Future proofing employee workplace engagement By Josephine Simone and Dr Selvi Kannan Despite the anticipated and long-awaited return to workplaces, many employees still desire to continue to engage remotely in some capacity. In the absence of existing guidelines, or consistency by all, each employer is faced with a new idealism and responsibility of determining or…
The Future of Work
The rate of change in business today is unlike any we’ve ever seen. Industries across the world are facing disruption on an unprecedented scale. Rapid advancements in technology and globalisation are enabling new online business models to thrive, disrupting existing markets by driving down costs and displacing established market-leaders.
We wanted to take stock and share our learnings over the last weeks on how we have seen leaders react to the crisis. It’s been a essentially a beautiful response to see CEO’s leaning in with empathy and compassion.
Your employer brand has always been paramount to ensure that your organisation can positively influence decisions the people make about you.
However, what do you do when all the normal rules have gone out the window and pay cuts, temporary and permanent redundancies, isolation and confusion reign?
With deep experience in the HR space as well as at an individual level, Viren has really valuable insight to get ahead.
In only a matter of weeks, working from home has become the new normal for many – but life is now far from normal. And after an initial phase of rapid adjustment – and for those of us who still have a job – the reality of this new way of working is beginning to sink in. During what we’re now calling Phase Two of remote working during the COVID-19 crisis, we need to reset expectations and examine how wellness will play a major role in maintaining performance throughout this period.
COVID-19 has propelled us headlong into what has been historically known as The Future of Work. Whereas we previously thought we had a couple of years to fully prepare ourselves for new ways of working, we are now in the midst of that transformation. We will be returning to a version of our old lives in the coming months and we need to be prepared for what that might look like.
Kellogg’s and Post were two American cereal companies leading the market in the US in the late 1920s. The idea of ready-to-eat cereal was still relatively underrated even though it had been around for years and was mainly the breakfast de jour of the early hipsters.
As we race headlong into the fast moving maze of COVID-19 and global economic volatility, many organisations are running up against their own set of unconventional, if not unprecedented challenges.
After an incredible 2019 where the implementation of flexibility frameworks across our employer networks continued to motivate and inspire, we’re progressing ever closer to a world of work where flexibility is the norm, not the exception.
Earlier this week, our FlexReady consulting team hosted an engaging panel discussion event at Stone & Chalk in Sydney. The evening offered a rare insight into what flexible working success looks like, delving into how leading employers are embedding flexibility, uncovering the wide-ranging benefits, from gender equality to employee wellness and examining the challenges employers face along their flexibility journeys.
With climate strikes taking place all around the world this week, and hundreds of Australian businesses now pledging to participate, the conversation around what we can do collectively as a society to reduce our carbon emissions and mitigate climate change is becoming widespread.
EY’s Heather Geary writes: I listened to an episode on my favourite podcast recently (Freakonomics – it’s great, you should really check it out). The episode was a replay, and I had heard it when it first played about a year ago. The theme of the episode is ‘in praise of incrementalism’ – the premise being that our world…
With so many of these gender role biases all around us, what can we do as individuals, as family members, as friends, as colleagues, as leaders, as employers to change this thinking? FlexCoach Vanessa shares her ideas.
Kate is a full time working mum who believes the secret to having what you want is a supportive spouse, great childcare and help around the house.
Fiona Wilhelm is the Digital Demand Driver of PwC’s Experience Centre. With the increasing demands of a busy work and home life, Fiona finds that PwC’s All Roles Flex policy gives her the opportunity to do her best work as both a parent, wife and employee.
Here at Bupa, we have undertaken our very own pilot program to explore flexible ways of working in a business that operates over multiple sections in the health and care sector. Our goals in undertaking the pilot were to challenge some of the myths surrounding flexible working, understand the underlying blocks that presently might exist…
FlexReady™ will help organisations establish their starting point, conceptualise workplace flexibility in the context of their organisation, and prepare the business for change. Starting with a free FlexReady™ Health Assessment tool, followed by a full discovery and detailed training and change management program, FlexReady™ is a transformative offering designed to suit any organisation – wherever they are on their flexibility journey.
I’m the Asia-Pacific Advisory Learning and Development Leader at EY, and also Chair of our LGBTI inclusion committee, UNITY. I consider myself very fortunate to have a balance of roles and activities that fulfil my professional development and contribution to things that I value in life. I don’t think I started the role 10 years…
At Allianz, we are constantly looking for new and better ways of working. Where, when and how we deliver our work, is at the core of this commitment. With an upcoming move to activity-based working in a new, state of the art building in North Sydney, we recognised that this was the perfect time to train our people leaders to ensure they were confident and well-equipped to manage flexible teams and provide a consistent employee experience…