GLOBALIZATION PARTNERS
What, if anything, do you think are the benefits of working in a global team? 60%
Team diversity More creativity
50%
Global insights into other markets
40%
Cost-effectiveness Responsiveness to clients
30%
Morale
20%
I don’t think there are any benefits to working in a global team
10% 0%
Other Less than a year
1 year, up to 2 years
More than 2 years, up to 3 years
More than 3 years, More than 4 years, up to 4 years up to 5 years
How long people expect to stay in their jobs
Source: Work Trend Index: Microsoft’s latest research on the ways we work
Improved perception of employers
to stay in their current job for more than
employees’ trust, but other findings sig-
four years declared that diversity was
naled different areas of opportunity that,
The changes adopted by companies
the main advantage of their team. It’s no
if tapped into, can boost talent retention.
during the pandemic had a positive
coincidence that teamwork and the abil-
For example, 32 percent of the employ-
effect on the perception employees
ity to express opinions influence people
ees surveyed felt less connected to
had toward their jobs. According to
to keep their current positions.
their coworkers. The three biggest chal-
the global employee survey results,
Happiness with the reporting line also
lenges global teams face are scheduling
48 percent of employees felt happier
correlates with retention: 44 percent stated
across time zones, process speed, and
since they started working remotely,
that their perception of company leader-
lacking communication methods. We
and 34 percent sensed that their voices
ship improved in the last year. From this
can surmise that technology plays a key
mattered more in the company.
group, 50 percent plan to stay at their com-
role in connecting people in different
panies for more than three years. Retention
countries—if done in an efficient and
top three factors that contribute to a better
can be promoted by leadership – by setting
nonintrusive way, employees will be
work experience globally. The first aspect
goals and objectives that encourage
more likely to report happiness and,
was a better work-life balance, followed by
healthy work habits, and empowering
therefore, stay longer in their roles.
being part of a team, and having the right
middle management to do the same.
Surprisingly, compensation was not in the
tools/equipment for the job. Workers realized,
One thing that both surveys clearly
Leaders’ ability to steer their teams
revealed, when interviewing employees as
after a year at home, the value of well-
through a crisis correlates strongly with
much as CFOs, is that remote hiring is not
being—and employees want to hang onto
employee loyalty. In fact, response to the
the future; it is our present. Companies
this learning. Companies that understand
Covid-19 pandemic significantly impacted
that understand this shift and adapt will
how their workforce feels about their work-
teams’ loyalty towards those in charge,
have a competitive advantage in employee
life balance can enhance talent retention.
suggesting that transparency is more valu-
retention. But the message from the work-
able than appearing calm and collected.
force is clear: A healthy work-life balance is
At times when they perceive their leader
more important than compensation. If that
According to those surveyed, diversity is
stretched and stressed, and seeing how
means that employees need to quit their
the main advantage of remote work. This
stress is handled among leadership, work-
jobs and find a new remote role, they will.
has a direct correlation with talent reten-
ers become either more convinced of their
tion: 58 percent feel that diversity is the
loyalty or more set in their unhappiness
ees and take measures to value their
most important benefit of global teams,
with current leadership.
global teams, and keep them connected
Diverse teams nurture retention
followed by more creativity (51 percent),
32
More than 5 years
and global insights into other markets
Retention boosts opportunities
(49 percent). Moreover, people who plan
Diversity and leadership build up
middlemarketgrowth.org
05_GlobalizationPartners.indd 32
Companies that listen to their employ-
and happy, will see a boost in their productivity—motivating their talent to continue working for them. //
Content Provided by ACG Partners and Featured Firms
12/8/21 2:36 PM
