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Relatable organisations are bringing back the joy of work and creating a brighter future for all

This is a moment of profound opportunity, to pick up the tools of empathy learned and honed during the pandemic period and carve a new way of partnering that is more Resilient, Sustainable and attuned to the New Shape of Work.


Last year, nearly 11,000 Executives, HR Leaders, and Employees told us what’s top of mind for them. We heard loud and clear that Relatable Organisations are leading the way in reshaping work, working, and the workplace. What are they focused on? Our research shows that Relatable Organisations have five things in common: They are constantly resetting for relevance, figuring out new ways to work in partnership, delivering on total well-being outcomes, building for employability, and harnessing collective energy to drive transformative change.


According to 2,474 HR leaders around the world, these efforts continue into 2023. They recognise that even in the face of sociopolitical and economic uncertainty, these priorities must remain front and center for organisations and individuals to thrive. 

  • Global Talent Trends 2022-2023 - Video transcript

    An upside-down world demands new ways to relate

    Grandparents and grandkids are connecting on TikTok®

    Computers know us better than we think

    Our children now learn from chatbots

    The challenges aren’t over yet

    Organisations must adapt

    60% of executives worry top talent won’t return to work

    98% of organisations report significant skills gaps

    85% of employees feel at risk of burnout

    Turning the world right side up means …

    Reflecting employee values

    82% of employees expect their employer to do what’s right for society

    Harnessing the positive

    Employee’s top prediction is the future of work will be more balanced

    Making moments matter

    High growth companies are twice as likely to design work experiences for different personas

    Welcome to the rise of the Relatable Organisation

    Global Talent Trends 2022


How ready is your organisation for what’s next?


The pandemic underscored the importance of being opportunitistic and resilient – for organisations and individuals alike. 2023 will be a defining year as ambitious transformation plans and persistent challenges come face-to-face with new realities. HR will need to maintain energy and momentum to ready itself and the business for what lies ahead.


Find out in the 2022-2023 edition of Mercer’s Global Talent Trends Study.

The five trends shaping the People agenda in 2022-2023

Relatable organisations are redefining how they interact with their workforce and contribute to society. They are challenging legacy notions of value creation, and building for a future that is more sustainable and equitable for all. 

  • Reset for relevance



    Build resilience by leading with values and an adaptive design


    The events of the past two years have left an indelible mark on investor, employee and consumer attitudes. The new world of work – more nuanced and personalised – demands a reset of priorities and new skills around listening, learning and adapting to identify and address unmet needs. Companies that fail to adapt will lose the ability to raise capital, attract and retain talent, and stay relevant. 


    In our latest pulse survey, UK HR leaders identified “upholding diversity, equity and inclusion” as the area most critical for success in 2023. DEI has moved up the agenda since 2022, when the main takeaway was pressure to broaden DEI definitions.

  • Work in partnership



    Create equitable, transparent and rewarding partnerships


    People no longer want to work for a company; they want to work with a company. The future of work depends on flatter and more networked talent models, fuelled by a more flexible, fungible and globally dispersed workforce. This represents a shift in the social contract of work, one that will succeed only if everyone feels they are getting a fair deal. 


    Our 2022 GTT survey indicated that UK participants were more likely than global respondents to prefer hybrid or full-time remote working. That trend has continued into 2023, with almost all UK respondents reporting that they offer at least some ability to work remotely. 

  • Deliver on total well-being



    Nurture a healthy workforce by offering benefits that matter


    The pandemic exposed and worsened the health and wealth gaps for different populations, underscoring that accessibility and affordability of care is not enough. The well-being ROI that matters today is less about a return on investment (focused on reducing healthcare costs) and more about what makes a difference to drive current and future health outcomes of the workforce.


    Total wellbeing was a key theme in our 2022 study, and although this has continued into 2023, financial concerns reign supreme for employees. 

  • Build for employability



    Meet future workforce needs through a skills-based organisation


    The significant supply and demand gap in both skills and workers has highlighted the role that organisations play not just in ensuring their own sustainability but also in safeguarding the future employability of their people.


    A top-level concern in 2022 was that the UK was falling behind in future-proofing skills, with a £3 billion allocation to skills and education from the government demonstrating its focus. While the 2022 GTT found that two in five executives agreed workforce upskilling or reskilling would deliver the biggest return on investment, there was less clarity on how to achieve meaningful results. 

  • Harness collective energy



    Unlock potential with human-centred work environments


    The “future of work” has been a hot topic for many years – but as the name indicates, it was always seen as a long-term play. The pandemic accelerated the timeline and exponentially increased the importance of new business models, new ways of working and new technologies. 


    UK businesses continue to face a particular challenge around sustaining employee energy. In 2022, the UK reported the lowest energy levels among employees out of all named countries in our survey, and moving into 2023, maximising employee energy remains on the agenda.

Benchmark your organisation

Relatable organisations are focused on five key areas: resetting for stakeholder relevance, building adaptive capability in their people and processes, figuring out how to work in partnership and tackle inequalities, driving outcomes on employee health and total well-being, incentivising employability, and harnessing energy for the collective good.


How is your organisation forging new ways of partnering that are relatable, sustainable and attuned to the ways people want to work?


Benchmark your actions against the findings from this year’s study.

Talk to us

If you would like to discuss any of the issues or topics highlighted in this report, please provide your details below and one of our consultants will be in touch with you.


Kerry Ghize

Partner, UK Career Leader




Maura Jarvis

UK Workforce Transformation Leader


Download the UK executive summary report