Equally, with commuters used to subsidised off-peak train tickets, train operators (now the government) will need to rethink how this works. Will they offer subsidies for organisations to encourage commuters back?
Communicating more tailored reward packages to employees demands a more personalised approach. Messages and channels can be customised to employee interests, needs and where they like to hang out. This moves on from the traditional one-size-fits-all approach that long since failed to connect.
What the predicted hybrid working shift will mean on a wholesale basis remains to be seen. But what is for certain is that recruitment and retention is likely to get harder. Reward strategies must look beyond pay, bonus, and pension. They need be aligned with organisations to help nurture a culture of inclusion, fairness, and flexibility. In this way, people can feel good about the organisation for whom they work. Those who take this approach, will be the winners in the future ways of working.