Readiness assessment

As we prepare for the new shape of work, we make our way through phases on this transformation journey, from reacting to circumstances, to planning for a sustained recovery and  eventually, reinvention. Find out where you are on this journey. Mercer may use information that you provide, together with information from its other clients or respondents, for data analytics purposes, including to create insights, reports and other analytics to improve the quality of and market Mercer’s advice, products and services.  The output of such analytics will not identify particular clients or individuals.

Question 1/7

Design for new business realities

Strongly Disagree Disagree Neutral Agree Strongly Agree
Your organization understands and meets employee preferences regarding remote working in the current environment
Your organization is confident it is balancing the impact of cost-saving measures with employee engagement
Your organization is redesigning to transform given how value drivers will change in the next 24 months

Question 2/7

Design for flexible working

Strongly Disagree Disagree Neutral Agree Strongly Agree
Within your organization there is a culture conducive to working flexibly
You know which roles and staff can flex within your organization and those that cannot
Your organization has well-defined flexible working provisions/policies/infrastructure for all employees at all life stages

Question 3/7

Design for a skills edge

Strongly Disagree Disagree Neutral Agree Strongly Agree
You have a good understanding of the skills available across your organization today, and what new skills your organization will require in the future
Your organization has appropriate mechanisms in place to redeploy, plan and source the workforce based on demand and supply across different business areas and broader talent ecosystem
Your organization uses workforce analytics to inform decision-making and manage costs

Question 4/7

Design around what people value

Strongly Disagree Disagree Neutral Agree Strongly Agree
Within your organization, senior leadership and HR are focused on improving the employee experience as a strategic priority
Your organization has the analytic listening tools and capabilities necessary to understand what people really value so you can enhance the employee their experiences
Your organization has access to the HR platforms and portals that digitally enhance the employee experience

Question 5/7

Design benefits that truly benefit

Strongly Disagree Disagree Neutral Agree Strongly Agree
In your organization, HR is supporting employee health and well-being and ensuring managers are equipped to do so
You know your organization is deriving the greatest value from its benefits (adding more elements of choice, optimizing for high-value care at the right cost and time)
You are confident in your forecasts of how health and well-being requirements may change for diverse populations

Question 6/7

Design for digital living

Strongly Disagree Disagree Neutral Agree Strongly Agree
Your organization has the right tools to connect employees and enable collaboration
Your organization HR function is using digital transformation as a catalyst to redesign work (how work is done, and by whom) and deliver enhanced people experiences
Your organization has a HR digital roadmap that has identified the right technology to improve both HR effectiveness and employee experience

Question 7/7

Additional Information

All results will be aggregated and individual responses will be kept strictly confidential.

Your score

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