Redefining Work and the Worker
Work used to mean taking on an established role, a set routine, and a clear delineation between work time and free time. But work has changed so much over the past several years that many individuals, including talent procurement professionals, are struggling to adapt.
Organizations are now relying on more contractors and contingent workers than in previous years. Many types of work can be done from anywhere, even from home. This change has led to new challenges in defining concepts like work/life balance, full-time employment, the job description, and even the identity of "the worker."
This article will explore how the nature of work has changed over the past few years and what that means for talent procurement and management professionals.
How Work Has Changed
The most recent changes to the way people work have been driven by the rise of technology. With more people able to work remotely, the lines between work and free time have blurred. This has led to a rise in contract and contingent work, as well as a blurring of the roles of employees and contractors.
This shift in work has also led to a shift in the way we think about talent management. Traditional talent management focused on recruiting and retaining top employees, but now companies must focus on finding the right mix of employees and contractors to meet their needs.
As work continues to evolve, companies need to stay adaptable and open to new ways of managing talent. It's no longer enough to just have a solid recruiting strategy. Businesses must also constantly reevaluate their approach to work and talent management to continue attracting talent and more effectively manage their rosters full-time, part-time, contract, and contingent employees.
Challenges for Talent Management Professionals
Although changes in the nature of work have led to numerous opportunities, it has also created some challenges for talent management and procurement professionals.
Many companies can no longer rely entirely on a local workforce that is physically present at the business. It can be challenging to familiarize remote and contingent employees with the company's culture and values.
Importantly, it has also become more challenging to identify which workers are "payrolled" employees and which ones are contractors. Errors in the definition between the two can create risk for the company, as there are strict laws that govern how contractors and employees are compensated and provided benefits, as well as how they can be managed day-to-day.
Employees are also more likely to move from job to job in search of better opportunities, as they can often work from anywhere. This makes it more difficult for companies to find and keep the best talent.
Finally, technology has also made it easier for workers to work from home or on the go. Some employees are gravitating exclusively to work-from-home arrangements, while others are demanding more flexible work environments.
Strategies for Managing the Evolving Nature of Work
There are a few approaches to the new world of work that can help talent procurement and HR leaders better manage their employees and retain top talent. Here are a few tips:
Create Clear Boundaries Between Employees and Contractors
Companies must set clear and separate policies that govern employees and contractors.
Employees are typically offered benefits and paid under the Fair Labor Standards Act (FLSA). Managers can typically dictate how employees work, what times they work, how they dress for work, and more.
Contractors, on the other hand, are not typically offered benefits and are paid based on the work they perform. Managers don't generally hold as much sway over contractors' day-to-day work, either. There are also strict laws governing how employees and contractors must be compensated, so companies need to understand these differences.
To avoid any potential legal issues, companies should work with an attorney who specializes in employment law to ensure that their workers are properly classified.
Offer Flexible Work Environments
Offering flexible work arrangements is a way for companies to show employees that they value their work-life balance. It also makes it easier for employees to stay with the company for the long term, as they are not limited by the traditional 9-5 work schedule.
Employees crave flexibility because it allows them to balance their work and personal lives in a way that works best for them. They can choose to work from home one day a week or take a longer lunch break to run errands.
Flexible work arrangements also make it easier for employees to care for children or elderly parents. And, as the workforce continues to age, more employees will need the flexibility to work later in life.
Use Solutions to Manage Contractors and Contingent Workers
One of the best ways to manage contractors and contingent workers is by using specialized software. Software solutions on the market today provide the company with automated solutions for necessities like compensation, invoicing, time management, project management, taxes, and more.
Exploring the New World of Work
The changing nature of work provides companies with new challenges, but also new opportunities. With remote work policies, companies can potentially hire employees from anywhere in the world. There are also more solutions available than ever for managing contingent employees, contractors, and more.
By staying ahead of the changing nature of work, talent management and procurement professionals can ensure their companies attract and retain top talent in today's global market.