Category Archives: Employee Motivation

Employee Experience, Employee Motivation

Emotional bonds drive workplace engagement, yet only 42% get the nod of recognition from the C-suite

Survey highlights line managers and peers as the ‘unsung heroes’ of employee recognition

Boostworks, a leading provider of employee reward and recognition, benefits delivery and wellbeing solutions’, has today launched the findings of its latest research-based whitepaper: “The Heart of Workplace Engagement”. Importantly, the paper revealed that 70% of employees highlight the importance of recognition, but less than half (42%) report receiving regular recognition from their CEOs.

Flagging the importance of the pivotal role of emotional bonds in fostering an engaged and productive workforce, the research – carried out across 3,000 HR professionals, C-suite leaders, and employees across UK businesses – is a deep dive into the role of employer recognition. It emphasises the particular importance of line managers and peers and how they’re the ‘unsung heroes’ for recognising employee achievements and progress.  Receiving recognition from managers was cited as pivotal, impacting morale and engagement for 51% of employees.

“In today’s dynamic workplace environment cultivating a thriving culture must extend beyond mere words,” said Andy Caldicott, CEO at Boostworks. “It requires embedding emotional connections and personalised recognition into the daily experiences of employees.

“Our research shows a significant discrepancy between employee needs for recognition and what is actually given, underscoring a substantial gap in leadership practices where the emotional and professional needs of employees are not being fully met.

Key findings and recommendations:

Emotional connections matter:

  • 70% of employees emphasised the importance of emotional connections, highlighting empathy as a critical part of the recognition process.
  • Unfortunately, less than half (42%) of employees reported receiving regular recognition from their CEOs.
  • 81% of HR professionals resonated with the need for emotional bonds, emphasising direct manager feedback and peer recognition.
  • 76% of C-suite leaders acknowledged challenges aligning these practices with business goals due to traditional compensation strategies.

Mind the gap:

  • Nearly 70% of employees and 81% of HR professionals believed in the importance of emotional connections at work.
  • However, only 42% of employees felt acknowledged by their CEOs.
  • Receiving recognition from managers was cited as pivotal, impacting morale and engagement for 51% of employees.
  • Peer-to-peer recognition also held significant value – (55%) acknowledge work milestones and 59% acknowledge their personal milestones.
  • Yet, half of the employees surveyed (50%) agree that senior managers receive more recognition than those at a lower level.

Unsung heroes: Line managers and peers:

  • 51% of employees believed direct recognition from managers positively impacted their morale and engagement.
  • 53% agreed that their line managers regularly acknowledged work milestones, while 51% acknowledged personal milestones.
  • Colleagues also play a role in recognition, with 55% acknowledging work milestones and 59% acknowledging personal milestones.
  • Managers need adequate support; 48% of employees believed they should regularly share information about available rewards and benefits.

Communication and transparency:

  • While 76% of C-suite executives perceived communication as open, only 51% of employees shared the same view.
  • A significant portion of employees (25%) desired more frequent updates on rewards and recognition. Meanwhile, 40% of HR professionals and 39% of C-suite executives agreed on communicating about rewards every 2-3 months, though 38% believed it should be monthly or more often.

“The narrative here is clear – the journey towards a thriving workplace culture is a collective endeavour, demanding a strategic approach to harmonise recognition practices with the holistic aspirations of all employees,” concludes Caldicott.

“Businesses must prioritise emotional connections and recognise the unsung heroes – line managers and peers. By fostering a culture of recognition and setting the tone for better, more transparent communications, organisations can enhance engagement, satisfaction, and all importantly, retention.”

Beauty, Business, Cardiff, Cardiff News, Education, Employee Motivation, Hair and Beauty, Job Opportunities, Jobs

Cardiff teen lands her dream job through Jobs Growth Wales+

A 17-year-old apprentice from Cardiff is flying to Budapest after support from the Welsh Government’s Jobs Growth Wales+ programme to land her dream role as a Hairdresser.

Darla Wathen recently completed her Level 1 NVQ qualification in Hairdressing and is currently working at Henderson & Co. as a Junior Stylist.

When discussing her route to employment, Darla said: “I wasn’t very academic at school, but I’ve always been a creative person. I decided to meet with Working Wales to scope out my options and Jobs Growth Wales+ appealed to me because of the work placements and hands-on training that were incorporated into your learning.

