The global workforce is evolving and while many companies cling to traditional ways of working, a growing number are boldly reimagining the future of work to remain relevant and attractive.
By embracing innovative approaches, these forward-thinking organisations are not just adapting – they’re thriving, positioning themselves to attract and retain top talent in an increasingly competitive market.
“At FNB, we don’t just adapt to the future of work – we define it. As Africa’s most innovative bank, we lead with technology, career growth, and a people-first culture to create an environment where employees thrive,” says Donald Khumalo, FNB’s chief people officer.
Khumalo says banking, like the workforce, is evolving, requiring new skills for success. To meet future demands, FNB invests in AI, digital upskilling, reskilling, and ethical leadership development.
“As banking becomes more platform-based and connected, FNB is not just preparing employees for these changes – we’re leading them. Our employees are shaping the future of banking and driving shared prosperity for all stakeholders.”
Post-pandemic shift: Top priorities and changing expectations
Employee expectations have shifted in recent years, driven by generational change, digital transformation, and a growing demand for work-life balance and purpose. FNB, a pioneer in remote work since 2017, quickly adapted to the work-from-home model during the pandemic.
Khumalo says today, employees seek an efficient work environment powered by AI-driven automation and tools that streamline tasks, enabling them to focus on impact. “The bank has introduced GPT@Work, leveraging modern technology to provide employees with internal data on human capital.”
Nelly Mohale, Decusatio’s head of human capital, says though flexibility and work-life balance drive job satisfaction globally, South African employees prioritise job security, a fair wage, and career growth opportunities, given the country’s high unemployment and economic challenges.
“Employers who can balance stability with flexibility will be best positioned to attract and retain talent in this complex market,” she says.
According to Aphiwe George, talent acquisition specialist at ASI Financial Services, today’s candidates prioritise competitive compensation, flexible work arrangements, career growth, and a company culture that aligns with their values. “Since the Covid pandemic, there has been a shift toward seeking flexibility, mental wellbeing support, and job security, with less focus on traditional factors like job title and location.”
Suran Moodley, managing director at Ariston Global, a specialist workforce solutions company, says employees are key brand ambassadors and their wellbeing directly impacts service quality.
Shifting from an input to an output mindset, Ariston has implemented flexible working, with core hours from 9am to 3pm, allowing for better work-life balance. Fridays are half-days, with employees working from home and enjoying a longer weekend. Employees can apply to work anywhere in the world for short periods supported by the company’s technology.
Flexibility and productivity
Moodley says productivity and the bottom line have remained constant and employees report feeling more relaxed, less stressed, and more engaged.
Core hours from 9am to 3pm ensure collaboration, while a relaxed, output-focused approach fosters innovation.
“Flexible work is a permanent fixture at Ariston. Employees should not have to endure unnecessary stress from long commutes or worry about personal responsibilities. Flexibility is a core part of our employee value proposition and our actions reflect this commitment.”
The biggest challenge in implementing flexible work models was shifting management from an input-focused to an output-focused mindset. Overcoming trust issues and outdated practices required change management, HR practices, and training.
George says flexible work arrangements have become a key factor in recruitment, with many candidates now viewing remote or hybrid options as a non-negotiable benefit. “The demand for flexibility has surged, with candidates prioritising work-life balance and autonomy over traditional office setups.”
He believes companies aiming to attract top talent must offer a compelling employee value proposition that includes not only flexible work but also competitive salaries, career development opportunities, and a strong, inclusive company culture.
Khumalo emphasises that regardless of work environment, FNB ensures employees stay connected through innovation, leadership, and engagement initiatives including weekly check-ins, development opportunities, and recognition programmes. Similarly, at Decusatio, Mohale highlights the importance of regular virtual and in-person check-ins, team events, and an active WhatsApp community in maintaining a strong company culture.
Mohale says many jobs in South Africa, particularly in retail, manufacturing, and services still require physical presence. Successful flexible work policies must balance remote and in-office roles, set clear performance expectations, and support communication, wellbeing, and engagement.
“Flexibility is a key differentiator in talent attraction and retention. Hybrid models and flexible hours boost satisfaction, productivity, and retention as well as helping employees manage family responsibilities, wellness breaks and peak productivity, reducing burnout.”
At FNB, flexibility is role-based and aligned with business needs, ensuring both employee impact and customer satisfaction. Hybrid work has transformed knowledge-based roles, while customer-facing employees also enjoy structured flexibility for better work-life balance.
“We focus on providing flexibility where it makes sense, balancing business needs with employee autonomy. Technology, including AI automation and smarter collaboration tools, enhances efficiency and connectivity across teams.”
