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The Borderless Blueprint:Enhancing the employee experience across a dispersed ContentsIntroduction:The rise of borderless working 3Chapter One:Building a culture that works for all 6Embedding appreciation in a borderless employee experience 7Promoting your purpose 8The top five contributors to a strong company culture 9Chapter Two:The importance of personalisation 10Individual solutions for individual challenges 11Chapter Three:A tech-enabled Employee Value Proposition 13Removing friction from rewarding 14Chapter Four:Delivering policies fit for a diverse workforce 15Acknowledging individual needs but creating a unified identity 17Building borderless working practices fit for the future 18The five key steps for a bullet-proof borderless blueprint 19|THE BORDERLESS BLUEPRINT2 One of the most hotly debated topics across academia and business leaders alike,has been the post-pandemic change to office working patterns,and the right way to tackle it.And rightly so.If managed incorrectly,the repercussions on culture,employee wellbeing,productivity and eventually the bottom line could be huge.Whats clear is that the landscape of work has changed forever.This has led to trends like borderless working which may previously have been considered problematic to some and impossible to others becoming much more common.In fact,according to our poll of 500 businesses across the UK:51%have increased borderless working since 2020 62%plan to increase it in the next 12 monthsThe move to borderless working also reflects changing employee expectations.Workers no longer want to be tied down to one location or office.They want the freedom to work where and when they want.This goes hand in hand with a growing demand for better work/life balance,more wellbeing support from employers,and a sense of purpose in the work they do.These shifting priorities are leading to initiatives such as HiBobs work from anywhere policy,which allows employees to work from their location of choice for up to two months.Introduction:The rise of borderless workingBorderless working is the practice of hiring staff based outside of a companys main country of operations.Typically,borderless workers are remote,rather than based in international offices and operate as satellite employees sitting outside of a companys central or regional HQs.|THE BORDERLESS BLUEPRINT3 The benefits of borderlessFor those companies whove already adopted borderless working,or are thinking of making the transition,there are many advantages.They can retain high performing employees even when they move to a new country,expand global footprints and enable new growth.Plus,this trend has helped employers widen the net when searching for talent,to create a more diverse and inclusive business.Businesses are no longer constrained by a fixed hub with potentially unsuitable facilities that all employees need to commute into.They have much more freedom when hiring with a candidates location,disability requirements or childcare needs all easier to meet.The challenges aheadIts pretty clear that the business world is starting to embrace the necessary changes.But lets also be honest about what it could mean.For many companies,the task is daunting,especially in countries that are less advanced in the transition to borderless working.To make the most of the opportunities out there,businesses have to strike the right balance between enabling employees to work in ways that suit them but also delivering the best bottom line results.Its also important that theyre not relying purely on salary and flexibility to attract and retain talent.If were being honest,thats an old school way of looking at things.More than ever,workforces need to be inspired and motivated,with an engaging employee experience that keeps people in-role and engaged for the long haul.Research from McKinsey highlights1 that employees with a positive employee experience have 16 times the engagement level of those with a negative one.Theyre also eight times more likely to want to stay at a company.1.This time its personal:Shaping the new possible through employee experience https:/ BORDERLESS BLUEPRINT4 Quite simply,the employee experience is the linchpin that keeps people engaged and loyal.Dont think of it as the icing on the cake,or even the dessert its the main course of your people initiatives.In this report,we provide a blueprint to borderless working,and building an employee experience that works across the globe.With data from our recent survey,as well as best practice advice,our aim is to support business leaders with this new and essential way of working.|THE BORDERLESS BLUEPRINT5 Company culture has arguably never been more important.There are a couple of different strands to this.Firstly,organisations need to align employees with the company mission.More than ever,people are looking for a sense of belonging and purpose in the jobs they do.Whats more,they are looking to their managers,HR teams and C-suite to lead from the front.In fact,McKinsey research2 saw 70%of employees admit that their sense of purpose is defined by their work.Company leaders therefore play a crucial role in helping their workforce find purpose and live by it.They also need to create a culture that meets the needs of the modern employee,in terms of their wellbeing and lifestyle.Some businesses have already made strides in this area.Theyve adapted to what employees are looking for and respect the growing call for greater work/life balance.For example,our research found that almost a third(32%)of UK business leaders have introduced policies that allow employees to travel freely and keep working.In addition,31%have brought in measures to provide financial and