“Back then I didn’t know what I wanted to do with my future, so I attended a few taster days to explore different career pathways. The courses on offer varied from childcare to beauty to construction and animal care, but it was hairdressing that I discovered I had a passion for.”

Having found her feet, Darla excelled on the programme and quickly proved to her tutors that she was a talented and dedicated learner.

Darla said: “My tutor, Charlotte, played a huge role in how comfortable and at ease I felt on Jobs Growth Wales+. I was nervous when I first started the programme, but she spent a lot of time helping me build on my essential skills before looking for employment.

“As well as working with me to improve my CV, Charlotte would act out interview scenarios with me to get me used to a real-life environment. This massively helped with my confidence and was a huge turning point for me.

“My Jobs Growth Wales+ tutors saw my potential. Everyone treated me like an adult, and I could tell the programme wanted me to succeed.”

With the support she received, Darla soon secured her job at Henderson & Co. in Cardiff and is currently thriving as a Junior Stylist.

Darla continued: “Working at Henderson & Co. has been amazing. I really appreciate the advice the other stylists give me, and I’ve already learnt so much in such a short space of time. When I’m not with clients, I’m either on reception, tidying or doing stock take – I love going to work because no day is the same!”

“I’m really keen to specialise in colour and I’ve been lucky enough to practice different techniques – from block colour, balayage, foils and highlights. I even dyed a customer’s hair red the other day.”

This year, Darla will be flying to Budapest with Henderson & Co. to attend a fashion show workshop.

“I feel incredibly lucky to be going with the team to a Kevin Murphy fashion show. It’s another new adventure and an opportunity for me to be taught by the very best influencers and experts in the industry.”

Darla has also got her sights set on gaining more work experience in Australia before returning to Wales to set up her own salon.

Darla said: “I’m hoping to progress with Henderson & Co, and maybe in a few years even live and work in Australia to learn new techniques again. At the moment I’m taking every day as it comes but it would be amazing to set up my own salon eventually.

“My one piece of advice for people who don’t know what they want to do when they’re at school is to talk to others about your options. I felt incredibly listened to and was lucky enough to find a career because of the training and funding provided through Jobs Growth Wales+.”

To learn more about Jobs Growth Wales+ visit workingwales.gov.wales/jobs-growth-wales-plus or call Working Wales on 0800 028 4844.

Employee Engagement, Employee Motivation, Events, News

Virtual Events Improve Mental Health and Help Retain Top Talent

A new study by Avva Experience suggests regular virtual teambuilding events can improve employee mental health and wellbeing, as well as talent retention in hybrid and fully remote workplaces.

  • 83% felt more engaged with their teams
  • One in six less likely to quit
  • 80% experienced improved mental health
  • One-fifth felt more productive

The corporate experience provider surveyed remote workers across 1,000 companies and found that virtual events – such as online murder mysteries, origami making and trivia quizzes – improve employee engagement, morale, and overall satisfaction.

According to the study, 80% of respondents felt virtual events had a positive impact on their mental health, with one in five feeling more productive. In addition, 83% of respondents strongly agreed that virtual events improved employee engagement. The study also found that one in six employees were less likely to quit their jobs after participating in virtual events.

This follows a 2023 survey by Direct Line Group, which revealed almost two-thirds of small and medium-sized enterprises struggle to retain valuable talent due to the current economic climate.

 

Avva Experience CEO and co-founder, Barnaby Sellers, commented: “In recent years, there’s been a significant focus on work-life balance. Companies are prioritising the mental health of their employees by offering flexible work environments through hybrid and remote working options. However, keeping remote teams interacting with each other can be challenging. 

“To tackle this challenge, virtual experiences are becoming a popular tool for companies looking to enhance employee morale and productivity remotely, while also improving staff retention. Our study shows just how vital remote team building is, and it’s also extremely rewarding to know we’ve helped improve the mental wellbeing of our clients’ workforce.”

 

In addition to employee benefits, virtual events are a much more sustainable option than in-person events. According to a study by the University of Michigan, virtual events can reduce carbon footprint by up to 94% and energy use by up to 90%.

Interestingly, Avva Experience also found that Thursdays are the most popular day for virtual events to be run, with 36% of events taking place on that day. Zoom is the most popular platform for virtual events, with 88% of events conducted here. Finally, the study found that escape rooms and challenges are the most popular types of experiences to be booked, followed by immersive acts and shows.

