Global Talent Trends 2022 Study: Rise of the Relatable Organization | Mercer

This newly released 88-page report identifies five major trends to build a more human and relatable organization. It’s based on insights from nearly 11,000 C-suite executives, HR leaders, and employees representing 16 geographies and 13 industries. As noted in the report, relatable organizations are honing in on a few key success drivers: resetting for stakeholder relevance, building adaptive capability in their people and processes, figuring out how to work in partnership and tackle inequalities, driving outcomes on employee health and total well-being, incentivizing employability, and harnessing energy for the collective good. The report addresses these topics through five sections — each section including an overview, data points, and recommendations for getting started and then accelerating each area. Figure 10 on p.21 points out how some organizations are addressing skills shortages by “bending” the talent supply and demand curve. Said differently, they are decreasing talent demand by deconstructing jobs into tasks, automating parts of jobs, redesigning jobs, and redesigning work models to make it easier to find people to do the tasks needed. This is a tactic emphasized by Ravin Jesuthasan and John W. Boudreau in their book, Work without Jobs: How to Reboot Your Organization’s Work Operating System (released March 29, 2022). Organizations are also increasing talent supply by accessing non-traditional talent pools, reskilling/upskilling and redeploying existing talent, rebalancing the employee value proposition to attract new talent, and considering co-opetition and talent sharing.  This tactic is partially addressed in a previously shared report by Harvard Business School and Accenture —Hidden Workers: Untapped Talent.  Several other ideas are discussed in the Mercer report.