Natalie Suarez’s Post

Workplace Wisdom Wednesday Most workers say flexibility is now equally as important as compensation when choosing a new job. Hiring managers: Want to win the best talent? Be flexible, and create clear accountability measures. Job seekers: Don’t just share what you need — show how your flexibility adds value to the company. The workplace is evolving — are you? #WorkplaceWisdom #HiringTrends #FlexibilityAtWork #KCGSearch

In today's post-pandemic, hybrid working environment, retaining top performers has become increasingly challenging. While many assume that higher pay and perks are the solution, my daily interviews with potential candidates reveal a more nuanced reality. Here are the five most common factors that contribute to employee retention: 1. Genuine recognition and fairness in promotional opportunities and workload distribution foster a culture free from favoritism. 2. Open communication and trust enable employees to share ideas, frustrations, and feedback without fear of repercussions. 3. Opportunities for growth and development allow employees to see a clear career path and feel excited and challenged, reducing their likelihood of seeking external opportunities. 4. Meaningful benefits that prioritize wellness over flashy perks, such as ping pong tables and coffee bars, are what employees truly value when life becomes complicated. 5. Workplace flexibility is essential for a significant portion of the workforce, driving engagement, well-being, and retention. Does this list resonate with you? If so, feel free to leave a comment or reach out to me to start a dialogue. #talentmanagement #leadershipdevelopment #retention

Work-life balance is the third most important factor for talent when choosing a new employer. Our new report reveals how critical it is for companies to offer flexibility and a supportive culture to attract and retain top performers. Don't let your competition get ahead. Download the full report today: https://lnkd.in/eB9Ytd9Y #FutureOfWork #WorkforceTrends #Recruitment #EmployeeWellbeing #RandstadEmployerBrandReport #RandstadUSA Randstad USA

Work-life balance is the third most important factor for talent when choosing a new employer. Our new report reveals how critical it is for companies to offer flexibility and a supportive culture to attract and retain top performers. Don't let your competition get ahead. Download the full report today: https://lnkd.in/g6ZbJpb2 #FutureOfWork #WorkforceTrends #Recruitment #EmployeeWellbeing #RandstadEmployerBrandReport #RandstadUSA Randstad USA

Nearly three in four US employees have no plans to switch jobs, with 37% citing flexibility as their top reason for staying. Meanwhile, 45% of job seekers are prioritizing better benefits and perks over their current roles. Company culture and manager relationships also keep 33% of workers loyal to their current positions. More insights: #LaborManagement #Flexibility #EmployeeRetention  

What matters most to employees? While salary and financial health are key, mainland China and Hong Kong professionals have very different priorities on "work-life balance" and "job security"! Curious how to attract and retain top talent? Want to know the secrets to a motivated team? Find more insights via the video of 2025 Randstad Employer Brand Research report or download here https://lnkd.in/gzb-smSd #randstadchina #partnerfortalent #employerbrand

Candidate Priorities How have they shifted over recent years? Five years ago, salary and job title were often the biggest drivers. Today, those still matter, but they are no longer enough. We are seeing a clear shift in what people value most: ☑️ Career growth and learning. Candidates want development. Clear progression paths, learning opportunities, and new challenges. ☑️ Balance and wellbeing. The pressure in many roles is real (as well as the increase in demands in people's personal lives). People are looking for environments that support mental health and promote sustainable ways of working. ☑️ Flexibility and trust. Remote and hybrid work have reshaped expectations. Autonomy and the ability to balance life and work are now essential. ☑️ Inclusivity and an authentic culture. Belonging matters. People want to work in places where they can be themselves and feel aligned with the company’s values. ☑️ Fair pay and meaningful benefits. Compensation is still important, but benefits like private healthcare, flexible working and wellbeing support are increasingly valued. People are now choosing roles based on purpose, culture, and lifestyle, not just pay. Have you seen a shift in your priorities? What matter's most to you? #Recruitment #DigitalHealth #Talent #WorkplaceCulture #CareerGrowth #EmployeeExperience

