pointers for employers & employees
Continued from Page 45
So where does meritocracy end if we keep raising bar?
The bar to reach to top of the proverbial ladder of success is constantly shifting in an environment that is highly aggressive, competitive and globalised. Within the context of the Caribbean, the Single Market and Economy is bound to create shifts in the labour market.
Over time, we will witness a shift in workers within the Caribbean’s SME. The best workers will be attracted to the highest salaries and benefits wherever there are to be found within the region. In fact, regional companies are already recruiting outside national boundaries for the best talent.
Here are some tips to survive the current tough job market.
1. It is important to observe the trends and stay ahead of the curve. For example, if you were trained in marketing five to ten years ago, you will need to quickly retool for digital marketing.
2. Do not depend on your employer to pay for your training. See your personal professional development as an investment as you would invest in any other financial instrument. Unfortunately, most companies cut back on training during recessionary periods.
3. Try to gain practical skills in the shortest possible time. You will need to demonstrate to your employer that you are ahead of the trends and valuable to the organisation.
4. Experiment with online training. This is an irreversible trend that we cannot avoid. The benefits are tremendous for you can now access top level training without having to travel.
5. Develop additional skills outside you core area of competence. The employee with multiple skills is always more resilient in tough economic times.
Five tips for employers:
1. To maintain or capture the best employees in the market, consider remuneration packages that offer a good work-life balance.
2. Invest in infrastructure that will improve the quality of life for workers: cr?ches, gyms, park and ride systems to help employees avoid traffic and flexi-time.
3. Allow more telecommuting. There are several jobs that do not require the employee to come to the workplace every day. Phase in a telecommuting system whereby those employees that are assessed by results are allowed to telecommute. You may also consider a stipend to assist them to develop their home offices (laptops, Internet connectivity, smart phones).
4. Consider reward systems that may include commissions, incentives, profit-share or prizes.
5. Do not overlook honest and heartfelt acknowledgment and appreciation — this goes a long way in keeping staff motivated.
These are just a few of the recommendations GES has been offering to its clients with some degree of success.
Next week, we will examine the new trend: “Why are leading companies allowing their best employees to telecommute?”
The issue of meritocracy will be discussed at the 1st Caribbean & Latin American Conference on Talent Management on September 25th in Barbados and September 26th in Trinidad. Feel free to visit Global Expert Systems online at http://www.globalexpertsystems.org/index.php/event/first-caribbean-latin-american-conference-on-talent-management/ or email us at firstname.lastname@example.org for more information.