Employee Engagement, Employee Motivation, News

TikTok Trends Unveil Workplace Realities: ‘Act Your Wage’ Surges to 665M Views, Reflecting Employee Discontent

  • Act Your Wage’ amasses a staggering 665M views on TikTok, exposing employee frustration with overbearing co-workers.
  • TikTok data reveals a disengaged workforce, with views for terms around quitting and withdrawing from work at nearly 50M
  • Job security concerns echo through TikTok with ‘Quiet Firing’ garnering 26.4 million views.

 2023 has been a big year for workplace trends taking centre stage on TikTok. With new phrases and terminology filling up our social media feeds, flexible office space provider Instant Offices has delved into TikTok revealing some unprecedented insights into today’s workforce based on the trends they are most interested in.  

The top 10 most popular TikTok workplace trends from 2023 

Ranking  Trend  Views 
1  Act Your Wage   655.7M 
2  Lazy Girl Job  38.5M 
3  Quiet Firing  26.4M 
4  Quiet Hiring   8.7M 
5  Rage Applying   6.1M 
6  Bare Minimum Mondays  2.6M 
7  Quiet Quitting  1M 
8  Career Cushioning  672.7K 
9  Boomerang Employee   101.9K 
10  Resenteeism  32.9k 

Understanding Employee Discontent: ‘Act Your Wage’ Goes Viral 

With over 665 million views, the phrase ‘Act Your Wage’ on TikTok is a clear reflection of employee dissatisfaction with overbearing co-workers and employers that undervalue them.  

The most prevalent workplace phrase is a call out to co-workers who colleagues who treat their peers like overbearing managers and a mantra for employees that feel their businesses don’t pay them enough for the level of service they provide. At its core, the “Act Your Wage” trend suggests employees want clearer, defined boundaries in the workplace as well as recognition and reward for the hard work they put in.  

Job Security Jitters: ‘Quiet Firing’ Views Reflect Employee Concerns 

Job security concerns take centre stage on TikTok, with ‘Quiet Firing’ accumulating a substantial 26.4 million views. Quiet firing is a subtle and often insidious practice in the world of work, where rather than directly firing an employee, an employer gradually takes away their responsibilities until they are forced to leave. The workforce’s focus on this trend suggests a lack of trust in employers that businesses will need to remedy to ensure employee retention in the New Year. 

A Disengaged Workforce: Quitting and Withdrawal Trends 

Interest in trends around quitting and/or disengaging from work have risen significantly – including Lazy Girl Job (38.5M), Rage Applying (6.1M), Bare Minimum Mondays (2.6M), Quiet Quitting (1M) – reaching nearly 50M views. This trend signals a downward turn in employee attitudes, emphasizing the need for businesses to reassess their employee satisfaction strategies and create environments that inspire motivation and commitment to avoid the next great resignation.

Sources and Methodology: Data on the top 10 TikTok Trends was collated by creating a seed list of popular terms and ranking these based on TikTok views, found by searching each trend within the TikTok app.

About Instant Offices: Instant Offices is a global leader in flexible office space solutions, offering businesses a diverse range of workspace options. With a commitment to understanding and addressing the evolving needs of the workforce, Instant Offices empowers businesses to thrive in the dynamic landscape of the modern workplace.

Employee Engagement, Employee Motivation, Training, Training & Apprenticeships

Why Modern Professionals Are Investing More in Personal Development

In the ever-evolving landscape of the professional world, the quest for excellence remains paramount. It’s no longer just about degrees and technical proficiencies. The modern professional is actively seeking holistic development, aiming not just for success in the workplace but for personal fulfilment and growth. With a myriad of opportunities available and a dynamically changing job market, it’s crucial to understand why there’s been a significant shift towards personal development. Let’s embark on this journey, unveiling the reasons behind this change and the paramount importance of investing in oneself.

The Shift in Workplace Values: Understanding the Modern Professional’s Mindset

Gone are the days when clocking in and out of a 9-to-5 was the be-all and end-all. Today’s professionals crave more. They seek purpose, flexibility, and a sense of belonging. A paycheck is no longer the sole motivation; it’s about deriving true satisfaction from one’s work and the impact it creates. The modern professional is also acutely aware of the transient nature of jobs. With technology and globalisation reshaping industries, it’s become evident that adaptability and continuous learning are not just perks but necessities. Thus, professionals are adapting to these shifts and taking proactive measures to align with the evolving workplace values.

