Stay On Top of Workforce Trends

Changing workforce trends are presenting employers with new challenges every day.

In a prior Insight, I talked about the multi-generational workforce, which is one of the biggest trends employers are currently seeing.

Two other big workforce trends are an increase in regulations and having various cultures in the workplace. For this Insight, we will discuss the trend of various cultures in the workplace.

One of the cultural factors is language. Employers need to recognize that as businesses globalize their operations, there is an increased chance of different languages in the workplace.

Not recognizing this could cause a communication barrier.

In this instance, the company would need to come up with strategies to help their workforce deal with different languages. It may be necessary to look at using translators or translations services. This applies to both written and verbal communication pieces. Handbooks may need to be translated into other languages. When there is a critical meeting or training, there may be a need to bring in a translator or use a trainer who is conversant in the language.

Also, part of various cultures includes dealing with different customs.

For employees with different customs, employees will need to know what kind of conduct is acceptable and what isn’t acceptable in the workplace Sensitivity training may be necessary to educate the workforce on the various cultures present in the workplace and how to be open and accepting of those differences.

Some cultures also have different philosophies about how they view the role of the employer.

In some cultures, they see the employer in a parental role. In this role, the employer is a provider, not only of financial and economic resources, but also for professional and career direction. The employee has an expectation that the employer will look out for the employee’s best interest in grooming the employee for future positions within the organization. There may also be an expectation that the employer will take care of the employee’s family that goes beyond providing family healthcare coverage.

On the other end of the spectrum, the employee’s culture may view their employment as a professional relationship where work is a transaction in exchange for money. In an organization, both cultures may co-exist simultaneously.

These are some examples of different components of cultural trends that employers have to deal with.

Common Mistakes
When employers evaluate their work environment, there are three mistakes I often see them make:

• Not recognizing that workforce trends are part of what an employer deals with in the workplace. Some business owners operate in isolation. They only consider what they want to do and they fail to recognize that their business requires dealing with employees, including the cultures those employees bring to the workplace.

• Not recognizing the limitations placed on the employer. Being a business owner and an entrepreneur may give in impression that the owner can do what they want because it is their own business. But that’s not totally the case. The business must operate within the confines of the law and those regulations dictate the limitations on what the business owner can do.

• Not recognizing that business today is a global economy. This is due greatly in part to technology and information being so readily available via the Internet. It’s very important for employers to recognize this.
  

Steps to Effectively Managing Workforce Trends
If you can get to the point where you are recognizing the three things employers mistakenly don’t recognize (which I mentioned above), you’re definitely on your way to effectively managing workforce trends.

The next step you should take is to find resources and people you can go to in order to address any issues you may have with these trends. In terms of the global economy, you need to find experts who will help you understand how it affects your business operations. An outside practitioner or consultant can help you understand what you’re getting into, what the consequences of not recognizing workforce trends are, etc.

I help companies deal with workforce trends of their human capital on a day-to-day basis.

For example, when an employer calls me and asks if they can require that all employees speak English, I have to guide them through the process and let them know there are prohibitions about requiring English-only in their workplace. I work with employers on how they can best deal with the situation while minimizing the potential for a discrimination claim.

Using the example I just mentioned (English-only in the workplace), instead of issuing a directive that everyone must speak in English, I recommend that the employer emphasize the need for teamwork and extending consideration to each other by communicating in a language that will avoid any misunderstanding or misinterpretation. The focus is not on the language to be spoken. Instead, the focus is on teamwork and improved communications.

Doing this will create a more positive and welcome work environment.

It’s important to stay on top of workforce trends so you can determine how it affects your workplace and make the best decision about how to deal with it.

Changing workforce trends are presenting employers with new challenges every day.