The Future of Work is Personalisation of the Employee Experience

Newsroom

The Future of Work On and off the field with Mercer’s Tim Morrison

  • 28/09/2017
  • Australia, Melbourne

Mercer, a global consulting leader in health, wealth and career understands the future of work has evolved and is leading the way in identifying flexible solutions for today’s workplace.

Going beyond the fundamental expectations employees have had for many years, there is a workplace revolution underway; personalisation of the employee experience.

“Having the ability to personalise work commitments is a priority for many employees, and companies need to start by taking a ‘whole person’ approach and increasing the flexible work options available to their workforce,” said Tim Morrison, HR Business Partner at Mercer and Boundary Umpire for the Australian Football League (AFL).

“With intense competition to attract top talent, and ensure staff loyalty, it is necessary that companies progress and look towards the future,” said Morrison.

“As a Mercer employee and a Boundary Umpire for the AFL, I am constantly juggling two careers. The flexible work options provided by Mercer enable me to manage both careers.”

Michele Glover, People & Culture Leader, Mercer Pacific added, “if I were to call out one trend that is on the rise across industries, generations, and cultures, it is flexible working and personalisation of the employee experience. While clarity of job responsibilities, reward and recognition are fundamentals, flexible working should be a top focus for organisations to attract and retain tomorrow’s talent.”

Mercer’s 2017 Global Talent Trends research revealed that as a direct response to the ‘era of the individual’ more than half of employees (56%) are seeking out more flexible and personalised work arrangements.

“Globalisation and technology are making the world smaller and shaping employees’ expectations of when and how they want to work and what is of most value to them,” said Ms Glover.

“People want their employers to help them invest in themselves and this can mean different things to different people, such as Tim working as a HR Business Partner and AFL umpire. This type of personalisation is what it’s all about for people – meeting them where they are at in terms of their life stage and interests.”

While some employers still expect employees to ‘make work work’ for their individual circumstances, there are some looking to the future of work and taking a whole person approach and increasing the flexible work options available to their workforce.

In an era where employees want more flexibility, Mercer’s research revealed that one in two employees’ surveyed expressed concern that flex-working would negatively impact their promotion opportunities.

“Clearly there is more work to be done to create a culture where flexibility is not seen as a benefit, but as an opportunity for workforce optimisation and personalisation,” said Ms Glover. “By embracing flexible working and demonstrating there are career pathways, employers will not only attract and retain talent, they will cultivate a thriving workforce.”

Having joined Mercer in 2009, Mr Morrison has successfully advanced his career through flexible working, even while still being committed to his second career as an umpire and managing family commitments.

“Flexibility comes down to finding a way to seamlessly integrate work and your personal life (home, family, job, community etc.). In my view, first and foremost, it’s critical to ensure an open dialogue with your employer at all times,” said Mr Morrison.

“Enhanced technology has greatly bridged the gap for flexible working. Through Mercer’s technology, I can be connected wherever I am and interacting with my team and other colleagues more than before.”

Ms Glover added, “ultimately, people want to fit work into their individual lives and personalisation then becomes the key to creating an employee experience that resonates with each individual. It’s a win win for employees and employers.

“In this climate, it is more important than ever before for companies to take a leading role in caring for the health, wealth and careers of their workforce.”

Tim Morrison
ENDS


About Mercer

Mercer is one of the world’s leading firms for superannuation, investments, health and human resources consulting and products. Across the Pacific, leading organisations look to Mercer for global insights, thought leadership and product innovation to help transform and grow their businesses.

Supported by our global team of 22,000, we help our clients challenge conventional thinking to create solutions that drive business results and make a difference in the lives of millions of people every day.

Mercer is a wholly owned subsidiary of Marsh & McLennan Companies (NYSE: MMC), a global professional services firm offering clients advice and solutions in the areas of risk, strategy and people. With annual revenue of $13 billion and 60,000 colleagues worldwide, Marsh & McLennan Companies is also the parent company of Marsh, a leader in insurance broking and risk management; Guy Carpenter, a leader in providing risk and reinsurance intermediary services; and Oliver Wyman, a leader in management consulting. For more information, visit www.mercer.com.au

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