How do you develop and retain talent in a diverse and dynamic global workforce?

People tend to stay in employment when they have a clear picture of their current and their future paths. Current - understanding what is expected and what happens if people meet or exceed these expectations. Future - what opportunities will be open for them, what development is available, both internally and externally. For these to be authentic the initial hiring of this role needs to have been strategic. Employers get the best out of their recruitment process when they have a very clear picture of their needs from the employee. Ultimately, employees need to know that once they've made the HUGE commitment of joining an organisation, the opportunity they were sold, is the one that exists. Equal Employer helps employers achieve this.

This can be done through collaboration with key stakeholders, including executives, department heads, and HR leaders. Once the business goals are defined, the talent strategy should focus on identifying and developing the skills and competencies needed to achieve those goals, with an emphasis on building a diverse and inclusive workforce that can adapt to changing market conditions. Regular assessment of progress towards these goals and adjustments to the talent strategy may be necessary to ensure alignment with the overall business strategy.

Offering global mobility and flexibility is key to developing and retaining talent in a diverse and dynamic global workforce. Employers can achieve this by offering remote work options, flexible schedules, and opportunities for employees to work on international projects or transfer to different office locations. It's important to communicate these opportunities and make sure that policies and procedures are in place to support employees who take advantage of them. By offering global mobility and flexibility, employers can demonstrate their commitment to their employees' personal and professional growth while also ensuring they are meeting their business goals.

Feedback plays a pivotal role in the workplace, regardless of its physical or virtual nature. However, a notable deficiency in the feedback process is the absence of psychological safety, which should serve as the foundation for interactions between the provider and recipient of feedback. The relationship between leaders and their direct reports must be marked by strong and supportive connections to enable the successful establishment and operation of the feedback loop. Consistent 1x1 meetings that foster psychological safety are crucial to developing a solid feedback loop.

En definitiva proporcionar retroalimentación aporta en gran medida al desarrollo continuo de la persona que lo recibe, pero buscar de vuelta retroalimentacion con mucha apertura y humildad considero que es sumamente enriquecedor para ambas partes por los soft skills que se van generando como la empatía, capacidad de escucha, asertividad, entre otros. Finalmente, cada uno somos responsables de nuestro propio crecimiento gracias al feedback constante de nuestros líderes, pares y/o stakeholders.

GreenHR in pratice An HR manager in Hungary plans to introduce to his colleauges a mandatory, very last question at the end of all recruit interviews regarding sustainability in English, as a foreign language. 1. a good practise for native Hungarians to have a chat (in English language) about sustainability issues. 2. an organization on the other hand , has a positive reputation regardless of the result of the interview since the conversation easily becomes a useful green educational experience for both parties.

Totalmente de acuerdo con lo mencionado, porque cuando colocamos en el centro a nuestros colaboradores a través de espacios individuales o grupales para saber cómo están y cómo los puedo ayudar desde mi rol como HRBP es súper gratificante, porque me hace sentir feliz y agradecida de aportar de cierta forma en sus vidas considerando todos los retos laborales que están por llegar.

Employees tend to stick around longer with a company if they have a healthy understanding of the value their job creates and how their work function contributes to meeting business objectives. If your employees can't easily answer the questions: "How does me doing my job help the business?" And "How do I help the business meet it's objectives?" there is work to do aligning your employees job-focus with business objectives. This situation is similar to the life questions many of us have such as "Why am I doing this? Who does it help? and "What would happen if I stopped doing this and how would it affect other people?" Job value clarity is essential to keeping employees engaged.

Create, review, and update strong set of values to attract the talent that aligns with your beliefs. This will positively impact retention, this will significantly support your L&D strategy, and finally this will bring value that reaches insightful and data-driven HR strategies, beyond markets fluctuation, avoiding bulk lay-offs. Think about your employees and their journey through your organisation, with values setting the tone.