Redeployment in response to disruption and change is often painful. Employees face nerve-wracking uncertainty, while leaders struggle to define new job needs and move the right people into both existing and emerging roles.
I first learned about Plum through the Career and Co-Op Centre at Wilfrid Laurier University, where I’m currently in my third year of studies for my Bachelor of Business Administration. I’ve always wanted to try working at a tech start-up, so when I discovered the Marketing Coordinator role at Plum, I knew it would be the perfect fit for my second co-op term.
Our work environments have changed dramatically over the past year, and few are feeling the pressure of those changes more acutely than those who lead teams. Over the last twelve months, many managers have adapted to working and leading fully remotely for the first time. And these days, their ability to adapt to leading in new working models is being put to the test again, as companies start to head back to the office or adopt hybrid work models.
McKinsey estimates that the number of people working from home in a post-COVID world will be four to five times more than before the pandemic. Regardless of whether employees will continue working from home all the time or only part of the time going forward, leaders are faced with figuring out how to help their teams go from surviving their work from home reality to thriving in it.
As organizations adapt to constant change and disruption, the ability for them to tap into the full potential of their workforces has never been more critical. Our CEO Caitlin MacGregor recently joined William Tincup on the RecruitingDaily Podcast to talk about the importance of talent resilience and mobility.
We're reimagining talent management by giving enterprise organizations the most important talent data they need to align talent to changing business needs at speed and scale.
Earlier this week, our CEO Caitlin MacGregor joined Ben Eubanks on the HR Tech Talks livestream to talk about how Plum is using psychometric assessments at scale to reimagine talent management.
There was a popular Tweet flying around the internet last summer that summed up the past year perfectly. It said, “Don't know about y’all but I could really go for some precedented times.”
No kidding.