The ROI of Personal Development: Why It’s Worth the Investment

The term ‘Return on Investment’ or ROI is not restricted to finance. When professionals invest in personal development, the returns manifest in diverse forms – heightened confidence, broader skill sets, and increased opportunities for advancement. Think of it as compound interest for your career. Every course attended, every seminar participated in, and every book read adds layers of depth to one’s profile. Moreover, in a competitive market, these investments can be the distinguishing factor between stagnation and career progression. Companies are more inclined towards individuals who show a keen interest in growth, making personal development not just an asset but an essential tool for career enhancement.

Beyond Technical Skills: The Importance of Soft Skills in Today’s Job Market

While technical prowess has traditionally been the yardstick for many professional roles, the landscape of what’s deemed valuable is undergoing a seismic shift. Soft skills, once considered secondary, have emerged at the forefront of today’s job market. These encompass abilities like communication, teamwork, critical thinking, and emotional intelligence. With automation and artificial intelligence taking over routine tasks, it’s the uniquely human attributes that set individuals apart. Employers are increasingly recognising that while technical aptitude is teachable, attributes like adaptability, empathy, and problem-solving are invaluable. After all, machines can process, but it’s humans who truly connect, understand, and innovate. In the matrix of career development, soft skills have undoubtedly become the golden thread linking success across various sectors.

Future-Proofing Your Career: Staying Relevant in a Rapidly Evolving World

In an era where job roles evolve almost as quickly as technology does, professionals face the pressing challenge of staying relevant. This is where the concept of line management comes into play. Effective line management isn’t just about overseeing tasks or projects; it’s about recognising the need for continuous skill enhancement and facilitating growth opportunities. It involves guiding team members to add value not just to the organisation but to their individual career trajectories. By honing line management skills, professionals ensure they’re equipped to navigate the changing tides, manage teams efficiently, and make impactful decisions. It’s this proactive approach that ensures not just job security but the ability to lead and inspire in an ever-changing professional landscape.

Building Resilience and Adaptability: The Cornerstones of Modern Career Success

Change, they say, is the only constant. In today’s fast-paced professional world, this adage holds truer than ever. Resilience and adaptability are no longer just admirable traits; they’re cornerstones for success. Resilience equips professionals to handle setbacks, learn from failures, and bounce back with renewed vigour. Meanwhile, adaptability ensures they remain agile, ready to pivot as industries evolve and new opportunities emerge. Together, these skills form a formidable combination, preparing individuals to handle challenges, seize new prospects, and mould their careers to the changing demands of the market. Those who embrace these attributes not only survive the storms but harness them, steering their careers towards uncharted successes.

Lifelong Learning: The Key to Sustainable Career Growth

The notion that education ends after formal schooling is a relic of the past. In the current professional milieu, the most successful individuals embrace the ethos of lifelong learning. With industries and technologies evolving at a dizzying pace, static knowledge quickly becomes obsolete. Lifelong learning is the compass that directs professionals through the labyrinth of change, ensuring they remain relevant, competent, and ahead of the curve. By actively seeking out new knowledge and skills, professionals not only adapt to changes but often become the drivers of innovation within their spheres. It’s this commitment to continuous growth and curiosity that fortifies a sustainable and ascending career trajectory.

Personal Branding: Crafting a Unique Identity in the Digital Age

In today’s digital-centric era, professionals are more than just their CVs or job titles. They are brands, with unique identities that resonate across online platforms. Personal branding is the art of curating and projecting a distinct and consistent image, one that encapsulates skills, values, and aspirations. With platforms like LinkedIn, Twitter, and personal blogs, professionals have the tools to shape their narrative, reaching global audiences. Crafting a compelling personal brand not only sets individuals apart in crowded job markets but also attracts opportunities that align with their values and vision. In essence, it’s about authenticity, and in a digital age where visibility is paramount, a strong personal brand is an invaluable asset.

Networking and Collaboration: How Personal Development Opens Doors

The power of connection in the professional world is immeasurable. Personal development isn’t solely about individual skills or knowledge acquisition; it’s intrinsically linked with building robust networks and fostering collaboration. Networking events, seminars, workshops, and online courses all offer platforms for professionals to interact, share ideas, and forge meaningful relationships. These connections often lead to collaborative ventures, job opportunities, and the exchange of invaluable insights. Furthermore, in an interconnected world, the adage, “it’s not what you know, but who you know,” gains even more prominence. By investing in personal development, professionals inadvertently expand their horizons, unlocking doors previously unimagined.

