5 Fierce Predictions for 2016

Five Fierce Predictions for 2016

There are few things that jazz me more than the ever-evolving workplace (yes, I did just say that). As we embark on 2016, at Fierce, we see a heightened desire for employees to be engaged and connected on the deepest of levels.

Below are the five Fierce predictions for 2016.

    • Recruiting Talent - Job Candidates Motivated by Purpose, Not Money

In 2016, job candidates will want to ensure a potential company’s purpose and mission align with values they hold near and dear to their hearts. Values and purpose, over tangible items such as salary, will become an increasingly important factor in the decision-making process in the competitive job market. In fact, a high salary is the least important aspect of a job to both men and women, whereas holding a job they enjoy is the most important aspect, according to Pew Research Center. With the rise of social media and online publishing, CEOs and other executives have reached celebrity status unlike ever before, giving them a platform to communicate their personal and professional aspirations directly with the public. This means that the CEO’s vision and persona will be highly influential in the recruiting process, placing a whole new level of responsibility on leaders to accurately represent and depict the mission and ideals of the organization.

    • Job Flexibility - The Sharing Economy Inspires Job Sharing Programs

Employees expect a degree of flexibility in today’s working world, whether that entails setting their own hours or working remotely. In 2016, employers will need to think out-of-the-box in terms of flexibility by offering employees creative solutions. Fierce predicts 2016 will see the rise of innovative job share programs that draw from principles of the sharing economy. Through job share programs, employees who seek fewer work hours can share shifts on the same role, and work as a team to fill one full-time position.

    • Performance Management – Real-Time Analytics Go to Work

In 2016, employees will have the ability to track their on-the-job performance data through technologies like people analytics to gain a better understanding of where they dedicate their time and energy and how their performance stacks up with others of a similar job title. Because of greater access to performance metrics, feedback will be provided throughout the year via dashboards, rather than only during formal yearly reviews. As such, managers can take on the role of a coach, empowering their direct reports to self-manage. This allows managers to redirect some of their time to other high-level business strategy tasks, while providing Millennials, a generation that values independence, a style that minimizes micro-managing and integrates technology into their daily lives.

    • Management – Workforce Generations Require Shifting Management Styles

Whether you like it or not, Generation Z is entering the workforce and with Baby Boomers still logging their hours, meaning there will be five generations with a 50 year age difference. In 2016 we will see drastic differences in work ethic, approach and management styles. Effective managers will need to be able to adapt on the fly to different employees and find different ways to foster collaboration across generations. Managers will need to understand that each individual, young or old, has their own set of skills and will encourage co-mingling to teach each other. Younger generations can teach how to use emerging technologies and to leverage social media while the older employees can instill the value of face-to-face communication, internal networking and building relationships.

    • Intrapreneurship– Employees Will Think like Entrepreneurs

Employees just entering the workforce have witnessed tremendous startup success and seen their peers gain celebrity-like status through social media like Instagram and Vine - this makes them hungry to achieve the same success. 2016 will see a rise of large multinational companies creating startup-centric programs or spin-offs to attract these individuals and drive innovation. Incubator-like training programs will build different skillsets for employees, but the programs will need to be more interactive and provide opportunities for employees to apply the lessons and skills to real life situations.

This month I will be providing tips for these five areas. What are your thoughts with these? What prediction stands out most for you?

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