The world is a very different place than it was back in March 2020.
There has been the global pandemic that has trust a global "work from home" experiment on us all. Subject matter, such as purpose, well being, omni-working have all been sideline subjects, but they have been thrust centre stage.
We are deciding where we work and who we work for. We realise that life is short.
My partner's 25 year old is going to work move from London and work in Barcelona, why? Because he can. He was interviewed online, his first day was spent online, he only has been in the "office" once. There is a whole group of employers that have never had a "water cooler" moment.
In this article they say
"The evidence is clear: Fail to offer employee development opportunities, and workers will leave.
A large-scale study by Employee Benefit News reveals a striking statistic when looking at more than 34,000 exit interviews: the top reason (22%) for leaving is career development, with 21% of that attributed to a lack of growth opportunities. What’s more, the report finds that the cost of finding a replacement when a worker leaves can easily reach one-third (33%) of their annual salary in direct costs."
Work and Life is Digital
So what are you doing in your business to make sure your team(s) have the relevant digital skills?
Let's take sales, we all know the world is digital, so why are your sales people still hammering the phones and sending emails. Apart from the brand damage and it makes your company look like dinosaurs, as gartner said the other day "your sales people, need to be where your customers are, not where they used to be". And by that they mean they need to be on social.
But we are all over social
Being on social is not tactically posting and walking away. It's not having a Sales VP posting and then all the employees tactically liking that post. It's not about having the employees sharing corporate content through some employee advocacy tool. It's all tactical, it's all still legacy broadcast marketing and it's actually a cost to your business and we all know it's based on hope. As we know hope was never a strategy.
Here at DLA Ignite, we teach you to be digital dominant, your business will see social as a strategy. What do I mean? Here is an example of what one organization sees social as a strategy.
Think about it.
Currently, you have to go out and fight for customers and recruits. How about if the people come to you?
Clients actually wanting to meet your sales people, the best employees wanting to come and work for you.
Don't believe me, come and have a conversation with me or the team.
Where Do We Go From Here?
Just give me, or one of the DLA Ignite team and hour of your time and we can walk you through what we are doing in the form of case studies, what we are doing for other businesses to transform them to digital. No hard sell, just practical examples.
DLA Ignite is a global business and we understand that a "cookie cutter" approach to digital does not work, we have to take into account local language and cultural sensitivities. Which is why we have built teams across the globe, that can support you by country and industry sector.
A large-scale study by Employee Benefit News reveals a striking statistic when looking at more than 34,000 exit interviews: the top reason (22%) for leaving is career development, with 21% of that attributed to a lack of growth opportunities. What’s more, the report finds that the cost of finding a replacement when a worker leaves can easily reach one-third (33%) of their annual salary in direct costs. These figures will obviously vary, dependent upon factors like economic conditions or the overall state of your industry (just to name a few). But the overall sentiment remains steadfast no matter the circumstances: turnover is costly for any employer. But it’s a risk that can be reduced to some degree by offering your employees sufficient employee development opportunities.