 

Business Advice, Employee Motivation

5 tips for raising awareness of cancer in the workplace

Cancer affects a significant number of individuals, with statistics showing that one in two people in the UK will be diagnosed with cancer in their lifetime. Among those diagnosed, 36% are of working age, meaning that many employees are navigating the challenges of a cancer diagnosis while still being actively employed.

As an employer, it is crucial to prioritise raising awareness of cancer in the workplace, fostering a culture of inclusion, support, and employee wellbeing.

This article provides essential tips on how to effectively raise awareness of cancer, highlight risk factors, encourage conversations, and provide cancer support to those employees impacted by cancer.

Encourage overall employee wellness

In the UK, around 40% of cancer cases are preventable, equating to more than 135,000 every year. To address the preventable causes of cancer, employers can educate employees about the risk factors associated with the disease. Some common risk factors include smoking, obesity, exposure to UV radiation, excessive alcohol consumption, and a lack of dietary fibre.

Employers can also implement several initiatives to encourage healthier lifestyles among employees, such as:

  • Providing information about cancer risk factors.
  • Promoting healthy eating habits by offering nutritious snacks like fruit, vegetables, yoghurts, and nuts.
  • Creating opportunities for exercise at work such as lunchtime classes or subsidising fitness memberships.
  • Participating in workplace quit-smoking campaigns.
  • Encouraging alternative commuting methods, such as cycling or walking.
  • Providing on-site employee health screenings.
  • Offering ergonomic furniture such as standing desks and under-desk treadmills.

Create an employee information bank

When employees or their loved ones receive a cancer diagnosis, they often have numerous questions and seek out information that can help them make sense of everything. Employees may also look for information about cancer if they notice changes in their health. Employers can raise awareness of cancer support avenues and resources by creating an information bank that their employees can access.

The NHS website serves as an excellent resource, covering various types of cancer. Additionally, many UK-based cancer charities provide free information and support for cancer patients, their families, friends, and carers. Furthermore, there are specific charities dedicated to particular types of cancer that offer more detailed information about these cancers’ diagnoses, symptoms and treatments.

Deliver events and staff training

A staggering 86% of line managers report not having received any training on how to support individuals with long-term conditions such as cancer. Employers can create a more understanding work environment by organising cancer awareness training for management, HR staff and other employees. Programs like Cancer Research’s Cancer Awareness in the Workplace and Macmillan at Work’s training and resources can provide valuable insights. It is also essential to provide training to all employees on how to support coworkers with cancer, enabling the entire workforce to engage in effective and supportive conversations about the disease.

Furthermore, raising awareness about the early signs and symptoms of cancer is crucial. Opening up conversations about sensitive topics can help employees recognise the importance of early detection and seeking medical advice, even if they feel embarrassed or uncomfortable.

Engage in national and local cancer events

Participating in national and local cancer events at work can serve multiple purposes. Not only can they help raise funds for cancer charities, but they can also encourage meaningful conversations about cancer within the workplace.

Many well-publicised events occur every year including Macmillan coffee mornings, Cancer Research UK’s Race For Life, Breast Cancer Awareness Month, Movember, and Brave the Shave. By actively engaging in these events, and involving employees in the planning of the event as well as the event itself, employers create opportunities for employees to open up, support one another, and raise awareness, all while contributing to a larger cause.

Encourage employees to utilise health benefits

Employers who provide health benefits like insurance, mental health support, screenings, or doctor’s visits should actively encourage employee uptake of these resources. Employees may be unaware of their entitlements or unsure about how to access them. Employers can address this issue by ensuring employees are informed about all available benefits and providing clear guidance.

Employers can share Employee Assistance Programme (EAP) details during the onboarding process, for example, or provide reminders through regular employee communications. Making use of health benefits can aid employees in early cancer detection and diagnosis, while mental health services can offer a safe space for employees to discuss their feelings and concerns.

