Accounting for Employee Type Diversity Helps Optimize Organizational Design and Performance

Accounting for Employee Type Diversity Helps Optimize Organizational Design and Performance

This IDC Market Perspective looks at accounting for employee type diversity to help optimize organizational design and performance. As organizations seek to become more adaptable, they are being challenged to give up rigid employment and engagement models and transfer to more adaptable ones that engage employees on their terms for their commoditized skills. Armed with the knowledge of individual employee preferences, employers from all walks of industry are retooling the characteristics of work to be more flexible around employment types, making work more accessible to a broader array of skilled talent. As employers seek to expand how they manage across complexity, technology vendors must become better versed in the language of their clients' industries toward better configuring compliance, deployment, and use cases to meet their increasingly individualized needs. "Personalizing work engagements to meet the unique combination of interests, goals, and requirements posed by employees within the context of organizational OKRs is ideal for employee experience transformation," says Zachary Chertok, research manager for Employee Experience, IDC. "The challenge for employers is that to make the ideal reality, they need to give up control over a lot of metrics and workforce characteristics around which their employment strategy is currently designed. Opening Pandora's box requires data-level guidance and accuracy that must reflect the unique needs of each individual employer according to the characteristics of their industry, their tolerance for work type classifications, and the level and types of flexibility they want to inject into their workplace."

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