Latest news with #Elms
Scoop
2 days ago
- Business
- Scoop
The Cat's Out Of The Bag: Elm Marketing Acquires Talk Visual
Press Release – Elm Marketing The acquisition strengthens Elms offering and adds experienced creative talent to its growing team, with Talk Visuals long-time staff members Cat and Kam joining Elm Marketing as part of the transition. Invercargill-based creative agency Elm Marketing has officially acquired Talk Visual, a well-regarded creative studio specialising in branding, design, and visual storytelling for local businesses. The acquisition strengthens Elm's offering and adds experienced creative talent to its growing team, with Talk Visual's long-time staff members Cat and Kam joining Elm Marketing as part of the transition. 'This move feels incredibly natural,' says Emma Lindsay, founder of Elm Marketing. 'We've admired Haylee's work for years, and when she approached us ahead of her move overseas, it quickly became clear that the values and vision of our two businesses were strongly aligned.' Haylee, the founder of Talk Visual, had always planned to reach the 10-year milestone before embarking on her next adventure. With her business in a strong position, she wanted to ensure her team and clients were left in capable hands. 'It's important to us that the transition is seamless,' adds Lindsay. 'Haylee has worked closely with us over the past few months to ensure no projects are disrupted and that clients continue to feel well supported.' This acquisition is part of Elm Marketing's continued growth journey. Over the past five years, the agency has grown from a small consultancy into a full-service creative studio, supporting clients across branding, marketing strategy, digital design, and content. 'This is a really exciting step forward for us,' says Justine Horgan, Director at Elm Marketing. 'We're growing fast, and this acquisition adds more creative firepower to our team — but just as importantly, it brings on board great people who care deeply about their clients. That alignment matters.' For existing Talk Visual clients, little will change — the faces they know remain involved, and their creative work will now be supported by Elm Marketing's wider team and resources. 'We're really proud to carry forward what Haylee built,' says Lindsay. 'And we're excited about what this next chapter makes possible.'
Yahoo
24-06-2025
- Business
- Yahoo
Work-Life Balance Emerges as Leading EVP Driver For Talent Attraction and Employee Engagement: Randstad Hong Kong
Randstad Hong Kong releases the 13th Employer Brand Research, based on insights from 2,599 respondents. Work-life balance has reclaimed its position as the leading Employee Value Proposition (EVP) driver for talent in Hong Kong, once again surpassing salary and benefits after a one-year gap Disengaged employees are 12% more likely to consider leaving their jobs, with poor work-life balance cited as the primary reason for demotivation 38% of Gen Z feel more motivated because of good changes in leadership and culture Gen X professionals are increasingly stepping back from using AI at work, with only 20% reporting frequent usage, a 6-point decline compared to 2024 HONG KONG, June 24, 2025 /PRNewswire/ -- "Work-life balance" reclaimed top position as the top employee value proposition (EVP) driver for talent in Hong Kong SAR, surpassing "attractive salary and benefits" again after a year. Randstad, the world's largest talent company, today released its full 2025 Employer Brand Research report in Hong Kong SAR. Commissioned by Randstad and independently conducted by Kantar, this annual study is the world's most comprehensive employer brand research, surveying over 170,000 people globally, including 2,599 respondents in Hong Kong SAR. Benjamin Elms, Managing Director at Randstad Hong Kong commented, "Talent expectations are much more multi-faceted now. To put the research data simply, employees are expecting fair and equal support from their employers in return for their work contributions. In particular, work-life balance is set to become a key factor in attracting and retaining talent as salaries and benefits become increasingly competitive. As alternative income and flexible employment become more accessible to everyone, work-life balance stands out as a key factor that sets employers apart." top 5 most important EVP factors when thinking about an ideal employer (from a list of 16) Hong Kong SAR Gen Z Millennials Gen X work-life balance work-life balance work-life balance work-life balance salary & benefits salary & benefits salary & benefits salary & benefits company's financial health equity company's financial health company's financial health job security company's financial health job security job security equity strong management good training work atmosphere work-life balance is the main factor affecting how engaged or disengaged employees feel The survey found that 58 per cent of respondents felt engaged in their current roles, with 48 per cent experiencing higher motivation than in 2024. However, 19% of respondents said that they felt less engaged in 2025. Furthermore, disengaged workers are 12% more likely to consider quitting compared to respondents who feel engaged. Elms shared more about how motivators can impact talent attraction and retention, "The employee experience can often be overshadowed by deliverables and deadlines, which take precedence in our daily work lives. Yet, the simple moments like feeling safe to voice a different opinion, having the opportunity to learn something new, and even having a relaxed lunch with our colleagues can make all the difference to keeping employees engaged and make it less likely for them to look for greener pastures." 