South African work habits shifting: poll results

https://lnkd.in/eJ_aezUR Forget 40 hours: The Dutch are thriving on 32 Workers in the Netherlands have quietly embraced a four-day workweek, averaging just 32.1 hours—the shortest in Europe. This shift, driven largely by women entering the workforce in part-time roles since the 1980s, has become a cultural norm. Meanwhile, U.S. employees still average 43 hours weekly, clinging to hybrid schedules for flexibility as RTO mandates rise. Advocates argue shorter weeks could help retain talent, especially working women, who are leaving jobs amid rigid office policies. #FutureOfWork #WorkCulture #FourDayWeek #HybridWork

A survey of 1,000 remote workers found that 1 in 4 believe their social skills have declined since working from home — struggling with small talk, eye contact, and conversations In Canada, 43% of workers said their social skills weakened when in-person meetings dropped — with women reporting this more often than men. Is remote work really giving us freedom — or slowly taking away our social life? Read more: https://lnkd.in/daJV_7FR #RemoteWork #workfromhome

✨ What makes a workplace truly carer-friendly? ✨ Yesterday, I had the pleasure of attending the Carer Friendly Business Awards and assisting in presenting the Great Employer Award to RSL Queensland. So, what does it mean to be a carer-friendly employer? It’s about recognising that employees have responsibilities outside of work — and providing flexibility to support them. That might look like: 🌿 Flexible start and finish times 🌿 Part-time or remote work options 🌿 Time off in lieu or additional leave 🌿 A reduced working week or compressed fortnight These practices don’t just support carers — they help everyone. They reduce workplace stress and absenteeism, boost productivity and job satisfaction, and help attract and retain great talent. 👏 Well done to RSL Queensland for leading the way with flexible work arrangements that make a real difference in people’s lives. #CarerFriendly #FlexibleWork #Wellways #WorkplaceWellbeing #EmployeeEngagement #FutureOfWork #Inclusion #SupportForCarers

🤯 The Remote Work Paradox is Real! New data from Future of Good reveals a stunning contradiction in the non-profit sector: Remote workers report stronger wellbeing, yet they are significantly more likely to consider quitting than their in-office counterparts. The report, Thriving Yet Leaving: The Remote Work Paradox in Non-Profits, shows 25% of remote/hybrid staff are thinking of leaving, compared to just 12% of on-site staff. So what’s the strongest predictor of quitting? It's not job satisfaction—it's loneliness. This challenge is more pronounced for younger workers and highlights the need for intentional strategies. We get expert insights from Chris Dyer on how leaders can evolve their engagement tools, and hear from Olga Morawczynski Ph.D. (Heal-3), Steven Ayer (Common Good Strategies), and Jacquie Li (Calgary Corporate Challenge) on why human connection—not incentives—is the key to retention. Find out how organizations like Imagine Canada are tackling this head-on with Connection Funds and structured onboarding. 🔗 Read the full article without paywall: https://lnkd.in/e8hpqSuV 🔗 Download the Deep Dive Report: https://lnkd.in/eCfWps9y #RemoteWork #Nonprofit #Wellbeing #FutureofWork #Retention #FutureOfGood

Across the UK, demand is rising for workplace wellbeing services that encourage real connection driven by hybrid work, stress and burnout. Meanwhile, many skilled UK craftspeople, often freelancers, neurodivergent, women, or in underrepresented areas seek fair, flexible income and visibility for their work. We at Well–Crafted bridge these two needs, connecting modern workplaces with the talent and creativity of the UK’s makers. https://lnkd.in/eyW9E3ZT

Women who want work-from-home flexibility are finding it comes with a price. 🔗 https://on.wsj.com/4oGkP2d Gabriela Romeu, a college administrator in Miami, said hybrid work arrangements in the wake of the pandemic were perfect for her. Then her employer called everyone back to the office full time in August. She has kept her job—Miami’s high living costs make taking a pay cut difficult—but is spending more time commuting and more money on after-hours care for her two children. “It’s a lot for seemingly almost no reason because I was doing my job well—there really wasn’t a need necessarily for me to be fully in-person,” Romeu said. Women have fallen behind in the return-to-office push, reflecting the barriers they can still hit when juggling careers and families, even after decades of workplace gains.