Flexibility means creating the space for people to stay, grow, and thrive. From reducing turnover to widening the talent pool, flexible work arrangements have proven their value in retention strategies. In 2025, they’re more than perks, they’re a competitive advantage for attracting and keeping top talent in a changing world. The numbers prove it, and the results speak for themselves. #FlexibleWork #EmployeeRetention #FutureOfWork #WorkplaceWellbeing #TalentStrategy Baleshwar Pandey; Neha Srivastava

Recently, I attended a job interview that lasted just 45 minutes—and I got selected. A great opportunity. But then came the real challenge: the workplace was 58 km away from my home. That’s nearly 2 hours of commute (one way) every single day. Imagine the physical exhaustion, the stress, the time lost with family. Suddenly, the excitement of being selected was replaced by the dilemma—is this sustainable? This situation made me reflect on how competitive today’s job market has become. Organizations are working hard to attract top talent, but sometimes the simplest barrier—distance—can stop a great hire from staying engaged. The solution? Hybrid working. Hybrid work isn’t just about convenience. It’s about psychology and productivity: • Conservation of energy: Long commutes drain mental energy, leaving little left for creativity and focus. • Work-life balance: Employees who can manage personal and professional roles flexibly feel less burnout. • Motivation and belonging: Giving choice builds trust, and trust boosts loyalty. But here’s the real question for HR: 👉 Is HR today only about driving organizational targets? Or is it still about creating a balance between company goals and employee needs? The truth is—it has to be both. • If HR focuses only on targets, employees feel like “resources,” not people. • If HR focuses only on comfort, organizations risk losing competitiveness. • The right approach is a win-win model: design policies that meet business goals while respecting human limitations. Hybrid work is not a luxury anymore; it’s a strategic necessity. It ensures companies don’t lose talent to long commutes or rigid work styles. At the end of the day, HR is not about choosing between people or performance. It’s about aligning human needs with organizational success.

TURNOVER IS COSTLY. EXPERIENCE IS PRICELESS. Finally- strategy and common sense.! According to HRD Canada, talent retention is now at the top of HR’s goals amid “costly” turnover. Some key points that stood out to me: 59% of HR leaders say retention is their #1 priority. 65% of organizations are facing annual turnover above 10% — with nearly half above 15%. The focus isn’t just on hiring, but on engaging people, building trust in leadership, offering career development, and ensuring employees feel confident they can succeed. The next part of the conversation needs to focus on older, more experienced employees. They bring years of skills, knowledge, and experience with them, things that are essential for keeping work running smoothly, coming up with new ideas, and helping younger coworkers grow and develop. They often know the systems, customers, and company culture better than anyone, and they’re usually the ones who stick it out through tough times. That makes them key to holding the place together when staff changes or challenges come up. For employers, keeping this talent isn’t just the right thing to do; it’s smart business. With talent shortages on the rise and many Canadians not ready to fully retire, offering flexible, meaningful work options can make all the difference. Programs like W.I.S.E. (Wisdom, Inclusivity, Synergy, Equity) help companies take practical steps to become more age-inclusive — from assessing current practices to earning recognition for creating workplaces where seasoned workers thrive. https://lnkd.in/g_WRwdV4 Retaining older employees means more than loyalty; it means access to expertise and stability, qualities that strengthen any organizarion. Employers who embrace this approach not only keep valuable talent but also build a stronger, more resilient workforce for the future. Too often, older employees are overlooked in workforce planning. But losing them doesn’t just mean another open role — it means losing expertise that can’t be replaced overnight. It’s encouraging to see retention finally being treated with the importance it deserves. It's important to include all generations in that effort. #TalentRetention #EmployeeEngagement #FutureOfWork #WorkforceStrategy #HRLeadership #EmployeeExperience #RetentionStrategy