VOIS currently has a varied employee feedback tool landscape: We measure our employee sentiment and engagement via various listening tools which give us a real-time view of the employees’ needs and engagement and enable our leadership to take actions based on insights. • We run Pulse Surveys to find out how to best support our employees and their well-being. • The SPIRIT Beat Survey helps us evaluate where we are on our cultural transformation journey. It includes questions on how we live up to our beliefs and how we display the SPIRIT behaviours at work; it also covers areas such as engagement, purpose and diversity, where employees can give their feedback on what’s going well, and what needs to change. • We also organized the Future Ready Survey in our endeavour to optimize how we use our office space, develop our talent and skills, to improve our collaboration tools and help us get Future Ready as we move into the new normal. We’ve been listening carefully throughout the last year, making improvements in multiple areas. Below are our contributions to date: • To support all our colleagues while we continue to work from home, we introduced the Home Office IT Support guidelines to optimize the remote working experience. • Our new Ways of Working help us balance how we work to avoid burnout and meeting fatigue, whilst making time for personal wellbeing. These changes will provide a healthy remote working environment for us, our teams and everyone that we work with. • Employee wellbeing remains a top priority, and we have increased our focus on psychological safety and belongingness – one of the SPIRIT beliefs – as part of our 100% Human initiative. Under this initiative we focus on emotional wellbeing, building resilience, and how we offer support to families and friends as well, throughout the COVID period. • Our digital tools continue to provide an integrated experience: online meetings, virtual collaboration, virtual team planning of our tasks via one single channel. To prepare for a post-pandemic era and the new normal, we have launched the Future Ready programme at _VOIS. The new Future Ready strategy is designed based on quantitative insights gathered from employees’ feedback during the pandemic, our customer’s changing needs and our vision of the future. Being Future Ready at _VOIS will allow us to work in a way which captures the best of both – flexibility and empowerment of working virtually at home, whilst being able to come together in the office space when required. Under our Future Ready strategy, we started identifying different work patterns which we anticipated to have in the future and assessed how these will shape the experience of each individual. We then mapped all the roles in the organisation to three work patterns or ‘personas’: The Home Worker, The Office Worker, and The Hybrid Worker.

• Under The Home Worker persona, we mapped roles that can be done remotely, with the same efficiency, productivity and security as in the office.

• Under The Office Worker persona, we mapped roles that will predominantly be delivered from the office, with flexible working allowed when absolutely required.

• Under The Hybrid Worker persona, we mapped roles that can be delivered remotely, but require regular access to office. This could be for meetings or to manage office-based teams. 5 Having finalised the initial mapping we found that from a total headcount of 25,000 employees, 23% will be mapped as The Home Workers, 63% as The Hybrid Workers, and 14% as The Office Workers.


ENGAGEMENT & CULTURE: Create a detailed employee and candidate engagement plan for the next three years so all our employees from various personas and candidates are equally engaged. Key aspect for your engagement plan will be to transform the culture of _VOIS to easily accommodate the Future Ready changes. Also, how will you measure the success of the created plan and how it is affecting the sentiment of the candidates and employees.

• Short Term Plan: Start by building an initial one year plan from when we start the implementation of The Future Ready Plan, to support us stabilise into the new reality.

• Long Term Plan: Next, create a three year longer-term plan to help mature our culture whilst keeping everyone engaged and actively contributing to embedding the new Future Ready ways of working. Think of how to involve our managers in building the future of work at _VOIS and what their role needs to be. While shaping the engagement plan for building our culture at _VOIS, do factor that we are a global organisation with more than 25,000 employees spread across 5 countries, having different nationalities, genders, races, ages etc. THE FUTURE OF WORK POST THE THREE YEARS: Based on your engagement and culture plan, how do you imagine the future of work will after these three years?

What will be some of the key learnings from the Future Ready programme and what new trends will _VOIS need to either adapt to or set?

Imagine a futuristic view of the working patterns and the adopted business trends that _VOIS should be considering after three years from now. Plan this while taking into consideration three main aspects, the take-aways that we may get three years after adopting the Future Ready programme, your presented engagement and culture plan, as well as the other market trends that started to appear recently. Below are some of the new market trends which you can explore. Do feel free to add in any other trend you would recommend for _VOIS based on your own research and analysis:

• Go deskless: Future Ready workspaces will no longer have any ‘concentration’ space, there will only be space to collaborate and innovate.

• Indefinite remote working: Implement indefinite remote working and reduce all dependencies to access the office. This will require technology and data security advancements to ensure effective, as well as safe, secure and compliant work.

• Work location agnostic : Enable employees to work from any location and decide if they want to work at any workspace.

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