive performance of sales, production, leadership teams, and operations.
According to Deloitte, enterprises are fundamentally shifting with new business models, technologies, and changing expectations of—and by—the workforce. Often, HR teams are left straddling the needs of the legacy organization while planning for the needs of the future.