Navigating new norms: How leaders can meet shifting employee demands

The changing landscape of employee expectations

‘In recent years, employee expectations have gone through significant transformations, being more propense to evaluating different dimensions when choosing a job, beyond the salary offer. Organisations who want to attract and retain top talent must understand the key trends shaping today’s employee priorities,’ says Constanza Ossa, General Manager, Kestria Chile.

Constanza emphasises that flexibility and work-life balance are now essential for many employees. Remote work has raised expectations for hybrid or fully remote models, with people valuing autonomy over when and where they work. While some companies push for more on-site work, those maintaining flexibility attract talent and see higher satisfaction and retention.

Emphasis on purpose and values-driven organisations is crucial, as today’s workforce seeks more than just a salary. Employees are increasingly drawn to companies with clear missions and values that prioritise social and environmental responsibility. Organisations that champion diversity, equity and sustainability are more attractive to those seeking meaningful work and a sense of purpose.

Mental health, well-being and inclusivity are now top employee priorities. People seek workplaces that care for their staff, support well-being and offer resources like counseling, wellness programs and inclusive cultures. Companies that embrace inclusivity create environments where all employees feel respected, valued and supported.

Demand for professional growth and upskilling is rising as employees seek to stay competitive in a fast-changing job market. Many prioritise roles with clear growth paths, upskilling opportunities and access to learning resources.

Geographic and industry variations

‘While these trends are global, they vary by region and industry. The technology sector prioritises flexibility and upskilling, while manufacturing and healthcare often focus on job stability, financial incentives and well-being support due to limited work-life balance. Regions with strong social safety nets emphasise purpose and well-being, whereas emerging markets prioritise financial stability and career growth. Western Europe and Scandinavia value sustainability and inclusivity, while fast-growing economies like India and Brazil focus on job security and mobility. Cultural norms influence expectations, from long work hours to flexible arrangements. Understanding these nuances helps companies adapt and build a workplace culture that aligns with evolving employee expectations,’ adds Constanza Ossa.

The leadership challenge: adapting to evolving norms

Steve McKinney, President, Kestria South Korea, notes that the leadership challenge of adapting to evolving norms is a two-edged sword. On the one hand, employee upskilling is necessary to take advantage of new technological advancements like AI and new processes. At the same time, employees' core skills need to adapt and evolve through training and, in some roles, the benefits of seasoning, working through an entire product cycle, are required for learning and evolving. Traditional leadership models that rely on rigid hierarchies and top-down decision-making often fail to keep pace with these changes, leaving organisations struggling to adapt to employee and market demands. Leaders must embrace more flexible and collaborative approaches to remain effective.

Interestingly, a recent Gartner survey of 3,375 employees found that training in core job skills has five times more impact on performance than teaching “emerging” skills without immediate application. Businesses must identify the right skills for each role by asking employees which mission-critical skills they need today. Listing 5 to 10 essential skills per function, tied to business results, clarifies who needs core skill support and who should develop new or “emerging” skills. Successful leaders foster an inclusive environment where growth is supported, ensuring adaptation is both a technical and cultural shift,’ says Steve McKinney.

Strategies for meeting shifting employee demands

‘As workplace expectations evolve, leaders must adopt a proactive, human-centric strategy to meet the shifting expectations of their workforce. Leadership must be flexible, compassionate and forward-thinking to create an empowering business environment where every contributor feels valued,’ states Rania Abdalla, Founder & Managing Director, Kestria UAE & Egypt. 

Here are four key strategies Rania believes are essential for meeting these demands:

Redefining workplace culture: Fostering a culture centred on employee values, purpose and trust is key in today’s business environment. Transparent communication, a clear mission and policies focusing on well-being, inclusion and respect help create a strong culture. Leaders can empower employees by aligning corporate goals with meaningful social initiatives like community involvement or sustainability.

Integrating flexibility into organisational structures: Flexibility is now a necessity rather than a luxury. Embracing flexible hours, remote and hybrid work, and tailored perks boosts employee retention and morale. While models vary across industries, the rationale is clear: Employees with control over when and where they work are often more motivated, balanced and productive.

‘These tactics rely on empathetic leadership - leaders who genuinely care, listen and act transparently. Companies can stand out by emphasising trust, adaptability, continuous development and the smart use of technology.

The strategies above show how to address changing employee demands by focusing on culture, flexibility, growth and well-being. Leaders who instil trust and purpose, offer flexibility, invest in development and use technology to support their teams enjoy higher engagement, lower attrition and a stronger employer brand. These tactics are essential for a future-ready workplace, not just "perks",’ adds Rania Abdalla.

The role of executive search in identifying future-ready leaders

‘Finding and placing leaders who can drive employee-centric change requires a nuanced approach that prioritises understanding and addressing the needs and aspirations of employees,’ explains Katerina Meimaroglou, Founder & Managing Director, Kestria Greece.
Organisations should seek leaders committed to fostering a culture of trust, transparency and open communication. These leaders must actively listen to employee feedback and promote collaboration and inclusivity. Emotional intelligence is essential for creating an environment where individuals feel valued and supported.

Leaders should recognise and leverage the unique strengths of their team, fostering ownership and empowerment. This includes offering professional development, encouraging autonomy and promoting innovation. Organisations should prioritise candidates with a track record of implementing employee-centric initiatives, such as flexible work, wellness programmes and diversity efforts.

Additionally, leaders must align organisational goals with employee well-being, ensuring business objectives support both satisfaction and engagement. By placing leaders passionate about creating positive workplace experiences, organisations can cultivate a motivated workforce that contributes to long-term success, innovation and a healthier organisational culture.

Summary

As workforce expectations evolve, future-ready leadership is crucial for staying competitive. Adapting to demands for flexibility, purpose, well-being and growth is key to attracting and retaining top talent. 

Kestria, the largest and most diverse alliance of executive search firms worldwide, stands at the forefront of this transformation. With a unique mindset and set of skills, Kestria’s leaders are equipped to help businesses navigate these changes, placing exceptional leaders who will drive growth and foster employee-centric cultures. As a strategic partner, Kestria offers unmatched expertise in identifying leaders who can lead organisations through these dynamic times, ensuring long-term success.