Jonathan Perumal, Country Manager, ANZ at Safeguard Global, shares four predictions for the HR trends Australian businesses can expect to see as they head into the new year.

1. Overseas hiring driving expansion into new markets

“For much of 2023, many Australian businesses were growing their workforces onshore by hiring within Australia. However, we are increasingly seeing organisations hiring employees based overseas as a means of expanding their business into bigger addressable markets. This is especially true of high-growth industries, such as the technology sector, which is growing by 16 percent per year on average, according to ASIC. Australian companies from technology and defence to healthcare are looking to the United States and Europe in their expansion efforts.

According to Airwallex’s Australian Business Growth Index, more than two thirds of Australian SMEs say they plan to be operational outside of the country by 2027. As remote working possibilities and outsourced employment models grow, so too will opportunities for Australian businesses to expand their operations internationally. Companies that limit their horizon to national shores and fail to embrace the benefits of introducing globally diverse experiences and ideas risk being left behind.”

2. More investment in training to upskill workers

“Australia’s tight labour market is exacerbating staff shortages for skilled roles, a problem which will persist into 2024 and one that is forcing business leaders to rethink how they utilise their existing workforce. As a result, businesses are likely to increase their investment in staff training and development to strengthen the in-house skills base, through courses covering topics including coding, cyber and project management.

Training and upskilling opportunities are essential to professional development, which in turn boosts employee morale, encouraging existing workers to stay and attracting talent to your business. Professional development opportunities were ranked among the most important job characteristic by respondents in Safeguard Global’s Global Employee Satisfaction & Benefits Study.

By facilitating access to leadership pathways and technical training programs, businesses can ensure their employees are satisfied with their career prospects and maximise their contribution to the organisation.”

3. Greater use of AI in hiring and onboarding practices

“It’s only a matter of time before AI becomes cemented in business operations, including in hiring and onboarding processes, a trend we should see come to fruition in 2024. This technology is expected to expand rapidly, with FIS’ Global Innovation Report 2023 finding that half of Australian firms are already using generative AI, with 71 percent planning to grow their investment in this area next year

AI can streamline HR processes, mitigate bias, and improve decision-making through better analysis. For example, AI can be used to assess current roles and quickly generate job specifications based on best practice. In addition, as AI continues to replace repetitive and functional tasks, employees will have more time to focus on creative, strategic, and meaningful work and we will see a shift in the types of roles businesses hire for.”

4. Increasing demand for remote leadership positions

“Traditionally, companies have hired remote workers to fill executional roles like coding and programming, but we are seeing an increase in remote positions opening at the executive level, a trend we predict will continue. When Australia opened again after the COVID lockdowns, a considerable number of people repatriated to their home countries or moved abroad, requiring companies to shift their policies and expectations for employees to remain in Australia – we have well and truly entered the new world of work without borders.

Hiring globally for leadership roles creates an opportunity for businesses to draw from a wider talent pool with more diverse experience, which can be used to foster homegrown teams into future leadership positions.”

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Key Highlights:

• Nearly 48% of Australians have or plan to start a side hustle
• Over 950,000 Australians now work multiple jobs, up more than 10% from last year
• Coco Hou provides valuable tips on how to distinguish between a hobby and a business based on key criteria
• Turning a passion into a business can lead to tax deductions and government benefits
• She warns many Aussies are potentially missing out on tax deductions

A national report released by ING in Australia revealed nearly half (48%) of the Australians surveyed either have or are planning to start a side hustle. New data from the Australian Bureau of Statistics, reveals there are now close to 950,000 Aussies working multiple jobs, up more than 10 per cent since last year.

According to Coco Hou, CEO of Platinum Accounting Australia, a highly respected leading national accounting, taxation, advisory and bookkeeping service, any additional income-earning activity that you engage in apart from your primary source of income is counted as a side hustle. This includes activities like product selling, freelance work, consulting or running a small business alongside your regular job.

With over a decade of experience navigating Australia’s complex taxation system, Hou is an expert in Australian taxation and has come up with some tips for those with a side hustle, reminding them that they can make tax claims on their side hustles as well as their primary jobs.

You must report additional income to the ATO

“Yes, you must report additional income from your side hustle to the ATO. Generally, when you provide labour, skills or goods for a fee, you need to report this income in the tax return. It doesn’t matter what role you fulfil in the side hustle, be it employee or independent contractor. Even one-off payments need to be reported,” Hou said.

