2025 is shaping up to be a year of delicate economic recovery, as businesses continue to walk a tightrope, balancing balance growth ambitions whilst streamlining operational efficiency. Core to the latter is a driven, talented workforce that is kept happy and performing to peak productivity. After all, the talent landscape is already fiercely competitive, and the battle for skilled professionals is only going to intensify as organisations grapple with severe talent shortages, aggravated by brain drain and heightened competition for skilled professionals.
ManpowerGroup’s Talent Shortage Survey 2024 paints a stark picture: as many as 75% of Asia Pacific employers report difficulty filling positions, a significant jump from previous years. To exacerbate matters, growing friction between employee preferences and employer expectations, particularly on the hybrid work front, is set to heat up as more companies move for greater in-office presence. This ability to stay ahead of a workforce that has ever-evolving needs can be a bridge too far for many organisations, in turn leading to talent attrition.
Put together, it might seem like an impossible situation, but it is in these moments that organisations should leverage AI-driven data analysis to crack the code on talent retention, performance optimisation, and boosting productivity.
Decoding the employer vs employee conundrum
The disconnect between what employees desire and what employers find operationally sustainable has become one of the defining challenges of our time. Employers see greater in-office attendance as crucial for better focus, collaboration, innovation, and team cohesion. On the other hand, employees are advocating for greater autonomy, proclaiming it key to their productivity and well-being.
This persistent tug-of-war between management and workers—each championing their vision of work—is only set to intensify particularly in Asia Pacific, where hybrid work is the preferred mode yet traditional workplace cultures often equate physical presence with commitment.
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It is this ongoing tussle that has spurred waves of workplace trends like “quiet quitting” and “the Great Resignation”. While those movements may ebb and flow, the underlying divide persists and will not be going away.
With Gen Z set to account for over a quarter of the workforce in OECD countries and one-third of the Earth’s population by 2025, this conundrum demands urgent attention. Hybrid work is not a fad; it's a fundamental shift in how we work, and the stakes are high. Get it wrong, and organisations risk losing talent and hindering business performance. Get it right, and the world’s your oyster.
Looking towards 2025, perhaps the time is ripe for organisations to rethink workplace strategies, making sure to build it out through an Employee Value Proposition (EVP) lens.
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One way to strike the right balance with hybrid work is by including it in a comprehensive EVP which will strengthen the cultural and ‘connective glue’ that keeps employees interested, motivated and wanting to stay. It pays to be mindful though that whilst a flexible workstyle is much desired, it is not a one-size-fits-all solution. Instead, align your company culture and office environment to offer opportunities for continuous learning and greater personal well-being. Create places that not only invite people to learn but also to share their knowledge and skills, such that a return to the office becomes a rewarding experience.
The role of AI as the great enabler
By leveraging data and insights to design workplaces that are adaptable, efficient, and employee-centric, organisations can stay ahead of the curve. Artificial Intelligence (AI) emerges here as a futuristic approach to property management, and a critical enabler in this transformation.
Automated systems for HVAC, lighting, and security alarms ensure that workplaces are not only energy-efficient but also prioritise employee comfort and well-being. Coupled with Internet of Things (IoT) sensors and computer vision applications, companies can gain precise insights into space utilisation.
AI-powered platforms like JLL Falcon enable advanced data analytics, turning insights into actionable strategies/ intelligence that opens up the possibility for companies to reconfigure and reimagine underutilised spaces into dynamic, multi-purpose environments for employees to thrive.
Beyond operational efficiency, AI can analyse performance metrics, individual learning styles and business gaps to create customised training programmes for employees.
Taking it a step further, the evaluation of space utilisation data can best determine which days and venues to conduct these programmes, optimising the ability of organisations to cultivate a culture of continuous learning.
Once seen as the antagonist of the workforce, AI has quickly become a friend and enabler with a unifying potential that lies in its ability to bring employees and employers closer to a compromise. In a world where talent is hard to find and harder to keep, AI can and should be the tool to effectively mobilise workplace strategies for businesses looking to get off the blocks fastest.
Vivek Satpathi is the head of Client Growth for Asia Pacific at JLL
