Liis Valdsalu (Tõnisson)’s Post

Adapting Global Mobility to meet the unique needs of each business is key to its success as there is no one-size-fits-all approach. To talk more on this, our latest PerchPeek Pods episode features Yuki Watanabe, Head of Global Mobility & Travel at Delivery Hero. Yuki's diverse background  - spanning both HR leadership and service provider roles across industries -  gives her a unique perspective on the importance of adaptability in GM strategy. We delve into Yuki's experience leading GAP's transition to a co-sourced model.  Her insights highlight the importance of flexibility and strategic thinking when building a strong GM program. They discuss: 1. How do you build the GM brand internally as a strategic function vs a relocation function? 2. What is a co-sourced relocation model? 3. What does it mean to be a true global mobility partner instead of a vendor? 4. How does global mobility in the EU differ from GM in the US? 5. What is the most exciting thing about the GM industry right now? PerchPeek Pods Episode 18: 🎙️In-house, Co-Sourced, or Outsourced- Adapting Your Mobility Approach 🌟With Yuki Watanabe, Head of Global Mobility & Travel, Delivery Hero Available on Spotify, Apple, and all other streaming platforms now. Listen now! 🎧👉 Link in the comments. #GlobalMobility #PerchPeekPods #Co-sourcing

Shoutout to Spotify for getting it right—employees are not kids who need their hand held or their time watched like hawks. 🙌 The future of work is all about trusting people to do their best from wherever they work best—be it their living room, a beach, or yes, even an office (if that’s their thing). Companies need to stop pretending we are in the 9-to-5, sit-at-your-desk era and start focusing on hiring top talent who can actually manage themselves. It’s 2024, and the micromanaging days are long gone. Flexibility is the new power move. 🏆 Embrace it, or get left behind. 💼✨ Im glad Aryng recognizes this too, letting us work where we thrive best. #FutureOfWork #WFH #TrustYourTeam #WorkAnywhere

Spotify’s approach says we trust you to get the work done wherever you are. Love this quote from their Chief Human Resources Officer Katarina Berg who said, "You can't spend a lot of time hiring grownups and then treat them like children". Spotify recognising that great work can happen from anywhere and that’s why they will win the talent game. #remotefirst #returntooffice #workplaceinnovation #flexibleworking #globaltalent

The Benefits of Remote Work: A Professional Perspective 1. Increased Productivity Remote work often enables employees to focus on tasks without the usual office distractions. Studies show that individuals working from home tend to be more productive, as they can tailor their environment to suit their needs, avoid lengthy commutes, and experience fewer interruptions. This focused environment leads to higher quality output and more efficient use of time. 2. Enhanced Work-Life Balance Remote work allows employees to better manage their personal and professional lives. By eliminating commute times and providing a more flexible schedule, employees can allocate time to family, personal interests, and self-care, which ultimately reduces burnout and boosts overall job satisfaction. A healthy work-life balance is key to maintaining long-term productivity and engagement. 3. Access to a Broader Talent Pool For organizations, remote work opens the door to a global talent pool, allowing them to recruit the best talent regardless of geographical location. This approach not only strengthens the team with diverse perspectives but also provides companies with a competitive edge in hiring. 4. Reduced Operational Costs With employees working remotely, companies can significantly reduce overhead costs, including office space, utilities, and supplies. Lower operational costs free up resources that can be reinvested into other areas, such as technology, training, or employee development. 5. Environmental Impact Remote work reduces the need for daily commuting, which contributes to lower carbon emissions and a reduced environmental footprint. For companies with sustainability goals, promoting remote work is a straightforward way to support environmental responsibility. 6. Greater Flexibility and Autonomy Remote work provides employees with the flexibility to structure their day in a way that maximizes productivity. This autonomy fosters a sense of trust and empowerment, leading to increased motivation and accountability. When employees have the freedom to manage their own schedules, they are often more committed to delivering high-quality results. 7. Improved Employee Retention Offering remote work options has been shown to increase employee retention. Employees value the flexibility and autonomy that remote work provides, which can improve loyalty and reduce turnover. Companies that embrace remote work are more likely to retain top talent in today’s competitive job market. In conclusion, remote work offers tangible benefits for both employees and organizations. By enhancing productivity, promoting work-life balance, reducing costs, and attracting top talent, remote work is increasingly becoming a strategic advantage in the modern workplace.

