Transforming Leadership in the Age of Talent Mobility: Randstad's New Guidelines
In today's dynamic workplace, mere compensation is no longer enough to engage employees. Recognizing this, Randstad, a global leader in recruitment services, is setting new standards in leadership with the recently introduced "Leadership Expectations." Effective from July, this new guideline serves as a universal framework for over 39,000 employees across 39 countries, encouraging them to embody effective leadership behaviors that accelerate organizational growth.
The revised leadership expectations are built upon three core pillars and six expected behaviors, designed to guide employees irrespective of their positions in the organization. By aligning their actions with these expectations, employees can serve as role models, fostering a culture of growth within their teams. The four-level competency model makes it clear what behaviors are anticipated for one to lead by example.
1. Set Direction: Under this pillar, employees are expected to think strategically about long-term success while adapting their resources to effectively implement visions. The expected behaviors include:
- Think Strategically
- Drive Change for the Future
2. Achieve Results: Employees are encouraged to make responsible decisions that lead to tangible outcomes. Building partnerships across departments enhances collective success. The focused behaviors here are:
- Pursue Results
- Facilitate Collaboration
3. Show Care: Trust is built through honest leadership, fostering an environment where everyone can thrive. Employees are called to:
- Inspire Teams
- Develop People
Following the company-wide launch in July, Randstad has initiated e-learning programs for all employees to help them internalize these leadership expectations. Cascade-down workshops will take place until the end of October to practice these guidelines within business units. Additionally, a monthly video series titled "Lead by Example" will showcase how leaders apply these principles in their operations, aiming for this culture to be ingrained companywide by December.
Recent research by Randstad titled "Employer Brand Research 2026: Japan Edition" reveals a significant shift in why employees leave organizations. For the first time, lack of work-life balance (33%) surpassed insufficient compensation as the leading reason. Particularly among younger generations such as Generation Z, there is a stronger focus on personal growth opportunities and increasing market value rather than traditional job security. This necessitates a new leadership approach that directly supports employee development and engagement. Furthermore, the "Workmonitor 2026" report shows that 60% of workers globally seek greater reassurance from managers amid uncertain circumstances, highlighting the pressing requirement for leaders to provide clarity and guidance.
Founded in 1960 and headquartered in the Netherlands, Randstad N.V. employs 38,480 people and reported revenues of €23.07 billion in 2025. With operations in 39 countries, it prides itself on delivering comprehensive personnel services while remaining committed to creating an equitable and skilled workforce.
Through a multi-pronged approach, Randstad aims to equip businesses with flexible, diverse talent. They firmly believe in offering equal opportunities for individuals from all backgrounds while supporting their continuous growth in an ever-evolving job market.
Randstad has consistently been recognized for its commitment to diversity and inclusion, exemplified by its Gold Rating on the PRIDE Index for five consecutive years and being the only staffing agency listed in the Dow Jones Sustainability World Index for 11 years.
For further insights into Randstad's initiatives and their impact on the workforce, check out their white papers and blogs linked on their corporate website.
In an era characterized by rapid change and uncertainty, organizations must adapt their leadership frameworks to meet evolving workforce expectations. Randstad's initiative in redefining leadership behaviors is a significant step towards enhancing employee engagement, fostering growth, and navigating the complexities of modern employment.
Overview of Leadership Expectations
The revised leadership expectations are built upon three core pillars and six expected behaviors, designed to guide employees irrespective of their positions in the organization. By aligning their actions with these expectations, employees can serve as role models, fostering a culture of growth within their teams. The four-level competency model makes it clear what behaviors are anticipated for one to lead by example.
1. Set Direction: Under this pillar, employees are expected to think strategically about long-term success while adapting their resources to effectively implement visions. The expected behaviors include:
- Think Strategically
- Drive Change for the Future
2. Achieve Results: Employees are encouraged to make responsible decisions that lead to tangible outcomes. Building partnerships across departments enhances collective success. The focused behaviors here are:
- Pursue Results
- Facilitate Collaboration
3. Show Care: Trust is built through honest leadership, fostering an environment where everyone can thrive. Employees are called to:
- Inspire Teams
- Develop People
Efforts Towards Implementation
Following the company-wide launch in July, Randstad has initiated e-learning programs for all employees to help them internalize these leadership expectations. Cascade-down workshops will take place until the end of October to practice these guidelines within business units. Additionally, a monthly video series titled "Lead by Example" will showcase how leaders apply these principles in their operations, aiming for this culture to be ingrained companywide by December.
The Need for Leadership Guidelines Now
Recent research by Randstad titled "Employer Brand Research 2026: Japan Edition" reveals a significant shift in why employees leave organizations. For the first time, lack of work-life balance (33%) surpassed insufficient compensation as the leading reason. Particularly among younger generations such as Generation Z, there is a stronger focus on personal growth opportunities and increasing market value rather than traditional job security. This necessitates a new leadership approach that directly supports employee development and engagement. Furthermore, the "Workmonitor 2026" report shows that 60% of workers globally seek greater reassurance from managers amid uncertain circumstances, highlighting the pressing requirement for leaders to provide clarity and guidance.
Randstad Company Overview
Founded in 1960 and headquartered in the Netherlands, Randstad N.V. employs 38,480 people and reported revenues of €23.07 billion in 2025. With operations in 39 countries, it prides itself on delivering comprehensive personnel services while remaining committed to creating an equitable and skilled workforce.
Through a multi-pronged approach, Randstad aims to equip businesses with flexible, diverse talent. They firmly believe in offering equal opportunities for individuals from all backgrounds while supporting their continuous growth in an ever-evolving job market.
Awards and Recognition
Randstad has consistently been recognized for its commitment to diversity and inclusion, exemplified by its Gold Rating on the PRIDE Index for five consecutive years and being the only staffing agency listed in the Dow Jones Sustainability World Index for 11 years.
For further insights into Randstad's initiatives and their impact on the workforce, check out their white papers and blogs linked on their corporate website.
Conclusion
In an era characterized by rapid change and uncertainty, organizations must adapt their leadership frameworks to meet evolving workforce expectations. Randstad's initiative in redefining leadership behaviors is a significant step towards enhancing employee engagement, fostering growth, and navigating the complexities of modern employment.
Topics People & Culture）
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