Page 19 - Turkinsurance Digital Magazine

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"The rapid adoption of GenAI technology necessitates that com- say employees feel trusted and empowered by leaders; who say
panies be agile in talent management and develop various strat- employees trust their employer and feel supported by them; and
egies in response. In this regard, employers who utilize GenAI who feel leadership cares about employees as people.
most effectively have the opportunity to become among the most
attractive workplaces for top talent. Beyond GenAI— a key de- Overall, employees and employers agree culture has been im-
terminant in gaining a talent advantage—companies must also proving, but employers remain much more optimistic than em-
develop strategies in workforce areas such as company culture, ployees. For example, 77% of employers believe employees feel
employee reward systems, skills, training, and career pathways trusted and empowered by leaders, compared to just 57% of
to secure a competitive edge in talent acquisition. According to employees. Similar gaps exist for the other culture questions.
the EY Work Reimagined 2024 Study, companies with a talent
advantage are more likely to excel in productivity and high-per- The drastically more optimistic view of employers might be ex-
formance metrics." plained by increased comfort with the productivity possible with
hybrid and remote work. The largest number of knowledge work-
Healthy culture for a work-from-anywhere ers (40%) – professionals who typically use specialized knowl-
workforce edge or expertise – wants to work three or four days remote per
week, whereas 48% of employers choose the same. The number
of employees preferring full-time remote work for knowledge
After years of experience and innovation in working flexibility, workers is 28% (vs. 14% of employers with this preference).
the conversation has moved farther from one about “how” to
being firmly rooted in “why.” It’s not enough to enable remote As more knowledge workers remain in hybrid and remote work-
or hybrid working for knowledge workers, but a future Talent ing arrangements, there is some loss of the old trappings of
Advantage depends on an organization’s ability to create a co- physical connection to a particular workplace. For example,
hesive, positive culture for a diverse and dispersed workforce. just 28% report having assigned seating or a place for personal
items, minimizing their physical connection and felt ownership
Kültür, organizasyon sağlığında önemli bir rol oynuyor ve şir- of office space.
ketlerin genel sağlık puanının %40’ını oluşturuyor. Yetenek
avantajına sahip organizasyonların %66’sı, son 12 ayda kültürel But these untethered workers still see the office as a cultural
anlamda önemli bir iyileşme yaşadıklarını belirtirken, bu oran touchpoint. Knowledge workers cite social connection and sep-
yeteneği yeterince değerlendiremeyen organizasyonlarda yalnız- arating work and home spaces as the top reasons to go to the
ca %4. Culture is found through the number of respondents who office, followed by collaborating with colleagues.