Flexible models of staff motivation as a response to the challenges of the post-pandemic labour market

Introduction. The post-pandemic transformation of the labour market has significantly reshaped personnel management systems. Organizations are faced with the need to revise traditional motivation approaches and implement more flexible, personalized models of employee stimulation. Growing demand for autonomy, psychological comfort, and a healthy work–life balance has increased the relevance of non-material incentives and innovative HR practices. Purpose. The purpose of the article is to substantiate the expediency of implementing flexible models of staff motivation as an adaptive response to the challenges of the post-COVID labour market. The study focuses on assessing the effectiveness of hybrid, non-material, and individualized motivational strategies and analysing their impact on employee engagement, loyalty, and productivity. Method (methodology). The research applies a systematic and comparative approach, literature and corporate practice analysis, as well as elements of content analysis. This methodological framework enables the typologization of flexible motivational models and the evaluation of their practical implementation in both Ukrainian and international companies. The results. Five core types of flexible motivation models were identified: flexible scheduling, hybrid work, well-being programs, non-material recognition tools, and individualized incentives. Their integration has been shown to enhance emotional engagement, reduce employee turnover, and foster a trust-based organizational culture. At the same time, the study emphasizes the importance of developing new effectiveness indicators and considering sectoral characteristics, company size, and employee profiles when implementing these models.