“A marketplace acts as a marketplace. You don’t tell it what to do. You don’t tell Airbnb where people want to stay. They decide if they don’t want to stay in this place, but they want to go to that place. So in a way, you’re going to get better data and you’re going to get more data than you ever had before. But you’re going to have to let go of some of the architectural control that you may have felt you had in the past.”
– Josh Bersin
Adapting to the world of hybrid work is ultimately about giving up some of the control you had over employees, in return for increased productivity, agility, loyalty and innovation. To truly reap the rewards the future of work promises – things like dynamic career pathing, remote engagement and even learning experiences – we have to first be willing to invest in true mobility.
Bersin then went on to explain why the talent marketplace is a big part of this shift.
“I believe that what’s going on is the talent marketplace is liberating. The normal human dynamics in companies have been held back by a lot of the old job architectures, the old HR practices, the old organizational models and so forth.”
It’s important to recognize the strategies that have, in some ways, limited the potential of organizations and opportunity for the talent in the past. Forward-thinking companies need to reconsider the way we approach this transformation, both tactically and philosophically. How? Let’s take a look at the lessons and insights the panel participants had to share.