intelligent

“ Employers are facing a range of challenges . A volatile global economy that has fast-changing and sweeping ramifications for our labour market . There ’ s salary inflation that ’ s not been seen at this scale before ( recently , at least ). Technical advancements continue to evolve at lightspeed , expanding digital skills gaps . And we have multi-generational workforces with wildly different expectations and demands from their employers when it comes to values , purpose , flexible working , diversity , social impact and so on .

“ Many organisations are also being impacted by tighter budgets as they are having to invest in new technologies , increase their compliance standards and levels of professionalisation and mature their business to keep up with competitors and the market .

“ Investing in your people , however , doesn ’ t necessarily need huge budgets . It does require leaders to invest in a different mindset though . Those that fail to recognise and respond to these challenges will ultimately be left behind .”

Williams recommends that HR leaders keep a strategic focus on their people . She added : “ Go back to basics if you need to and overhaul your employee value proposition to ensure that you have considered every aspect of the employee experience . Use data from existing employees and recent leavers to understand where there is room for improvement . And do some research into what other organisations are doing well .

“ Budgets aside , the biggest investment that employers can give is their time . Creating clear purpose , transparency and good communications , a strong and forwardthinking culture , diversity and social impact all come down to the time that leaders are willing to put in and spend with their employees . It ’ s the easiest , yet most frequently missed , action that organisations can take and it will – very likely – have the biggest , positive impact on employee experience and retention .” �

INVESTING IN YOUR PEOPLE , HOWEVER , DOESN ’ T NECESSARILY NEED HUGE BUDGETS .