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Top Employers Institute: World Of Work Trends Report 2022 (Breakdown) · The Business of Alignment - Powered by The E1B2 Collective

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  Hi, a.j. here with top employers, and I want to kind of
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  give an overall perspective on the world of work Trends report
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  2022. The top employers put out I
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  believe a couple days ago here. Now for those that don't know,
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  actually need to make an official announcement.
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  I've done it in a couple different ways, I think via
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  LinkedIn, I may have loot, alluded to it via certain times
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  certain podcast episodes, but I'm proud to announce that I
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  have joined the top Employers in should Institute team, I will be
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  helping form a partnership perspective from a sales
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  perspective from a standing up the North America region
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  perspective. I'm going to be helping drive
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  home the importance of HR best practices inside of
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  organizations, making sure that companies realize the importance
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  of having those best practices, operationally baked into the
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  company. And I believe in that the most
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  and I think what I'm looking forward to is helping
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  organizations, do two things either, raise their hand and say
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  we have these best practices in place.
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  We're doing these best practices.
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  We're living Our Truth through and with these best practices
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  and we deserve for the world to know about that.
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  We deserve for our applicants to know about that, we deserve for
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  our current employees. You know, about that, we
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  deserved from an employer branding perspective, we deserve
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  it from a potentially even Even on marketing and sales
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  perspective. Like I think, what we're
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  realizing is that having Having a company that is doing the
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  right thing on behalf of the employees.
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  And frankly, just doing the right thing period, from an HR
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  perspective or an employee experience perspective from just
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  like a from just, a experience perspective can really drive
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  home. The bottom line can really Drive
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  sales can really drive impact, right?
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  I think, what a lot of organizations fail to realize
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  and understand is that coffee. Dinner table lunch, you know,
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  Friday night, happy hour conversations around.
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  Hey how you been, what are you working on?
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  What company are your at those things?
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  Still exist? Even in a 2023 world is much.
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  We at, as much as we are, in a digital world.
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  As much as we are in a world where people are, maybe
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  potentially, not seeing each other in person as much.
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  Trust me, those things. Still exist.
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  The colleagues that haven't seen each other in six months due to
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  family. Obligations and the kids and
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  busy schedules. Finally getting together for
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  that brunch or that lunch. They're still checking up on
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  each other. They're still saying, hey, how
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  are you doing at your job? Oh, my job's miserable.
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  Well, how have you been doing? Well, I'm at top employers
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  Institute. This is how we do our culture
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  here, and this is how we do this and that, or oh, I'm at Google.
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  Oh, I'm at Amazon on that DHL, whatever it's going to be.
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  There are still people that meet up in person and talk about
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  their experiences at work and those experiences that were
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  kindred I've those people that are talking to to apply for open
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  roles those experiences and that overall macro awareness can
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  drive people to buy more of their product.
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  Because now, it's brand recognition now, it's maybe the
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  ninth time that they thought about the brand and different
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  ways, there's a lot there and so I think I think at the end of
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  the day for for everyone involved to kind of get there
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  ahead of wrapped around the importance of Of that is doing
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  the right thing. Operationally not only drives a
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  bigger bottom line that only drives more Revenue, not only
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  can drive more sales. Not only can drive more
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  awareness, not only can drive better talent to your
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  organization, but it's the right thing to do.
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  So, I'll get off my high horse here and actually, I'm getting a
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  call from a colleague. Let me put a pause to this
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  episode. I'm going to come right back and
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  I'm going to give you my overall breakdown of the world of work
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  Trends report. 20:22. Little break in the episode
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  today. Sorry about that had to take a
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  personal business call here. Let's hop back into the episode.
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  All right, I'm back. So let's hop into these Trends
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  quickly here. So, the very first trend is
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  Unleash the Power of the involved employee.
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  Now, employees need to be involved in a couple different
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  areas of the business. Employees can be involved in,
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  should be involved in organizational change.
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  I've talked about this a scale and I'll continue to do.
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  So if you were going to change anything change, process change,
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  product change, roadmaps change, Focus change initiatives,
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  change, whatever, you're going to change, you should bring.