“Having a Pay As You Go instalment system in place is a good way to side aside tax payments throughout the year, so that you’ll avoid accumulating a huge liability at the end of the year. The ATO is aware that many Aussies have picked up side hustles since the pandemic and it’s been at the forefront of their minds this tax season, so don’t get caught trying to evade side hustle taxes.”

Hobby or business? 

Hou went on to explain that in Australia, we distinguish between a hobby and a business based on five criteria:

1. Intention to make a profit
2. Size and scale
3. Repetition and regularity of activities
4. Commercial intent
5. Knowledge and expertise

“For example, if you make jewellery at home for a few friends who take you out for a coffee in lieu, then under such a private arrangement, there would be no tax consequences. But if you’re regularly setting up stalls at Sunday markets and selling through Etsy, then you would,” Hou explained.

Turning your hobby into a business

“The benefit of turning your passion into a money maker is that you can make tax deductions from your business expenditures, and you could possibly pay less tax. When you formally become a business, you’d also want to register for a website domain, which will then give you access to government benefits and concessions,” Hou continued.

“One question clients often ask me is about Goods and Services Tax (GST). Basically, if your side hustle involves providing goods or services with an annual turnover in excess of $75,000, then you must register for GST. This means that you’ll have to charge an additional ten percent on top of your sales, and also file a business activity statement. However, this also means that you can claim back the GST that you paid on business expenses.”

What you can claim

“You can claim deductions for expenses that you incurred from running your business. Typically this includes supplies, equipment, marketing costs, travel expenses and even home office expenses if you have a workspace set up in your home for this purpose,” Hou added.

“As always, you must remember to keep your records in order and keep your receipts so that you can make these claims. You can use bookkeeping software to track and file your expenses so as to keep it all streamlined.”

Side hustles are worth it

“I encourage Aussies to pick up a side hustle as it adds valuable income to their financial position. Besides this, having a side hustle can really grow your skills, expand your networks and you might even discover a new interest. If your side hustle is already something you love, this could be a lifelong thing that could take you well into retirement and keep you busy,” Hou said.

“However, if you do have a side hustle, then the best thing to do is to get an accountant to help you keep track of the ins and outs of the business end. Having a reliable accountant by your side will always be an asset to you because we’ll have the knowledge of how to reduce your tax liability while helping you save money and avoid tax penalties due to mistakes.”

The post How to join the record number of Aussies embracing side hustles appeared first on Small Business Connections.

Understanding the Australian Promotion Landscape

According to Seek, Australia’s leading job portal, the average promotion cycle in Australia is approximately 3.8 years. However, this can vary significantly depending on the industry, company size, and individual performance. Research suggests that promotions are more likely to occur in smaller companies and in industries with high turnover rates.

Strategies for Success: Achieving Promotions in Australia

1. Know Your Worth: Before seeking a promotion, it’s crucial to understand your value to the Australian workplace. Assess your accomplishments, contributions, and skills that make you a valuable asset. Research average salary ranges for your position and experience level to gain a better understanding of your worth in the market.

2. Align with Company Goals and Values: Demonstrate your commitment to the company’s overall objectives and values. Understand the organization’s strategic direction and identify how your skills and expertise align with achieving these goals. Highlighting your contributions to the company’s success will strengthen your case for promotion.

3. Become a Proactive Problem Solver: Proactively seek out opportunities to solve problems and contribute innovative solutions. Identify areas where you can make a positive impact and showcase your problem-solving abilities. Taking initiative and demonstrating your ability to address challenges will set you apart from your peers.

4. Build Strong Relationships: Cultivate positive relationships with your colleagues, managers, and other stakeholders. Networking and building rapport can provide valuable insights into promotion opportunities and enhance your visibility within the organization.

5. Advocate for Yourself: Don’t be afraid to express your desire for advancement. Communicate your career aspirations to your manager and seek guidance on how to achieve them. Expressing your interest in promotion demonstrates your ambition and commitment to your professional growth.

6. Continuous Learning and Development: Invest in your professional development by acquiring new skills and knowledge that are relevant to your industry and career goals. Attending workshops, conferences, or pursuing additional certifications can enhance your expertise and make you a more attractive candidate for promotion.

Timing Your Request for a Raise or New Job Title

The timing of your request for a raise or a new job title is crucial for success. Generally, it’s best to wait until you have a clear track record of accomplishments and contributions to the company. Aim to have concrete examples of your achievements and a clear understanding of your value to the organization before approaching your manager about a raise or promotion.

