Category Archives: Employment

Appointments, Business, Employment, Energy, Job Opportunities, Jobs

250 new jobs created at Consumer Energy Solutions

SWANSEA-BASED energy efficiency firm Consumer Energy Solutions (CES) has recruited 250 new staff so far this year as it experiences growing demand for its products and services.

The recruitment drive follows the opening of two new offices in Swansea’s SA1 waterfront area at the end of 2023 as the company addresses those growing demands.

The fast-growing company now has a workforce of more than 700 people, supporting customers in energy-proofing their homes to reduce their carbon footprint, and ultimately, their energy bills.

The new hires span across various departments, including administration, customer service, finance, people services, heating, insulation, renewables and electrics.

Lewis John, Managing Director, Consumer Energy Solutions, said: “At CES, we are deeply committed to fostering economic growth and prosperity in the regions where we operate.

“Our investment in expanding our workforce underscores our belief in the potential of local talent and our commitment to providing meaningful employment opportunities.

“By nurturing a skilled and diverse team, of which we have massive ambitions to grow even further, we not only strengthen our ability to deliver exceptional service to our customers but also contribute to the vitality of the communities we serve.

“We firmly believe that by investing in people, we can drive positive change and make a lasting impact on both the environment and the economy.”

Established in 2016, Consumer Energy Solutions (CES) delivers money-saving energy efficiency improvements to homes across South Wales and the South West.

 

Current Consumer Energy Solutions career opportunities can be found here: https://careers.consumerenergysolutions.co.uk/

For more information, visit: https://www.consumerenergysolutions.co.uk/ 

 

Appointments, Business, Business News, Careers, Employment, Tax, Wales

GS Verde Group bolsters senior team with appointment of new tax director

GS Verde Group, the award-winning corporate advisory firm, has appointed a new Tax Director, Emma Jones. This strategic move further strengthens the company’s leadership team and solidifies its commitment to providing clients with comprehensive tax advisory services as part of its ambitious plans for 2024.

Emma’s appointment follows a period of significant growth for GS Verde Group, marked by its recent admission to the JP Jenkins share-dealing platform and the appointment of a new non-executive director in January 2024. Her expertise will be instrumental in steering the Group’s tax team under the leadership of Joel Dunning, Head of GS Verde Tax & Accountants.

Emma brings 22 years of experience as a corporate tax adviser. Before joining GS Verde Group, Emma began her career in accountancy before specialising in tax as part of Azets where she held a senior position as Tax Associate Director covering personal and corporate compliance, as well as advisory in employee share schemes, EIS, tax clearance, and tax planning.

“We are thrilled to welcome Emma to GS Verde Group,” said Joel Dunning, Head of GS Verde Tax & Accountants. “Her proven track record and specialist knowledge of the tax landscape will be invaluable as we continue to expand our tax offering and support our clients through complex transactions. Emma will be leading our specialist tax team as we continue to develop and expand it in the coming months.“

Beyond the boost of recruiting top talent to the business, Emma’s appointment as Tax Director signals the next stepping stone in GS Verde Group’s bold ambitions for 2024; a key investment in expertise that empowers their multidiscipline team to tackle increasingly large and complex transactions. This sets the stage for the new tax team which will allow GS Verde Group to capture an even larger share of the market and solidify its position as a leading multidiscipline powerhouse in the M&A landscape.

Regarding her appointment, Emma said “I am excited to join GS Verde Group at this pivotal time of growth.The company’s innovative, multidiscipline approach to deal-making perfectly aligns with my own values, and I look forward to lending my experience to the Group, identifying efficiency opportunities, and developing the team to deliver exceptional tax solutions to our clients.”

Employment, Law

The Next Steps You Can Take After An Employment Tribunal Decision

Navigating the aftermath of an employment tribunal decision can be a daunting experience. Whether the decision was in your favour or not, understanding the appropriate actions to take subsequently is crucial for ensuring your rights and interests continue to be protected. This guide aims to provide clear, step-by-step advice for individuals and businesses alike, helping you to confidently move forward in the wake of a tribunal’s decision.

