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The last recession emphasized rapid cost-cutting, but the next downturn demands a more strategic approach. Companies must prioritize skills assessment, redeployment, and career development strategies to build a resilient and recession-proof workforce. By focusing on these proactive measures, businesses can ensure they retain valuable talent and adapt effectively to economic uncertainty, setting themselves up for sustained success amid future challenges.

An essential guide for the world’s employers from the International Organization of Employers and the HR Policy Association

In today’s virtual work environment, teams face unique challenges in collaboration, productivity, and communication. This guide offers strategies to help remote leaders build trust, foster team accountability, and resolve conflicts effectively. These practical insights are essential for cultivating a strong virtual team culture and ensuring remote team success.

During times of economic uncertainty, outplacement services play a vital role in workforce transitions. Offering career coaching, reskilling, and support, they help maintain employee morale and ensure smooth workforce reduction strategies.

When building a coaching culture, leaders must focus on key qualities such as continuous learning, leadership development, and performance coaching to foster an environment where employees feel confident, engaged, and empowered to contribute innovative ideas. By incorporating these principles, organizations can create a supportive framework that drives long-term success.

For organizations navigating a post-pandemic workforce, three practices—reskilling, upskilling, workforce redeployment, managing organizational transformation, and building a highly skilled, future-ready workforce—can help manage downsizing, minimize layoffs, and foster long-term success in a world reshaped by COVID-19.

It’s time to change the way we think about and deploy learning within organizations. We need this shift not only to meet future skills needs, but also to leverage career development programs, continuous learning, and upskilling to maximize the value from human capital, the real engine of growth and success.

Michael Priddis, CEO of Faethm, shares the opportunities for companies that adopt a data-enabled and human-first approach to workforce transformation, in response to automation, COVID and recession, to rapidly upskill and reskill their workforces to transition to the jobs of tomorrow.

People who embrace lifelong learning and bring a growth mindset to their careers are more likely to take on new challenges and are typically better able to cope with disruption and adapt to change. These attributes will serve them well, enhancing their employability both now, and throughout their journey.

Far too many organizations are ignoring an impending talent crisis, ready to apply corrective re/upskilling measures to career management problems that could have been prevented with advanced planning.

Organizations are waking up to the fact that investing in reskilling and upskilling to prepare employees for the future is ultimately good for their people and their business.

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.