wellbeing support,recognising the wider socio-economic pressures their people are under.However,not all businesses are getting it right.In fact,only a quarter(25%)of companies think culture sharing initiatives are important and just 12%think their employees value the rewards and benefits on offer.This shows that there are many organisations that have yet to realise the importance of these measures in building a culture thats fit for a borderless workforce.Chapter One:Building a culture that works for all 2.Help your employees find purpose or watch them leave https:/ BORDERLESS BLUEPRINT6 Embedding appreciation in a borderless employee experienceA core element of a positive borderless employee experience is peer-to-peer recognition that works on a truly global scale.Enabling employees to visibly show their appreciation for a colleague wherever they are leads to improved morale and better engagement.This has always been the case but becomes even more significant when people are physically apart from each other.Similarly,empowering managers to recognise team members who are in different countries or time zones can be hugely important in fuelling motivation,and ensuring that people feel seen and valued for the work they do.Ultimately,recognition should become a key tool for businesses wanting to create a unified company culture one thats consistent for everyone,no matter where theyre based.Its vital that fully remote staff feel as connected to their company as those in the office.Only then can businesses truly reap the benefits of the diverse talent pool described earlier.There are a number of tools on the market that can help remove the heavy lifting from this process.For example,our customers are using Perkboxs Celebration hub,which was built with this in mind.It allows both managers and employees to thank colleagues in an engaging way,whether its for good work,teamwork or personal milestones.In addition,people should be encouraged to recognise behaviour that aligns with your companys mission and values.Not only does this boost the morale of those being recognised but it increases the chances of these behaviours being replicated by employees in all locations.|THE BORDERLESS BLUEPRINT7 Promoting your purposeMaking it easier for your people to engage with and understand your companys purpose is also an important step in building a strong culture.It can help create a shared sense of teamwork and unity across borders.Think of it as a way to make the phrase one team,one dream be more than just a slogan on a wall.We mentioned recognising people for doing things in line with the company mission and values but these need to be clearly communicated so employees know whats expected of them.The days of the CEO having a physical town hall session for everyone are fast disappearing,and even virtual ones wont be able to cover all time zones.Thats just one of the reasons our platform incorporates Culture hub,which acts as a single source of truth for all company initiatives.Its somewhere businesses can signpost their values,explain KPIs and share news with all employees,whether theyre in an office,on a shop floor or anywhere else in the world.Tools such as these can make it easier to align people with the companys purpose,as well as strengthening culture in an organic and authentic way.|THE BORDERLESS BLUEPRINT8 The top five contributors to a strong company culture1.A good/fair salary:51%2.Empowering staff to recognise each others successes through reward sharing or company-wide shoutouts:40%3.A diverse gender mix:36%4.Ensuring different backgrounds are represented in the workforce:34%5.Providing a wide array of rewards and benefits:33%Source:Conducted by Censuswide on behalf of Perkbox,surveying 508 workplace managers and leaders in the UK between 20.06.22 24.06.22.|THE BORDERLESS BLUEPRINT9 Over the course of history,thereve been many inflection points think industrial revolutions and financial crises which have forced businesses to react,pivot and adapt.The COVID-19 pandemic was one of these,especially with regards to the demand for flexible working.In fairness,some businesses were already responding to this before the pandemic hit,by providing the right technology and adapting internal structures and policies.However,the pandemic brought this into the mainstream.It also demonstrated how productivity can be maintained even if people arent physically present,and are in multiple locations.When we spoke to UK managers and leaders about their people strategy in the last two years,43%of them reported that theyd introduced flexible hours,while 42%said theyd brought in dedicated remote work policies.While this indicates a willingness to support new ways of working,these measures dont fully cater for satellite workers around the world particularly in areas such as benefits and rewards.In fact,our research found that less than a third(29%)of businesses are developing localised benefits offerings aligned to market needs.Businesses wanting to support a borderless workforce through benefits and rewards need to ensure consistency of delivery,in a way thats fair and takes local nuances into account.Whether its catering to the differing nature of healthcare coverage across the world,or providing discounts on locally loved brands,allowing people to choose benefits they find most relevant will help them feel cared for.When it comes to rewards,giving employees choice empowers them and makes the recognition theyve received that much more powerful.Providing maximum choice is one of the reasons customers utilise our Perks hub offering,which includes access to over 4,000 deals and discounts across the globe.With the cost of living crisis making financial help from employers more urgent,this