Understanding the Tribunal’s Decision

The first step in the aftermath of an employment tribunal is to fully understand the decision that has been made. It’s essential to get a clear grasp of the legal implications of the judgement and how it affects you or your business. This can involve reviewing the judgment in detail, noting any specific directions or orders made by the tribunal. It’s important to recognise that the tribunal’s decision is based on the evidence and arguments presented during the hearing, and it reflects their interpretation of employment law as it applies to your case.

If the decision was not in your favour, it’s natural to feel disappointed or even frustrated. However, it’s important to approach the situation objectively and consider the reasons behind the tribunal’s ruling. Understanding the tribunal’s reasoning can be instrumental in deciding your next course of action, especially if you’re contemplating an appeal.

Contemplating an Employment Tribunal Appeal

If you’re dissatisfied with the tribunal’s decision, an appeal to the Employment Appeal Tribunal might be your next step. However, it’s crucial to note that appeals are generally based on points of law rather than disputes over facts. This means you would need to demonstrate that the employment tribunal made a legal error in reaching its decision.

Before initiating an appeal, it’s essential to consult with your legal advisor to assess the viability of an appeal. They can help determine whether there are substantial grounds for challenging the tribunal’s decision. It’s also important to be mindful of the strict time limits for filing an appeal, which is typically 42 days from the date the tribunal’s decision was sent to you.

Seeking Expert Guidance

For those considering an appeal, it’s vital to understand that the process is not just a re-hearing of the original case. The Employment Appeal Tribunal (EAT) typically reviews cases to identify any errors in law made by the original tribunal. Therefore, having an expert who can navigate the legal complexities and articulate these potential errors is of paramount importance.

Regardless of the outcome, consulting with an employment law expert is a wise next step. A professional, such as Rad Kohanzad at employmentbarrister.co.uk, can offer invaluable insights into your case, and assist you with the EAT process. They can help dissect the tribunal’s decision, providing clarity and advice on any potential grounds for an appeal. It’s crucial to remember that employment law can be complex and nuanced. An expert’s guidance can not only help you understand the intricacies of your case but also assist in formulating a robust strategy moving forward.

Preparing for the Employment Appeal Tribunal

Embarking on an employment tribunal appeal is a significant step that requires thorough preparation and a clear understanding of the legal framework. This stage involves gathering and organising all relevant documents and evidence that support your case. Your legal advisor will play a crucial role in preparing your appeal, drafting the necessary legal arguments, and submitting the paperwork within the stipulated deadlines.

The EAT process can be complex and challenging. It’s not just about presenting your case; it’s about highlighting the specific legal errors you believe were made by the employment tribunal. This requires a detailed analysis of the tribunal’s decision, supported by legal precedents and an in-depth understanding of employment la

Managing the Practical and Emotional Impact

Dealing with the aftermath of an employment tribunal decision extends beyond legal considerations. It’s important to address the practical and emotional impacts as well. For individuals, this might mean coping with the stress and uncertainty that can follow a tribunal decision. It’s essential to seek support, be it through friends, family, or professional counselling services. Remember, it’s okay to ask for help in navigating these challenging times.

For businesses, the judgement may have implications for workplace practices and policies. It’s an opportunity to review and possibly revise internal procedures to ensure compliance with employment law and to prevent future disputes. This might involve training sessions for staff, revising employee handbooks, or implementing new HR strategies. Proactive steps can help rebuild a positive work environment and can also be instrumental in restoring employee confidence and morale.

Planning for the Future

Whether you decide to appeal or accept the tribunal’s decision, it’s crucial to think about the long-term implications and plan accordingly. If the decision is in your favour, consider the steps needed to enforce the tribunal’s order, especially if it involves compensation or reinstatement. On the other hand, if the decision was not favourable, and you choose not to appeal, it’s important to understand the consequences and how to move forward.

For individuals, this might mean seeking new employment opportunities or even exploring different career paths. For employers, it could involve making changes to ensure a fairer and more compliant workplace. This is also a time to reflect on the dispute and learn from the experience. Such reflection can provide valuable insights that help avoid similar situations in the future.

