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Progress, not perfection!
Competition for talent
With lockdowns no longer a threat and flexible work becoming more a nice to have than a must have, getting the balance right is becoming increasingly sensitive to manage, particularly in a tight talent market. HR leaders are now under more scrutiny than ever to measure and quantify the impact, importance and request for flexible working arrangements using evidence-based data.
Now more than ever, leaders need to be thinking about ways that their organisations can attract and retain staff beyond remuneration, organisational culture or career advancement. The premise of flexible work is underpinned by the notion that each individual employee's needs are heard, understood and valued in a way that does not compromise their ability to perform their role. Where employees can perform their role flexibly, it is our opinion that the option to promote this to the candidate market should remain so as not to limit an already shrinking talent pool. This position on flexible work could also extend to other strategies inv
Despite a continuing labour shortage and bumpy global economy, almost 90% of business leaders surveyed (HR Industry Benchmark Report) anticipated either keeping or adding staff to their workforce in 2023. This data suggests that businesses are taking an optimistic outlook to headcount growth. Couple this with the fact that competition for talent is at a high, it's important that organisations tap into differentiators that speak to the types of candidates that will be attracted to their brand and value proposition. With that mind, our experience with EVP programs means that we can partner with your business to consult on people-focused solutions that best fit the cultural profile of your organisation.
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