5 work trends and how they affect the future of benefits

From remote working to the surge in the use of artificial intelligence, the world of work is continuing to change and employee needs are changing with it

Even before Covid-19 upended lives, the world of work was undergoing immense change.

Now, flexible and hybrid working are considered the norm in many sectors and employees are demanding better working conditions and workplace benefits.

People are any organisation’s most valuable asset and employers need to understand what their workforce wants to ensure they can recruit and retain the right people. Right now we are seeing five broad trends:

1. Remote/hybrid working

All employees are entitled to request flexible working arrangements and recent news suggests that a Labour government would make working from home a legal right if it is elected.

A recent OnePoll survey found that just 30% of UK companies are working fully on-site today, compared with 57% before the pandemic.

Unum’s research with Opinium found more than half (54%) of surveyed 18-34 year olds would quit their jobs, or plan to, if their company removed the option for remote or hybrid working.

But not all jobs can, or should, be done remotely and a company’s attitude towards remote working depends on the work environment, the job function and the tasks being done.

We see hybrid work setups continuing, helping sustain productivity and engender a healthy work/life balance for employees.

2. Increased use of digital technologies

Employers can positively impact the wellbeing of workers by offering perks and benefits focused on improving physical, mental and financial wellbeing.

Our survey results showed that 23% of those workers who said they wanted to change jobs (or who did) during the pandemic, were motivated to do so because their employer did not offer high quality benefit packages or support.

With 21% of employees looking for remote-access wellbeing benefits and support packages, offering quick, easy access to digital wellbeing app-based services, such as remote GPs, physio and mental health support, is an obvious way to engage staff.

Employers can go even further, by selecting services that include personal training and nutritional advice, supporting their workforce’s health and wellbeing.

More sophisticated options, such as wearable tech that monitors not only physical activity but also physical health, can also actively help identify issues such as diabetes and heart disease. This offers the dual benefit of helping the employee and circumventing long-term sickness absences for the employer.

3. Re-skilling

These days, in a recruitment market heavily influenced by social media and networking, the idea of a ‘job for life’ is archaic. It’s estimated that the average person will now have 12 jobs in their lifetime. Job-hopping every two to three years is viewed by many as the primary way to achieve career progression, pay rises and better benefits.

Within this highly mobile job market, the ability to staff teams across organisational siloes is the hallmark of an agile business. Talent management teams should look to initiate internal talent marketplaces, enabling employees to find potential career development within their own organisation.

These could also enable speedy reskilling, using both internal and external training, and apprenticeship and mentoring.

4. Artificial intelligence

According to McKinsey’s State of AI Report in 2021, 56% of respondents used AI in at least one part of their job role. This trend is set to continue, with automation and digitisation goals featuring in 69% of companies’ corporate strategies, according to PwC’s Global CEO Survey.

No doubt these technologies will change the nature of work. And this change needs a proper strategy, led by professionals, to ensure that it’s a change for the better. AI isn’t automating all functions — just routine tasks, like payroll for example — and people still need to oversee the process and step in if things go wrong.

Rather than replacing humans, AI will work with us, helping us work better and focus on the more creative and satisfying elements of our jobs.

5. Diversity, equity and inclusion

A sense of belonging is key to engaging employees, but research from PwC suggests employers are falling short. While 54% of leaders said that diversity was a value or priority, only 4% of organisations were deemed to be implementing key elements of diversity, equity and inclusion (DE&I).

Employers should raise DE&I to the top of the business agenda and turn to affinity groups to better understand the lived experiences of employees. It’s important to question your assumptions of people’s knowledge, skills and personal attributes and examine which are most important for them to succeed in their roles.

Ultimately, we must always be looking to improve inclusivity, or the degree to which employees feel embraced and empowered.

The fast-paced change in the world of work mean we must adapt to prosper. Creating the ultimate employee experience, making people feel valued and supported, is the best way for employers to tackle the challenges ahead.