Managing Director at ADP
These are challenging and unprecedented times for everyone.
There is no rule book to follow. Things we took for granted like the office, travel, and mobility have become complicated. We understand this has made you as an early-career professional anxious about the future.
But know that you are not on your own!
We know you may feel like this now, but there are lots of people across the world just like you, feeling the same concerns and the same thoughts about their present and future careers.
Here are three reasons from our experience why you should be excited!
Employers are still looking for talent
That hasn’t changed – companies around the world still need people to operate. Employers are adapting and navigating how they attract and retain top talent. There are numerous examples of how employers around the world are introducing more flexible working practices, such as:
- East Africa Community staff adopt work-from-home practices
- Premier Foods offering a hybrid work set up to over 800 staff
- Canva formalizing only occasional required visits to office from workforce
Employers around the world are introducing more flexible working practices.
We are shifting away from ‘presenteeism’
Not long ago, it was perceived important that you are visibly seen in the office early and then be the last to leave.
It’s what we like to call ‘presenteeism’ culture, ie: being present at the office.
But these days, we are noticing a visible change in workplace attitudes to a focus on output more than presence. Now it’s about what you deliver rather than the hours spent in the office.
We are noticing a visible change in workplace attitudes to focus on output more than presence.
Schools are changing their approach to learning
Recent university application data shows a shift in course content from being purely academic to a more dual approach combined work experience with academic. This is particularly apparent with some universities in Canada.
Education institutions are seeing the opportunity to combine traditional theory with contemporary critical skills employers need, including:
- Communicating effectively
- Working as part of a team
- Thinking creatively
Education institutions are seeing the opportunity to combine traditional theory with contemporary critical skills employers need.
So, don’t worry! Job openings will continue to arise, the employment culture is changing to become more output focused, and higher education is becoming more practical, allowing you to develop the skills that employers are looking for.
How can you take steps to find a career that fits you?
With over 20 years of experience in providing practical, globally developed HR solutions for businesses, professionals and students, ADP recommends you ask yourself these questions in your early career:
- What is your life’s passion?
- What do you really enjoy doing every day?
- If you had no limitations, what would you be doing?
- How would other people describe you?
- When are you trying to find ways to live your passion?
Great to hear about ‘presenteesm’ disappearing globally, but let’s be real, is it really happening in Tanzania? My employer has taken a very non-considerate stand since COVID arrived in TZ last year, and we’ve only had a few days off, otherwise got to be in. How do we change this culture?
Great question, I recognise that globally economies have all reacted differently to hybrid working. Some may even go as far to suggest that it is ‘Western luxury’ to even consider this. Many employers who are based in countries such as Japan and China have reportedly reverted back to their traditional working practices of being office based.
Changing the culture of an organisations stems from understanding and articulating what are the core values and behaviours that you expect from everyone. Fostering an environment of accountability from managers down to individuals could be one such example.
Creating a culture of alignment of the overall goals of an organisation is key so everyone knows exactly what their individual contributions is to the bigger picture. Make the output of individuals quantifiable and measurable and relate it back to your overall company objectives can also help with changing the culture.
Focusing on what is actually delivered through metrics is a good way to shift away from a presenteeism culture.
Makes sense for leadership. But how can I as an entry level employee and my colleagues take steps to change culture?
We get what the bosses want – profit! We also understand a better value-based culture is needed, but if we try bringing this up at our stand up meetings, we could risk being fired.
A values based culture is what has a direct impact on the profit of an organisation. The service profit chain idea works because profit depends on customer loyalty, employee satisfaction, employee loyalty and employee productivity. When a business strengthens these supporting links, profit rise.
As an employee you have the ability to communicate to raise your concerns and share ideas. From my experience you always have to ‘sell’ the benefits of a proposed change to gain buy in. Quantifying the reasons for a change will always strengthen your arguments. It is also around the manner by which you suggest improvements, managers are always more likely to listen if they can see the benefits of what you are proposing.