From Human Capital to Human Potential

The world of technology has truly transformed every little thing that it has touched, from the automotive industry to engineering to finance to hospitality. It is no wonder that as technology advances, these industries, too, grow alongside. It is crucial, therefore, for every professional sphere to be capable of evolving at the same pace, so as to stay on top and continue to be relevant in today’s times. How we work together has changed drastically over the last couple of years, and so, the way we engage with one another on a professional level must be revised regularly. Human capital is one of the biggest and most important investments any company can make. To convert human capital to human potential, the first place one must look at is the workplace. The workplace, itself, has become a much more dynamic concept. So, let us take a closer look at the future of engagement and learning at the workplace.

Set goals, not work hours: We have seen in the past two years, under a pandemic lockdown, that work hours are not as necessarily correlated to productivity as they were once considered, especially in a work-from-home environment. In fact, the less work hours are regimented, the greater the output by employees who get to choose their hours. Instead, companies would do better to set targets and goals, and let their employees reach these in their own unique way. This not only gets the work done, but also helps your employees commit to a job with complete concentration, because they’ve had time to relax and recuperate. The future is flexibility and adaptability. And that’s what human capital in the workplace needs to reflect.

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It’s not only what they’ve done, but also what they can do: In an ever-changing economy, with technological advancements, and even unprecedented events like the global pandemic, it is so important to have a team of professionals ready to deal with any challenges and developments. So when you are hiring new recruits, don’t just look at what their expertise and experiences are. Look at how they can serve your company in the future. Do they have the capacity to adapt and learn new skills? Can they think on their feet and provide innovative solutions? Can they evolve along with your company?

Recruit people who really believe: Having a team of professionals at the workplace who genuinely care about their contribution to the company and brand is so much better than having someone clock-in and clock-out just for a paycheck. To be mentally, emotionally, and physically invested in a product or service creates more passion, generates more perseverance, and produces better and many more results, than being in it just for the sake of having  a job. How you feel about your work reflects directly in your output. And in today’s competitive world of work, there is no place for a mediocre performance.

Encourage teamwork and collaborations: Create an environment that allows employees to feed off of each other’s energies and skill sets. When employees collaborate, not only is there an increase in healthy and productive communication, but also an exchange of views, expertise and innovative ways to solve problems. Two heads are always better than one, especially when everybody is focussed on the end goal, which is to create something that serves the company. Team-building exercises help employees loosen up and rely on one another, rather than compete and cut each other down. It also gives them a chance to learn about each other’s strengths and weaknesses and fill in the gaps by engaging in collaborative projects. At the end of the day, your workplace shines when the team shines.

As we head into another decade of digital evolution, human capital in the workplace must evolve, too, in how employees are procured, nurtured and given the opportunity to bring out the best in your product or service.

Reference: From “Human Capital” To “Human Potential”: The Future Of Engagement And Learning | Otto Berkes, Forbes | August 10, 2021

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