Workforce Agility Report 2021 - Next-level agility: The four dynamics of a resilient workforce
“The world of work is changing. Fast. We know that. The question is what will give businesses the edge to succeed in an increasingly competitive marketplace. How can we ensure that our workforce is fit for a future in flux? These are the questions that drove us to survey over 1,000 senior executives in 13 countries about their talent management strategies. Our research findings– broken down by industries and geographies –reveal how some of the world’s most agile organizations are leading the way.” – Tammy Browning, President, KellyOCG
The mass shift to remote work has brought with it many unexpected benefits for organizations and their employees. Yet, it has also given rise to a number of complex, unforeseen challenges, such as managing more geographically dispersed teams; recruiting new skills in a remote environment; cultivating mental wellbeing among employees; and continuing to make progress around diversity, equity, and inclusion (DEI). These challenges are likely to evolve rapidly over the coming months, as the long-term impact of Covid-19 on the workforce becomes clearer.
In our KellyOCG 2021 Workforce Agility report, to be released in July, many executives agreed that talent has never been more important, than today, as a driver of competitive advantage. Yet, the data also shows that many leaders are struggling to maintain the agility and resilience of their workforce in a climate of ongoing flux.
The full report dives into these challenges in detail and provides compelling data across geographies and industries.
Lessons from the Vanguards
Faced with these issues – and an ongoing climate of uncertainty – how can organizations build a workforce that is highly resilient and fit for the future? What exactly are the characteristics that enable next-level agility in times of extraordinary fluidity?
The answers are with the ‘Vanguards.’
Our research uncovered a group of leaders – respondents who report that employee wellbeing and productivity have significantly improved within their organizations over the past 12 months (around 10% of all respondents surveyed).
The data shows that these Vanguards have taken a more strategic and long-term approach to improving the resilience, agility, and wellbeing of their workforces compared with the ‘Laggards’ (respondents that report a decline in employee wellbeing over the past 12 months). The Vanguards are also far more likely to report revenue growth over the past three years, which indicates their approach is having a positive impact on overall business performance.
Our full report takes a deep dive into the four dynamics of a resilient workforce offering employers practical and actionable advice. The research findings suggest that, by focusing on these core areas, organizations across industries can boost employee engagement and productivity while fuelling their growth.
“Historically our approach to acquiring talent has been quite siloed, with individual aspects managed by different functions across the business.… Operating a more holistic approach to workforce management is key for us.”– Maurice Benz, Global Category Manager - External Workforce, Novartis
Perspectives from across the globe
“We’re seeing that employee wellbeing, satisfaction and productivity have been hit particularly hard in Europe, the Middle East, and Africa over the past 12 months. That has made it more difficult for organizations in EMEA to recruit and retain talent. A total talent strategy is imperative as businesses embark on the road to recovery.” – Sam Smith, Vice President & Managing Director, EMEA, KellyOCG
“Organizations in the Asia-Pacific region have responded to the pandemic by up- or reskilling permanent talent. They indicate they have a better view of the optimal talent mix and how their talent strategy links to tangible business outcomes.” – Peter Hamilton, Vice President & Regional Director, APAC, KellyOCG
“We’re seeing a higher proportion of Vanguards in North America indicating that employee wellbeing and productivity likely have increased in the past 12 months. However, employers face labor market challenges and a mismatch of workers’ skills requiring a holistic talent management approach to remain competitive in the post-pandemic business world.” – Tammy Browning, President, KellyOCG