2 in 5 respondents said that having a strong work-life balance keeps them motivated and engaged, this is followed by "opportunities for growth, promotion and development", and "confidence in job security", both at 32 per cent. Being the only work generation to do so, Gen Z respondents ranked "good changes in leadership and culture" above "strong work-life balance" as a strong motivation factor, though only by 1 point. The research found that culture and growth are important factors for Millennials and Gen X as they are motivated by good team support, good working relationships, and growth opportunities. When it comes to demotivators, the work generations have slightly different takes, even though all work generations ranked "poor work-life balance" and "excessive workload" in their top three reasons. 36 per cent of Millennials are equally demotivated if they have a "poor work-life balance" or a "desire for higher salary or better benefits". 37 per cent of Gen Z are more likely to be disengaged if they want better pay or benefits, and 29 per cent of Gen X feel unhappy if they receive unclear or unrealistic expectations from their management. top 3 factors that motivate respondents Hong Kong SAR Gen Z Millennials Gen X strong work-life balance 40% good changes in leadership & culture 38% strong work-life balance 37% strong work-life balance 46% opportunities for growth, promotion & development 32% confidence in job security 37% feel valued & supported by manager / team 32% opportunities for growth, promotion & development 32% confidence in job security 32% strong work-life balance 37% opportunities for growth, promotion & development 32% better relationships with colleagues & management 31% top 3 factors that do not motivate respondents Hong Kong SAR Gen Z Millennials Gen X poor work-life balance 37% want higher salary or better benefits 37% poor work-life balance 39% excessive workload 36% excessive workload 39% poor work-life balance 36% want higher salary or better benefits 39% poor work-life balance 32% want higher salary or better benefits 34% excessive workload 32% excessive workload 37% unclear & unrealistic expectations from management 29% harnessing the power of AI for talent attraction AI adoption in Hong Kong SAR held steady year-on-year, with frequent users increasing by 4 per cent and 1 per cent among Gen Z and Millennials respectively. However, the annual research found that Gen X are stepping away from using AI at work, with only 20 per cent reporting frequent usage, a 6-point decline compared to 2024. Furthermore, 39% of Gen X respondents said that they have never used AI at work this year, a 2 per cent increase from the year before. In the same vein, 16% of Gen X feel that AI has no impact on their work. As AI transforms workflows, productivity and employee experience, Elms said, "Most Hongkongers feel positive about AI, viewing it as more of a companion at work rather than a threat to their job security. To further boost their confidence, employees are increasingly expecting their employers to be more involved and supportive in offering AI training, like writing prompts, responsible use of AI, and use cases that they can refer to. Companies that leverage their AI enablement outcomes for employer branding and talent attraction will be able to attract more digital natives to their organisation." Randstad Hong Kong 2025 employer brand research report: now available The 13th edition of the Randstad Hong Kong Employer Brand Research is available now on the website, exploring the insights from 2,599 respondents for the following themes: How talent across different generations is ranking EVP importance (from a list of 16) Evaluation of factors driving employee motivation and engagement (i.e. workload, promotion opportunities and peer support) Year-on-year trend of AI adoption in Hong Kong's workforce Measurement of the employer's equity scores in ensuring equal opportunities for all About Randstad Employer Brand Research Randstad Employer Brand Research 2025 explores the views of working people in Europe, Asia-Pacific, Latin and North America. Data was collected from over 170,000 respondents in Argentina, Australia, Austria, Belgium, Brazil, Canada, Chile, Mainland China, Czech Republic, Denmark, France, Germany, Greece, Hong Kong SAR, Hungary, India, Italy, Japan, Luxembourg, Malaysia, Mexico, the Netherlands, New Zealand, Norway, Poland, Portugal, Romania, Singapore, Spain, Sweden, Switzerland, the United Kingdom, the United States and Uruguay between 6 January 2025 and 