The pandemic, the volatility and the unpredictability of the last years changed our professional lives. Work from home, remote work, hybrid work, quiet quitting, the increasing role of the younger generation of employees are igniting symptoms like:

Talent shortage: Employers find it challenging to identify and hire qualified candidates to fill open positions. There may be a lack of skilled workers with specific experience or expertise in certain industries or roles.

Competition for talent: Organizations may find themselves in intense competition with each other to attract and retain top talent. This can manifest in offering higher salaries, better benefits, or more attractive perks. Nevertheless, many studies point out that such incentives only last short and people are in fact more loyal to organizations that show deeper and more profound reasons, such as shared values, respect & empowerment.

Increased job mobility: Employees have more opportunities and options in the job market, leading to higher rates of job hopping or frequent career changes. They may pursue new opportunities that offer better compensation, career growth, or work-life balance.

Difficulty in retaining employees: Organizations may struggle to retain their existing employees, as they may receive enticing offers from other companies or industries. This leads to high turnover rates and a constant need to replace departing employees.

Negotiation power for employees: Employees have greater bargaining power during the hiring process and may negotiate for higher salaries, better benefits, flexible work arrangements, or other perks. Employers may need to be more accommodating to attract and retain top talent.

Change fatigue: there is a natural resistance to change in each of us, but change fatigue goes deeper than resistance and starts to appear when change management or change initiatives are poorly implemented. And in a context of constant need for adaptation, many employees experience change fatigue leading to poor execution of projects, quite quitting or even professional exhaustion

Our solution:

(Re)Design the Employee Strategy

It refers to reevaluating and restructuring the strategies and approaches used to manage and engage employees within an organization; it involves analyzing and revising various aspects of an organization’s employee-related practices, such as recruitment, onboarding, training, performance management, compensation, and career development, as well as other critical processes related to People.

Using methodologies and instruments from the sphere of Human Centred Design and Transformation and based on the client’s specific, we tailor each intervention, co-creating and co-designing new solutions, together with HR teams, aiming to hands-on actions.

The goal of Employee Strategy ReDesign is to improve employee satisfaction, motivation, productivity, and overall organizational performance. This may involve implementing new policies, programs, or initiatives to create a positive work environment, enhance employee well-being, foster better communication and collaboration, and align employee goals with organizational objectives.

Ultimately, Employee Strategy ReDesign is about creating a work environment that attracts, retains, and engages talent, leading to higher employee performance and organizational success.

Together with motivated teams, WE can do it.