Individual
choice

The rise of career consumerism

Individual choice

Centred around the “consumerisation of work,” a new employer-employee relationship has emerged where people expect to “consume” work much like they do other aspects of life — on their own schedules and in ways tailored to their individual needs.

Just as consumers select products and services that suit their lifestyles, workers now want to dedicate themselves to organisations committed to their careers and wellbeing, and aligned with their personal values. Organisations must adapt to this workforce desiring greater flexibility, customisation and alignment with their personal priorities as people seek employment that allows them to integrate their jobs seamlessly with the rest of their lives.

| Trend 12 |

The “Me Economy"

Much like consumers in the “Me Economy,” today’s workers are looking for flexibility and autonomy as they prioritise work-life balance. Candidates report the most desirable workplace benefits to be a four-day work week (64%), the ability to choose their start and end times (45%) and flexibility to work from home if needed (35%).

With many companies advocating for a return to in-person office work, there is a widening gap between employees’ expectations and employers’ desires.

_^Source:_{^{What Workers Want: From Surviving to Thriving at Work}}_{^{- ManpowerGroup}}

Eight in ten chief human resources officers (CHROs) from Fortune 500 companies have no plans of decreasing remote work flexibility in the next 12 months.
As the growth of remote work blurred the lines between home and work, an increasing number of countries are considering “Right to Disconnect” laws, which protect employees from obligations to respond to work communications outside of regular business hours.

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Gen Z shapes the future of workplace culture

The future of work is changing right before our eyes, from worker expectations and ways of working to demographics. Heavily influenced by Gen Z, the current “culture revolution” and new hierarchy puts mental health at the forefront — and leaders and managers in the spotlight.

Ultimately, organisations that keep up with cultural shifts around wellbeing and create psychologically safe, flexible environments will have the best chance of attracting and retaining talent.

_^Source:_{^{Edelman Trust Barometer}}

Just 15% of Gen Z said their current mental health or wellbeing is excellent.

| Trend 14 |

Getting personal: Shaping the employee experience around individual need

Consumer-grade personalisation has entered the workplace. Employees now expect and demand greater customisation across everything from benefits packages to AI-powered skills training to tailored career pathing and development opportunities unique to personal strengths and interests.

Forward-thinking companies are using advanced analytics and feedback processes to hyper-personalise the employee experience. From personalised onboarding programmes to customised skills training modules to benefit selection algorithms providing personalised recommendations, the employee experience is getting an on-demand makeover.

Platforms utilising AI and machine learning can now identify specific skill sets and interests for each employee to propose individualised career advancement plans aligned to personal aptitudes, while still meeting business goals. Work tasks can even be dynamically customised based on individual working style and productivity patterns, shaping the future of work in real-time.

_^Source:_{^{Generative AI and the future of work in America}}_{^{- McKinsey}}

60% of Gen Z employees expect their employers to provide personalised career development paths with regular guidance, trained mentors and transparent progression plans tailored to personal goals.