A study has found that UK workers are rejecting the 'return-to-office' mandates that some employers are trying to implement. Less than half of the UK workforce would comply with a return-to-office mandate, with parents being the largest group that show resistance to office attendance. Key takeaways: - 58% of workers said they would either quit immediately or start looking for a new job if required to return full-time. - 53% of fathers with school-age children would look for a new job if asked to return to the office. - 64% of mothers said they would quit straight away or seek alternative employment. - 27% of women said home was their main place of work, with 30% of men saying the same. Flexible working perhaps is here to stay for the long run - businesses will have to implement this into their long-term strategies and office designs to maximise efficiency and employee morale. What are your thoughts on flexible working, is it here to stay?

Radio interview - ABC News Breakfast 🌟 Unlocking Opportunities: Empowering Indigenous Australians for Remote Work Success! 🌏 Imagine a future where tailored jobs, dignity, and community collaboration transform the employment landscape for Indigenous Australians in remote areas. The Remote Australia Employment Service is paving the way for meaningful work and a promising future. 🚀 Actionable Insights to Support Indigenous Employment: 1. Engage in Co-Design: Collaborate with communities to customize job opportunities and address local needs effectively. 2. Transition with Dignity: Support individuals moving from welfare to work with respectful and dignified practices. 3. Enhance Infrastructure: Leverage employment programs to improve local services and structures, fostering community development. 4. Foster Dialogue: Encourage ongoing discussions with Aboriginal councils to address funding concerns and ensure equitable distribution. 5. Advocate for Amendments: Support Minister McCarthy's call for collaboration and amendments in environment law reforms to facilitate inclusive participation. 🌿 Join the Discussion: - How can community-driven employment initiatives like RAES inspire global models for inclusive job creation? - What role can professionals play in supporting programs like RAES to enhance sustainable job opportunities and economic empowerment? 👉 Let's connect to explore ways to contribute to impactful initiatives and empower individuals for a brighter future! #IndigenousEmployment #CommunityCollaboration #JobOpportunities

Hybrid working arrangements are helping to break down the gendered division of family work and bringing wider economic benefits in the process, says IWG CEO Mark Dixon #hrblog https://lnkd.in/ehwnrj7X

Putting Return-to-Work on the Agenda — Mary Finn attending the public consultation on Pathways to Work. Last week, Mary had the opportunity to attend the Pathways to Work: Regional Consultation, hosted by the Department of Social Protection. The event brought together people from across the region to talk about the barriers and challenges that can prevent individuals from accessing work. As someone working directly with employees through Connect4Work, Mary wanted to ensure that this group, often overlooked in these conversations had their voice heard. What group exactly? The group of absent employees who are trying to return to their jobs after a period of long-term absence, often due to illness or injury. These workers face specific challenges not only in making that initial return but also in sustaining their employment when they do. In the discussion group Mary joined, they explored a range of barriers: Transport, Access to services, Financial pressures, Outdated or missing skills, and the need for lifelong learning opportunities. Mary highlighted that for many employees returning from extended sick leave, these barriers can be magnified, and without the right supports, the transition back can feel enormous. For some, they feel the only option open to them is to not go back to work - and that is just not right! The collective conclusion was that any effective pathway to work — whether for someone starting work for the first time, re-entering after unemployment, or returning after a health-related absence — depends on inter-agency cooperation, active listening, collaboration, and flexibility in delivering services and supports. Mary's main takeaway from the day is this: Employees need labour markets that are accessible, inclusive, and genuinely supportive. Businesses also benefit when they work flexibly to balance operational needs with the realities their staff face. It might seem like an aspirational goal, but it becomes possible when we approach it with open minds and a willingness to explore every option. Question for you: What changes would make it easier for employees returning after long-term absence to not only get back to work, but to stay there successfully? #ReturnToWorkPlanning #VocationalRehabilitation #HealthAtWork