In summary, raising awareness of cancer in the workplace is a vital step toward creating a supportive and inclusive environment for employees. By promoting overall good health and wellbeing, directing employees to reliable information sources, organising events and training, engaging in cancer-related initiatives, and encouraging the use of health benefits, employers can effectively raise awareness and demonstrate their commitment to their employees’ wellbeing. By actively addressing cancer in the workplace, employers contribute to a culture of empathy, understanding, and support, ensuring that employees navigating a cancer diagnosis feel valued and empowered.

 

Employee Benefits, Employee Motivation, HR, HR News

What SMEs Need To Know About Employee Benefits in a Cost of Living Crisis

Written by Chris Ronald, VP EMEA B2B – Incentives, Rewards & Benefits at Blackhawk Network, the cost-effective, free to set up, employee benefits platform.

In today’s economic climate, workplace benefits are no longer just a perk, they are a necessity. Employers should be helping employees’ salaries stretch further during the cost-of-living crisis, not only because it will help keep their staff happy, but because it is the right thing to do.

We recently conducted research among 500 HR decision-makers (HRDMs) and 2,000 employees up and down the UK to understand attitudes towards workplace benefits and how they can be optimised to maximise the help they give employees. We wanted to explore the perception gap that exists between employers and employees regarding workplace benefits.

 

The disconnect between benefits being a perk versus a necessity

The data clearly shows that workplace benefits are no longer solely viewed as added bonuses. As the cost-of-living crisis mounts, employees are increasingly beginning to rely on them to stay afloat. As a result, workplace benefits have become key factors in ensuring employers are able to attract and retain talent.

Employees want more support and failing to provide this could result in staff walking out the door.

Already, 72 percent of businesses have suffered staff resignations over the last six months, including 33 percent of all employers surveyed who have noticed an increase in the number of staff leaving.

What the research also highlighted was clear disparities between what employees want, versus what they are currently receiving. SMEs must recognise this and prioritise a review of their benefits package.

 

Never assume – understand what your employees want and need   

Our research revealed that over three quarters of employees (76%) are looking for more ways to save money on what they buy. So whilst businesses did list gym memberships, bikes, and childcare as the top three things employees can currently save money on via their benefits, more than half of employees (51%) reported that financial assistance with groceries was the top benefit their employers should be offering, followed by travel to work by car, and technology.

HR decision-makers need to listen to what their staff are telling them and adjust their benefits packages accordingly. However, currently, fewer than two in five (37%) are planning on reviewing the benefits they offer at least quarterly. And more worryingly, while a quarter (24%) have considered expanding their benefits package in response to rising inflation, a further quarter (25%) have no plans to change or expand their package this year.

 

Looking ahead 

Despite this, the vast majority of HRDMs (86%) do understand the important role workplace benefits will have in supporting their employees during the cost-of-living crisis. In fact, many HRDMs anticipate that cost-related benefits are only likely to grow in importance over the next 12 months.   And many employees agree.

Almost half are concerned about what their financial situation will be like in 12 months’ time (48%), and over a third expect inflation to impact their financial situation significantly.   However, while 67 percent of businesses without cost-savings benefits are interested in offering them, the most common barrier they say they are currently facing is the cost. But there are solutions out there where cost need not be a concern. Our Extras platform is one example. We offer employers a way of helping their people with everyday essentials with the bYond card, which gives employees up to 15 percent cashback at over 85 retailers, including groceries and DIY.

 

Taking the first step

We are currently experiencing one of the most difficult economic periods in decades. And while many businesses would love to offer their employers cash, or a salary increase to match inflation, to help see them through, it’s just not always possible. What they can do, however, is re-evaluate their benefits packages to truly help employees’ salaries stretch further– a key part of which must be listening to what it is their employees want and providing choice. Now is the time to find out what your employees genuinely want and offer flexible options so that employees can choose what makes the most impact to them.

Business News, Employee Benefits, Employee Motivation

Tailor Your Benefits Package to Fit Your Employees

Crafting a comprehensive and appealing benefits package is key to the success of any business.

If you want to attract top talent and create a positive work environment, a one-size-fits-all approach no longer works for today’s diverse workforce. Instead, employers need to adopt a tailored strategy to meet the unique needs of their employees.

Understanding Employee Needs 

To create a great benefits package it’s crucial to understand your employees needs. Conduct surveys, focus groups, and have one-to-one discussions to gain insights on what matters most. Understand preferences regarding healthcare, work-life balance, professional development and other areas which are relevant to your staff. By collecting this data, you can gain valuable insights into the priorities of your employees, enabling you to design a tailored benefits package that addresses their specific needs.

