Earlier this year, our VOIS research team set out to measure job seekers expectations and views in the countries where we operate. We wanted to find out whether aspirations had shifted since the pandemic and how people’s career goals had changed – and crucially see how we measure up as an employer of more than 31,700 people globally.

Surveying more than 5,000 people across 10 countries, we found that while a good salary tops the list of priorities for 61% of respondents – no surprises there - when it comes to career goals, the number one objective is work-life balance which has seen an increase in popularity since the pandemic, rising from 46% to 51%, followed by job security which rose from 43% to 45.A quarter (25%) of respondents also say they want a job that makes them feel they are serving the greater good, rising from (22%) pre-pandemic.

These results chime strongly with what is now the much-reported concept of the ‘big shift’ or ‘great resignation’ contributing to the global talent war: A world where employees have reassessed their priorities and can choose an employer that meets their new expectations for flexibility, balance, inclusion and purpose.For me, this shift reflects something even more fundamental than a move to hybrid working – the way that the pandemic has changed the dynamic between employees and their employers. As change sweeps through every facet of our world, the need to listen, learn and flex is an imperative.

In VOIS and across Vodafone, our regular pulse surveys through the pandemic, to check in with our teams globally and see what support was needed, helped inform our approach to our new ‘future ready’ ways of working, and we followed up with focus groups and more employee listening.As a result, we’ve introduced a hybrid working model to offer flexibility and balance across all of our different roles, getting the best from office-based and remote working. We have also increased our mental health support with initiatives such as our Mental Health First-aiders, and amongst other changes, built on our opportunities for employees to volunteer and fundraise. I believe this two-way conversation is a catalyst where every change is a win-win for both employees and employers.

At VOIS we focus on building a culture we call ‘100% Human’ - in a nutshell we want our people to be supported to be themselves, develop, grow and have a good work-life balance. As well as being the right thing to do, this investment creates a culture of values-led performance that strives to deliver excellence for customers, and in turn drive better results for the business. Who doesn’t feel more productive, creative and collaborative when they’re respected, accepted and valued?

The other big benefit of this employee-centric approach is the halo effect for prospective candidates.VOIS has recently been rated as a Great Place to Work for the second year in a row – this time across all our locations. I couldn’t be prouder because the certification is 100% based on our employee feedback – and what better accolade than our own people’s stamp of approval? While you’ll forgive us for feeling proud of this achievement, we are certainly not complacent.

Our VOIS manifesto says it all: The world doesn’t stand still and neither do we. We’re navigating a pace of change around us that requires us to constantly move forward and build the new - whether it’s new ways of working, new systems or new partnerships. As we listen to our people and evolve the employee experience, this commitment creates the foundation for us to power change at scale and speed for our partners across Vodafone, our industry and our customers. Bring on the change!