Companies will increasingly succeed or fail based on their ability to respond to diverse talent and to engage the disengaged, said Annelie Gildenhuys, MD of human resources practitioner firm Amcor Empowerment.
Speaking at the ITWeb/SAP Best People and Talent Forum, in Cape Town, Gildenhuys outlined the trends influencing the recruitment and retention of young and energetic workers into companies that have to adapt to a changing world.
Gildenhuys emphasised that in many developed regions such as Europe, the United States and Australia, their workforces were aging, but in Africa (about 41% if the population) the majority of the workers were in their early 20s.
The new generation is different to their elders in that they do not change their behaviour at “the company doors. This is how they engage.”
Describing the new generation as “cheetahs”, and the older generation still in power as “hippos”, Gildenhuys said: “The workplace is aging, experiencing a skills gap and shortage; employees are increasingly disengaged.”
Gildenhuys said social networks bring a new cultural phenomenon to organisations.
“Most companies are faced with generational transition - what I mean by this term is more than the obvious generational differences; I refer to changing values at work towards work life flexibility, wellness, career, commitment, expectation, diversity, politics, community, religion, and social behaviour,” she said.
What employees want from companies is interesting and challenging work, she said. Open and two-way communication and opportunities for growth and development are also among the criteria.
She described three ingredients that would lead to better business results. These are the strategy, the culture and the brand. And these three are linked via perception, experience and behaviour.
Gildenhuys said one benefit of social networks that is often overlooked is the external perception by current and potential employees of a company that uses social media as its business.
“Such a reputation often attracts and drives talent to these organisations. Within a company, the communities and networks that are created provide you with a robust tool to attract talent,” she said.
Conversational media enables employers and employees to talk, type, listen, speak, share, or in some way deep-end the connection to the work community, she said. “It allows people to establish support groups, chat groups, online mentors, two-way communications, and to hear grievances firsthand.”
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