In its annual human capital trend report, Deloitte predicts the rise of social enterprise. A successful social enterprise is ethical and authentic with a focus on diversity and fairness. Insisting on both individuals and the workforce, social enterprises, which have a positive impact on society, appeal to millennials and usually improve competition.
Gender equality, for example, is currently high-profile, and rewards social enterprises that address gender bias and encourage diversity. In fact, gender diversified companies have been found to perform 53% better than less diverse ones, increasing overall returns by 34%.
However, the rise of social enterprise presents a new challenge for training professionals to adapt to their roles and provide the communication and soft skills development necessary to drive this cultural change.
Addressing human factors
Technology, from mobile and collaborative technologies to educational technologies, is playing an important role in the transition towards the social enterprise model. Learning and development professionals have an important role to balance the benefits of new technology with the need to take care of the human part of this equation.
Deloitte said in its 2018 report, “To be able to maximize the potential value of these technologies today and minimize potential adverse effects on the workforce tomorrow, organizations must keep humans in the loop – rebuilding work, Reorganizing people and reorganizing the organization. “.
It is important to keep an eye on how digital transformation is working for individuals and the workforce. Is new technology supporting the learning and development of employees and helping them become more flexible and agile to meet business goals? Or, in fact, is the company’s latest technology implementation a hindrance to productivity?
One way to find out is to ask your employees.
Some companies are using the Net Promoter Score (NPS) to assess employee satisfaction and evaluate the success or otherwise of their change. NPS is commonly used to establish customer satisfaction scores.
Similarly, employees who rate the organization will be those who promote the company as a great place to work or do business with others.
It is a good idea to follow requests for ratings with the opportunity for a more detailed response. Ask, ‘If you rated the company as a great place to work, a nine or 10, what is of particular importance to you within this organization?’.
‘If you gave the company a middle or low score, what were the specific reasons for this?’ Of course, rinse and repeat is important. In other words, act on feedback, make changes to address issues where possible, and measure again to see if the NPS score has changed in response to the action you took.
Lead to change
The growing millennial workforce demands high standards of ethics and authenticity, it is imperative that business leaders react to this. Millennials value regular communication and feedback from all layers of the company’s hierarchy.
Leaders can no longer hide in their offices and issue communications on high. At the leadership level, interpersonal communication skills are more important than ever and do not produce good communicators.
Training professionals can support leaders with their verbal and non-verbal communication skills, as well as enhance language skills and enhance leaders’ understanding of the role culture plays in effective communication.
Ensuring that leaders are honest and authentic to everyone is key to enabling them to communicate effectively and motivate the workforce. If this communication skills development is cascaded through business, the level of satisfaction will increase and the business will be in a great position to transform into a successful social enterprise.
There is no doubt that competition for quality job candidates is greater than ever. As a new career path is moving forward or easier for employees, many businesses are finding it harder to retain and attract quality members of staff.
This is largely down to advances in technology and a thriving recruitment industry, currently valued at £ 32.2bn. LinkedIn and online job sites mean employees have endless job opportunities at their fingertips.
Businesses have a lot to contend with, but are they doing enough to encourage team members to stay?
Is 4.5 million
According to recent research by Robert Half UK, one in seven employees are looking for a new job. This figure is supported by further research in which 61% of businesses reported an increase in voluntary turnover of employees during the last three years.
But what really surprises me is that the report also finds that many businesses still fail to offer basic incentives to boost morale and retention. More than half of the businesses surveyed do not provide training or development to their team.
This is a worrying statistic and could be one of the reasons why many employees are looking for new positions.
Value of training
The importance and value of training a business can often be overlooked. Upskills, without the opportunity to hit career goals and move up the ladder, employees can often feel neglected.
You regularly hear that the customer always comes first, yet business success often comes down to the quality of his team: when he boils it down, your workforce is your most valuable resource.
There are several important benefits of ensuring employees have access to training. This not only enhances the capabilities of the team, but also increases the opportunities for each individual, which can increase productivity and help promote growth.
The average middle school student has computer operating skills despite having a desktop, laptop and mobile phone but how much technology do they understand? They will go into an industry that produces goods and services to make a profit to pay them.
How much economics do they know? Then they would pay the tax and the politicians would hear about the wax about GDP, and an old relationship would mortgage to buy a property.
Does your company help appoint 13+ year olds by weekend or pre-evening at 7pm, so they get a sense for work, organization and society? Someone from L&D will need it to ensure the necessary skills and knowledge.
Promoting staff retention with training
Staff turnover can have a real impact on the business and its relationship with customers or customers. Continued staff turnover does not look healthy from outside, especially for client-facing businesses.
With nearly half of businesses offering training and development, it is extremely important that employees who look to implement a talent strategy to provide opportunities to employees, which will help promote overall retention and create a positive impact on the business Will make an impact.