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  In those that are actually going to be carrying out and
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  implementing the change and getting their feedback, getting
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  their perspective, making sure the points of views they have
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  around the change, the points of view around how to attack their
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  change are heard and recognized. You have to do that for one
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  simple reason. And one simple reason only if
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  they are more engaged, if they feel more fulfilled and happy
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  and heard and understood, I guarantee the outcome of their
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  implementation of that, change will dramatically increase very
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  simple. The second thing is you want to
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  involve employees around town attraction.
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  I've talked about this again at scale.
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  When employees involved in Italian attraction phase it's
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  one actually subtle way to do that.
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  Treat them really really well. Make sure every single piece of
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  the employee experience is built contextually around them.
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  And so when they're having again, there are coffee chats
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  there. They're happy our chats.
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  When they're bumping into former colleagues that they haven't
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  seen in six years hanging out with family.
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  Those speak about the organization at a very, very
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  high level that will inevitably create a macro pass of
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  Attraction of talent perspective, and moment, that
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  will be really good for the brand that I a lot of
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  organizations are not taking seriously.
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  Think the last one here is in involve employees around the D&E
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  eye movement, as well as sustainability movement.
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  Let's focus in the D EI moving for a second.
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  If you are very clear and understood around what diversity
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  means for the employee and really at an individual level,
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  you putting your leaders of teams of eight in charge to
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  understand how each and every person wants to wants to
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  experience work experience there.
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  All experienced this department and experience the organization
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  and a very different and diverse way, if you can look at all that
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  data and again have your managers of a team of eight go
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  in and have those one-on-one conversations, take all that
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  data, take all that insight and look across all the team that
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  you have the city of 25 teams of eight inside of a larger
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  company. And then you're looking at all
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  that data. And you know, lots of Trends
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  understand the trends because the trends and the data and the
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  Insight around what to do from a DEA.
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  Why perspective will be driven from your employees and not
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  driven from the market will be driven from your employees and
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  not driven from what you heard about.
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  The other brand will be driven from your employees and not
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  driven from Best Practices that maybe some of your leaders did
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  at a different company that was at a different skill that I was
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  at that that was at a different size.
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  It had different complexities that had different people.
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  If you're going to do something from a d EI perspective, you
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  want to do it, you want to do it from the lens is really going to
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  be contextually fitting for your people today.
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  So just to wrap that up Trend. Number one is unleashing the
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  power of your involved employee and getting her employee
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  involved. Andy and I getting them involved
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  in sustainability and well-being, getting them
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  involved in the town and the town of traction process, and
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  employer branding process, and then getting them involved in
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  organizational change Trend. Number two, people agility
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  through digital ability, this is something that's huge.
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  The employee experience digital the employee experience, and
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  looking at the technical I can be involved in that and
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  obviously the the candidate digital experience.
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  Anyone that's been listening to this podcast, you know, I
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  believe in this a lot there's a lot that can be done around HR
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  Tech. I think I had a podcast maybe 20
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  or 30 episodes ago. Where I said in 2023, the HR
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  Tech stack and the companies that have the best HR Tech stack
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  is actually going to be the companies that dominate over the
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  next 10 years. Each, our text acts, I mean
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  they're they're they're the lifeline of your company
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  companies that have the best ETS company of the had to have the
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  best HR. Companies that have the best
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  data to be able to read and understand and manage internal
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  behaviors and skill sets and Alan d employer, branding talent
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  I you know Alex position recruit.
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  I mean the companies that have the best tech stack in those
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  areas that really can impact someone's overall day-to-day
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  from a workflow and experience perspective and someone's
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  candidate experience coming into the organization.
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  Those that can do, Do that those companies that can make?
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  That happen is incredibly incredibly incredibly incredibly
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  incredibly, amazing and important and impactful and
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  those companies that are not focusing on that text, that I
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  think are going to lose in a 10-year window.
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  And so I would have to agree a trend here in 2022, 2023.
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  Moving for the next frankly, 10 years, you want to make sure
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  that's in place, you want to make sure that things are built
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  in a way that is the most Progressive than most nuanced
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  the most Well in the most impactful to give you the data
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  that you need that so that you can Trend that data out and make
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  really thoughtful decisions. The last Trend here, taming the
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  wild west of work and they put a little few up, put a little
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  subtitles here so they have working from home.
