How to adapt, reset and transition to the new normal
As we prepare for the new shape of work, we make our way through phases on this transformation journey, from reacting to circumstances, to planning for a sustained recovery and eventually, reinvention. Find out where you are on this journey. Mercer may use information that you provide, together with information from its other clients or respondents, for data analytics purposes, including to create insights, reports and other analytics to improve the quality of and market Mercer’s advice, products and services. The output of such analytics will not identify particular clients or individuals.
| Strongly Disagree | Disagree | Neutral | Agree | Strongly Agree | |
| Your organization understands and meets employee preferences regarding remote working in the current environment |
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| Your organization is confident it is balancing the impact of cost-saving measures with employee engagement |
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| Your organization is redesigning to transform given how value drivers will change in the next 24 months |
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| Strongly Disagree | Disagree | Neutral | Agree | Strongly Agree | |
| Within your organization there is a culture conducive to working flexibly |
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| You know which roles and staff can flex within your organization and those that cannot |
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| Your organization has well-defined flexible working provisions/policies/infrastructure for all employees at all life stages |
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| Strongly Disagree | Disagree | Neutral | Agree | Strongly Agree | |
| You have a good understanding of the skills available across your organization today, and what new skills your organization will require in the future |
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| Your organization has appropriate mechanisms in place to redeploy, plan and source the workforce based on demand and supply across different business areas and broader talent ecosystem |
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| Your organization uses workforce analytics to inform decision-making and manage costs |
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| Strongly Disagree | Disagree | Neutral | Agree | Strongly Agree | |
| Within your organization, senior leadership and HR are focused on improving the employee experience as a strategic priority |
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| Your organization has the analytic listening tools and capabilities necessary to understand what people really value so you can enhance the employee their experiences |
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| Your organization has access to the HR platforms and portals that digitally enhance the employee experience |
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| Strongly Disagree | Disagree | Neutral | Agree | Strongly Agree | |
| In your organization, HR is supporting employee health and well-being and ensuring managers are equipped to do so |
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| You know your organization is deriving the greatest value from its benefits (adding more elements of choice, optimizing for high-value care at the right cost and time) |
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| You are confident in your forecasts of how health and well-being requirements may change for diverse populations |
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| Strongly Disagree | Disagree | Neutral | Agree | Strongly Agree | |
| Your organization has the right tools to connect employees and enable collaboration |
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| Your organization HR function is using digital transformation as a catalyst to redesign work (how work is done, and by whom) and deliver enhanced people experiences |
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| Your organization has a HR digital roadmap that has identified the right technology to improve both HR effectiveness and employee experience |
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All results will be aggregated and individual responses will be kept strictly confidential.
Please fill out the form to speak with one of our experts about where you are on your transformation journey, and the best way to meet your company's and employees' needs.
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