This is how organizations have to change to meet the expectations of new generation workforce

Posted on 11th Dec 2015 | 1007 views

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To attract and retain top talent companies are offering strategies such as work-life balance, transparent communication channel, empowered managers and an engaging work culture that symbolize an ideal workplace will be pass. Even the HR experts and startup founders are rolling out on how organisations will change workplace policies in the near future to meet the expectations of the new workforce generation looking for the best place to work.

This is how organizations have to change to meet the expectations of new generation workforce

The companies are also projecting themselves to be part of the best places to work. This is how organizations have to change to meet the expectations of this new workforce generation.

Personalization: Experts say that career growth, benefits and pay options differ from one to other and there will be no one-size-fits-all. Career growth of each person is unique and personalized benefits will be a priority in the future. Even the professionals will have more flexibility in choosing their benefits as per their life stages/personal preferences with regard to leaves, insurance and wellness offerings.

Agile learning: Technology is changing everything as the learning and development (L&D) activities will be via the mobile phone. Even learning also takes place via mobile phone. Employees learn online through short videos on their phones and apply to work what they've learned.

Next generation work spaces: Organizations are focusing on open, unstructured and fluid workplace rather than a furniture layout. It increases human communication and allows for huddles, stand-up meetings and brainstorming sessions that enable quick decisions. An open office provides access to all and increases collaboration and decision making.

360-degree performance reviews: Now, 360 degree review process is following by many companies and the best place to work will do away with formal performance reviews, bell curves and adopt informal reviews. The other things include ideas over seniority, asking employees to present idea, culture of constructive questioning life beyond work and dedicated time for new idea.

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