is seen as a way to make employees money go further but crucially,it ensures this happens for people in all locations.Chapter Two:The importance of personalisation|THE BORDERLESS BLUEPRINT10 Individual solutions for individual challengesHelping employees during the global cost of living crisis isnt simply related to financial challenges.The impact on peoples health and wellbeing is also something employers need to be aware of.Things like anxiety levels can be heightened during this period,and while managers may be able to spot this when theyre in the same room as their team members,it isnt as easy when their teams dispersed across the globe.Ensure your line managers are trained in the art of 1-2-1 meetings with their remote employees.Regular check-ins should be part and parcel of their working week,but equally important is knowing what to ask.These meetings should be more than just discussing projects and objectives.Here are examples of questions that are good to ask:How do you feel your work/life balance is right now?Are there any challenges youre facing at the moment?Last time we spoke you said X was a challenge how is that going?Whats one thing we could change about work for you that would help?Is there anything really motivating you at the moment?Is there anything demotivating you at the moment?Is there anything more I can do to support you?Its equally important to recognise that theres no one-size-fits-all solution when it comes to health and wellbeing.Personalisation in this aspect is also key.|THE BORDERLESS BLUEPRINT11 Our Wellness hub offering is one tool employers can use to help their people,while also recognising that wellbeing is a very personal challenge for each individual.It has a library of curated content ranging from workout videos,to sleep stories to mindfulness guides that employees can access as and when they need.Available 24/7 in any location,it enables them to take control of their health in a way that works for them.This has been particularly useful for global software company Traveltek,helping to address the negative impact their employees felt during COVID-19 and the resulting lockdowns.With employees spread across seven territories,it was important to have a central solution that could speak to everybodys wellbeing needs.Chief Commercial Officer Cressida Sergeant found that Wellness hub supported its employees at a time they really needed it.She explains:“Wed had feedback from our teams around wanting to do activities that would improve their mental health.There were some brilliant tools on Wellness hub that our staff have been able to utilise and we had some really brilliant feedback on the quality of some of those workout sessions and sleep stories.”|THE BORDERLESS BLUEPRINT12 Of course,creating an Employee Value Proposition(EVP)that keeps the right skills in the company is no mean feat.This has become even tougher in light of the Great Resignation and the current quiet quitting trend in which employees no longer take on additional tasks and stick squarely to their job role.Getting it right requires leaders to put their people at the centre of their business strategy.As weve already identified,borderless working is on an upward trajectory,so businesses must focus on how they can deliver policies that support it equally,across both international and domestic staff.For example,tools such as Microsoft Teams,Zoom and Slack make collaboration more seamless across borders.Whiteboarding applications like MURAL enable employees to visually brainstorm through digital sticky notes,drawings and diagrams.Whats more,the majority of these tools integrate with CRM and project management tools,so businesses dont have to completely re-engineer their tech stack.However,while some businesses have made the relevant investments,others are lagging behind.In fact,our research revealed some worrying truths:Less than a third(31%)of businesses have invested in tools specifically to support borderless workers 28%of business leaders blame bureaucracy and red tape for this 18%dont have a borderless HR policy currently 17%blame language barriers Chapter Three:A tech-enabled Employee Value Proposition|THE BORDERLESS BLUEPRINT13 Removing friction from rewardingThis may also be one of the reasons that borderless rewarding so essential,as touched upon earlier is still viewed with caution by businesses.Perhaps its seen as overly bureaucratic and labour intensive.But just as technology enables global communication and collaboration,it can also help overcome some of the obstacles to borderless rewarding.For example,tools such as Perkboxs Global Reward can unlock seamless,location-agnostic rewards,by enabling managers to gift points instantly to employees in any country.The employees can then use those points to purchase a variety of rewards.This removes inconsistencies in gifting and allows employees to choose the rewards that they value.From a business perspective,HR teams benefit from a more simplified process for planning and allocating reward budgets,while also having the peace of mind that all employees are getting something meaningful.The tool can integrate with current HR systems as well,eliminating the need to manually input data or worry that staff will game the system.Likewise,finance teams can eliminate the need to process expense forms,while benefiting from the fact that currency exchange calculations are automatically taken care of.Its long been established that technology,when used in the right way,can give businesses a competitive edge.This is definitely the case in a borderless working world,helping them put together an EVP thats fit for a multi-locational workforce.An EVP that has communication,collaboration,reward and recognition at its heart.