Internal vs. External Promotions: Navigating the Options

Deciding whether to seek promotion internally or externally is a personal choice that depends on your individual circumstances and career goals. Internal promotions offer the advantage of familiarity with the company culture and processes, as well as established relationships with colleagues and managers. However, external promotions may provide opportunities for higher salaries, more rapid advancement, and exposure to new challenges.

Getting Poached: Attracting Attractive Job Offers

Poaching, the practice of a company recruiting an employee from another organization, is a common occurrence in the Australian job market. To attract attractive job offers and increase your chances of being poached, focus on building a strong professional reputation, developing in-demand skills, and networking with industry professionals.

Additional Tips for Success in Australia

• Embrace Cultural Awareness: Understand the nuances of Australian workplace culture, which emphasizes respect, teamwork, and a work-life balance.

• Demonstrate Initiative and Adaptability: Be proactive in taking on new challenges and adapting to changing workplace environments.

• Seek Feedback and Mentorship: Regularly seek feedback from your manager and consider seeking guidance from a mentor to enhance your career development.

• Stay Updated on Industry Trends: Keep abreast of emerging trends and developments in your industry to demonstrate your knowledge and commitment to staying ahead of the curve.

By following these strategies and tips, you can significantly increase your chances of achieving promotions, securing raises, and attracting attractive job offers in the competitive Australian job market. Remember, career advancement is a continuous journey that requires dedication, continuous learning, and a proactive approach.

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The initial response from Optus delivered by an unnamed company spokesperson on Facebook and X at 6.47am AEDT told Australians little they didn’t already know, that the network was down, and that the company didn’t yet know what had happened.

Later, at 10.30am, the ABC got through to Optus Chief Executive Kelly Bayer Rosmarino via WhatsApp and asked

What do you know? What’s happened?

Bayer Rosmarino replied:

Well I mean we do know how important connectivity is to all of our customers, so we are really, really apologetic and sorry that our connections have gone down today. The teams are working with huge effort to try and restore services as a priority, and will keep working on that until everybody’s back in action.

For the second time in a little over a year, the country’s second-largest telecommunications provider lost control of its story.

In September last year when the data of up to 9.8 million of its present and former customers was compromised, it failed to contact those affected for days and communicated via media statements, believing that was the “quickest and most effective way to alert as many current and former customers as possible”.

Golden rules for crises

Every company should have a crisis communications plan – a “living document” that it regularly updates, so that when a crisis emerges there is a strategy ready to be implemented.

There are several golden rules to executing an effective crisis communications response. They are based on transparency, honesty and empathy, and are well documented by theorists such as Timothy Coombs and William Benoit.

1. Learn from past mistakes

Last year Optus was castigated after its appalling public response (or lack thereof) to one of Australia’s largest data breaches. Optus took four days to tell 9.8 million present and former customers that their data had been compromised.

For a company in the communications business, that’s an epic failure.

To make matters worse, once alerted to the breach, its customers were unable to get through. In a crisis, customers don’t want a recorded message that tells them their “call is important” only to be left on hold.

At that moment customers need information and assurance their trust in the company has not been misplaced. If the company doesn’t have capacity it should be ready to mobilise a temporary workforce to respond to its customers.

2. Prepare to deal with the media

Another mistake Optus appeared to make last year was not to give Bayer Rosmarin sufficient media training. She didn’t front the media for two days.

Corporate heads and executives should regularly undergo media training during which they learn how to respond to difficult and hostile questioning.

This time Bayer Rosmarin fronted the media within hours rather than days, although too late for the morning news programs that told Australians what was going on.

3. Don’t let the story run away from you

The best advice is to get out in front of the story. By the time Bayer Rosmarin spoke up at 10.30 this morning, it was difficult to alter an established narrative.

Once a story becomes publicly established, it becomes difficult to influence.

And it is best to speak to more than one media outlet. This is particularly important for a company with a broad customer base like Optus.

4. Apologise and accept blame

Last year Optus painted itself as the victim of the hack (which it was) but then failed to also address its responsibility for keeping its customers’ data safe, and apologise for failing to do so.

Mortification (confessing and asking for forgiveness) is recommended by both Coombs and Benoit, and the sooner the better.

Companies that apologise late are seen as disingenuous.

