Last week we took a swift look at the work culture trend known as quiet hiring and why it’s been around longer than you think.
It’s about enriching your workforce to meet your needs, using the people you already have to hand – a win/win when some markets are still tight and budgets are tighter still.
It also involves bringing in gig workers but we’re going to focus on making the best of your own people for now.
Three shifts you need to prioritise
Internal mobility isn’t a new idea but the rising popularity of this survival strategy may require a radical rethink of your people development plans. Are you keeping up?
How would you rate your performance in these key areas and how can you start making improvements today?
- Trust – because it is paramount. If you’re going to move people into the positions you need to fill, your people need to feel listened to and understood. Are you creating a safe space for them to be honest? If someone is underutilised or lacking development opportunities, they’ll move on – so do something before this happens.
- What conversations are you having about new projects or company direction and who are you having them with? Are people able to put their hat in the ring?
- Talent mapping means planning holistically and creatively. Have regular career conversations and don’t pigeonhole people because they may not be the same person today as they were when they joined the company. What are you doing to help them to move into a role they’ll love and therefore thrive in (and thereby making a bigger difference to your business success)?
Some organisations have known the value of quiet hiring for years and although it has a new name, it’s not a new concept. We’re living in unpredictable, uncertain times but it’s also a time of opportunity and advancement.
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