Total Talent Management is the integration of many types of workers for a single purpose. The employment mix is full-time, part-time, independent contractors, freelancers and consultants. Each type of worker has their advantages and strengths they contribute to a company. Both the contingent workforce and traditional workforce are critical to success. Additionally, each company is going to have a unique total talent workforce mix.
Year over year, the trend toward independent contractors has steadily increased. This change was shaped by the enormous changes in culture and technology over the last 100 years. The definition of work and total workforce management has continuously evolved over the years, but the pandemic has been the single greatest factor in the speed of change. So, here we are. We are doing what we do best – adapting.
Three out of four businesses expect to implement a total talent management program within the next few years. HROToday breaks down a few of the issues around total workforce management, “Despite the advantages organizations can achieve with a total talent solution, there remain obstacles to implementing such a program. By far, the greatest obstacle is a lack of long-term planning that looks at the workforce in a holistic manner. Other barriers to implementation often include resistance from the talent acquisition team, lack of knowledge from senior leadership about program benefits, and disjointed operating processes.”
For these reasons, many work with staff augmentation experts to get over the hurdles. These experts offer the kind of speed and expertise that takes substantial time to master. Most companies today cannot wait to develop this kind of in-house expertise.
Each type of worker has the ability to contribute something really great to your organization. The way you manage may differ. Each step of the process is a new opportunity to provide value to each employee and non-employee.
Understand the motivations and values of each type of team member. The full-time team member may value the security afforded by their position and be motivated by the prospect of a raise or promotion. The contingent workforce may value the flexibility of their role and be motivated by the learning experience and positive feedback for future opportunities.
Communicate the project goals clearly and make sure everyone in the project understands their role. The insider knowledge that the traditional employee contributes is essential to keep the project focused on the best direction for the company. The fresh perspective from the contingent workforce will bring the creativity needed to think outside-the-box. Together, those two mindsets will bring out the change necessary for effective transformation.
To do this, they need the right tools. As many are remote right now and for the foreseeable future, proximity communication is not possible. Therefore, regularly scheduled intentional meetings should take place. Some should be structured and some not. Also, friendly non-work related conversations are healthy and encouraged. The relationship with the non-employee should not be discounted because they are working on a short term project. This could turn into a long-term relationship through other projects and collaborations.
Collaboration between the traditional and contingent workforce is the most important step. The two must be given the time and space to brainstorm, listen and learn from each other. They must not feel any threat or intimidation from the other. They must also come to the project with an open mind. After all, it is likely the solution is an entirely new idea. To facilitate a strong collaboration, keep both parties engaged and feeling valued by their managers and each other. Remember, they may have different values and motivations.
Look at companies from the 70s and 80s. They were able to make a change to their business and see the fruits of that change for years to come. Today with the exponential rate of innovation, that is just not the case. We are in a state of constant change and growth. Putting technology advancements on the back burner is no longer an option.
At the end of each project, get a recap of what each party learned. Ask them how to improve their experience for the next project or for the betterment of their career. Would they like upskilling or reskilling opportunities to prepare for the next set of challenges? Finally, celebrate your win!
We talk a lot about the effects of technology and COVID-19 on the business. Yes, those are enormous impacts. But, let’s not forget. In the end, talent is still the number one business differentiator. Without the talent to invent and implement the technologies, where would we be? Without the flexibility and adaptability of our work forces during the pandemic, how could we have made it this far?
Human Resources Today has a great perspective, “One way company leaders can avoid facing a talent shortage is to reenvision their org chart. Think of your company as a “talent marketplace,” where employees are part of a network and can be assigned to new teams when their skills are needed on a project. This flexibility requires knocking down traditional hierarchies and allowing people to work on projects that energize them and where they can contribute.”
Yes, many organizations can do a reorg to try to meet their current needs. Inevitably, there are talent gaps in any organization and every reorg takes much longer than originally planned. To gain impactful talent fast, you have to work with outside experts to connect you with the agile digital workforce that is ready today.
For those of you planning your workforce for 2021, now is the time to push your project implementations forward through TECKpert. One of our expert consultants can help create the agile workforce needed to react dynamically to new challenges. TECKpert makes it simple by doing the hard part. We recruit, vet and onboard each and every candidate. Then we match your project with the digital talent that is the right fit for you. Utilizing our own technology, our app helps you to approve time quickly and easily. You do not have to set up the total talent management processes for your non-employees because we have already done it for you.
At TECKpert, transparency is key to a fruitful relationship. This is what we do best. Let us manage your contingent workforce relationships at scale. Reach out today for your Q4 2020 or 2021 Implementation team.