5. Be empathetic

Companies that have let down their customers should put themselves in their customers’ place.

Part of doing this is to avoid corporate speak and connect at a human level.

Customers want to know the company accepts its actions have caused harm and is as concerned about it as they are, if not more so.

This means sharing information as soon as it is to hand so that customers can make decisions. These might involve leaving for a competitor, or sticking with the company that is sticking by them.

6. Be honest

If a company in crisis doesn’t know the answer to a question it should say so, but then promise to provide regular updates and be true to its word.

A company that leaves a communication vacuum (as Optus did this morning) will allow others to fill it, almost certainly to its detriment.

7. Bolster your company

Bolstering is reminding customers of the good things a company has done in the past, and can work when deployed alongside empathy, honesty and mortification.

It’s an approach that will prove difficult for Optus, given its performance the last time it was in this sort of crisis.

The post How Optus butchered handling a crisis: a lesson for businesses appeared first on Small Business Connections.

Venture Connect transforms corporate-startup partnerships by streamlining the process and taking a fresh approach to building valuable business relationships. The initiative was created with the aim of eliminating common delays and pitfalls experienced in partnering with corporates, which often clash with the agility, maturity and funding runway of startups.

“We created Venture Connect in response to feedback from corporates who told us they get inundated with hundreds of startup pitches daily. They know there are likely some gems among them, but sorting through the volume is extremely time consuming, so promising opportunities end up lost. Equally, startups are expending significant time and money trying to get the attention of corporates, often to no avail. In my research, I spoke with startups spending upwards of $10,000 just to attend a single conference, hoping for a breakthrough,” said Ben Dunn, Director of Advisory Services at Stone & Chalk.

“There is a clear need for a curating intermediary to make meaningful connections between corporates and startups. At Stone & Chalk, we provide qualitative curation, carefully evaluating startups to identify the most promising ones for partnership opportunities.”

The program offers curated and strategic introductions to like-minded startups based on briefs provided by the corporates. Each unique submission is assessed to advance founders with concepts and offerings that meet the requirements of corporations, and then Stone & Chalk supports both parties throughout the process.

During its beta phase, Venture Connect has already demonstrated significant success by connecting eight startups with corporations, with even more success stories on the horizon. Though still in its infancy, the program has already welcomed participation from nine major corporations across financial services, defense, utilities and more. Over 400 matches have been made so far, with over a third leading to additional meetings, partnerships, collaborations or deals.

Stone & Chalk is committed to providing a valuable service in curating and connecting startups with corporations, offering an effective alternative to traditional methods. Strategically this program means that for the first time, Stone & Chalk can extend its reach beyond physical locations providing support to emerging tech startups and scaleups across Australia and beyond.

One corporation signed up to the Venture Connect program is Standards Australia. Evan Jones, Senior Investments Manager at Standards Australia, shared his enthusiasm for the program saying, “Participating in Stone & Chalk’s Venture Connect has meaningfully accelerated Standards Australia Future Fund in engaging startups. The program has generated thirty-plus matches and many conversations with founders – a number of which have transitioned to a diligence phase.

“The team’s tailored approach to understand our specific strategic needs laid the groundwork for success, and thought-provoking conversations helped shape our vision for the type of partner we want to be to our portfolio companies.”

Venture Connect also serves as a gateway for international businesses looking to enter the Australian market, emphasising the importance of qualitative curation and focusing on quality deal flow. This initiative aligns perfectly with Stone & Chalk’s mission, enabling startups to achieve success through various means, including revenue generation.

Also read: Aussie workers value flexible work over pay rises, new research finds

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The Dialogue, chaired by the incoming President of the Business Council of Australia Geoff Culbert, brought together select Australian and Chinese business Chief Executives to discuss a range of issues, including decarbonisation, the green economy, AgriTech, food exports, education, research, financial services, tourism, and MedTech.

The Dialogue was an important part of Prime Minister Anthony Albanese’s and Trade Minister Don Farrell’s visit to China, and it served to underscore the ongoing strength of the relationship between the two countries, despite recent challenges.

China remains Australia’s largest trading partner, with bilateral trade worth nearly $300 billion in 2022, accounting for 25 per cent of overall trade. This relationship provides significant opportunities for Australian businesses, and the Business Council of Australia is committed to supporting its members to take advantage of these opportunities.

