After conducting studies during exit interviews, Facebook found that the main reason for employee departure is not necessarily the manager, but an employee's disengagement in what's perceived as a static role. This is becoming more prevalent in the gig economy (and further fueled by uncertainty in this time of digital disruption), where employees place higher value on flexibility and career exploration.
Rethinking the way we do work is the only way to combat digital disruption. The question then becomes how can we design jobs so that:
- Employees are more productive and satisfied
- It results in greater organizational efficiency
At When Toys Age, we believe that employees should guide their own professional development. How? By building a culture that encourages employees to take initiative to shape their own work content and automate redundant tasks.
The best way to compete in the future is to create it.
Education & Mentality
Our first focus is on educating organizations on the rapidly changing technology and employee landscapes, and what that means for people strategy in today's world.
After recognizing the importance of work design and flexibility in this new era, we begin integrating these principles into organizational values and core HR processes.
Training & Career Mapping
Q 1: How do we build an environment that encourages employees to take initiative in shaping their own careers?
A 1: We guide them through the process.
- Incorporate work design into professional development discussions and processes
- Train HR personnel hiring managers on proper career mapping strategies
- Educate employees on work design principles and opportunities
Q 2: How do we build an environment that encourages employees to take initiative in shaping their own careers?
A 2: Prove that you care.
- Set the expectation and measure the employee's progress
- Build it into the compensation or bonus structure to reward creativity, automation, and growth