2024 Thrive Guide - HYD

THRIVE GUIDE

NAVIGATING HYBRID HORIZONS

STRATEGIC CAREER DEVELOPMENT

D&I IMPLEMENTATION: ELEVATING DYNAMICS

2024

ISSUE 1

CONTENTS

03 FROM THE CEO >

Since the pandemic, we’ve learned that life is unpredictable. So, giving everyone the tools to be adaptable and resilient is key. 04 THE MODERN WORKPLACE IS TRANSFORMING >

The modern workplace is transforming. It’s driving more innovation and resilience and is more committed to creating inspiring work environments than ever before.

BEYOND THE 9-5 > The pandemic sent shockwaves through the work landscape in ways never expected. Traditional offices became a thing of the past.

THE DIVERSITY IMPERATIVE >

Despite the decline in numbers of vacancies this year in comparison to 2022, we are expecting appetite to hire to increase over the course Q1 2024.

09 THE RISE OF STRATEGIC CAREER DEVELOPMENT > The evolution from Diversity and Inclusion (D&I) to the more recent DEIB imperative is not surprising. Verna Myers, an expert in DEI, succinctly puts it, "diversity is being invited to the party. 11 KEY TAKEAWAYS > To stay competitive and ensure your people are thriving in today's dynamic environment, businesses must adapt and prioritise a people-first approach.

13 WHAT DOES THRIVING MEAN TO YOU? >

It’s clear that the fast evolution of the modern workforce isn’t going to slow its pace.

HYDROGEN GROUP

Since the pandemic, we’ve learned that life is unpredictable. So, giving everyone the tools to be adaptable and resilient is key. One of the biggest things we’ve learned as a business over the last few years, is that when people feel empowered professionally, they contribute meaningfully. As we navigate the twists and turns of this ever- changing landscape, I am continually inspired by the resilience, dedication, and collective spirit that defines our community. Last year, we launched our Thrive Quiz — a unique initiative that helps you discover your team’s potential, understand their motivations and provide you with the resources to support their journey to success. It’s all part of our purpose, “enabling you to thrive in a changing world,” by empowering you with the tools you and your team need to thrive. FROM THE CEO

HAYLEY STILL CEO

FROM THE CEO

HYDROGEN GROUP

WELCOME TO YOUR THRIVE GUIDE

The modern workplace is transforming. It’s driving more innovation and resilience and is more committed to creating inspiring work environments than ever before. Employees no longer want to be a cog in the wheel. Ensuring their active engagement is crucial, especially with disengagement being the number one root cause of productivity decline, loss of meaningful connections and lack of commitment. This doesn’t just pose a problem for businesses, but the entire global economy, with disengagement at work currently costing us around $8.8 trillion (Gallup). But how do we keep employees engaged and thriving? How do we create a working environment that truly inspires and retains top talent? At Hydrogen and Argyll Scott, our purpose is to enable you to thrive in a changing world. We have to dig deep and think about what thriving looks like, feels like and what outcomes we can achieve when we thrive more. They’re big questions, and often ones that people find difficult to answer. That’s why we developed the Thrive Qui z . Alongside Haptivate, our well-being training partner, we built a quiz to help people understand their motivations and challenges both inside and outside of work. The Thrive Quiz asks 40 questions centered around 12 different drivers that influence work and home life. You are then given a unique ‘Thrive Score’ and practical solutions to tackle development areas. We invited businesses to get their teams involved so they could better understand their workforce and get tailored support for the most common challenges. So far, our Thrive Quiz has helped over 200 global employees learn more about the triggers and soothers that shape their lives. The quiz also gave us a huge opportunity to collate all the anonymised data and create this Thrive Guide to deliver insights into the motivations of employees worldwide. Get ready to learn about the wild world of hybrid working, dig into the heart of employee well-being, and navigate the realm of D&I. We’ll also hear from experts to see if our findings resonate with their own experiences. This isn’t your average white paper - this is a roadmap to building a workplace where everyone is thriving. Welcome to your Thrive Guide.