As Mr Culbert noted, “these personal exchanges are an essential part of the relationship.” The Dialogue provided a valuable opportunity for Australian business leaders to meet with their Chinese counterparts and to build relationships that will support future trade and investment.

The Business Council of Australia is also committed to working with the Australian Government to resolve any outstanding issues between the two countries. As Mr Black noted, “there are still issues to be resolved and we support the Government’s approach on those matters.”

The Business Council of Australia believes that strong business-to-business relations are vital for Australian businesses, as the Australia-China bilateral relationship stabilises. The Dialogue was a positive step in this direction, and it is hoped that it will lead to further engagement and opportunities for Australian businesses in China.

The following are some specific examples of the economic opportunities that exist for Australian businesses in China:

• Decarbonisation and the green economy: China is committed to achieving net zero emissions by 2060, and Australian businesses can play a leading role in helping China to achieve this goal. Australian companies are at the forefront of developing and deploying decarbonisation technologies, including renewable energy, energy efficiency, and carbon capture and storage.
• AgriTech and food exports: China is a major importer of food, and Australian agricultural products are highly sought-after by Chinese consumers. Australian businesses can capitalise on this demand by developing and exporting innovative AgriTech solutions and high-quality food products.
• Education and research: China is Australia’s largest international student market, and Australian universities are world-renowned for their quality of education. Australian businesses can also provide valuable research and development services to Chinese companies.
• Financial services: Australia is a leading financial services centre, and Australian banks and other financial institutions can play a role in supporting the growth of the Chinese economy.
• Tourism and MedTech: China is also a major tourist destination for Australians, and Australian businesses can provide high-quality tourism and MedTech services to Chinese visitors.

The Business Council of Australia encourages Australian businesses to explore the opportunities that exist in China. The Dialogue was a positive step in strengthening business-to-business relations between the two countries, and the Business Council of Australia is committed to supporting its members to take advantage of the economic opportunities that China presents.

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What are patents?

A patent provides inventors with exclusive rights to their inventions for a specific period, typically 20 years from the date of filing. In return for sharing their innovation with the public, patent holders gain the right to exclude others from making, using, or selling their invention without permission.

Patent protection is valuable for a small business owner looking to protect their innovative ideas and gain a competitive edge in the market. Securing a patent can safeguard an invention, attract investors, and potentially pave the way for future growth. Navigating the patent application process can be complex, so it can be important to seek legal advice and ensure you thoroughly understand the requirements and timelines.

What does a patent protect?

You can use a patent to protect devices, substances, methods or processes. To be granted a patent, your invention must be:

• New: It must not be known to the public.

• Useful: It can be made or used in an industry.
• Inventive: It must be different enough from what already exists.

• A suitable subject matter, known as ‘a manner of manufacture’.

Why are patents important for a small business?

• Protection: Patents provide a strong shield against competitors, preventing them from copying, using, or selling your invention without your consent.
• Competitive edge: Having a patent can give your small business a competitive advantage by offering a unique product or technology that others can’t replicate.
• Attracting investors: Patents can make your business more attractive to investors, as they demonstrate your commitment to innovation and your potential for growth.

The patent application process

The process of obtaining a patent can be quite intricate, but here’s a simplified breakdown:

• Idea development: Start by brainstorming, researching, and developing your invention. Make sure it’s truly new and useful.
• Patent search: Conduct a patent search to ensure your idea hasn’t already been patented. This step is vital to save time and resources. See IP Australia’s page on searching patents for more information – How To Search Existing Patents | IP Australia.
• Prepare and file an application: You’ll need to prepare a detailed patent application that includes a thorough description of your invention, how it works, and why it’s unique. You can file your application with the patent office in your country, such as IP Australia in Australia.
• Examination: Your application will be examined by a patent office examiner to determine if it meets the criteria for patentability.
• Grant or rejection: If your application is accepted, you’ll be granted a patent, and your invention will be protected. If it’s rejected, you can appeal or make amendments to address any issues raised.
• Maintenance: After obtaining a patent, you’ll need to pay renewal fees and comply with other requirements to keep your patent in force.

Preparing your application

If you’re trying to decide if you should go ahead with a patent, you could file a provisional application in the meantime. It doesn’t provide you with protection yet, but it gives you 12 months to decide whether to go ahead with a standard patent application.

If you decide to go ahead with an application, you will need to write a specification. A specification describes what your invention is and how it works in detail. There are strict requirements to follow – for more information and some templates to help you, see How To Write A Specification | IP Australia. If you’re a small to medium business, you could also be eligible to use IP Australia’s free patent case manager service.

