One of the challenges in the current labor market is high employee turnover – according to the latest edition of the Labor Market Monitor. Companies and institutions that want to limit this process should take care of the organizational culture and clearly communicate expectations from both sides. Employees appreciated by their employer are more strongly associated with their current workplace.

Volatility, uncertainty, complexity and ambiguity are the acronyms that characterize VUCA’s dynamic job market. The long-term design of the company’s strategy should be adapted to this model, created by the US army.

• VOLATILITY – volatility;
• UNCERTAINTY – uncertainty;
• COMPLEXITY – complexity;
• AMBIGUILTY – ambiguity.

This scheme allows you to observe the surrounding world through the prism of crisis situations or political conflicts, which sometimes directly affect business and the functioning of enterprises.

The assessment of the company according to these guidelines sharpens the ability to look into the future and introduces the possibility of planning crisis situations so that they do not have a strong, and in fact – abrupt impact on the functioning of the company.

Companies that want to develop their services should consider focusing on areas that will allow them to develop a plan, achieve goals and achieve results even in a changing and dynamic labor market.

Market conditions, economic sectors and working methods are evolving, and this process will continue to evolve with the emergence of newer technologies and solutions. Many companies have experienced a significant acceleration in the pace of change in recent years, due to many different factors, such as digital transformation and changes in working preferences. Companies also had to face a slowdown in development due to external events that had little impact, such as the COVID-19 pandemic.

The current labour market poses a problem for companies mainly in the management of employees. This is due to difficulties with the proper distribution of human resources and problems with employee turnover, definitely affecting staff shortages and the proper functioning of the company. The lack of workers is a serious challenge for many industries. According to the latest, 46th edition of the Labour Market Monitor, in the last six months engineers (29%), salesmen and cashiers (27%) and specialists with higher education (26%) were most often looking for new employment.

The largest (affecting nearly 1/3 of all respondents) employee turnover takes place in the hotel and catering industry, which is the result of pandemics, lockdowns and uncertain moods towards the future. The growing turnover of employees, as well as the upward trend of looking for new offers (nearly 3/4 of active employees) is a consequence of the desire for professional development (which is most important for over 40% of respondents), and often also a change in the industry. It is worth taking into account the motivations of employees to change jobs and introduce them in their enterprise.

Oneof the current challenges is labour market turnover. According to Randstad experts, it is worth noting that development offers and better than those offered in the current place of employment may affect the slowdown in turnover and effective attraction of new staff.

One of the conclusions of the survey is that half of employers do not plan employment changes a year ahead, and only 13% formulate plans two years in advance. This issue is also worth paying attention to in terms of the growing problem of employee turnover. If there is a problem of acquiring new hands to work, how to keep the current jobs and make sure that the staff has no reason to look for other offers?

Observing the world according to the VUCA model allows you to develop management strategies that will allow you to better manage your organization in the case of unplanned situations, e.g. political ones. First of all, it is important to get to know the opinions of employees and encourage them to receive feedback, which can significantly show communication problems that would be worth paying attention to. Creating an efficient and flexible team adapted to the current realities allows for modern operation of enterprises adapted to changes. In addition, the process of increasing the flexibility of employment should start with the analysis of current roles and positions. Consider whether the tasks that permanent employees currently perform can be delegated to temporary workers to reduce the workload of the entire team. 

In addition, companies should work on their employer branding, which plays a key role in the mission to prepare the organization for the future. This gives you the opportunity to present what the organization has to offer – not only to its permanent team, but also to employees employed in a flexible form. According to LinkedIn, as many as 75% of job seekers pay attention to the employer’s brand before deciding to participate in recruitment. The conclusion is one – work on the branding of the employer will help the company stand out from the competition.

Source: https://blog.randstad.pl/jak-zarzadzac-zespolem-na-dynamicznym-rynku-pracy

Projekt otrzymał dofinansowanie z Norwegii poprzez Fundusze Norweskie 2014-2021, w ramach programu „Dialog społeczny – godna praca”.