WELCOME

HYDROGEN GROUP

BEYOND THE 9-5

“Concerns about flexibility are more common in younger generations, working parents, and those currently in flexible roles. At various points in the recruitment process, 70-80% of candidates inquire about flexibility, although this is often to get a sense of the company culture. Candidates value transparency when it comes to understanding a businesses definition of flexible work, as it differs greatly across companies and industries. With clients, we've seen excessive flexibility requests sometimes causing concern - especially if they fall outside of the stated structure,” comments Gwen Koh, AD Technology at Argyll Scott, “a major challenge with flexible working is fostering a sense of belonging and collaboration. The lack of company culture contributes to frequent job hopping. To address this, companies must invest in creating a vibrant environment through social activities, culture clubs, and team events.“ Expectation setting is crucial for being able to deliver on the experience you promise employees and candidates. HR Drive claims that 47% of employees would quit if forced into a 5-day office week and big change to working patterns could cause big changes to your attrition numbers. Additionally, AIHR reports reveal that 67% of workers prefer a hybrid work setup, underscoring the continued relevance of the social aspect of office work.

The pandemic sent shockwaves through the work landscape in ways never expected. Traditional offices became a thing of the past, and suddenly, virtual collaboration took centre stage. This shift extended far beyond adapting to remote work; it prompted a call for strategic planning, a reimagining of what the workplace should be. People loved the freedom that came with remote work, suddenly having the ability to create their own perfect working environment. Dean Jennings, Head of People and Culture at Hydrogen Group said, "It's brought us better, lasting talent and improved performance. The old 9-5 model is gone. Now, we empower people to manage their time, balancing personal and work life like never before." The removal of geographical barriers has also led to a more diverse talent pool, allowing businesses to access skillsets, cost savings and knowledge that may not have been accessible to them before. Many companies have seen impressive rewards from their remote workforce, however in turn many have seen challenges. According to the Thrive Quiz, only 20% of participants feel they use their time effectively. BetterUp’s research suggests the decrease in productivity and motivation can be attributed to employees feeling out of place in their organisation due to remote working, lack of structure and processes in place to promote team connection. Interestingly, Kincentric attributes this decline to companies not meeting post-pandemic employee demands, with only 51% of employees feeling their organisations are delivering on the promised experience.

63% careful to ensure a healthy balance between work and my home life

Results from our recent Thrive Quiz

67% prefer a hybrid work set up

Future Forum, 2023

BEYOND THE 9-5

Looking ahead, there is no clichéd 'new normal' to adopt. It’s all about leaning into the new buzzword for people and culture teams: 'Balance'. Owl Labs says 86% of employees would be happier with a hybrid setup, especially with Gen Z leading the charge. A massive 83% of Gen Z employees view themselves as job hoppers, citing factors such as better flexibility and progression opportunities as motivation for hopping. It's become clear that it’s not just about getting talent through the door; it's about keeping them engaged from day one. Post-pandemic, companies have recognised an intrinsic link between employee well-being and business success - ‘well-being’ in this sense meaning much more than free gym memberships and 24/7 therapy access. Now, its narrative is focused on cultivating environments where individuals can truly thrive, with many companies finally catching on that a healthy mind is key to thriving.

“VACANCIES REQUIRING 4-5 DAYS ON-SITE ARE EXTREMELY CHALLENGING TO FILL AND DROP THEIR CANDIDATE POOL BY 50-70%.” Michael Trick, AVP Tech Hydrogen Group

