Across the world, the fallout from two years of restricted movement, the rapid pace of technological change and a growing
global sense of purpose is currently forcing a monumental reconsideration of how, when, where and why we work.

For businesses wanting to achieve global growth, that can create opportunity as well as challenge. Employees everywhere have
more choice and more freedom than ever. Many are opting to work for themselves, taking sabbaticals, early retirement or leaving the workforce to focus on their caring responsibilities. But plenty more are seeking out better pay, better benefits and a better working environment elsewhere. As employers welcome their people back to the office, many employees are seeking more agile working styles elsewhere if their expectations are not being met.

Employers must step up and realise that their teams want more than just flexibility and can quickly see through wellbeing washing. Rather, it is authentic organisations focused on environmental, social and governance (ESG) issues that will be the winners in the tussle for talent and those that genuinely engage with their people with trust, empathy and compassion. No longer is a commitment to ESG simply about prioritising the environment; employees are demanding stronger commitments and greater transparency around corporate social responsibility, putting the spotlight on the S of ESG.

We are witnessing an exciting wave of employer innovation unlike anything that has gone before, as businesses explore four-day
working weeks, universal days off, unlimited paid leave and cross-border remote working models. Many of these themes are global, with ‘work from anywhere’ programmes gaining traction. As remote working frees up professionals to seek employment with companies far away from their home location, businesses can now benefit from a much wider talent pool but must compete
in a far more sophisticated hiring landscape.

Engaging workers in today’s global market requires creativity and flex, as benefits and culture become the key battlegrounds. The solution is different for every organisation and must be tailored to every employee. Incentive packages need to be personalised to meet the demands of individuals, whether they are looking for childcare funding, wellness packages, mental health services, free time for a side hustle or more weeks off to travel.

Only by thinking laterally and being willing to embrace a new era of change can employers truly reap the rewards of the exciting
upheaval taking place in the world of work.

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