The HR Revolution: When Marketing Reinvents the Employer-Employee Relationship

So, what's happening with our team members?

Mass resignation, quiet quitting, increased turnover rates, a crisis in vocations, recruitment challenges... Many companies and institutions are coming to our firm, feeling lost amidst the upheavals in managing their human resources—a disruption not created but certainly accelerated by the Covid-19 crisis (and now rampant inflation).

They are being hit hard by challenges that only businesses and institutions accustomed to historically high recruitment difficulties or structurally high turnover rates, which are assumed and therefore managed, are able to overcome.

The employer-employee dynamic has indeed shifted, possibly for some time, in favor of the employees. It's now a factor that must be integrated into any organizational strategy.

Meanwhile, human capital is not just a fixed cost or a variable of adjustment, but an asset to enhance for delivering products and services, developing, and innovating—thus being central to value creation and financial results, impacting the survival of most business models.

One might wonder whether employees are becoming as important, if not more so, than the clients they are supposed to serve?

If this is the case, then it would be only pragmatic symmetry to apply the same insights, strategies, and mechanisms used to attract, retain, and engage customers to our approach to employees.

This white paper challenges the employer-employee relationship by applying principles of strategy and marketing, covering topics such as:

• Mass Resignation and Deep Distrust

• Human Capital, An Asset to Value 

• Pragmatically Drawing Inspiration from Strategy and Marketing to Apply to HR