Employment Mobility

The post-Covid world looks at employment very differently. During the pandemic an unprecedented number of people quit their jobs for a variety of reasons – also referred to as the Great Resignation. The essence of the Great Resignation boils down to people feeling more empowered to choose where, when and for whom they want to work.

Most employers have also embraced the fact that their people (in majority of jobs) can work as effectively from home as they can from the office. The Covid pandemic proved this without a shadow of a doubt. Employers also realised significant cost savings in terms of reduced rent and infrastructure costs by allowing their people to work from home. On the other side, majority of people prefer to work from home because it gives them more flexibility and avoids spending unnecessary time travelling to work – thus a win-win for both employers and employees.

Most employers now offer a hybrid solution where facilities are provided for people to go to the office, but at their own discretion. This has opened employers’ eyes to the possibilities of hiring people anywhere in the world. The PEO (Professional Employer Organisation) and the EOR (Employer of Record) industries have seen significant growth world-wide. Business can legally employ people anywhere in the world through PEO and EOR companies. It increases the size of the talent pool for employers and gives them access to lower cost labour markets.

However, with all the benefits listed for a hybrid work solution, we’ve seen employees moving into a next stage called quiet quitting. Employees are starting to set boundaries, in order to maintain a work-life balance and protecting their mental health. Even though a work-life balance is important, quiet quitting can be counterproductive for an employee’s career. Employers need to ensure they focus on employee engagement and well-being and create a supportive environment where they have a voice and are heard.

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