Khumalo says performance is measured by output and customer impact, not hours worked. Employees engage in goal setting, one-on-one check-ins, and coaching to ensure alignment with strategic goals and foster growth.
Mental health and wellbeing
Decusatio has implemented a comprehensive employee wellness policy focusing on mental, physical, emotional and financial health, which includes:
- Encouraging employees to take paid sick leave and personal days as needed
- A financial wellness programme: new employees receive an EasyEquities investment account with a R500 contribution to help them begin investing and promoting multiple income streams beyond just a salary
- Physical health support: offering a gym membership subsidy and a monthly prize for the most active participant to encourage a healthy lifestyle
- An open-door policy: the company leadership maintains a flat structure, fostering open communication and a culture where employees can speak freely
George says offering personalised benefits, like workout discounts for mental health, can make a company more attractive in today’s competitive talent market.
Khumalo says total wellbeing has become a key focus, with employees seeking support beyond salary, including mental, physical, and financial wellness. FNB’s “Own Your Space” campaign empowers employees to take accountability for their wellbeing.
As the global workforce evolves, FNB sets the standard by prioritising career mobility, digital upskilling, and employee wellbeing. “We’re fostering an ecosystem where employees shape the future of banking and drive shared prosperity,” adds Khumalo.
KEY TAKEAWAYS
How to attract and retain top talent
Attracting and retaining top talent requires a combination of clear growth opportunities, personalised support, and a strong company culture.
Companies must offer employees more than just perks – they need to invest in career development, flexibility, and wellbeing to ensure long-term satisfaction and loyalty. Here are the key strategies companies can adopt to retain top talent:
- Provide career growth opportunities: Companies should create clear pathways for advancement within the organisation. Internal career mobility and targeted succession planning, along with access to leadership development and career coaching, ensure employees can grow without needing to leave the company.
- Personalise retention efforts: Regular check-ins, career conversations with managers, and personalised support makes employees feel valued and engaged. Offering wellness initiatives, such as wellness days and menstrual leave, further demonstrates a company’s commitment to employee wellbeing.
- Prioritise employee wellbeing: To avoid burnout, companies must offer meaningful rest and recovery initiatives, ensuring employees take time to recharge both mentally and physically.
- Foster open communication: Gathering continuous feedback through surveys, polls, and open-door policies helps companies adjust their flexibility policies to meet employee needs effectively.
- Cultivate a strong company culture: A supportive and inclusive culture, where employees feel like friends rather than colleagues, can significantly boost retention. Companies should focus on developing talent internally as opposed to constantly sourcing externally as this helps build long-term loyalty.
By focusing on career growth, wellbeing, and creating a culture of trust and open communication, companies can differentiate themselves and retain top talent in a competitive environment.
Flexible work demands and tools
According to Aphiwe George, of ASI Financial Services, candidates are increasingly seeking flexible work arrangements and companies are responding by adopting hybrid models and offering the necessary tools to support remote work.
- Common demands: Hybrid work models, flexible hours and fully remote positions are the top requests from candidates. Many companies are shifting to hybrid setups with flexible working hours and some are offering fully remote roles to attract top talent.
- Impact on retention: Flexible work significantly boosts long-term employee retention by promoting work-life balance, with some candidates prioritising flexibility over salary and benefits.
- Supporting tools: Companies use collaboration tools like Microsoft Teams, Google Meet, and Zoom to facilitate communication. There’s also a growing trend of offering tech stipends to support home office setups.
- Challenges: Companies often face challenges when candidates expect more flexibility, such as fully remote roles, than companies are willing to offer. Managing expectations and recognising the value of flexibility is key to attracting talent.
Tools for measuring flexible work success
FNB and Decusatio use comprehensive measurement tools to track the success of their flexible work initiatives. Both companies focus on employee engagement, development, and business outcomes to ensure their flexible work policies contribute to long-term success.
FNB tools
- Performance metrics: FNB focuses on impact over hours worked with regular goal setting, feedback, and coaching conversations.
- Engagement and retention: The bank tracks employee satisfaction and retention to measure the effect of flexibility.
- Wellbeing and development: Participation rates in wellness programmes and career mobility are monitored to assess employee growth and wellbeing.
- Leadership growth: FNB measures internal talent movement and leadership pipeline development.
Decusatio tools
- Engagement metrics: HubSpot is used to track employee participation in meetings and internal communications.
- Business impact: Decusatio assesses the financial impact of flexible work through revenue growth and business performance.
- Professional development: It tracks employee development through workshops and courses, incentivising growth with a professional development scorecard.
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