2 March 2025. For this research, Randstad partnered with Kantar, a global research and analysis firm. About Randstad Randstad is a global talent leader with the vision to be the world's most equitable and specialised talent company. As a partner for talent and through our four specialisations — Operational, Professional, Digital and Enterprise — we provide clients with the high-quality, diverse and agile workforces that they need to succeed in a talent-scarce world. We help people secure meaningful roles, develop relevant skills and find purpose and belonging in their workplace. Through the value we create, we are committed to a better and more sustainable future for all. Headquartered in the Netherlands, Randstad operates in 39 markets and has approximately 40,000 employees. In 2024, we supported over 1.7 million talent to find work and generated a revenue of €24.1 billion. Randstad N.V. is listed on the Euronext Amsterdam. For more information, see View original content: SOURCE Randstad Hong Kong Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Yahoo
24-06-2025
- Business
- Yahoo
Work-Life Balance Emerges as Leading EVP Driver For Talent Attraction and Employee Engagement: Randstad Hong Kong
Randstad Hong Kong releases the 13th Employer Brand Research, based on insights from 2,599 respondents. Work-life balance has reclaimed its position as the leading Employee Value Proposition (EVP) driver for talent in Hong Kong, once again surpassing salary and benefits after a one-year gap Disengaged employees are 12% more likely to consider leaving their jobs, with poor work-life balance cited as the primary reason for demotivation 38% of Gen Z feel more motivated because of good changes in leadership and culture Gen X professionals are increasingly stepping back from using AI at work, with only 20% reporting frequent usage, a 6-point decline compared to 2024 HONG KONG, June 24, 2025 /PRNewswire/ -- "Work-life balance" reclaimed top position as the top employee value proposition (EVP) driver for talent in Hong Kong SAR, surpassing "attractive salary and benefits" again after a year. Randstad, the world's largest talent company, today released its full 2025 Employer Brand Research report in Hong Kong SAR. Commissioned by Randstad and independently conducted by Kantar, this annual study is the world's most comprehensive employer brand research, surveying over 170,000 people globally, including 2,599 respondents in Hong Kong SAR. Benjamin Elms, Managing Director at Randstad Hong Kong commented, "Talent expectations are much more multi-faceted now. To put the research data simply, employees are expecting fair and equal support from their employers in return for their work contributions. In particular, work-life balance is set to become a key factor in attracting and retaining talent as salaries and benefits become increasingly competitive. As alternative income and flexible employment become more accessible to everyone, work-life balance stands out as a key factor that sets employers apart." top 5 most important EVP factors when thinking about an ideal employer (from a list of 16) Hong Kong SAR Gen Z Millennials Gen X work-life balance work-life balance work-life balance work-life balance salary & benefits salary & benefits salary & benefits salary & benefits company's financial health equity company's financial health company's financial health job security company's financial health job security job security equity strong management good training work atmosphere work-life balance is the main factor affecting how engaged or disengaged employees feel The survey found that 58 per cent of respondents felt engaged in their current roles, with 48 per cent experiencing higher motivation than in 2024. However, 19% of respondents said that they felt less engaged in 2025. Furthermore, disengaged workers are 12% more likely to consider quitting compared to respondents who feel engaged. Elms shared more about how motivators can impact talent attraction and retention, "The employee experience can often be overshadowed by deliverables and deadlines, which take precedence in our daily work lives. Yet, the simple moments like feeling safe to voice a different opinion, having the opportunity to learn something new, and even having a relaxed lunch with our colleagues can make all the difference to keeping employees engaged and make it less likely for them to look for greener pastures." 2 in 5 respondents said that having a strong work-life balance keeps them motivated and engaged, this is followed by "opportunities for growth, promotion and development", and "confidence in job security", both at 32 per cent. Being the only work generation to do so, Gen Z respondents ranked "good changes in leadership and culture" above "strong work-life balance" as a strong motivation factor, though only by 1 point. The research found that culture and growth are important factors for Millennials and Gen X as they are motivated by good team support, good working relationships, and growth opportunities. When it comes to demotivators, the work generations have slightly different takes, even though all work generations ranked "poor work-life balance" and "excessive workload" in their top three reasons. 