KellyOCG Survey Reveals Companies Are Struggling to Manage Changing Life-Work Design Demands – and Identifies How Some Companies Are Doing It

TROY, Mich., May 10, 2022 /PRNewswire/ — According to a new report released today by KellyOCG, Kelly’s outsourcing and consulting business. the KellyOCG Global Workforce Report 2022 – Re:work reveals the disconnect between changing employee expectations and the support provided by companies. It also highlights the steps taken by an elite corporate group, the Vanguards, to attract and retain the talent they need to grow their business.

KellyOCG Global Workforce Report 2022 — Re:work Calibrating to power the life-work shift

The report, a follow-up to the 2021 report, Next Level Agility: The Four Dynamics of a Resilient Workforce, identifies the biggest talent challenges and risks facing organizations emerging from the pandemic. It also explores how companies transform through four critical success dynamics: workforce fluidity; diversity, equity and inclusion (DEI); employee experience; and the adoption of tools and technologies.

“Our research signals that there is a significant demand for talent for life-work change. Even senior leaders experience this and recognize that employers could do more,” said Tammy Browning, president of KellyOCG. “A shift in workplace culture is needed and organizations must evolve to remain competitive, profitable and attractive to top talent. Organizations that fail to act on all four dynamics will continue to see employees at all levels leave. the door.”

KellyOCG interviewed C-suite leaders, board members, heads of departments, directors and managers in 12 countries and 10 industries. Key findings include:

  • Many senior executives are dissatisfied with their role and lack trust in their employer. More than half of senior executives worldwide (58%) are unhappy with their current position and 72% plan to leave their employer within the next two years. These findings indicate that the full force of the Great Resignation has yet to be felt – and this widespread “loss of boss” will have significant implications for business and the global economy.

  • Leaders struggle to make hybrid working a success. Only two in ten companies think hybrid working has a positive impact on organizational culture, and almost a third (28%) expect the complexity of managing a hybrid workforce to force ultimately a return to the office for most employees. While 66% say their companies are redefining their culture to adapt to a hybrid working world, only a third offer employees a way to share their feedback on hybrid working policies.

  • Hiring casual talent is one of the biggest hurdles businesses face today. Just over 33% of executives say their company is struggling to hire the casual talent they need to stay nimble in today’s economy. More than a quarter (28%) plan to increase their use of casual talent by at least 25% over the next five years, but few (36%) have a clear strategy for how they will use casual talent to increase their permanent staff.

  • Companies are not moving far enough or fast enough to achieve diversity, equity and inclusion and support employee mental health. Only about a third have implemented innovative initiatives to improve DEI, such as advocacy groups and support programs (and only 19% offer DEI training for leaders). And while more than 25% report an increase in employee absences due to poor mental health, 70% don’t have a company culture where it’s okay to disclose mental health issues as a reason for getting sick. absent.

  • Businesses are lagging when it comes to adopting the right tools and technologies needed to grow their workforce. Nearly two-thirds still don’t have data analytics tools to help them understand trends in employee retention and productivity – although 76% of companies that have adopted such tools say they have been well received by the employees. And 64% report a lack of knowledge-sharing tools that foster closer collaboration between hybrid, remote and in-office employees.

The Re:work report provides a blueprint for companies wishing to follow the example of the “Vanguards” – a group of thriving organizations that report increased employee well-being, productivity and revenue growth over the course of the last year. The Vanguards represent 15% of global survey respondents and share four key dynamics that drive their approach to culture, technology and talent management:

  1. Vanguards boost workforce agility. These leading organizations are 15% more likely to encourage the use of casual talent to improve workforce agility (40% vs. 24%), suggesting a link between the use of casual talent and higher employee productivity and well-being.

  2. The Vanguards are taking real action on DEI. Senior managers at these companies are more likely to engage with workers across the organization around DEI (82% vs. 60%) and are more likely to implement innovative initiatives to improve their DEI performance – but there is still a lot to be done to create an inclusive work environment.

  3. Vanguards is reinventing the employee experience. Senior executives in Vanguard organizations are 33% more likely to indicate that they have a positive work-life balance and are satisfied with their current role. They are also more likely to say that their organization respects employees as a whole and reinvents working in partnership with them. Vanguards is also implementing strategies to gauge employee sentiment and engagement and report on C-suite accountability for improving the employee experience (57% vs. 29%).

  4. Vanguards embraces the right tools and technologies to empower today’s workforce. They implement knowledge sharing tools that enable collaboration between in-office, hybrid and remote workers (46% vs. 34%) and use platforms that enable a clear view of the mix of permanent and contingent talent in their business (42% versus 32%).

When these four dynamics come together, companies in all industries can better attract, retain and motivate talent to achieve their business goals, according to the Re:work report. Independent experts quoted throughout the report provide additional insights and testimonials on how their organizations are navigating life-work change.

Read the full report for additional information.

About KellyOCG®
KellyOCG® connects companies with the talented people they need to fuel and grow their business through our unparalleled global talent supply chain and leading workforce solutions including managed service provider (MSP) and recruitment process outsourcing (RPO). We combine decades of experience in the human resources industry with proprietary knowledge and an ongoing focus on technology to produce world-class programs that meet an organization’s unique workforce needs and can launch them on their journey to total talent management. Our ability to anticipate the future of talent management solutions drives us to challenge the status quo, making us a trusted partner for our global client portfolio, which spans cutting-edge industries across North America, APAC and EMEA. Visit or connect with us on LinkedIn to learn more.

About the survey

KellyOCG surveyed 1,000 senior executives, 20% of whom are in leadership or board positions, across 12 countries – Australia, Canada, China, Germany, India, Ireland, Japan, Malaysia, Singapore, Swiss, UK and United States – and 10 sectors of activity.

Media Contact:
Cynthia Carey
[email protected]
248-579-9920 (office)
248-462-3021 (cell)





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