63% WILLING TO GO ABOVE AND BEYOND IF THEY ENJOY THEIR JOB

Qualtrics, 2023

Our Thrive Quiz showed that only a quarter of employees often feel overwhelmed by responsibilities at work. With greater emphasis on mental health support, better flexible working packages and a recognition of work-life integration, it’s no surprise that employee well-being is on the upswing. With 63% of employees willing to go above and beyond for a job they enjoy - investing in the tools and resources to give employees the balance they need will be a major competitive advantage for businesses. Michael Trick, AVP of Technology at Hydrogen Group noted that, "in the US tech sector, the vast majority prefer hybrid work due to remote work fatigue. Clients are pulling employees back to 5 days a week in the office, but these clients are seeing high turnover and job dissatisfaction. People will hold out for more flexible companies. Vacancies requiring 4-5 days on-site are extremely challenging to fill and drop their candidate pool by 50-70%. This is all evidence of the growing importance of flexible benefits in attracting top talent.“ There is a clear shift from purely financial motivations, as highlighted by Otta's 2022 Candidate report, where flexibility and well-being topped the list of job priorities, indicating a shift in expectations regarding traditional office work. Returning to the pre-pandemic status quo is not an option.

BEYOND THE 9-5

HYDROGEN GROUP

FINDING PURPOSE POST-PANDEMIC

Currently, 90% of executives acknowledge the significance of having "an inspiring reason for existence that motivates and prompts action for an organisation... and delivers societal benefits," according to EY. Hayley Still comments, “Our purpose drives transformation by integrating values and defining our stance in an evolving world - it fundamentally shifts how we approach our conversations with candidates and clients.” This growing recognition extends across organisational levels, with stakeholders increasingly seeking a purpose that makes a positive impact on the broader world. EY also reports that companies guided by a sense of purpose make more profit and boast more committed employees, loyal customers and innovation.

Incorporating a sense of purpose into a company's growth strategy is essential. It seems like purpose is a win-win, but it’s not as clear and simple as you might think. Let’s get down to the numbers. As we know, purpose sets a precedent for an organisation's culture. A recent study by Glassdoor found that 75% consider a company's culture before taking a job, so organisations really can‘t afford to miss the mark when it comes to showcasing their mission and values.

FINDING PURPOSE POST-PANDEMIC

HYDROGEN GROUP

42% WERE NEUTRAL OR DISAGREED THAT THEIR ORGANISATION SERVES A MEANINGFUL PURPOSE

Results from our Thrive Quiz

Interestingly however, a staggering 42% of Thrive Quiz respondents were neutral or disagreed that their organisation serves a meaningful purpose. So, why might some of our Thrive Quiz respondents feel disconnected from their organisation's purpose? We spoke with James Pacey, CEO at Haptivate who champions better well-being at work and who has supported countless organisations with employee well- being and happiness. Here are a few factors that James highlighted could cause a disconnect between business purpose and employee engagement: Companies are not realising the impact of purpose on employee well-being and productivity 1. 2. A lack of clarity around the organisation’s mission A disconnect between stated values and actual practices 3. 4. A lack of ‘leading by example’ in the organisation “CONNECTING TASKS TO PURPOSE EMPOWERS LEADERS, ENHANCES PRODUCTIVITY, AND FOSTERS AN ENGAGED WORKFORCE, SETTING A POSITIVE EXAMPLE FOR TEAMS.” James Pacey, CEO at Haptivate Organisations should prioritise transparent communication of their mission to combat employee apathy, ensuring alignment at all levels. James Pacey comments, “connecting tasks to purpose empowers leaders, enhances productivity, and fosters an engaged workforce, setting a positive example for teams.” Hayley Still advises, “ensuring that values align with your purpose is the key to embodying it every day. To drive meaningful change, make sure to allow sufficient time, create space, and provide the necessary tools to help your teams embracethe core ideas surrounding the purpose. Leaders should use diverse communication channels, tailor the message to resonate with various cultures, and encourage interactive sessions for feedback and clarity. In line with our people-oriented culture, this approach ensures a non-top-down process, leading to a unified adoption and understanding of our purpose.“

FINDING PURPOSE POST-PANDEMIC

HYDROGEN GROUP

THE RISE OF STRATEGIC CAREER DEVELOPMENT

With the world constantly changing, there's a growing enthusiasm among employees for continuous learning and a need for strategic career growth provided by their employers. Employees now value mentorship and skill- building within their teams. This shift has companies focusing on professional growth as a vital business strategy to attract and retain top talent. The workplace has become more than a transactional hub. It's not just about job titles; it's about creating experiences that match each person's aspirations. LinkedIn reports that employee retention is on the minds of 93% of senior leadership; keeping employees engaged and thriving starts with understanding their motivations and giving teams the tools they need to succeed.

