Paul Branton’s Post

As businesses continue to recalibrate their workforce strategies post-pandemic, a significant shift is occurring: remote job openings are on the decline. While remote and hybrid work arrangements remain popular among job seekers, employers are gradually increasing their calls for employees to return to office settings. This change reflects broader concerns about the impacts of remote work on collaboration, engagement, and productivity. For business leaders, this transition period offers a crucial opportunity to reevaluate and potentially reshape your workplace culture to better align with your organizational goals and employee needs. This is a challenge that so many of our clients and jobseekers face.

Thank you to People Management magazine for asking me to comment on this new survey from Remote that has found 72% of hiring leaders in the UK say their business has lost employees to organisations that are more flexible in working hours and locations. Since 2020, employees have been saying how much they value flexible work. They have been saying too, how they are prepared to leave jobs to get it. Organisations who still don't wish to offer it, or that are mandating RTO, will have to deal with the impact on their ability to attract and retain talent. #FlexibleWorking #RemoteWork

This article recently published by Korn Ferry highlights the talent challenge that companies in the U.S.A. are facing with the in-person, remote or hybrid decisions. Two data-points from the article: Only 2% of workers are relocating, and 1/3 indicate they would turn down in-person jobs, even with good salaries and benefits. Long seem the times when I (a baby-boomer) moved 8 times during my close to 3 decades inside the corporate world... The big conclusion? No one-size fits all recipe for success. There are big variations by industry, companies and roles. Human Resources and top Management need to look at creative solutions to meet both the business and employee needs. Care to share your reactions in the comments section below? #Talent #Leadership #HumanResources

Nowadays, a lot of political tactics have been surfacing in the job arena. The first one is the work shift to hybrid. Their concern is people must somehow come to the office and sit, whether they don't have a load, put on the bench and PIP, or get on calls. If India has no specific rules for working from home, there are no legal provisions to impose restrictions on your employees as well. With this comes constructive discharge or forced resignation. Individuals must understand that forced resignation is illegal. But the employee must document all the information supporting the claim against the organization. In such cases, the employee can: 1. Seek legal counsel and take the necessary steps. 2. Approach labor courts or employment tribunals for unfair termination. 3. Organizations in such scenarios are entitled to severance pay according to your company policies and labor laws. 4. Depending on the terms of the employment contract and labor laws, the employee may be entitled to a notice period or compensation instead of notice if they are forced to resign. The notice period and compensation amount vary based on factors such as length of service and the contract terms. A simple approach can be transparency while communicating your needs to your employees. You can have a yearly meet-up to help employees see the goals the organization has achieved, the profits, and the operational success of a diverse team. Suppose a team is failing to achieve its targeted goals, introspect and come up with a strategy to address the issues rather than resorting to unfair practices like forced resignations. Do you think being physically present in the office guarantees better performance? There are numerous instances of being in the office that have not translated into improved productivity and goal attainment. Various factors such as job satisfaction, work-life balance, motivation, job design, leadership, and organizational culture influence performance. Mandating office attendance without addressing these underlying factors may not yield the desired results and could exacerbate performance issues. Moreover, modern workplaces have evolved to embrace remote work models, recognizing the benefits they offer in terms of flexibility, reduced commuting stress, cost reduction, diversified talent pool, and increased autonomy. For many employees, remote work increased productivity and job satisfaction. A study by Harvard business review proved that remote employees are more productive than their onsite counterparts. Another report by Stanford University highlights that remote workers are 13% more productive than their onsite counterparts. I feel that adopting a more nuanced approach to performance improvement will help organizations create an environment conducive to success for all employees, regardless of our locations. What are your thoughts on this? #forcedresignation #employees #employers #performance #hybrid #remote #productivity

Amid a scarcity of skilled labor and the surge in remote work, organizations are actively seeking talent. To bolster their adaptability in times of economic uncertainty, many leaders are expanding their temporary or contingent workforce to new geographical locations. Read this Forbes article to learn more: https://lnkd.in/dQANfr6N #contingentworkforce #cwm #WeAreMagnit

Amid a scarcity of skilled labor and the surge in remote work, organizations are actively seeking talent. To bolster their adaptability in times of economic uncertainty, many leaders are expanding their temporary or contingent workforce to new geographical locations. Read this Forbes article to learn more: https://lnkd.in/dQANfr6N #contingentworkforce #cwm #WeAreMagnit

Amid a scarcity of skilled labor and the surge in remote work, organizations are actively seeking talent. To bolster their adaptability in times of economic uncertainty, many leaders are expanding their temporary or contingent workforce to new geographical locations. Read this Forbes article to learn more: https://lnkd.in/dQANfr6N #contingentworkforce #cwm #WeAreMagnit

Amid a scarcity of skilled labor and the surge in remote work, organizations are actively seeking talent. To bolster their adaptability in times of economic uncertainty, many leaders are expanding their temporary or contingent workforce to new geographical locations. Read this Forbes article to learn more: https://lnkd.in/dQANfr6N #contingentworkforce #cwm #WeAreMagnit

Amid a scarcity of skilled labor and the surge in remote work, organizations are actively seeking talent. To bolster their adaptability in times of economic uncertainty, many leaders are expanding their temporary or contingent workforce to new geographical locations. Read this Forbes article to learn more: https://lnkd.in/dQANfr6N #contingentworkforce #cwm #WeAreMagnit

The debate about #hybrid and #remotework has been simmering for several years. This Human Resource Executive Resources Executive article suggests, however, that we may have crossed the Rubicon in the debate. The article reports that even senior executives place a high value on remote or flexible work arrangements. Clearly, some firms have found that these flexible work arrangements allow companies to secure talent they might not normally be able to get. During my career I know of many executives who turned down jobs because of spouses who had their own careers or families they did not want to uproot. Flexible work can create the best of both worlds for executives. My other comment is about compensation. While many employees say they would prioritize flexible work arrangements over compensation, I suggest you think this through carefully. In many instances, employees can get both flexible work and top-notch #compensation as firms position themselves to get the very best talent. Many firms may need to loosen their RTO policies with at-risk executives. This will get the attention of the decision-makers at firms. Let me know your thoughts on how this article might influence your company’s position on remote and hybrid work as well as your overall #talent strategy. Link to article in comment below. #hr #humanresources #csuite