In this week’s episode, Damani Short emphasizes the critical need to think more broadly than just purely badged employees when redefining talent. With widespread talent shortages and high turnover intentions, broadening your perspective on who contributes to your business is essential for sustainability and growth.
So now that we have the Business Capability Framework and we’ve done various forms of analysis. Now we’re in a better position to start to develop our talent strategy. We need to be thinking more broadly than just purely badged employees.
What are badged employees?
In discussions about talent and workforce strategy, the term “badged employees” emphasizes the traditional, full-time workforce model, which may overlook the contributions of other types of talent, such as gig workers, consultants, or part-time staff. The shift towards recognizing a broader range of talent sources is crucial in addressing modern workforce challenges.
Embracing All Contributors to Combat Workforce Challenges
So why is that? Why think broadly than just purely budget employees? Because these are the kind of the dynamics we’re dealing with, the challenges we’re faced with:
- Talent Shortages: Over half of employers today believe there is a talent shortage, making it imperative to tap into all available talent sources.
- Employee Disengagement: Over 67% of all employees feel underappreciated and are contemplating a move in the next six months, highlighting the need for organizations to engage all contributors effectively.
- Opportunities for Growth: Over 70% of employees are willing to leave for another opportunity that promises greater personal and professional development.
These realities underscore that relying solely on badged employees will not suffice. By embracing a wider definition of talent that includes non-badged contributors, organizations can better position themselves for sustainability and growth in an increasingly competitive environment.
Looking to implement a capability-driven approach to talent? Contact Lexico.