ONLY 1 IN 5 FELT WELL-EQUIPPED WITH THE TOOLS TO CARRY OUT THEIR ROLE. Results from our Thrive Quiz The People and Culture platform, Culture Amp, reports that the top two consistently emerging key influencers of global engagement are leadership, and learning and development. The data consistently reinforces a simple principle: to engage employees effectively and establish an environment that encourages continuous learning and personal growth.

THE RISE OF STRATEGIC CAREER DEVELOPMENT

HYDROGEN GROUP

BY CARLY FERRIS PHOTOGRAPHY BY HANNAH MORALES

53% COMFORTABLE USING AI

55.1% FEEL THEY HAVE OPPORTUNITIES TO ENGAGE IN DIVERSE TASKS AND PROJECTS Results from our recent Thrive Quiz We’re anticipating companies scrambling to adapt and struggling to retain a generation who will simply go elsewhere if the organisational values and career paths don’t match their aspirations. With only 1 in 5 people on our Thrive quiz feeling equipped to do their job, nailing strategic career development is even more key. Gen Z employees will account for a third of the workforce by 2025, and they have needs and demands that require adaptation. They want more than just a paycheque. They want jobs that have meaning, diversity, and chances to keep developing. On career development, Dean Jennings says, “We've observed a trend among Gen Z, where there is an increasing expectation for transparent career paths. As they become a leading force at work, companies must understand this generation‘s idea of job satisfaction to retain them. To tackle turnover companies must invest in their teams with initiatives such as mentoring programmes, skill development, and consistent feedback especially in the age of flexible working.“ Only half of our Thrive Quiz participants felt they had opportunities to participate in varied tasks and projects within their roles. This statistic underscores a desire for a dynamic and multifaceted work experience. Younger generations in particular are valuing roles that offer a diverse range of responsibilities, although this shift impacts employees of all generations. Employers and organisations looking to attract and retain talent should take note of this aspiration, recognising that a lack of diversity in tasks and projects could impact job satisfaction and overall engagement.

Qualtrics, 2023

With AI stepping into the scene in a big way, employees are now able to streamline tasks and reduce mundane workloads. Even though we’ve seen this have a huge impact on employee well-being in some cases, according to a recent Forbes report, 57% fear that AI will replace humans. The worry that advancements in AI could lead to unemployment is a common one and is especially prevalent in sectors like manufacturing, customer service, and transportation. Qualtrics showed a similar result, revealing that only 53% of engaged employees and 30% of disengaged employees feel comfortable using AI. Despite AI being at the forefront of innovation, James Pacey, CEO at Haptivate comments “generative AI is shaping our well-being platforms, offering personalisation. But as tech advances, can it fill the shoes of human connection? Team well-being thrives on belonging - something AI can't mimic." There is a demand for organisations to up their AI training game, and ensure people use AI to streamline processes and complement human capabilities, rather than replace them. Organisations also need to be cautious of the growing over-reliance on AI and take preemptive measures to ensure AI is only used when necessary. Acknowledging that a third of employees prioritise working for companies investing in their professional development, it’s essential to fully grasp the importance of L&D as a driver for employee commitment. Business leaders must prioritise delivering long-term personal value by appealing to the ambition and growth aspirations of their employees, and ensuring transparent career development is integrated into the company's culture. This requires leaders to publicise talent development capabilities to attract top talent, establish a clear progression pathway for ambitious talent, and consistently deliver on this promise day-to-day.