36 per cent of Millennials are equally demotivated if they have a "poor work-life balance" or a "desire for higher salary or better benefits". 37 per cent of Gen Z are more likely to be disengaged if they want better pay or benefits, and 29 per cent of Gen X feel unhappy if they receive unclear or unrealistic expectations from their management. top 3 factors that motivate respondents Hong Kong SAR Gen Z Millennials Gen X strong work-life balance 40% good changes in leadership & culture 38% strong work-life balance 37% strong work-life balance 46% opportunities for growth, promotion & development 32% confidence in job security 37% feel valued & supported by manager / team 32% opportunities for growth, promotion & development 32% confidence in job security 32% strong work-life balance 37% opportunities for growth, promotion & development 32% better relationships with colleagues & management 31% top 3 factors that do not motivate respondents Hong Kong SAR Gen Z Millennials Gen X poor work-life balance 37% want higher salary or better benefits 37% poor work-life balance 39% excessive workload 36% excessive workload 39% poor work-life balance 36% want higher salary or better benefits 39% poor work-life balance 32% want higher salary or better benefits 34% excessive workload 32% excessive workload 37% unclear & unrealistic expectations from management 29% harnessing the power of AI for talent attraction AI adoption in Hong Kong SAR held steady year-on-year, with frequent users increasing by 4 per cent and 1 per cent among Gen Z and Millennials respectively. However, the annual research found that Gen X are stepping away from using AI at work, with only 20 per cent reporting frequent usage, a 6-point decline compared to 2024. Furthermore, 39% of Gen X respondents said that they have never used AI at work this year, a 2 per cent increase from the year before. In the same vein, 16% of Gen X feel that AI has no impact on their work. As AI transforms workflows, productivity and employee experience, Elms said, "Most Hongkongers feel positive about AI, viewing it as more of a companion at work rather than a threat to their job security. To further boost their confidence, employees are increasingly expecting their employers to be more involved and supportive in offering AI training, like writing prompts, responsible use of AI, and use cases that they can refer to. Companies that leverage their AI enablement outcomes for employer branding and talent attraction will be able to attract more digital natives to their organisation." Randstad Hong Kong 2025 employer brand research report: now available The 13th edition of the Randstad Hong Kong Employer Brand Research is available now on the website, exploring the insights from 2,599 respondents for the following themes: How talent across different generations is ranking EVP importance (from a list of 16) Evaluation of factors driving employee motivation and engagement (i.e. workload, promotion opportunities and peer support) Year-on-year trend of AI adoption in Hong Kong's workforce Measurement of the employer's equity scores in ensuring equal opportunities for all About Randstad Employer Brand Research Randstad Employer Brand Research 2025 explores the views of working people in Europe, Asia-Pacific, Latin and North America. Data was collected from over 170,000 respondents in Argentina, Australia, Austria, Belgium, Brazil, Canada, Chile, Mainland China, Czech Republic, Denmark, France, Germany, Greece, Hong Kong SAR, Hungary, India, Italy, Japan, Luxembourg, Malaysia, Mexico, the Netherlands, New Zealand, Norway, Poland, Portugal, Romania, Singapore, Spain, Sweden, Switzerland, the United Kingdom, the United States and Uruguay between 6 January 2025 and 2 March 2025. For this research, Randstad partnered with Kantar, a global research and analysis firm. About Randstad Randstad is a global talent leader with the vision to be the world's most equitable and specialised talent company. As a partner for talent and through our four specialisations — Operational, Professional, Digital and Enterprise — we provide clients with the high-quality, diverse and agile workforces that they need to succeed in a talent-scarce world. We help people secure meaningful roles, develop relevant skills and find purpose and belonging in their workplace. Through the value we create, we are committed to a better and more sustainable future for all. Headquartered in the Netherlands, Randstad operates in 39 markets and has approximately 40,000 employees. In 2024, we supported over 1.7 million talent to find work and generated a revenue of €24.1 billion. Randstad N.V. is listed on the Euronext Amsterdam. For more information, see View original content: SOURCE Randstad Hong Kong Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Yahoo
11-06-2025
- Business
- Yahoo
Reeves protects nature-friendly farming budget amid squeeze on environment spend
