Sustainable employability

Why is a different way of looking at development important now and in the future?

The labour market is tight and predictions are that it will remain tight for the next five years. After Corona, there has been an acceleration in automation and digitalisation and a number of function and roles have already been redesigned. Also due to working from home. With the developments of AI, these processes will only accelerate. Existing functions are disappearing and new roles are emerging. Roles that require different competences from existing functions. Not always completely different, but requiring an adjustment in knowledge and ability. Where we used to learn from past experience and learned knowledge, we are now faced with applying new skills and looking for and finding the knowledge. A completely new way of working that requires different competences from us. The older generation has always built its career with an average lead time of 8-10 years. Now with outflow, change, acceleration, we no longer have this time.

A beautiful new reality where we can assume continuous change.

This requires a different way of looking at your current workforce planning. Employees need to connect now and or to the changing role within 5 years. This way of facilitating ensures that we can guide the organisation with employee insight and development for the future. The reverse strategic workforce planning.
We assume that change is the only constant factor.

Change in employees' personal development and ambition and change in their personal labour market. We see all these changes as movements. We help organisations in these movements, increasing the sustainable employability of employees and allowing them to move flexibly with your organisation's strategy.
Sustainable employability starts with insight, insight into two themes;

1. Understanding organisational developments. What strategy is your organisation following? What impact will this have on existing processes and roles. Does this perhaps affect functions within existing teams?
2. Insight for the employee; what impact do the changes within the organisation have on the employee. Does his or her role/function still fit, now and in the future?

By offering employees insight into the above two themes, you increase your employees' sustainable employability. Through this insight, employees see for themselves whether and, if so, when the above themes are in danger of becoming unbalanced. As soon as this is the case, they will start moving purposefully and from positive energy. Not to have to move, but rather to gain insights so that 'if they wanted to move, they could move'. With the aim of; preventing absenteeism, higher productivity and preventing outplacement processes.

How we do it
A tailor-made programme for the sustainable employability of your employees. Insight into the organisation, yourself (who are you, what qualities do you want to deploy and what is your distinguishing capacity?) and insight into team dynamics. All programmes are linked to your organisation's vision and strategy. Are you ready for the future from: Leadership, teams and the employee The Future Check is one such example of a customised programme.

Result
The programmes give the organisation the stage to take employees on board the vision and strategy and what this means for the different roles and functions. This gives employees an insight into what this means for them and what is needed to be and remain sustainably employable. In other words, making the best use of the labour potential within the organisation from voluntary movement.
Interested in our services?
We are happy to engage with you as an organisation. Perhaps this will be the trigger for establishing a future open and sustainable relationship