Talent agility is an organization’s ability to change its composition of talent quickly and cost effectively to maximize productivity and output. The beauty of the current trends is that increasing talent agility is both good for business growth and employees. In fact, it’s what most of the workforce craves.
With true talent visibility across the organization, the goal becomes discovering new ways to apply existing talent in ways that make people happy, more productive, and more likely to stay.
Today’s workforce is comprised largely of individuals who want to pursue their interests at work and grow professionally. A workplace report reveals that “nearly half (43%) of full-time employees in the US are bored or disengaged at work and the majority (51%) feel this way at least half of the time. As a result, over half (61%) of those employees are likely to change jobs in the next three to six months to pursue opportunities that are more rewarding.”
“The survey of 1,000 full-time employees found that boredom isn’t simply a matter of having nothing to do but rather a lack of new learning opportunities and professional growth. Respondents cited limited opportunities to learn new skills (46%), as well as unchallenging work that doesn’t use their education or background (44%), as top reasons they were bored in their current roles and looking for a change,” the report continued.
A Linkedin report shows that 94% of employees would stay at a company longer if it invested in their careers. There is no doubt that today’s employees want career development opportunities and in order to both increase agility and give employees what they want, it can’t be too difficult for people to take on new roles inside the company. Rigidity is the antithesis to agility. The lateral moves are more important than ever, and will continue to be in the coming decade as 9 out of 10 employees say they would make a lateral career move with no financial incentive.
Part-time project work, in addition to employees’ day-to-day jobs is a great way to provide on-the-job learning and career development opportunities while maximizing the talent and skills already at your organization. Project work is also a great way for people to network and build diverse relationships and skills, especially at global enterprises.
Armed with the visibility on existing skills and employees’ desires and ambitions, companies can begin to operate as a more agile network of talent rather than keeping individuals in rigidly defined roles where they could face boredom, disengagement, and eventually the decision to leave the company.