Traditional models of work organization no longer fully address the challenges of the future. In recent years, the rules of the labor market have shifted dramatically, making flexibility more important than ever. Flexible work has become one of the most desired benefits among employees and a powerful tool for employers looking to attract talent. Another is the use of innovative technologies, which requires both employees and employers to commit to continuous skill development.
“We need to focus on fair flexibility—a system that allows for various employment forms and work models tailored to different expectations, enabling optimal use of time for both employees and companies. We’ve followed this approach for ten years, and our team turnover remains in the single digits,”
says Jacek Kowalski, Board Member for Human Capital at Orange Polska.
He stresses the importance of maintaining existing work structures while improving them without overregulation. At the same time, he advocates for “fair contracts” that empower employers to offer optimal conditions and retain talent.
Flexibility: A Top Priority for Workers and Employers
Employees’ expectations regarding work arrangements have evolved significantly, with the pandemic accelerating this shift. According to the 2025 Hays Salary Report, flexible work ranks as the second most attractive employee benefit, just behind extended healthcare coverage. 32% of respondents selected flexibility as a priority, and 41% prefer having autonomy over their work location. Meanwhile, Randstad’s Workmonitor 2025 shows that one in three Poles has quit a job due to a lack of flexibility—a clear signal to employers.
“In uncertain times, we shouldn’t see flexibility and job stability as opposites,”
notes Liliana Strupp from the Polish HR Forum (Polskie Forum HR).
“The market needs to be flexible where needed and stable where society requires it. Employment agencies are stepping in to fill this gap by offering flexible solutions like temporary work and outsourcing.”
Tools, Benefits, and Upskilling: How Orange Is Adapting
Orange Polska has responded to labor market changes with a broad suite of tools and practices:
- Traditional benefits such as pension funds, loans, and fair wages.
- Team development support like grants for team-building events.
- A consistent or growing budget for employee development, with 90% of staff trained in new technologies over the past three years.
“We invest in people because we understand that keeping up with market demands means continuously upgrading our workforce,”
adds Kowalski.
AI and Continuous Learning: The New Employment Standard
Today’s labor market challenges employers to invest in reskilling and upskilling to stay competitive. According to ManpowerGroup, 28% of global companies plan to invest in skill development, and 22% aim to implement flexible employment models. Employees must be prepared to adapt, especially as AI-driven tools become standard across industries.
“The rise of AI is a huge opportunity for companies that know how to use it,”
says Strupp.
“Remote work, online tools, and hybrid job setups are already mainstream, and AI is the next frontier.”
The World Economic Forum’s Future of Jobs Report 2025 predicts that 60% of companies will integrate generative AI into core business functions by 2030. Around 70% plan to hire AI tool developers, and 62% will seek employees skilled in AI collaboration.
“Half of business leaders say they won’t hire people without digital skills. That’s the new standard,”
Kowalski explains.
“We no longer list ‘Microsoft Office’ on resumes—it’s expected that you’re proficient in new technologies.”
According to Hays’ 2025 report, 46% of workers already use AI tools, and 66% of companies encourage it in daily workflows.
Orange has rolled out a number of technologies to streamline operations, including:
- Teams, Jira, Power BI
- GenAI assistant “Dinootoo”, currently used by 2,000 employees, soon to be available to all 8,000 staff members.
HR’s Evolving Role: Managing Skills and Talent Mobility
In today’s dispersed organizations, HR departments play a critical role in managing people and skills. According to Future 2025, key HR strategies will include talent retention and internal mobility. Companies must create career development paths that help employees grow and adapt.
Orange Polska’s SkillsUp platform is a great example. It includes 13,000 employees, each contributing their personal skill profiles, resulting in a rich competency database. This allows teams to be quickly assembled, employees to be reassigned, and personalized career paths to be created.
“This tool has transformed how Orange operates over the past two years,”
says Kowalski.
The World Economic Forum reports that 85% of companies plan to invest in employee skills development, with 50% aiming to implement reskilling programs and 77% of large companies planning such investments by 2030 to prepare staff for working with emerging technologies.
The Way Forward: Fair Flexibility and Smart Workplaces
The need to rethink the traditional workplace model was a central theme at the Spring 2025 European Forum for New Ideas, held under the banner “The Future of Work and Work of the Future” in Warsaw.
What’s clear is that the future of work will be shaped by hybrid models, AI integration, and continuous learning—and those organizations that embrace flexibility with fairness and invest in people and innovation will be best positioned for long-term success.