Financial Wellness 

Financial stress can significantly impact employee performance and well-being. The number one requested benefit by employees is assistance with everyday costs, especially during the current cost of living rises.  Offering the chance to save money on everyday expenses such as supermarket bills, high street stores and even holidays and entertainment can help reduce financial stress in a meaningful way. With My Staff Shop your employees can choose to reduce their initial payment on hundreds of everyday purchases or to ‘bank’ their savings and redeem them later; on another purchase, as a cash withdrawal or even paid directly into a savings plan.

You could also consider integrating financial wellness programs into your benefits package. Financial education resources, retirement planning assistance, and access to financial advisors are all popular benefits. Additionally, Salary Sacrifice schemes can offer pre-tax benefits to help with specific purchases. These initiatives demonstrate your commitment to supporting your employees’ long-term financial goals.

Flexible Healthcare Options 

Healthcare is also a top priority for many employees. While providing a standard health insurance plan is a good starting point, offering flexible healthcare options can have a significant impact and can also help to cut costs. Consider providing a variety of plans to accommodate diverse needs, and remember that some employees may not want to receive taxable healthcare benefits, so check that they can opt out either now or in the future. Healthcare benefits can also incorporate wellness programs, preventive care incentives, and mental health support which all further enhance the healthcare benefits you offer.

Professional Development Opportunities 

Investing in your employees’ professional growth not only benefits them individually but also contributes to the overall success of your organization. Tailor your benefits package to include opportunities for continuous learning and development. This can be as simple as providing access to online learning platforms. By nurturing their skills and knowledge, you create a motivated and engaged workforce that remains ahead of the curve.

Regular Evaluation and Review

Creating a tailored benefits package is not a one-time endeavor. The needs and expectations of your employees may evolve over time, influenced by changes in demographics, societal trends, or industry demands. It is vital to regularly evaluate the effectiveness of your benefits package and gather feedback from your employees. Working with a partner that offers flexible benefits and who can work with you to accommodate any necessary adjustments, you ensure that your benefits package remains relevant and valuable.

Tailoring your benefits package to fit your employees is essential for attracting and retaining top talent. By understanding your people’s needs, offering flexible options, and investing in their well-being and growth, you create a work environment that fosters loyalty, productivity, and overall job satisfaction. Remember, an engaged and fulfilled workforce is the cornerstone of a successful organization.

Employee Engagement, Employee Motivation, News

Overworked and Under-Appreciated – The British Workforce Crisis

More than half (53%) of employees in the UK feel overworked, citing factors like reaching their maximum capacity, being spread too thin, or stressing over the threat of additional work – according to new data from Censuswide, commissioned by people analytics company Visier.

The data – which comes during an uncertain economic market where businesses are striving to do more with less – reveals that young professionals aged 25-34 feel most overworked, followed closely by those aged 55+. And, whilst Jeremy Hunt’s spring budget outlined major policy changes to improve support for the workforce, businesses will need to do more for employees who expect better experiences from their employers and aren’t willing to settle. In fact, four in ten (40%) employees would look for a new job with a better work-life balance if they felt overworked.

 

Unbearable workloads

With many organisations slamming on the recruitment breaks amid broader market uncertainty, current employees are being asked to take on more responsibilities. 30% of respondents said they feel their employer has increased their work responsibility outside of their initial role, and 23% feel their employer expects or encourages them to pick up work outside of their remit. When asked about working hours, 32% said that their employer expects or encourages them to work outside of contracted work hours or to ask their line reports to do the same.

These additional tasks have created an environment where employees are reaching a breaking point.  40% of respondents stated their workload has led to feelings of anxiety, whilst nearly a quarter (24%) said they have reached their mental limit.

Furthermore, the data reveals that employees aren’t just feeling increasingly overwhelmed because of work. The cost-of-living crisis (61%) and family responsibilities (34%) were both cited as contributors. It’s not surprising therefore that employees feel they have good reason to participate in “bare minimum Mondays” – the practice of completing the least amount of work necessary to get through Monday, as a result of the constant pressure to be productive. The main reasons for partaking in “bare minimum Mondays” included seeing it as a good way to relieve stress (27%) and because preparing to go back to the work week led to increased feelings of anxiety (23%).

