Engaged Workforce

Agile and social models are changing performance management, rewards, coaching, goal-setting and development. How you engage with your workforce will directly correlate with how to maximize the productivity of employees whilst giving the best possible opportunities for development.

Changes Ahead

A new study examines pre- and post-pandemic workplace sentiments by industry.

By The Editors

Organisations reacted differently to the challenges posed by the COVID-19 pandemic. Qualtrics’ new study, WorkDifferent: How COVID-19 Gives Us the Opportunity to Reimagine the Employee Experience, takes an industry-specific look into the workplace before and during COVID-19 and the steps organizations can take to evolve the employee experience.

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Reskilling the Workforce

Upskilling workers is key in the new digitalisation-driven workforce.

By The Editors

Many organisations underwent a digital transformation to keep pace with the changes of 2020, causing a need for new knowledge and tools. In fact, Randstad Malaysia’s Workmonitor report finds that 61% of respondents said that it has been a struggle to acquire new skills in their current role to adapt to the COVID-19 pandemic. This is even more prevalent among younger workers aged 18 to 24 years old, with 69% facing difficulties obtaining new skills in this climate.

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The Way to Wellness

Wellness

As employees struggle to cope with the effects of the pandemic, employers should rethink their well-being strategies.

By Marta Chmielowicz

Whether it’s the stress of juggling childcare and work or the pain of loneliness, COVID’s impact has taken a toll on employees’ mental health as well as physical health. Westfield Health’s Coping with COVID study set out to quantify that impact and how it affects the workplace. Results show many disruptions to employee well-being.

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Strategies for Success

Paysafe’s virtual employee engagement events improved connection, well-being, and leadership.

By Marta Chmielowicz

When Paysafe was confronted with the reality of the COVID-19 pandemic last March, it faced significant challenges. The culture of the organisation was largely office-based and centred around town halls, events, and parties; the executive leadership team was in the process of restructuring; revenues fell dramatically overnight; and the heightened risk of cyberattacks required new measures to protect the business.

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Anticipated Workplace Changes

Motivation, support, and evolving work models are on HR’s 2021 agenda.

By The Editors

How has the pandemic changed how employees work and what they want in the coming year? Edenred’s new report Power Up Your People sought to answer those questions. Nearly 2,000 UK workers share the aspects of work that have made a positive impact and their expectations for 2021.

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A New Chapter

The finalisation of Brexit is creating compliance challenges for U.K.-based companies that rely on international talent.

By Simon Kent

In the closing days of 2020, the U.K. and EU finalised the deal that would see Brexit achieved. Now that the agreement is in place, however, questions still remain as to how international talent can be managed. Recently, the entertainment sector drew attention to the absence of an easy pathway that would allow musicians and performers to tour the continent. Over the next few months, it is likely that similar issues governing international movement will emerge as both geographies get used to their new relationship.

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Recognition Roundtable

Four CEOs share their vision for the future of employee rewards and recognition.

By Elliot Clark

As I wrote this feature article on the rewards and recognition portion of the HR services and technology industry, I was reminded of a college seminar I took on geology and ecology. I remember the professor talking about change and comparing the terraforming effects of glaciers that move, well, glacially, to volcanos that make change happen violently. The COVID-19 pandemic is the metaphorical volcano in the world of HR policy. I wonder what the outcome would have been if organizations had gradually adopted a more flexible approach to remote working instead of the violent upheaval caused by COVID-19 that continues to the start of this new year.

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Extreme Challenges, Extreme Opportunities

Four shifts that have the potential to become norms in 2021.

By Sabrina Williams

2020 was an extremely challenging year for the HR industry. From rapidly adjusting and supporting employees through the transition to remote work to responding to country-wide calls for diversity, equity, and inclusion (DEI) in the workplace as police brutality and the resulting protests took center stage over the summer, HR departments have had to step up and completely re-envision the futures of their organizations.

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