Future of work- getting harder to define employee value proposition!

A topic for leaders is defining employee value proposition as a driver of why someone should work in a business. In a world that continues to be more agile - this is clearly getting harder and the pure statistics says something is wrong.

- 50% of fortune 500 companies from 2000 no longer exist

-14 jobs before your 38

- robotics- worry on new jobs for the young

- people over 52 difficulty in finding jobs as organizations flatten and merge 

- aging population and how impacting length of work 

- concerns around environment and practices by companies

Etc

So in defining the value proposition core components include;

a. Learning and development. Competencies in an agile world mean many of the competency models (often stable and relatively fixed) need significant rethinking. Not saying jobs don't need a sense of right skills but learning will become more critical thinking, teams and agility.

b. Performance management- once the holy grail of the "manager with budget"- needs to be understood for true purpose- being measurement of work being done verse looking at the individual. Jobs will change regularly (agility) as does how we view performance management.

c. Promotion and opportunities- with flatter organizations these are also reducing. We read how younger people value more out of team, appreciation, sense of contribution than the past. It is business structure reality. However leaders need to respond and think differently as well. Defining and reinforcing organization purpose, how we train leaders on empathy, teaming skills are future requirements.

d. Pay- core to the employer employee relationship is pay. Pay will still have a base based on equity and pay lines but "performance pay" will be changing. Managers of people will need to be closer and assessments more real time and less dependent on performance measures but in open honest discussions which will be the driver of new performance pay. 

e. Social- people are more responsive to social responsibilities- whether purpose of business, environment or concerned companies on supporting youth or the aged.

This is the leader discussion required today- how do we redefine our employee proposition in a new agile world.