 

Employment, HR, News

How do we stay prepared? The challenges the humanitarian sector will be facing during 2024

A LEADING humanitarian expert has set out the biggest challenges those working in the sector will face in 2024.

The last 12 months have been hugely challenging for those providing services with conflicts, environmental crises and food insecurity among the biggest hurdles.

Now leading global health expert, Shameet Thakkar, has explained where the new challenges are likely to emerge this year.

Mr Thakkar managing director of international development organisation Unimed Procurement Services said: “We need to learn from what we have experienced in the past year as a means to be prepared to face both new and existing challenges in 2024.

“2023 was an extremely difficult time from a humanitarian and a global and financial health perspective, and a tough year for people all around the globe.

“As a priority, we should address how climate change is having an impact on the humanitarian sector, raising awareness of the threat it poses – particularly to the poorest countries. It’s a threat that has to be taken seriously.

“The damage posed by climate-related disasters – which are only going to worsen due to climate change – also means more and more medical products will be required to combat these emergencies.

“In turn, this means governments around the world need to be prepared. It’s all about being in a ready state at all times, and have emergency response teams at hand to be able to trigger emergency relief when required.

“Emergencies often require the deployment of trauma kits and relief supplies, which should ideally be provided within a 12 to 24 hour period – this is essential if we are to save lives and alleviate suffering.

“Being prepared is the most important thing – but how do you stay prepared? It’s by being proactive. It’s by making sure that you have the resources you need to provide aid which is ready to go should something occur.

“However, if we think about where the main humanitarian crises and emergencies took place last year, it was in countries which likely didn’t have the right healthcare infrastructure to respond.

“For instance, if we cast our minds back to the floods in Libya, the country didn’t have access to the right commodities to deal with the emergency. When governments can’t even fund their own healthcare systems effectively, they simply can’t deal with the added burden of humanitarian emergencies.

“So, it came down to the international donor community to assist. Receiving help from other countries made an incredible difference – international cooperation is a huge part of making the humanitarian sector stronger, but this is just one of many factors that come into play.

“Ultimately, being able to rely on internal resources is the ideal solution. It is vital that healthcare systems in these countries are strengthened in order for the right infrastructure to be built, both to provide routine care, and to cope with emergencies.

“And though this may seem like a faraway dream for some countries, it is the right way forward, and building strategies towards this goal is nothing short of a necessity.”

 

About the author – Shameet Thakkar

Shameet Thakkar is one of the country’s leading humanitarian experts. He is the founder and managing director of international development organisation Unimed Procurement Services and winner of the Queen’s Award for Enterprise for International Trade 2022, regularly partnering with charities and aid agencies to help deliver lifesaving medical commodities.

Employment, Employment Law, Health & Safety, Law, News

Founder of a new dispute resolution service is issuing a series of videos on social media as part of an eye-catching new campaign.

Chris Joseph, founder of Right Against Might, says he came up with the idea as he wants to alert people to the dangers of trying to please their employers and hitting crazy deadlines.

RAM, set up earlier this year by the former advertising executive, seeks to hold the biggest businesses and organisations to account on behalf of underdog consumers.

Using a unique creative approach, the company aims to secure “swift justice” without resorting to legal action for thousands of people across the UK with nowhere else to turn.

The journey for Chris began when he decided against becoming a Catholic priest, after training in a monastery, and subsequently lost an arm the following day in an industrial accident when he was pulled into the gears of a gantry crane.

He says in the video that corporate greed cost him an arm and asks the viewer – “Do You Work for a Pharaoh?”

It is an appeal for people to slow down a little and show some consideration to others, damping down the haste of life that can result in accidents, conflicts and even death.

 

Chris says: “The World’s leaders must stop ignoring the health and safety of its peoples for the sake of selfish political expediency for themselves and their countries.

“All born innocent and equal into different circumstances and nobody’s slaves or warmongers, we are forced to live and die by unnatural money driven routines by a ticking clock.

“Traumatised by events and fear of dying and the deaths of loved ones, we crash into and injure others to meet crazy deadlines to survive and feed our families and make others and ourselves ever richer and more comfortable; little wonder we have ‘accidents’ and get injured or sick…and die.”

