The people working for you are your company. The more you care about them and show them you care, the more they will care about their work.

This caring attitude will also translate through to your employees’ dealings with customers and external stakeholders, giving them a better experience too.

Get it right, and it’s a win win situation.

Mark Beatson, Chief Economist at The Chartered Institute of Personnel and Development [CIPD]


Why now then are we considering engagement as more of an issue, what is changing, and how a new Co-employment relationship will make a difference?

The way we work is constantly evolving. Demographic, social, political, and economic changes impact on working practices.

Building engagement, alignment, wellbeing and trust is getting harder with a changing context of the nature of work. When combined with the increasingly diverse nature of the workforce, with the wide range of expectations, aspirations, and emotional styles involved, understanding how to engage and motivate employees becomes ever more challenging.

Jobs have transformed from simply a means of providing income to an extension of the lifestyle employees lead and endorse. Companies are being challenged by skills shortages, managing people through change and creating an effective workforce.  The boundary between work and personal life disappearing as companies assume greater responsibility for the welfare of their employees.

Technological advances are increasing in speed and frequency.

The increase in the number of women in the workplace, has increased the diversity of the workforce, and the ageing workforce has  the lengthened the time they work for.

Equally, the globalisation of business and advances in video conferencing technology and the interne implies that the traditional model of 9 to 5 in an office is losing its status of being the norm, as employees work outside their typical hours, blurring the lines between work-time and leisure time.

Retention will become even more important with demographic changes. And with the pension age increasing and people staying in the workforce for longer, some workplaces have employees across four or five different generations, all with differing working styles, needs and expectations from their employers.

As people live longer, more employees have commitments outside of work to care for elderly relatives. And with childcare costs so high and expectations of work changing, more mothers are returning to the workforce, at the same time as fathers are beginning to ask to work more flexibly.

Longer life expectancy means that health and wellness are becoming more prominent in how employers treat their employees.

Nowadays employees are more likely to fall into financial difficulty, and, if they’re struggling they’re less productive, so it’s in an employer’s best interests to better support and protect their people.

Now that the default retirement age has been phased out, and people can work longer, it is now more important than ever to help their employees establish some kind of  balance between their work and private lives.


What do employees expect of me?

How would I fulfil those expectations day-to-day?

To begin with you must know what employees really want and motivate them accordingly to do better.

Businesses’ reputation and better positioning of the employer brand as caring companies are more essential than ever.

Did You Know?



While some companies like Coca Cola, Recreational Equipment and Southwest Airlines are making employee engagement part of their brand, others like Cummins, DHL, Charles Schwab focus on it every day. It should come as no surprise that most of these companies find their way onto “Best Places to Work” lists year after year.

But being a caring company isn’t a one-stop process, it needs to be reviewed constantly.


  • Regularly review your benefits package and salaries, and survey employees about benefits and working practices
  • Enhance your communication and marketing of your benefits package
  • Ensure that line managers and supervisors get training in benefits, and dealing with stress and mental fatigue.
  • Stay on top of legislative changes that affect your working practices and benefits offerings
  • Assess the workflows, the way business operations are carried out and how they may be carried out more flexibly and efficiently

We cannot leave this all to chance.

Employers and employees both play a part

Employers and employees both play a part. If both parties choose to look at work positively and are meaningfully engaged, we can build fair and progressive workplaces with positive psych  where employees feel inspired and motivated. People feel better when they are engaged, work better, and live better.

Workplace Heroes

Workers want to see employers align with them rather than the other way around.

Creating that desirable workplace

The new co-employment relationship can help reshape how employment relationships are created and nurtured.

The new co-employment relationship can help bridging the gap between the human psyche and the workplace with the potential for more profitable business outcomes.