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  Getting the balance right? Growth of the networked
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  organization, potential fit, pitfalls, trust, and
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  transparency in a remote World. I'll lock it on the remote work,
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  the remote work. And work from home structure
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  here. I'll keep it very simple.
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  You have to trust your people and companies that are that hire
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  companies that do two things on this companies, that hire
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  leaders that naturally trust that naturally, give that setup,
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  really good communication and Trust structures.
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  In the beginning of a employee to manage a relationship, right?
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  The, the leaders that do that best in the first two, to three
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  weeks of getting to know their employees, in their Seems I
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  think will bode well and have success long-term, right?
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  I think my manager here at top employers does an amazing job.
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  I think there are so many other managers that I've had in my
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  life and I would like to think myself as a leader and a
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  manager, I've done that. You have to if I have to get
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  tangible and and really, really detail with this tip.
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  If you are a manager and you have a team, I believe in the
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  first three to six weeks, understanding how they work,
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  understanding how they want to be communicated to.
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  To understanding their workflow desires understanding how
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  involved they want to be from a decision-making perspective.
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  Just understanding everything about the way that they will
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  experience and run their day-to-day and, and, and
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  understanding their strengths and their weaknesses.
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  So when you are putting objective tasks and and moments
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  in their, in their, in their purview, and their focus, and
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  making sure it's done in a way that, you know, they can Excel
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  those variables, you know, they can crushing down.
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  Those variables and you can blindly trust them to a certain
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  degree. It's going to be the best idea
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  and that's how you can build a lot of trust in the beginning
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  stages. Now the transparency and Clarity
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  part come from also setting up those structures sending up
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  those one-on-one setting up those internal communication
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  systems and processes that can have everyone inside the company
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  and you directly with your employee on the same page.
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  So making all decisions visible you as a leader showing and
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  being Very transparent around how you're coming to decisions
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  what processing information that you go through when making
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  decisions that may impact that employee.
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  So, trust and transparency. Definitely in every boat world's
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  going to be a trend and I think it's going to be a staple of
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  organizations for the next probably 50 to 100 years.
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  I just, I just don't see the country, the world going
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  backwards. I think we're always going to be
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  in a hybrid World either. We're always going to be in a
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  remote world and I think that's just something that is going to
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  In place, moving forward. And then the last thing I'll say
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  is working home and getting the balance, right?
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  I think the companies that are going to do this, best of the
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  companies that really figure out the nice balance that works for
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  the team members. So I think not only having a
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  policy in the standard at the org-wide but I've seen companies
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  department-wide set up their own policies, set up their own
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  structures, set up their own systems set up.
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  Our own expectations where I've seen product and marketing teams
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  going to the office one day a week, I've seen, I've seen I've
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  seen sales teams and Partnerships teams going to the
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  office three days a week. I've seen HR teams going to the
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  office One Week, full full, five days off, two weeks.
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  Go up. The point that I'm making is the
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  leadership and the employees within their team, should have
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  the right to make the decision, that's best for them, based off
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  of the moments in each individual employee.
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  Life based off of the deliverables on the that are on
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  the, on the plate of the team at the moment based off of the
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  focus of the team based off of the deliverables of the of the
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  team, there's many different factors around.
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  Making sure the remote structure is built in a way that behooves
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  the inevitable outcomes of the team that the manager wants that
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  the organization wants but is also in a way that is
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  contractually beneficial of each and every employee that lives
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  inside of that company. Do you want them to remain
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  engaged? You want them to have the
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  flexibility they need, but you also want them to be on task and
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  get things done. And I think companies that find
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  a way to get that balance, right?
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  Are obviously going to win over the next 10 years.
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  So, I just wanted to give my macro point of view on the world
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  of work. Trends report here, are top
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  employers Institute. My name is AJ, I'm excited to be
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  a part of this company. I'm excited to be able to bring
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  value and perspective and you'll be hearing a lot more.
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  More from me soon, regarding top employers regarding my
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  perspectives on these Trends and we'll talk soon.
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  Thanks so much. Oh, and as always just a few
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  thoughts, just a few perspectives.
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  Yeah, we'll talk soon.