If you’d like legal advice or hands-on help with your application, you should consider engaging a patent attorney.

Key points to remember

• Timing is crucial: Patents are time-sensitive, so it’s essential to apply as soon as possible after inventing something new and keep it a secret until you apply.
• Keep records: Maintain thorough records of your invention’s development, including dates, drawings, and notes. This documentation can be valuable in the patent application process.
• Seek legal advice: Consulting with a patent attorney or agent can help you navigate the complexities of the patent system and increase your chances of success.
• International protection: If you plan to sell your invention internationally, consider seeking patent protection in other countries to safeguard your rights in foreign markets.

So, if you’ve got a brilliant idea that could change the game for your business, consider patent protection. Visit the IP Australia website to understand how a patent can support your business’ success, and how to apply for one.

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Flare’s latest National Employee Benefits Index explores how the economy impacts employee sentiment towards the workplace and their role. It surveyed 3,000 Australian employees across all industries.

The Index found mortgage pressures (94%) and shrinkflation (92%) are the leading causes of financial stress followed by transportation fares (86%) and childcare expenses (44%).

With businesses preparing for a possible recession, improving employee engagement and loyalty is increasingly important in retaining talent.

The biggest drivers of employee loyalty are flexible schedule options (45%) and support for reasonable work hours (32%) as employers increasingly enforce return-to-office policies.

In the six months since the previous Index, businesses paradoxically are tightening their benefits belts, with the Index showing drops over 70 per cent of the most popular benefits. Flexible work arrangements (16%) being the most notable shift.

David Brudenell, Chief Revenue Officer at Flare says: “With job mobility the highest it’s been since 2012, and pre-recessionary sentiment high, keeping employees productive has never been more critical. The National Index shows employee perks and benefits drive productivity and loyalty, but most businesses have the wrong mix of them. Aussies want flexibility above all else – and are loyal to employers that offer it.”

In a time of extreme financial stress, the Index found that large sections of the Australian workforce are also emotionally drained (41%), feel overworked (37%) and aren’t satisfied with their compensation (18%). Nearly one in four are thinking about leaving their current employer (38%).

To counteract tight labour market conditions resulting in role expansions, there was a 24 per cent uptick in financial and retirement planning and public transport benefit offerings over the last six months proving businesses are aiming to coax more out of their workforce.

The Index shows benefits that increase take-home pay have a positive impact, with employees more likely to report feeling more valued by their manager, better aligned to their work, and more excited to go to work. These employees with take-home pay focused benefits are also 21 per cent less likely to cite flexible working hours as a driver of loyalty. “Over half of the employed workforce is financially stressed. With a worsening business outlook, there is a real risk that employees disengage, impacting productivity when business needs it most,” Brudenell said.

“Benefits have the power to help employees thrive, acting as a buffer between economic pressures and emotional stress, but this is dependent on the right benefits, company processes and culture. Encouragingly, the Index shows businesses are beginning to move in the right direction in alleviating employee stresses, but maintaining this momentum will be the real testament in driving employee loyalty as we close out a turbulent year for business operations and retention.”

The post Aussie workers value flexible work over pay rises, new research finds appeared first on Small Business Connections.

“There is a huge opportunity to strengthen the world’s relationship with work in ways that are both good for people and good for business,” said Bradley Pulford, Managing Director of HP Australia. “As leaders, we must always reject the false choice between productivity and happiness. The most successful companies are built on cultures that enable employees to excel in their careers while thriving outside of work.”

A few key findings about Australian workers include:  

• Only 22% of knowledge workers in Australia have a healthy relationship with work.
• 81% of people are willing to earn less if it means loving work more. This is significantly higher for Gen Z (92%), followed by millennials (85%).  
• 81% of knowledge workers experience negative impacts on aspects of their lives when their relationship with work isn’t how they want it to be. 
• 64% of business leaders say retaining top talent has become more difficult. And 71% say attracting top talent has become more difficult. 
• 55% of knowledge workers say their expectations of their relationship with work has increased over the past 2-3 years. 

The HP Work Relationship Index provides a valuable benchmark for understanding the world’s relationship with work and the key drivers of a healthy relationship. HP encourages businesses and leaders to use these findings to create more positive and productive work environments for their employees.

Also read: Returning to the office: lower employee engagement and mental wellbeing

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