• Guest Speaker
    Norman Dreger
    Partner and CEO, Mercer Germany
  • Interviewer
    Kate Bravery
    Senior Partner, Global Talent and Assessments Leader

The New Shape of Work podcast is a series that addresses the challenges and uncertainty brought by the coronavirus and how to transition to a more agile workforce for the future.

In our first podcast, we are bringing you a conversation between Kate Bravery, Global advisory solutions & insights leader, and Norman Dreger, Partner and multinational client group leader, covering:

  • How looking at the coronavirus into three phases – respond, return, and reinvent – helps plan for the unique challenges that businesses must address in each phase.

  • The role empathy and clear communication plays in maintaining a focused and engaged workforce through this crisis.

  • The opportunity to re-evaluate how we operate to incorporate the successful ways work shifted, and continues to shift, in response to COVID-19.
Listen and subscribe

Interesting moments from the interview:

  • Social distance working

    "The ongoing threat to public health really does require social distancing. So having teams of coworkers working together in close quarters in an office building with poor ventilation is obviously problematic. So companies are coming up with new approaches - staggered working, different cadences for things like cleaning and rotations, different ways of walking through the office to avoid contact."

  • New virtual workspace

    "I think there's going to be lasting implications for virtual working and how offices are structured. But there are requirements to make this work. You need a robust technological infrastructure and you need digitized workflows. These are just essential to be successful. And the really good news is that these solutions are out there now and readily available."

More episodes in this series

  • Future of work

    The ROI of supporting employee mental health

    October 07, 2022 | Episode 26 | 25:16
    Employees have been bruised by the events of the last two years and many are feeling a form of despair, anxiety and a lost sense of belonging. Employers can address mental health challenges through benefits and culture to encourage employees to bring their best self to work and, in turn, see a positive impact on productivity.
  •
    Future of work

    Total rewards at the center of innovation at SAP

    September 15, 2022 | Episode 25 | 29:19
    Learn how total rewards goes beyond compensation and benefits to support transformation and innovation of employee culture and careers at SAP. And how the balance between vision and pragmatism helps SAP to continue moving into a skills-based future with employees understanding how they fit in the transformation journey.
  •
    Future of work

    Radically transforming HR with BMW

    August 15, 2022 | Episode 24 | 20:46
    With tight labor markets, there is an increased focus on employee experience to help attract and retain the talent you need today and in the future. In this episode, Moritz Kippenberger with BMW discusses the need to radically transform HR operations to meet employees shifted expectations around work.
  • Future of work

    Delivering workforce security and flexibility with Unilever

    July 18, 2022 | Episode 23 | 23:08
    Workplace flexibility is high on the business agenda and organizations are looking at adjustments to their operating models. In this episode, Placid Jover, Unilever’s VP HR for Latin America, talks about a new approach to talent management that balances the need for critical skills and workforce flexibility to help both the company and employees succeed.
  •
    Future of work

    Redesigning work, working and the workforce

    May 31, 2022 | Episode 21 | 15:24
    Employers are managing through a tremendous amount of change. In this episode, Ravin Jesuthasan and Brian Fisher with Mercer discuss employers’ need for agility, and how technology, new operating models and cultures need to come together to help employers be successful in the future of work.

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