Green groups have welcomed the Government's decision to protect the nature-friendly farming budget, but concerns remain about the overall squeeze on environmental spending. Ahead of Chancellor Rachel Reeves' spending review on Wednesday, environmentalists warned that cutting the budget for payments that support farmers and landowners to deliver public goods, such as healthy soil, clean water and hedgerows, would threaten the Government's efforts on food security and tackling nature's declines. It comes as farmers face increasingly challenging climate conditions, while being hit by changes to inheritance tax and the abrupt closure of this year's sustainable farming incentive (SFI), the biggest strand of the environmental land management scheme (Elms). In the spending review, the Government confirmed an increase in the budget for Elms from £1.6 billion in 2023/2024 to £2 billion by 2028/29. But the Environment Department's (Defra) overall budget will be reduced by 0.7% in real terms by the end of the spending review period. Green groups also estimate a £130 million a year real-terms cut to day-to-day resource funding. Today's @GOVUK Spending Review sets the course for future welcome the protection of nature-friendly farming support- vital for wildlife & rural day-to-day @DefraGovUK spending has been cut, and risks to nature remain. (1/2) — The Wildlife Trusts (@WildlifeTrusts) June 11, 2025 The department will aim to make some savings through efficiency but it is not yet clear which other areas of Defra's spending could be squeezed. After fears that the department would suffer deeper cuts, green groups and farmers largely welcomed the spending review, especially the move to protect Elms. However, they immediately raised concerns about the impact of the overall budget cut, as well as fears that spending for Natural England, the Government's advisers on the environment, and the Environment Agency watchdog, could be reduced. Campaigners said that Defra still remains under-resourced to enforce environmental laws at scale, limiting regulators' ability to hold polluters, including water companies, to account. Mike Childs, Friends of the Earth's head of policy, said: 'Our natural world is also in crisis. 'Despite modest investment in environmental farming, trees and peatland restoration, the reality is that Defra is still underfunded, farmers need more money, and planning reforms that strip away wildlife protections will accelerate nature's decline.' A Spending Review that invests in Britain's renewal. Click to read ⬇️ — HM Treasury (@hmtreasury) June 11, 2025 Joan Edwards, director of policy and public affairs at The Wildlife Trusts, said: 'Defra will have an extremely tight budget and, against a backdrop of persistent inflation, there has been a real-terms cut to vital resource funding of around £130 million a year. 'This means that real risks to nature remain. We don't yet have details on how regulatory bodies like Natural England and the Environment Agency will be funded, for example, and any cuts to their work has serious implications for nature recovery.' James Wallace, chief executive of River Action, said: 'We welcome increased funding for Elms. 'At the same time, years of under-funding has whittled away Defra's ability to protect the environment and enforce the law. 'The environment secretary says he is serious about improving water quality, so it is important that Labour gives him the resources he needs to honour the promises made to millions who voted for a government that pledged to clean up our rivers.' Ami McCarthy, head of politics at Greenpeace UK, welcomed the Chancellor's announcement on investing in renewables, energy efficiency and public transport. 'But we desperately need a proper plan for nature-friendly farming to protect the environment and nature to save bees, wildlife and endangered species,' she said. 'The Government won't meet its commitment to protect 30% of our land by the end of the decade without proper investment and a radical transformation of how we restore biodiversity.' Farming payments in England have switched from EU-era subsidies, which were based on the size of land farmed, to funding for measures that boost nature and reduce input costs, such as pesticide use. But the biggest plank of the new approach, the SFI, was abruptly closed to applications in March after the money was all spent, and a reformed scheme will not reopen until early next year. Figures published by the Treasury to accompany the spending review show that while total department budgets are forecast to grow by an annual average of 2.3% across the period of 2023/24 to 2028/29, there are sharp variations between individual departments. The Government allocated £2.7 billion a year in sustainable farming and nature recovery until 2028-29. The farming and countryside programme will receive £2.3 billion, which was the same average spend under the previous Conservative government, and up to £400 million from additional nature schemes. Elsewhere, the Government has committed £4.2 billion over three years, 2026-27 to 2028-29 to build and maintain flood defences. This will average £1.4 billion each year and is a 5% increase compared with the current spending review period, Defra said.
