The global health and economic crisis this year has begun to gradually but surely reshape organizations and the way most companies, industries, and
economies operate around the world. Our business environment has transformed.
Employers and leaders have found themselves in a situation where they have to think no not only about survival, but also some steps further, on all occasions that this crisis offers them, both for the companies themselves and for the benefit of society. A set of available talents changes and expands day by day, visionary leaders are recognizing this more and more quickly, and by acquiring new talents, they are thus preparing the “ground” for recovery and rapid growth after the crisis. Last but not least the biggest leaps in growth and results start straight with the right team. Of course, due to technology, many jobs are also being eliminated as they become automated. Companies now also need to think more quickly about retraining their employees and creating new jobs.
While during a crisis most of us can become short-sighted and irrational, the best leaders and organizations remain calm and use the turbulent waters to their advantage. If we are aware during the crisis that it will not last forever and even then we strategically outline new paths of innovation and hire the right talent, which will help us fill any gaps in certain new skills needed to breakthrough in a new reality, innovative companies will do so easier to make a big leap, away from the competition, even after the crisis is over.
Many successful companies attribute their long-term achievements to a routine willingness to invest in talents, regardless of the external economic climate.
Acquiring new knowledge and skills is of crucial importance, but is currently not on the radar of a lot of organizations. The need for greater competitiveness and innovation, the need for development and transformation, the need for access to sources of intellectual capital and diverse knowledge around the world is everything. Companies that are aware of this have already started investing in various retraining programs for their own employees losing jobs due to automation and new technologies. Flexibility and rapid adaptation to the new digital environment will be crucial in the coming months, not only for the competitiveness of companies and the employability of individuals but also for all organizations working to retrain talent.
Waiting to return to the work environment as we had known before 2020, is a confirmed thing of the past. We woke up to a new, digital age, and time is to do what humanity has been doing for millennia - to adapt and further develop.
In order to retain and develop our talents furthermore, we must focus on five areas:
- searching and hiring the right people,
- Constant learning and growth,
- Managing and rewarding success,
- adapting and transforming employees’ experiences,
- Optimization of planning and strategy of human resources.
The competencies and skills required by the new virtual business environment are changing, and the individuals who will acquire and invest in their own development, and the development of their talents, will progress.