52% of organizations believe they can create organizational value by leveraging new sources of talent in the next 3 years
Hybrid work settings can create opportunities for both employer and employee. Employers have access to a broader pool of talent and more extensive resources. 52% of organizations believe they can create organizational value by leveraging new sources of talent in the next 3 years. Similarly, employees can find work much further away from home without long commuting times and are able to build up transferable skills more easily.
Career development is no longer as linear as it used to be. There is more emphasis on learning new skills and being adaptive, rather than becoming a deep subject matter expert in one area. The average tenure at one company is decreasing below nine years, research shows, especially among the younger generation.
Hybrid working fits well into the current environment because it allows for more flexibility and a better work-life balance. It also allows employees to lean into their own individual preferred working style. The other side of that coin is that hybrid working can also mean that employees are less connected to the company and the team. This can adversely affect employees’ wellbeing, engagement, productivity as well as career development.
Following our recent Benelux roundtable, we have summarised some of the discussion points together with a number of effective measures to promote inclusivity in the document enclosed.
For further details on how to take measures or promote inclusivity in the workplace, please do not hesitate to contact us.