|THE BORDERLESS BLUEPRINT14 Another important consideration for businesses is how to strengthen diversity and inclusion(D&I).In order to create a strong culture,employees need to be able to bring their whole selves to work and trust that they wont be judged or sidelined for doing so.The benefits of companies respecting the unique needs,perspectives and potential of all their team members are well known.Research from McKinsey&Company3 directly links diversity with business success,showing that companies with diverse teams were likely to have greater levels of productivity and innovation.However,if business leaders are unable to engage with their teams on a personal level,and make them feel seen,heard and supported,then those benefits cant be realised.Having an inclusive workplace culture helps businesses attract and retain diverse talent.A report from A Great Place To Work4 found that once employees trust that theyll be treated fairly regardless of race,gender,sexual orientation or age,they are 5.4 times more likely to want to stay at their company in the long term.The importance of D&I isnt lost on employers,who recognise that as well as it being the right thing to do,it simply makes good business sense.42%of the businesses we surveyed reported an increase in productivity due to improved D&I policies,while a quarter(25%)stated theyd seen an increase in revenue.The job isnt done though.Almost Chapter Four:Delivering policies fit for a diverse workforce3.Diversity wins:How inclusion matters https:/ Is Diversity&Inclusion in the Workplace Important?https:/ BORDERLESS BLUEPRINT15 The job isnt done though.Almost a fifth(17%)said they didnt think they needed to improve D&I in the workplace at all.More revealing were the reasons given as barriers to change:32%of businesses want to respect their employees privacy and understand they may not wish to share aspects of their personal lives 22%have access to a limited talent pool and are under pressure to hire fast 20%dont have the budget to hire external consultants to support in improving D&I However,its important for businesses to remember that borderless working actually opens up a whole world of opportunity to improve D&I.With 62%of businesses likely to increase the number of remote staff they hire outside of their main country of operations over the next year,businesses have access to a much wider pool of talent.They can build a workforce thats truly diverse,enabling greater creativity and innovation.Its worth noting that borderless working also brings greater opportunities for disabled employees companies are no longer constrained by the accessibility facilities they may not be able to offer,nor do they need to make employees physically commute to a specific office.|THE BORDERLESS BLUEPRINT16 Acknowledging individual needs but creating a unified identityOne way to show candidates and employees that you acknowledge and value them for who they are,is by having a benefits and rewards programme thats as diverse as the workforce you want.Providing that maximum choice which we referenced earlier enables them to pick things that are meaningful to them.This makes them feel genuinely valued as individuals,rather than just another number.One area to pay particular attention to is your ability to reflect the cultural nuances of a global workforce.For example,a bottle of champagne may land well as a reward in one country,but be seen as disrespectful in another.Therefore employers need to ensure that the variety they offer isnt just limited to a handful of countries it needs to work for everyone.However,while meeting the needs and interests of each individual is essential,businesses also need to create a common sense of identity.This is addressed by building a culture that everyone wants to be a part of,and using some of the tips in the first chapter to align all these different people with your purpose.This ends up creating a positive cycle.Your inclusive environment attracts and engages a diverse group of people,and your culture keeps them all on the same page from a business perspective.Ultimately,borderless businesses who are genuine with their D&I efforts will not only have the edge over competitors in the talent market,but theyll also ensure their teams are more engaged,productive,creative and ultimately,a better reflection of the customers and communities they serve.|THE BORDERLESS BLUEPRINT17 Theres no denying that borderless working is firmly rooted in the future of work.As businesses look to tackle the Great Resignation,employees are reflecting on their lives and values.Whats clear is that businesses will need to have a more international,diverse and flexible approach to talent attraction and retention.This does bring some challenges such as securing leadership buy-in,eliminating red tape and setting up the right policies and systems.Arguably the biggest challenge is creating an employee experience that keeps diverse and dispersed workforces engaged,and ensures each individual is aligned with the company purpose.But by adopting the right technologies and putting employee centric strategies in place,you can create a truly unified culture and a consistent EVP.This ultimately meets the needs of every employee,in every location,and helps enhance performance.Building borderless working practices fit for the future|THE BORDERLESS BLUEPRINT18 The five key steps for a bullet-proof borderless blueprintDeliver policies that support a diverse workforcePrioritise a tech-enabled EVPPersonalise your benefits and rewards for individuals and marketsRoot purpose into your culture to create global unity Create a culture that works for everyone|THE BORDERLESS BLUEPRINT19 Caring 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