The Workforce Resilience Leaders who focus on the three critical pillars improve their company's business performance
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
???The Workforce Resilience Leaders are far more likely to report stronger business performance than their peers, they improve workforce fluidity, are prioritizing and are actively impacting employee and organizational culture in a positive way through DEI and they stand out in efforts to develop the workforce to have the right skills and equipped them with the right digital and automation strategies
? The three pillars of workforce resilience
These leaders who focused on the three critical pillars:
?? 69% say that employee productivity has improved over the past year, compared with 51% of executives overall
?? 61% report increased profitability, compared with 53% of firms overall
?? 58% report increased customer satisfaction
Researchers noticed that the Workforce Resilience Leaders represent 12% of firms in this study. Researchers called the Workforce Resilience Laggards leaders, firms that report poor performance across the three pillars, and they represent 6% of the data.?
Researchers noticed that resilience leaders are far more likely to report improvement in workforce fluidity: the ability to scale and align the workforce in response to business change, for example by rapidly recruiting specific skills or reassigning employees to where they are most needed.
?Workforce resilience is critical for business
But less than half of executives believe their workforce is highly resilient.
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Researchers noticed that almost a quarter of executives rate their organization as poor when it comes to the 3 pillars of workforce resilience:
These ‘Workforce Resilience Leaders’ are focusing on 3 crucial pillars:
1?? Workforce agility
2?? Diversity, equity, and inclusion
3?? Workforce Capability
Thank you ??? KellyOCG ?researchers team for these insightful findings:?
? Tammy Browning and all cited persons in this report: JJ Girt, PHR, SHRM-CP ? K Megan Henry , Ed Pederson , Keilon (Key-lyn) Ratliff , Philip Rybakov Anthony Klotz
Yes, leaders need to consider these three pillars as these are extremely important.
LinkedIn Top Voices in Company Culture USA & Canada I Executive Advisor | HR Leader (CHRO) | Leadership Coach | Talent Strategy | Change Leadership | Innovation Culture | Healthcare | Higher Education
1 年Thanks Nicolas BEHBAHANI
Innovative HR Leader | People Person | Impact-driven | Speaker??? | Global Hiring | HR Analytics | HRBP | Catalyst | Culture advocate | Change agent | Engagement specialist | Strategic Partner | People Development |
1 年I found it fascinating. Your perspective on the role of data and analytics in shaping the future workplace is spot on - as businesses become increasingly data-driven, it's essential to have insights into optimizing employee performance and well-being. I also appreciate your emphasis on privacy and ethical considerations when collecting and analyzing employee data. It's a complex issue but one that is becoming increasingly important in our digital age
Speaker, Author, Professor, Thought Partner on Human Capability (talent, leadership, organization, HR)
1 年Nicolas BEHBAHANI It is always useful to explore where to prioritize talent, organization, or leadership efforts. This study suggests prioritizing three leadership competencies: agility, DEI, and talent development. to increase firm performance. My sense is that there are other leadership competencies and organization capabilities that impact firm performance, but these three make sense as they are about the ability of leaders to change (resilience is their term) which is so critical in today's world. Thanks for sharing.