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In Resetting Normal: Defining a New Era of Work, a ground-breaking survey conducted by The Adecco Group, there is evidence of a profound disconnect between senior leaders and employees when it comes to the pandemic experience.

Many of the people who were forced out of familiar office environments to work from home are severely stressed, some with the experience of working from home, others about the prospects of returning to the office. A poorly devised and badly implemented back-to-work strategy could have a devastating effect on people.

One pandemic; two radically different working experiences. Our research shows us that the gap between the views of senior leaders and the people they lead has grown into a worrisome chasm. This deep disconnect between leaders and their talent could have a crippling impact on organizations and their future business plans, impacting satisfaction, motivation and performance.

Talent assessments provide detailed insight into your workforce that can help you identify where to make the most impactful investments and where you can save on training and development efforts.

Investing in career development has become increasingly important as companies seek, retain and develop talent.

It’s time for a new approach to talent. Organizations must shift their talent strategy approach from a replaceable to renewable workforce.

Developing leaders and engaging teams for the new world of work

“Everyone needs a coach. It doesn’t matter whether you’re a basketball player, a tennis player, a gymnast or a bridge player. We all need people who will give us feedback. That is how we improve.”

Our survey showed that 60 percent of hourly and non-exempt employees were not offered any kind of outplacement support when impacted by layoffs. Why do so many organizations neglect their most vulnerable workers – the people who need outplacement support more than anyone else?

After more than nine years as the Vice President of Global Markets, Policy, for General Motors and a long career on Capitol Hill in Washington, D.C., Lee Godown was not interested in retirement. He wanted to step back, figure out what was most important to him and then decide what he was going to do next.Reuben Cohen U.S. Managing Director, LHH Leadership Transition Practice, International Center for Executive Options (ICEO)

Mishandled transitions can add unnecessary risk in an already volatile business environment.

Undeniably, there is an urgent need to unleash a new generation of reskilling and upskilling initiatives to enable as many people as possible, as quickly as possible, to prepare for the jobs of the future.