THE RISE OF STRATEGIC CAREER DEVELOPMENT

HYDROGEN GROUP

BY CARLY FERRIS PHOTOGRAPHY BY HANNAH MORALES

THE DIVERSITY IMPERATIVE

The evolution from Diversity and Inclusion (D&I) to the more recent DEIB imperative is not surprising. Verna Myers, an expert in DEIB, succinctly puts it, "diversity is being invited to the party. Inclusion is being asked to dance." The expansion into Equity and Belonging aims to extend this metaphor. Gallup defines equity as fair treatment, access, and advancement for each individual within an organisation. Belonging takes the form of employees actively wanting to bring their true selves to work because they know it will be celebrated and admired. According to Sarah Bloznalis, Content Specialist at Work Human, diversity, equity, and inclusion are crucial for achieving belonging, which is vital as it significantly impacts employee commitment and retention. Gallup emphasises the commercial benefits of fostering DEIB within organisations, noting potential reductions in turnover and safety incidents, and productivity increases. They state “if managers could increase the number of employees who believed their opinions counted, organisations could reduce turnover by as much as 27%, safety incidents by 40%, and increase productivity by 12%.” So there is a massive commercial gain in fostering DEIB within organisations. Gen Z and millennials are set to make up more than half of the global workforce by 2030. According to AIHR, 80% of individuals aged 18-34 consider it important to work for an employer that promotes diversity and inclusion. Monster further emphasises that, for the majority of millennials and Gen Z professionals, a company's commitment to DEIB is a critical factor in employment decisions, directly contributing to their ability to thrive. According to Johns Hopkins, over 40% of Gen Z are willing to discuss workplace sexism, compared to 24% of earlier generations, underlining the importance of inclusive dialogue. McKinsey underscores another compelling statistic: companies prioritising gender diversity in executive teams are 25% more likely to achieve above-average profitability, highlighting the direct financial impact of diverse perspectives. Associate Director in Legal, Tom Hartwell put it well when he said “Companies are listening to their clients who demand D&I and ESG. This isn't a trend; it's a lasting paradigm shift.” ONLY 51% AGREED THAT THEY HAD SUFFICIENT OPPORTUNITIES TO CONNECT AND SOCIALISE WITH THEIR COLLEAGUES

However, not all organisations have caught up with DEIB, and many employees still feel the impact of workplace exclusion. In our Thrive Quiz, 1 in 5 participants strongly disagreed that they had good friends at work, and only half agreed they had sufficient opportunities to socialise with colleagues. Workplace loneliness is still prevalent. Quality social interactions with colleagues are vital for creating a feeling of equity and belonging. Addressing this issue requires effective management and interventions to foster a more inclusive workplace where individuals can meaningfully contribute and thrive. HBR highlights the large gap between HR leaders and employees in evaluating their organisations' dedication to DEIB. Despite 84% of HR leaders stating increased DEIB investment, only 31% of employees perceive a commitment to racial justice or equity. Leaders must understand employees' DEIB needs, encourage ongoing dialogue, and invest in manager development. There is a real opportunity to transform into a proactive workplace. Success means prioritising listening, understanding diverse perspectives, and establishing clear DEIB standards for improved overall business outcomes.

Results from our recent Thrive Quiz

YOUR THRIVE GUIDE KEY TAKEAWAYS

PUT WELL-BEING AT THE FOREFRONT

You made it to the end! We hope you found our Thrive Guide valuable and that our insights help guide your decision-making going into 2024 and beyond. For those who need a recap or are looking for some actionable tips, we’ve put together a few Thrive Guide pointers to further inspire you to make positive change. These tactics are tried, tested and land results. BECOME FLEXIBLE Flexible working can be different things - consider the possibilities before writing it off as something ‘you don’t do’. It can range from hybrid working to having full control of when you work and where.

