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We're coming up on the end of the year and it's time to review what worked and didn't so we can come up with plans for 2021, right? If you want to say a big, fat "buh-bye" to the craziness of 2020 and a big hello to having 2021 be the year where your results are totally in FLOW, this video is must-watch. That type of planning is OUT.
We're coming up on the end of the year and it's time to review what worked and didn't so we can come up with plans for 2021, right? If you want to say a big, fat "buh-bye" to the craziness of 2020 and a big hello to having 2021 be the year where your results are totally in FLOW, this video is must-watch. That type of planning is OUT.
According to a Pew Research Center report, “The State of Gig Work in 2021,” 9% of U.S. As an on-demand model, it offers greater staffing flexibility; during periods of high-demand, companies can activate a talent pool of gig workers and scale back when the volume decreases. adults are current or recent gig workers. workforce by 2023.
Work and decisions often become centralized at a corporate level for a variety of good reasons – to drive common strategy and policy, to consolidate work for efficiency and scale, to leverage scarce talent through centers of expertise. And where they need to let go of decisions to create speed but also to develop talent. An Example.
Right now, more than 80% of the world’s largest companies are reporting on ESG metrics and performance, and I expect to see that number rise. . The Sustainable Finance Disclosure Regulation (the “ SFDR ”) came into force in December 2019 and began to apply across the EU from March 2021. Purpose-driven Recruiting.
Right now, more than 80% of the world’s largest companies are reporting on ESG metrics and performance, and I expect to see that number rise. . The Sustainable Finance Disclosure Regulation (the “ SFDR ”) came into force in December 2019 and began to apply across the EU from March 2021. Purpose-driven Recruiting.
Note that the table implicitly projects limited investment and a slow start to the new growth initiatives, with no new revenues in 2017, modest new revenues in 2018, and significant new revenues really only beginning in 2020 and 2021. The metrics need to change. Beware of Spreadsheets. And all of this takes resources.
In the battle for talent in an increasingly complex, disruptive, and competitive world, organizations cannot afford to miss this point. Link to Employee Well-Being: A survey conducted by Globoforce in 2021 found that 84% of employees felt recognized by their manager reported lower stress levels.
A good working definition of what it means to embrace data-driven decision-making is: Using facts extracted from data and metrics to guide business decisions that support business goals rather than relying on experience, intuition, and stories alone. Pay attention to metrics that matter and provide regular updates.
With several outsourcing contact centers in 2021 reporting training class rates as low as 20% and above average stress levels , it’s no longer a question of how does the industry recruit quality employees, but how does it retain them? Double this by the fact that our now remote work environment has increased the talent pool to a global level.
According to the Business Roundtable, made up of the CEOs of 181 largest corporations, the principal purpose of a corporation is no longer only to maximize shareholder return (Business Roundtable, 2021). Organizational Talent Consulting. Modern leaders are asking, can organizational culture be changed? McGraw-Hill. Business Roundtable.
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