We’ve used the phrase “The Great Reshuffling” in the past as we don’t feel it’s merely The Great Resignation we’re experiencing. The “deck” of what we’ve always known for traditional work and the way it’s done is being reshuffled. We’ve talked a lot about remote work and the impact that it’s had on the office environment. Remote work can be acceptable. But what happens if a company encourages more on-site work as part of a blend or even pushes for a full return to the office?
Let’s say a company in Chicago has just opened an office in Florida as well. At the same time, the business would like its people to come into the office again – at least three days a week on-site.
Suddenly, we have an interesting convergence of events happening – a new office and a new policy.
It causes a key executive – the company’s CIO – to realize that an opportunity to move may have just presented itself. He likes the company, has a certain sense of loyalty and has little issue with the policy of working on-site more often.
However, if the policy is about being on-site again a few more days than before, he sees the chance for a lifestyle change where he can move to Florida and work out of the new Florida office at least three days a week to be in compliance.
Is he going to be the only one moving south? Hardly.
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Talman Advantage #4: Better Positioning For Your Best Opportunity
The reality is that, in so many situations, that “perfect job opportunity” may not be formally listed by a company. In that instance, where some may simply fire your resume off to an HR person’s email and hope for the best, Roy Talman & Associates takes a more creative and purposeful approach. If an opening isn’t currently available that’s an ideal match for you, we’ll discuss the kind of role with you that you would be interested in and potentially prepare and present a very specific case to that particular firm to create a unique role for you. That’s called a recruiter that goes further for you – and why you need to Talk To Talman First.
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Here’s a real-life variation on the above example – one or more vital leaders decide to move, causing the firm to establish an additional location.
We’ve seen a number of these instances in finance in which the firm’s founders moved from New York, New Jersey and Connecticut to Miami, a location that is rapidly becoming a tech hub in the finance space. Thanks to the founders moving, firms are opening offices in Miami for them to work out of.
Typically, when you have one high-level executive move to another office that a company is establishing, it’s just the start of a wave of other employees to follow. These people are still with the company, so it’s not necessarily a bad move in the big picture, but it’s also a big move that the company has to accommodate in real life, not just on paper.
The takeaway? We have to plan proactively that a return to on-site work could lead to one person moving to another location and could lead to other talent following.
Therefore, in either of these examples, we must plan to tap into an influx of new talent now to ensure the company’s level of service delivery remains consistent in both the original and new locations.There’s a difference between a company hampered by growing pains and a company that moves full speed ahead into growth mode. The latter works with us at Roy Talman & Associates. Because as our clients in the technical and financial technology spaces expand into new markets, they rely on our extensive track record to help them build the highest qualified team of rare talent. If that kind of direction is something you’re thinking about sooner rather than later, make a point to Talk To Talman First.