(Expansion) – Have you ever heard the phrase: “employees don’t want to work for you, they want you to work with them”?
Earlier this year there was a lot of talk about how the trends in human capital were perceived and, although they were very successful, the impact that each one had, as well as the implementation and value, has been changing and without a doubt, rethinking the phrase With which I started this article, it gives us a glimpse of how talent and organizations are moving in the second half of 2022.
Human Resources leaders have had to be very close to change and, although at the beginning of the pandemic they were the ones who were adapting, at this point they are the ones who must direct where this renewal is going. That is to say, much has been said about how this health crisis modified, among many other aspects, the way of working, and that is that the collaborators had the opportunity to rethink their priorities and ignoring this would be a very serious mistake.
Likewise, in this second semester we cannot ignore the impact that inflation will have, which, although we are “used to it”, will have a direct effect on the purchasing power of workers. According to the Total Remuneration Survey (TRS), the salary increase, on average, granted by the organizations ranged between 5.6% and 5.8%, when last year’s inflation closed at 7%; however, if it continues to rise, there will be no budget to hold.
With the above I do not mean that all is lost, rather, to make it clear that it is not a single path to be at the forefront of change. If you are a firm that does not have the capacity to increase salaries, we have to think about how to remain relevant to talent.
For example, emphasize the theme of flexibility, which is not only about where you work, but how you do it. And it is that despite the fact that over 40% of corporations in Mexico are moving towards hybrid models, for those in which remote work is not possible, we will have to reconsider how to make it more flexible by relying on technological issues.
Another line that we observe is the emergence of the “organization that connects”. 82% of the collaborators trust that their company will do what corresponds to it, that is, they begin to see the corporation as an entity capable of transforming the environment. At this point it is important to bet on an employer brand aligned with the vision, mission and values.
Give your organization a sense that promotes diversity, equity, inclusion and that cares about the impact it has: the famous ESG (which refers to the factors that make a company sustainable through its social commitment , environmental and good governance without neglecting the financial aspects).
With the foregoing, it is sought that the firms can have an impact that represents a base for the construction of a society where those organizations that are involved with the change will shine, that have a genuine dialogue with the collaborators, in which they are invited to share responsibility for creating the future of work.
Last but not least, focus the effort on the total well-being for the workers, since it can be foreseen that it will generate a better return on investment in the next two years. This aspect integrates the mental, physical, social and financial part, creating interesting value proposals when deciding as an individual where you want to work.
It should be noted that Human Resources cannot ignore this aspect, since if it does so it will not guarantee that people concentrate on seeing the results that you as a company are expecting, because they will be more concerned about some mental, financial or physical issue, among others.
It is clear that the path to continue being relevant in the eyes of talent has many aspects and that the orientation of this second semester not only see salary increases, we can also observe flexibility, digital transformation, commitment to society and the environment, as well as dialogue active with collaborators regarding the future of work.
As Human Resources leaders we have a great opportunity to transform our workplace, it is not about making “a new shirt”, it is about creating a suitable and adequate place for what your people need today, and above all, for the results you are waiting for.
We are at an unbeatable moment in which if we achieve the “perfect gear” of these trends we can be the spearhead that directs the remodeling, always bearing in mind that collaborators do not want to work for you, they want you to work with them.
Editor’s note: Claudia Rodríguez is Principal Career Products Leader Mexico. Follow her on . The opinions published in this column belong exclusively to the author.
