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Why keeping your employees happy regarding workplace flexibility should be top priority for 2022

Having kicked off our newsletter covering topics such as tackling the great resignation and tips on how to level up your employer brand and, most recently, tips to minimise turnover, this is the fourth instalment where Lotus People guide you on creating the best talent strategy for 2022.


To find out more about what you can to do position yourself for success this year, join our upcoming webinar on talent strategies for 2022; how to attract and retain your best people. I’ll be joined by Kate Jolly from rapidly growing tech business, Employment Hero, and we’ll be speaking about the market and the changes we’re seeing from both an internal talent and external agency perspective.


This week, I’m going to be touching on a much debated topic – the work life balance/ hybrid blend and the importance of flexibility at work.


Any of the data I’ve read shows that most employees want to continue with some time working from home every week post-pandemic. There is no hard and fast solution to this issue, with a number of considerations; business needs, employee mental health, impact of isolation whilst working from home, importance of community and connection gained through working in an office and much more. But the data supports the fact that when attracting the best talent, a favourable WFH policy is going to be crucial for businesses.


According to LinkedIn data, employees satisfied with their organisation’s flexibility are:


  • 3.4 times more likely to successfully balance work and personal obligations 
  • 2.6 times more likely to be happy working for their employer 
  • 2.1 times more likely to recommend working for their employer 


Just yesterday I spoke with a business who is asking their team to come in to the office four days a week. They are hiring a key role for the business and told me that they have had their last three offers rejected, with countless candidates dropping out of the interview process, leaving them frustrated and fatigued by recruitment.

After a bit of digging, I found out that the leadership team don’t like managing people from a distance and really prefer that their employees are physically in the office.

This is a story we hear often, employers requesting employees return to an almost pre-COVID way of working and most of the time it’s because of lack of trust, lack of tech adoption and a frustration with the “new way of working”. Anecdotally, most of the candidates we speak to daily are seeking a new role because their organisation hasn’t adopted a flexibility policy that aligns with their preferences.


It’s a very different world of work but is an important consideration for 2022 and one that the Lotus People team get asked about daily and whilst every business will have a different approach, I do know that companies who do not adjust their flexible policies to reflect the new way of working risk being left behind in 2022, in what is a job-seekers market.


Find out more about how to keep up with the ever-changing recruitment industry by following our newsletter, blogs, and reaching out to info@lotuspeople.com.au for a copy of our talent strategy guide this 2022.

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At Lotus People, we believe in taking steps – not just in our recruitment efforts, but also in making a difference in the community. On May 10th, some members of our team took on a big challenge of walking 46kms in one day for Stepping Stone House, an organisation dedicated to reducing youth homelessness rates in Australia. With every step, we aimed to raise awareness and funds for the growing number of young people experiencing homelessness in the country. The statistics are staggering, nearly 46,000 individuals under the age of 25 are currently homeless or at risk of homelessness. Stepping Stone House works tirelessly to provide essential care, accommodation, and development opportunities to these vulnerable youth – and for over 6 years, we at Lotus People have proudly supported their cause, recognising the importance of this mission. To show support, our team took part in the Step by Step May challenge by walking a total of 46kms in 10 hours, taking over 57,000 steps. But our commitment didn’t stop at walking – we also set a fundraising goal of $4,000 as a team, for a profound impact. It can provide essential school supplies for eight young people for an entire year or cover 47 weeks of groceries for a young person in residential care. Every dollar goes towards Stepping Stone House’s goal of eliminating youth homelessness in Australia. We extend our gratitude to Stepping Stone House for their mission, as well as to everyone who supported our team on this journey, whether through donations, words of encouragement, or simply by spreading the word about the challenge! Your support makes a real difference in the lives of vulnerable young people, offering them hope and opportunity where it’s needed most. And for those who still wish to get involved, it’s not too late! Step by Step: The 46km Challenge continues throughout May, offering everyone the chance to make a difference in their own way. You can also help us reach out goal by clicking below. Together, let’s continue to step up to help those in need!
18 Apr, 2024
We were thrilled to partner with JobAdder for our latest event, aimed at empowering professionals within our network to tackle the challenges in 2024, head-on. We hosted our network of HR, Talent and Leadership professionals at the fabulous eSpaces in Brisbane. On the expert panel was Kate Drew (Arnold), Chief People Officer at Madison Group Enterprise; Graham Moody, Chief People Officer at JobAdder; Nicola Young, Head of People APAC and Japan at Cognizant; and moderated by our very own CEO and Co-Founder of Lotus People, Sinead Connolly. We were extremely grateful to have these industry experts share their knowledge and insights with the audience on several core topics shaping the current market. We’ve recapped the key insights shared by our panel below.
20 Mar, 2024
The employment market is continuously changing, so understanding the drivers and motivators influencing an employee or candidate is paramount for businesses striving to attract and retain talent. Recent findings from our market insights survey shed light on the shifting priorities shaping the current job market, showing results that vary from the top candidate drivers of 2023. According to our survey results, the top five drivers and motivators for employees and jobseekers in today's market are as follows: Compensation/Salary Package - 64.7% Company Culture and Values - 47% Professional Growth and Personal Development Opportunities - 45.1% Remote and Hybrid Working Policies - 39.8% Work-Life Balance - 38.7% What's particularly noteworthy is the subtle yet significant shift in priorities compared to the data from 2023. Whilst compensation has always been a key motivation for candidates, its importance has notably increased, emerging as the top priority for most employees and jobseekers. Equally significant is the emphasis placed on company culture and values, which have risen to become the second most influential factor driving employment decisions. This shift highlights the increasing importance individuals place on aligning with an organisation that shares their values, vision, and ethos. In today's competitive job market, candidates seek more than just a paycheck; they crave a sense of belonging and purpose within their workplace community. On the other hand, whilst remote and hybrid working policies remain important considerations, their ranking has slightly decreased compared to the previous year. This trend suggests that whilst flexibility in work arrangements remains desirable, it may no longer be the primary driving factor for many candidates, as we have long emerged from the days of pandemic. The findings from our market insights survey highlight a fundamental truth: the landscape of candidate and employee preferences is continually evolving. Employers must adapt their recruitment and retention strategies to align with these shifting priorities, placing greater emphasis on competitive compensation, fostering a positive company culture, and providing ample opportunities for professional growth and development. As businesses navigate the complexities of effective recruitment and employee management, understanding and responding to the evolving needs and desires of the market will be essential in attracting and retaining talent and fostering long-term organisational success. As we move forward in 2024, it's imperative for businesses to prioritise not only meeting but exceeding the expectations of their workforce, creating environments where individuals feel valued, supported, and empowered to thrive. By staying attuned to the evolving landscape of candidate drivers and motivators, organisations can position themselves as employers of choice in an increasingly competitive marketplace. If you’re interested in learning more about our survey findings, download a copy of our Market Insights report below!
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