Each company, no matter how big or small, can divide its workforce into two groups – flexible (or peripheral) and core. A peripheral or flexible workforce refers to the temporary employees and those that don’t contribute to the most essential tasks.
We are here today to talk about the second one, so-called core employees.
Who are the core employees anyways?
Simply put, core employees perform the vital activities of the company.
They are the ones that provide the crucial skills for the growth of the company. Usually, core employees are hired with the expectation to hold their position for a number of years. For that reason, hiring a what-will-become a core employee requires thoroughly performed interviews and providing any training necessary. And that costs money.
That’s the reason any company is trying its best to keep a good core employee because members of core workforce are essential to the company and critical to the operations. Being a core employee, one has only one duty – to do the job well. By doing so (and considering the above-mentioned costs) their employment is pretty much secure, as companies simply must have a certain number of people completing its essential tasks.
By having, let’s call it a safe position, core workers can focus on becoming highly skilled for the specific tasks they are in charge of.
Next step in perfecting basic and advanced skills is becoming efficient. However, a certain level of innovation is absolutely necessary. Same goes for creativity, as it is a most important point of difference – or simply put, without it, a company can hardly go competitive, meeting shifting market demands.
So, it all sums up to the competitiveness. And the recent researches are close to the conclusion what department is the one that has the biggest influence on the matter. It turned out it is the HR that pulls all the strings.
So, once again, in this VR and AI world, it all comes down to human beings.
This concept is generated by something called “human capital advantage”. It means that through recruiting and retaining exceptional human talent, a company value is created and it cannot be easily copied or imitated by others.
Let’s spare a moment to break down a definition of a core employee.
We’ll do it by underlining what matters to us, regular people with a job.
The core employees are typically employed full-time, they are paid a regular wage, and have fringe benefits, training, development, and promotion opportunities along well-defined career paths. They are active when it comes to a certain decision-making. Each one of the core employees is carefully selected, has employment security and some performance-based pay, and is regularly provided information about the business. Just to add to this – flexible employees are treated as some kind of an expense, while core employees tend to be treated as an investment.
How come they are so well protected and taken care of?
Maybe it’s because of the key advantages they bring into the company. Some of those are stability, continuity, and predictability (although this sounds somewhat negative, it isn’t – predictability is El Dorado in the business world).
Who can compete with that?
When the company has the luxury of depending on its core workforce, it can create strategic plans based on it. In a carefree and flexible manner.
In order to get to the point where this is possible, a company must be certain that the core workforce is truly committed to the job and the vision of the company.
How is it done?
Just keep them satisfied. For that, you’ll need to create an inspiring, rewarding and encouraging work environment. Do it by boosting benefits and prepare yourself to always be there for them. Listen to their concerns and do something about it.
Why should you?
Well, first of all, an only a happy worker is a good one. To get you motivated to accomplish that, read this shortened benefits list of having a core workforce in your organization:
- A stable employee can help you with fostering teamwork. His experience w
ithin the company makes him suitable to work cooperatively with others on a team. He is what we call the factor of stability. Keep that in your mind!
- If you name one of your core workers a team leader, you will get so much more than you bargained for! By delegating significant responsibility and authority to your core employees, you are creating a safe zone even out of your direct reach. Core values, core employees are standing for, tend to be contagious – empowering other employees by providing them with a confidence in their ability to be successful, especially at challenging new tasks.
- When it comes to changes, you will not find a better spokesman for those, than your core workforce team. Their ability to demonstrate support for innovation and organizational changes comes for the constant ambition for improving the organization’s effectiveness. With a rich experience in the company, the core employees can easily set clear goals and expectations, tracking progress against the goals, ensuring feedback, and addressing performance problems and issues promptly.
These are just a few of many benefits a company can have from its core workforce. This is why is very important to keep the morale and job satisfaction of your core employees at the high level. Make no mistake, improving employee morale is not an exact science, but some steps are widely recognized and taken. Basically, it all comes down to showing your employees respect. As simple as that. Also: as hard as that (for some employers).
Start with recognizing their unique goals, keeping the lines of communication always open.
Try to keep them happy and address any issues that arise.
This is the safest recipe to increase your organization’s productivity and effectiveness. One concluded more time that it is all about people. People and communication.