“Employees aren’t children.” BOOM. Spotify said it, and we felt it. By giving their people the freedom to work from home, they’re proving that trust > micromanagement. Because guess what? Productivity doesn’t live in a cubicle, it lives where people feel respected and supported. This isn’t just a policy; it’s a mindset. A bold step toward ditching the 9-to-5 grind and embracing a world where results matter more than where you sit. Spotify’s got the beat of the future of work! So, hats off to Spotify for leading the way and showing the world that adults can, in fact, adult. What do you think, are we ready to ditch the office chains for good? P.S : Leaders lead! Bravo Katarina Berg 👏 #spotify #mindset #WFH #employees #jobs #job #workforresults #HR #marketing

Powerful and honest interview with the CHRO at Spotify, Katarina Berg. I've shared some of my favorite quotes from the article below: “You can’t spend a lot of time hiring grown-ups and then treat them like children,” “We are a business that’s been digital from birth, so why shouldn’t we give our people flexibility and freedom?” “Work is not a place you come to, it’s something you do.” “While most CEOs were previously interested in the product and finances, they now realise you can’t develop a great product if you don’t have great people,” #hr #CHRO #lifeatspotify #leadership #CEO #peoplefirst

🌐 Dive into this episode where Mo from Preshift explores the complex landscape of tech purchasing in the hospitality industry. Facing massive challenges requires robust, tailored solutions, and that's exactly what Preshift delivers. They're not just consultants—they're committed partners at every step of your journey. 🤝 Tune in as we discuss Mo's hands-on approach to change management, ensuring every team member is prepared and supported. 💡👥 🔗 Catch the full discussion below Spotify 🎧 https://lnkd.in/epUMK5rn Youtube 🎥 https://lnkd.in/e8gXmF_A #HospitalityTech #ChangeManagement #ConsultingChallenges #SolutionBuilding #TechIssues #TrainingChallenges #IndustryInsights #Implementation #HospitalityIndustry #ExpertDiscussion

Winning culture is built on TRUST. Spotify gets it. 📌 My fav headline this year. “Our employees are not children.” “We will continue working remotely.” My 0.02 as a leader. 1. Hire smart people 2. Give them the "tools" to win One of the key tools in that mix for me? Radical transparency to make better decisions. There's virtually nothing I'd say in a 1:1 that I wouldn't say to the entire team (outside of personal stuff of course) 👀 Why? Because high performers need CONTEXT to succeed. Example for you: 👇 Every time I run an offsite? I walk my team through ALL the prep. Did it lead to a bit of confusion in the moment? Sure. But do they feel empowered to make better decisions tomorrow with the context in mind? Absolutely 10X fold. Credit: Evan Lee

Spotify is doubling down on their Work From Anywhere program saying “our employees are not children” Their messaging is clear on their website: “Work isn’t somewhere you go, it’s something you do.  At Spotify, you can choose to work where you work best –  whether that’s at home, at the office, or at times, somewhere else entirely.” Can you feel the difference when compared to companies who are forcing the RTO? Spotify is playing the long game. People are clamoring to get a job there, especially GenZ. What other company do you know has GenZ kicking down the door to get a job there? The formula is simple: 1️⃣ Ask employees what they need 2️⃣ Do what you can to give it to them They’ve created a work environment that allows them to flex with employees as their lives and ambitions change. #employeeexperience #employeeengagement #futureofwork #worklifebalance #workculture #millennials #boomers #genz 

🌟 Turning Challenges into Triumphs: Soundtrap's Journey Back to Independence with Omnipresent 🌟 In the ever-evolving world of tech, the story of Soundtrap stands out as a testament to innovation, collaboration, and strategic foresight. Founded in Sweden in 2012, acquired by Spotify in 2017, and then making a bold move back to independence in 2023, Soundtrap's journey is nothing short of inspiring. The decision by founders Per Emanuelsson and Björn Melinder to reacquire Soundtrap was driven by vision and passion. However, this transition posed significant challenges: 🌐 Transferring 75 employees across 8 countries without established legal entities. 🎯 Ensuring that Soundtrap's team retained competitive benefits post-transition. ⏱️ Meeting a tight deadline of July 1st for a seamless transition. Enter Omnipresent – our guiding star through this complex divestiture. Why Omnipresent? It boiled down to our uncompromising needs: 1. Exceptional Employee Experience: Ensuring a smooth transition for our team. 2. Competitive Benefits: Matching, if not exceeding, the perks our team enjoyed. 3. Speed & Efficiency: Racing against time, we needed swift action. 4. Simplicity & Automation: Streamlining the process for efficiency and peace of mind. With Omnipresent, Soundtrap found more than a solution; they found a partner. Omnipresent expertise across payroll, benefits, and HR in both the USA and Europe, coupled with a versatile EOR solution, made them the perfect fit. From harmonizing benefits to navigating complex labor laws, Omnipresent was with us every step of the way, ensuring a seamless transition. "Choosing Omnipresent was an easy decision for us. Their commitment to delivering the highest quality services was evident from the start, supported by solid recommendations. We've been exceedingly pleased with our choice, experiencing nothing but satisfaction since day one." - Per Emanuelsson, CEO Soundtrap This journey with Omnipresent wasn't just about overcoming challenges; it was about setting a new standard for how companies can navigate transitions with agility, foresight, and unwavering commitment to their team. 🔗 Dive into our story and discover the intricate details of this successful transition in our latest case study: Explore Our Journey https://lnkd.in/d43yT4AE #Leadership #Innovation #MergersAndAcquisitions #GlobalGrowth #HR #EmployeeExperience #EOR #startups