Yahoo
11-06-2025
- Business
- Yahoo
Reeves protects nature-friendly farming budget amid squeeze on environment spend
Green groups have welcomed the Government's decision to protect the nature-friendly farming budget, but concerns remain about the overall squeeze on environmental spending. Ahead of Chancellor Rachel Reeves' spending review on Wednesday, environmentalists warned that cutting the budget for payments that support farmers and landowners to deliver public goods, such as healthy soil, clean water and hedgerows, would threaten the Government's efforts on food security and tackling nature's declines. It comes as farmers face increasingly challenging climate conditions, while being hit by changes to inheritance tax and the abrupt closure of this year's sustainable farming incentive (SFI), the biggest strand of the environmental land management scheme (Elms). In the spending review, the Government confirmed an increase in the budget for Elms from £1.6 billion in 2023/2024 to £2 billion by 2028/29. But the Environment Department's (Defra) overall budget will be reduced by 0.7% in real terms by the end of the spending review period. Green groups also estimate a £130 million a year real-terms cut to day-to-day resource funding. Today's @GOVUK Spending Review sets the course for future welcome the protection of nature-friendly farming support- vital for wildlife & rural day-to-day @DefraGovUK spending has been cut, and risks to nature remain. (1/2) — The Wildlife Trusts (@WildlifeTrusts) June 11, 2025 The department will aim to make some savings through efficiency but it is not yet clear which other areas of Defra's spending could be squeezed. After fears that the department would suffer deeper cuts, green groups and farmers largely welcomed the spending review, especially the move to protect Elms. However, they immediately raised concerns about the impact of the overall budget cut, as well as fears that spending for Natural England, the Government's advisers on the environment, and the Environment Agency watchdog, could be reduced. Campaigners said that Defra still remains under-resourced to enforce environmental laws at scale, limiting regulators' ability to hold polluters, including water companies, to account. Mike Childs, Friends of the Earth's head of policy, said: 'Our natural world is also in crisis. 'Despite modest investment in environmental farming, trees and peatland restoration, the reality is that Defra is still underfunded, farmers need more money, and planning reforms that strip away wildlife protections will accelerate nature's decline.' A Spending Review that invests in Britain's renewal. Click to read ⬇️ — HM Treasury (@hmtreasury) June 11, 2025 Joan Edwards, director of policy and public affairs at The Wildlife Trusts, said: 'Defra will have an extremely tight budget and, against a backdrop of persistent inflation, there has been a real-terms cut to vital resource funding of around £130 million a year. 'This means that real risks to nature remain. We don't yet have details on how regulatory bodies like Natural England and the Environment Agency will be funded, for example, and any cuts to their work has serious implications for nature recovery.' James Wallace, chief executive of River Action, said: 'We welcome increased funding for Elms. 'At the same time, years of under-funding has whittled away Defra's ability to protect the environment and enforce the law. 'The environment secretary says he is serious about improving water quality, so it is important that Labour gives him the resources he needs to honour the promises made to millions who voted for a government that pledged to clean up our rivers.' Ami McCarthy, head of politics at Greenpeace UK, welcomed the Chancellor's announcement on investing in renewables, energy efficiency and public transport. 'But we desperately need a proper plan for nature-friendly farming to protect the environment and nature to save bees, wildlife and endangered species,' she said. 'The Government won't meet its commitment to protect 30% of our land by the end of the decade without proper investment and a radical transformation of how we restore biodiversity.' Farming payments in England have switched from EU-era subsidies, which were based on the size of land farmed, to funding for measures that boost nature and reduce input costs, such as pesticide use. But the biggest plank of the new approach, the SFI, was abruptly closed to applications in March after the money was all spent, and a reformed scheme will not reopen until early next year. Figures published by the Treasury to accompany the spending review show that while total department budgets are forecast to grow by an annual average of 2.3% across the period of 2023/24 to 2028/29, there are sharp variations between individual departments. The Government allocated £2.7 billion a year in sustainable farming and nature recovery until 2028-29. The farming and countryside programme will receive £2.3 billion, which was the same average spend under the previous Conservative government, and up to £400 million from additional nature schemes. Elsewhere, the Government has committed £4.2 billion over three years, 2026-27 to 2028-29 to build and maintain flood defences. This will average £1.4 billion each year and is a 5% increase compared with the current spending review period, Defra said.
