Managing the External Workforce in a Globalized World: Strategies for Employee Engagement and Motivation

Posted on Apr 30, 2024 in Economy

Managing in a Globalized World

External Workforce Development

Opportunities: Flexibility, cost reduction, access to specialized skills

Threats: Culture clashes, lack of motivation, dependence

Planning: Analyze internal and external factors, develop Employer Value Proposition (EVP) and HR policies

Implementation: Implement changes and innovations, check data and analyze results for improvement

Employee Types and Leadership Styles

  • Lone Wolfs: High motivation, low engagement. Find common interests. Autocratic leadership style may be suitable.
  • Cheerleaders: Low motivation, high engagement. Find motivators (recognition, responsibility). Paternalistic leadership style may be suitable.
  • Dead Weight: Low motivation, low engagement. Consider replacement, impact, and cost. Laissez-faire leadership style may be suitable.
  • All Stars: High motivation, high engagement. Implement preventive measures and awards. Democratic leadership style may be suitable.

Employer Branding and EVP

EVP: Equitable, adapting organizational needs and target characteristics, considering diversity and life-balance.

Motivation (M): Improve detractors (salary, job security, work conditions, company policies, interpersonal relationships).

Engagement (E): Clear communication, work-life balance, team building (social events), employee well-being.

Recruitment and Selection Strategies

  1. Utilize social media, universities, vocational training, internships, and job fairs.
  2. Develop a feasible budget and fair compensation and benefits package.
  3. Ensure good work conditions, including life balance, telework, and part-time options.
  4. Provide training and development opportunities for transversal skills (language, managerial competencies, interpersonal skills).
  5. Foster a positive organizational culture and values.
  6. Implement recognition and rewards programs.
  7. Establish effective feedback mechanisms.

Organizational Culture

Written and unwritten rules that adapt to society’s values and strategies.

Indicators: Employee turnover, performance, absenteeism, participation, satisfaction, productivity, hiring and retention costs.

Legal, Economic, and Organizational Culture Considerations

Legal (L): Employment laws, rights, diversity, inclusion, and equity.

Economic (E): Labor market conditions (unemployment rates), globalization, and technology.

Organizational Culture (C): Values, norms, leadership style, employee engagement.

Note: Changes of ownership require careful management due to risks and uncertainty.