Some 39% also cited that they’d participate in “bare minimum Mondays” because they aren’t being compensated or appreciated for the extra work they do, whilst 15% said they are being asked to spend extra time in the week doing another person’s work for free.

 

Workers bear the brunt

Employees are increasingly looking to find solutions to solve their overloaded schedules. The data reveals that 60% of employees would love to find another job, but the cost-of-living crisis means that they are not willing to take the risk.

This serves as a stark reminder that whilst business leaders and managers are under increasing pressure to increase output to recession-proof the business. Improving team productivity isn’t just about the volume of work completed within a short space of time, but it’s about the working environment created to support those doing the work if businesses are to retain talent in an increasingly competitive market.

We asked employees what their employers could do to set them up for success, 39% revealed that moving to a four-day-working-week would be key, whilst 30% pointed to more flexible working, 37% compensation for the work they do, and 31% an early finish on a Friday.

“This data is a warning signal for employers attempting to buckle down and push for more from their employees.. For many, workloads no longer feel bearable, whether it’s directly related to additional responsibilities, or outside pressure. With business leaders under immense pressure to sustain output, it’s critical they establish a sustainable environment for their employees or risk seeing employees hit exhaustive levels or burn out, or leave entirely,” said Ben Harris, Director EMEA North, Visier.

“Doing more with less may be the economic reality of the moment, but it can come at a cost. There’s a difference between efficiency and effectiveness. Businesses should take the time to understand how their teams are feeling, and engage employees in conversations about workload using workplace tools to gauge their stress levels. Leaders, including line managers, can then also work with individuals to reduce work-related exhaustion and provide support where it is needed most.”

 

Research methodology 

 

Censuswide, 2023

The research was conducted by Censuswide between 06.03.23-13.03.23 (1,007 workers aged 18+ with an even spread across Financial services, Manufacturing, Healthcare, Technology and Energy & utilities industries). Censuswide abide by and employ members of the Market Research Society which is based on the ESOMAR principles and are members of The British Polling Council.

 

About Visier

Visier is the global leader in people analytics and workforce planning. Founded in 2010 by the pioneers of business intelligence, Visier empowers business leaders with the right questions to ask their people data in order to drive better business outcomes while leveraging their most valuable asset: their people. Headquartered in Vancouver, BC with offices and team members worldwide, Visier has 25,000 customers in 75 countries around the world, including enterprises like Adobe, BASF, Bridgestone, Experian, The Lego Group, Merck KGaA, Royal DSM, Standard Bank, Unilever and more.

 

For more information, visit www.visier.com.

Employee Engagement, Employee Motivation, Marketing, PR and SEO, News

Sheffield Digital Agency Takes Team to Barcelona for Christmas Doo to Shake off the Winter Blues

No chill – award-winning digital ads agency circulate digital hosted their Christmas party in Sunny Barcelona, Spain, this year.

The brothers & co-owners of Circulate Digital, Danny & Matt Daley are big on promoting good mental health at work and have treated the entire company to a few days of fun in sunny Barcelona.

Circulate Digital is known for scaling digital ads across the globe and now the whole team is going global too with Christmas do’s and fun activities abroad!

Sheffield-based agency Circulate Digital doesn’t do things in half measures and instead of a basic Christmas meal and drinks in town, has hosted its Christmas party in Barcelona, Spain this year.

The Circulate Digital team were treated to flights, taxi rides, a hotel and a fancy three-course meal with drinks, no less! The team had an opportunity to soak up the Spanish sun and to spend time together not just as colleagues but as friends, building on the fantastic dynamic that makes this digital marketing agency a cut above the rest.

Brothers and co-owners Danny & Matt Daley have cracked the code and found that in order to continually provide an award-winning service to their clients, it all starts with making sure all team members are as happy as can be.

Alongside mental health check-ins and a gentle approach to training and development, the company has regular, anonymous surveys on how they can continue providing the best working environment possible. This includes perks for team members that you don’t often find anywhere else.

Co-Owner and CEO, Danny Daley, says:

“We know how hard the team works throughout the year to provide an A-class service for our global clients, that’s why we give back by topping the Christmas fun every year! It’s our way of showing them how much we appreciate them and all they do for Circulate.”

This year’s Christmas party will be hard to top but as the agency keeps growing, so does the fun. Talk about work hard, play hard!

Circulate Digital is the winner of the best digital campaign 2021 and offers services in PPC, Paid Social, SEO, CRO and Content Marketing.