Many organizations continue to refine their return to office plans while considering insights from various data sources. For example, some sources mention how an impending recession could shift the balance of power back to organizations—where there is a more significant push for a full return to the office. Other sources suggest that new COVID variants will fuel …
Workers continue to be more discerning about what they expect and value in the worker-employer relationship. As a result, many leaders are turning to their firms’ employee value proposition (EVP)—the set of attributes the labor market and employees perceive as the value gained through employment with an organization—as a source of differentiation. However, many organizations continue …
I recently shared an 86-page report by Harvard Business School, Building From the Bottom Up, that explored retention strategies for organizations’ frontline workers. These workers, which represent 44 percent or 53 million workers in America alone, are often the foundation of many firms’ operating models, yet they receive less attention in terms of retention efforts. Instead, many …
This newly released 47-page report is part of ADP’s annual study of employees’ attitudes towards the current world of work and what they expect and hope for from the future workplace. It’s based on survey responses from 32,924 workers in 17 countries worldwide. And although the report was just published, the survey was conducted in …
This article explains why a segment of workers had voluntarily left their organizations and accepted job offers from other firms during the pandemic. As shown in Exhibit 1, uncaring leaders, unsustainable expectations of work performance, and lack of career advancement are among the top three factors that influenced this small surveyed population to leave their organizations …
As workers rethink the role they want work to play in their lives, firms seek to understand how workers’ motivations and preferences continue to shift. This 76-page report is based on a survey of 20,000 workers across ten countries representing 65% of global GDP. It explores five themes that are reshaping work today, one of which is …
Worker preferences, expectations, and values continue to shift. And given these areas can vary significantly by individual, it is challenging for firms to understand the extent to which workers’ expectations are changing. A few reports have highlighted the disconnect between what employers think workers want and what they prefer, including a McKinsey article that focused on worker …
As workers continue to re-evaluate whether their organization’s (or potential organization’s) employer value proposition (EVP) aligns with their individual preferences, this 17-page BCG report provides useful insights. It argues why companies should invest in talent by prioritizing EVP improvements that re-recruit current employees and attract new talent through three EVP components: 1) Innovate flexible working models, 2) Embrace digital tools that enable …
Many companies continue to re-evaluate their benefits propositions to determine if they still align with what workers value. Consequently, firms will reduce or eliminate certain benefits while expanding others. This article highlights six ways how companies and HR experts expect benefits to change. They include:1) Flexible time off with no formal limits. 2) Fewer sick days but …
As a large segment of white-collar and knowledge-based workers state they are not willing to return to corporate offices full-time, many firms are using flexibility as a perk to poach talented people. This article describes how remote work has become the new signing bonus—where workers are enticed by the guarantee of flexible schedules and continued …
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