Most of us grew up in the world of traditional work where an employee was committed to a manager and a specific role was given to the employee. The manager assumed the employee would stay with the company for at least several years, perhaps moving up a level or two along the way. While this model certainly isn’t dead, it doesn’t fit the needs of today’s workers the way it once did. With employees starting to see work as a series of meaningful experiences, managers need to figure out how to adjust—to think less “job” and more “assignment.” Otherwise, you risk losing great talent to competitors.
We’ve been piloting a few programs at Workday with these new learning and “assignment” approaches in mind. One is our Career Growth program in Dublin, with personalized learning experiences, connections with experts who can act as role models, and projects outside the employee’s current role. While we’re still exploring what this program will look like long term, the early returns have been positive.
Taking these and other steps will require strategic thinking from HR leaders, but addressing the needs of a changing workforce now will help immensely when bigger changes come in the future. By providing ample learning resources and encouraging internal movement, your company will be creating a culture of opportunity for tomorrow’s leaders.