Unfortunately, many companies, even those with innovative histories, struggle to keep up with the torrid pace of change in their industries. Established businesses have trouble innovating for many reasons, including siloed structures, fuzzy strategies, inadequate talent, and not enough funding. “Softer” factors also come into play, for example, a team or corporate culture that fails to give employees the time and space they need to think creatively. To overcome these hurdles,

Employees in high-trust companies are more productive, are more satisfied with their jobs, put in greater discretionary effort, are less likely to search for new jobs, and even are healthier than those working in low-trust companies. Businesses that build trust among their customers are rewarded with greater loyalty and higher sales. And negotiators who build trust with each other are more likely to find value-creating deals. Human brains have two neurological idiosyncrasies

According to Thomas International, the average cost of recruiting a new employee is circa $35,000, so it is important for employers to be working towards repositioning their brand and sector as a valued career to ensure it is an appealing option for Gen Zs. Born between 1995 – 2002, Gen Z thrive in environments where they can innovate and express their individuality. They want fun, social interaction, and digital connectivity alongside an employer that cares about the environ