The reasons behind this movement? Well, it comes as no surprise that the pandemic accelerated technological advancements and opened the door to a new world of connectivity that has reshaped the workspace. Whether it be Covid, global warming or something in the air – the need for change has become contagious, and it is catching on fast!
New-age employees are no longer just looking for money. They are in a desperate quest for fulfilment and will go to the ends of the world to find it - literally! Others saw the power of technology firsthand and witnessed the flexibility that remote work brought to the table. As a result, employees are no longer willing to put up with the working conditions and pay that they accepted prior to the pandemic.
A Microsoft survey of over 30,000 staff across 31 countries puts those considering leaving their current jobs at a staggering 41%. Their reasons included burnout, fear for personal safety, dissatisfaction, and a shift in priorities.
With remote and hybrid working being the new normal, the world is witnessing the dismantling of the old nine-to-five office-based work model and introduction to the human era of employment. Now, businesses are being forced to sit up and take action to transform their workforce into a human-centric village that prioritises employee needs. This means ditching old HR practises and going back to the drawing board to find new ways to retain, connect, manage, and expand their talent pool while competing with global competition. It's a lot to ask!
Expansion despite the Great Resignation
The recipe for the ideal modern workplace combines the right amount of talent, culture, humanity, and flexibility. This shift from the 'profits first' idea will continue to evolve and intensify as businesses realise that now more than ever, their successes rely on the satisfaction and well-being of their talent. Welcomed or not, changes to the workforce have pushed HR departments worldwide to retain talented people who choose to relocate or work remotely. It has also opened opportunities for businesses to go global and for HR to expand their horizons to acquire the best talent regardless of location. Ultimately, change is imminent and global businesses that can’t help their talent integrate their work purpose with their life purpose risk finding themselves losing talent to global companies.
How can Playroll help?
Opening an international entity is the best way to retain and attract talent. But, sadly, most companies dismiss the idea due to the endless amount of paperwork, foreign compliance and overall inconvenience the process brings.
Here is where we come in.
With global expansion, migration, remote work on the rise, we have created a business that helps facilitate opening and running international entities so that companies can retain and attract talent from anywhere in the world with a click of a button.
On paper, Playroll, your Employer of Record (EoR)partner, becomes the legal employer of your international entity and absorbs responsibility for the employment relationships, benefits and HR. We make it easier for businesses to focus on running day-to-day business operations without the hassle of organising global payroll and HR.
There are many examples of companies using the services of the EoR model to retain top talent or explore new markets. An example: a Polish client in the tech sector, growing rapidly in the local market, wanted to expand services to international markets. The company decided to hire five local sales reps in the UK to obtain British customers. Instead of opening a separate legal entity in the UK to hire these employees, the Polish client hired the five employees on the Playroll platform. This was done within minutes, and allowed the company to land and expand in a seamless and way without any delay.
Another example of the benefits of the model is when employees decide to relocate. Our British client recently had a request from its lead developer to return to their native country of Poland. Instead of denying the request and losing the employee, our client hired the Polish employee through Playroll in Poland, and retained that key talent.
Contact us directly to find out more:
Managing Director Playroll Poland