Hybrid working and development opportunities
With the pandemic being the biggest experiment in working from home for so many organisations, this will suit some organisations better than others. Some feel that this is detrimental to the younger generation. Concerns persist that the younger generations need to be in the office to be closer to colleagues and benefit more closely from the development of skills and mentoring. Osmosis of learning may come more naturally from being in the office.
The policy when it comes to hybrid working will differ significantly across sectors and roles. While many are struggling to get people back into the office for a set number of days on a consistent basis, others say that the flexibility enables them to recruit a more diverse range of people, both demographically and geographically.
The extent to which people are expected to be present in the office may vary depending on the purpose of an organisation. For national and international firms, there might be greater flexibility to be more remote-based while working across multiple offices. Therefore, the approach to internal communications and driving greater employee engagement might differ to regional companies dedicated to serving local communities. Housing Associations in particular have reported that it is slightly trickier to emphasise the strong community link as much as they did before the pandemic, as the return to the office is more gradual for some.
Values-led recruitment is vital. The World Economic Forum highlights that strong company values are essential to attract the next generation of professionals. The research by LinkedIn shows that more than two thirds of professionals in Europe want to work for companies that share their values, driven by Generation Z and Millennials who would leave to work somewhere that better reflected their values. The social media company’s search filter enables job seekers to search for roles based on values including work-life balance, EDI, career growth and social impact and environmental sustainability.
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Multi-generational teams should be seen as a competitive advantage to an organisation, given the range of perspectives and experiences this offers. Nurturing a culture that has something to offer everyone can be achieved through flexible benefits packages designed to support employees at different life stages, while ensuring that cohesion comes from everyone being aligned to the wider purpose and mission of an organisation. Get in touch to discuss how we can help you ensure your reward strategy offers true value to employees.