Well-being needs to be more than a subscription to headspace (although that’s nice too!) Here are some other ideas: Incorporate “Thrive” actions into your weekly catch ups to help show employees that their wellbeing matters and help them form healthy habits – this is much more effective than a “wellness day” as it is preventative. Sometimes people, especially remote teams, find it hard to start conversations and make friends. Try and create moments for people to connect outside of their teams – Apps like Donut aim to connect your employees and encourage conversations globally! Use anchor days to bring teams together regularly for lunch and learns, team meetings and socials. This helps build relationships and keeps people connected in different settings.

Consider expanding flexibility into bank holidays or allowing your employees to nominate which religious holidays they recognise and trading ones they don’t celebrate.

Create language that enables employees to signal when they need support – especially in a virtual world where it is harder to read their body language – at hydrogen, we use our “Thriveometer” to rate how much we’re thriving that day.

TAKE SMALL ACTIONS THAT MAKE BIG IMPACT Carve out time outside your regular 1:1s to talk about motivations, aspirations and goals – make sure you keep checking in as they will change. Encourage input from all levels of the organisation on subjects both within their expertise and outside of their usual work – fostering creativity, inclusion, cohesion – allowing teams to feel connected to the organisations evolution and growth. Have clear career paths, pay rise and promotion targets that you review regularly. Equally, understand what progression looks like for individuals and how you could flex or move them around the organisation to provide growth opportunities.

Tap into their purpose – not just your organisations purpose. Knowing an individual’s ‘why’ can help you paint a better picture of their motivations, triggers and soothers. This can help you design the best possible working relationship.

YOUR THRIVE GUIDE KEY TAKEAWAYS

Finally, our number one tip for enabling your people to thrive is simply, communication (and no, we don’t mean boring mass emails!). Keep your company connected at all levels and create forums where you can update on business priorities and performance as well as get feedback and ideas from employees. Celebrate your global voice where you have it and listen first to deliver the content your organisation needs. At Hydrogen Group, we have a monthly Executive Update led by the CEO featuring guests from around the organisation. Don’t just send out those boring emails! OUR NUMBER 1 TIP... COMMUNICATION Employees will always be more engaged when they come to work for a company that they believe in. You’ll probably already have your own ‘north star’, but keep in mind the below to help purpose really land. INSTIL PURPOSE Your purpose should be clear, concise and recognisable. Your company’s values can act as supporting building blocks to help employees connect with your purpose. These should be values that you truly believe in, care about and refer back to often! Include your values and purpose in your incentives and promotion frameworks to indicate how important it is to the organisation Build innovation groups. At Hydrogen Group we use innovation groups including a mix of employees in different roles, seniority and specialisms to feedback on our growth roadmap, strategic go-to-market and big change projects. This helps us test hypothesis, gather feedback, build new ideas!

To enable your team to be their best self, in and outside of work, it’s important to find out their drivers and understand that what ‘thriving’ means for one person, might mean something different to another. But where to start? Fuelled by our purpose to enable you to thrive in a changing world, we partnered with Haptivate to create our Thrive Quiz. This free tool is designed to help you get to know your teams better, understand their motivations and provide you with the tools and knowledge to support them on their journey to success and happiness. The Thrive Quiz’s tested methodology analyses team member’s answers to carefully designed questions anchored around 12 key drivers that influence work and home life. Try the Team Quiz or the Individual Quiz now to receive your personalised report. WHAT DOES THRIVING MEAN TO YOU?

TEAM QUIZ

INDIVIDUAL QUIZ

Thank you to our contributors James Pacey, CEO at Hapitvate, Dean Jennings, Head of People and Culture at Hydrogen Group, Tom Hartwell, AD Legal at Hydrogen Group, Gwen Koh, AD Technology at Argyll Scott, and Michael Trick, AVP Tech Hydrogen Group.

Enabling you to Thrive in a changing world At Hydrogen we enable people to live healthier, happier, more fulfilling and more successful lives in a rapidly changing world.

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