 

He commented: “There is a pure way of looking at this world, which is we all slow down a bit and take each other into consideration a little bit, and we think about the other sides of the coin as far as a person is concerned and their safety and their health.

“If my message saves one life or one injury it is worth doing.”

 

The video will be issued on social media in different languages during December.

 

It can be seen here: https://twitter.com/ChrisJosephPAX/status/1729764510334886337

The video message was first viewed on X in Hindi in Uttarakhand, India, scene of yesterday’s dramatic rescue of the 41 trapped miners.

 

Business Advice, Employment, HR, HR News

Effective Decision-Making: Balancing Employee Needs And Business Goals

In the modern business world, effective decision-making is crucial for success. Firms are tasked with the intricate challenge of simultaneously nurturing worker satisfaction and realising their business objectives. This delicate equilibrium is vital for any organisation’s enduring growth and success. 

Achieving a harmonious balance between the aspirations of team members and the company’s strategic goals is a sophisticated yet critical task. It involves a deep understanding of both human dynamics and business acumen.

Continue reading to discover valuable strategies and insights that align your team’s well-being with the broader objectives of your business.

 

Understanding Employee Perspectives

Appreciating the perspectives of employees is vital for a successful business. A crucial component in acquiring this understanding is the engagement survey of the workforce. The benefits of an employee engagement survey are comprehensive: they offer a direct view into the workforce’s morale, unveil hidden issues, and indicate areas for enhancement. These surveys are crucial feedback tools that align team members’ opinions with the management’s direction.

Here are the crucial aspects to consider:

  • Assessing morale and satisfaction: Conduct surveys regularly to understand the sentiments of workers regarding their work environment, job roles, and company culture. This insight is crucial in addressing any unseen issues.
  • Identifying training needs: Use survey results to discern staff’s training and development requirements. Customised learning opportunities based on these needs can significantly improve job satisfaction and performance.
  • Spotting and addressing burnout: Be alert to signs of burnout and stress due to workload. Surveys can help identify these issues early, enabling timely interventions.

Actively responding to team members’ insights from engagement surveys helps create a motivated workforce essential for achieving broader business goals.

Aligning Goals With Employee Aspirations

Achieving alignment between what employees aspire to and the business’s overarching goals is fundamental to modern management. This alignment enhances individual job satisfaction and drives the company towards its strategic objectives.

Below are the key factors to consider:

  • Personal and professional growth: Foster an environment where employees feel their growth is as essential as the company’s progress. This includes offering training programs, mentorship opportunities, and clear pathways for career advancement.
  • Feedback and recognition: Regular feedback and recognition of achievements contribute significantly to staff motivation. Implement a system where good work is acknowledged and rewarded.
  • Work-life balance: Ensure policies that respect workers’ work-life balance are in place. Flexible working hours and remote work options can contribute to a healthier, more productive workforce.
  • Empowerment and autonomy: Give workers the freedom to make decisions in their areas of expertise. This empowerment leads to greater job satisfaction and a sense of ownership over their work.

Aligning team members’ aspirations with business goals fosters a mutually beneficial environment, sustaining motivation and productivity.

 

Driving Business Objectives

Effective alignment of operational strategies with business objectives is crucial to sustaining growth and competitiveness in the market. This alignment involves a meticulous approach to enhancing business processes, fostering innovation, and managing resources efficiently.

Here are the essential elements to focus on:

  • Streamlining operational processes: Evaluate and refine business processes for maximum efficiency. This might involve automating routine tasks, improving workflow management, and eliminating unnecessary steps that consume time and resources.
  • Promoting innovation: Create a culture where innovation is encouraged and rewarded. This involves investing in research and development, encouraging creative problem-solving, and being open to new ideas and technologies that can improve products, services, or processes.
  • Effective resource management: Efficiently manage the company’s resources, including finances, human capital, and materials. This entails budget optimisation, strategic investment, and careful planning to ensure resources are used in the most productive manner.

By focusing on these areas, businesses can drive their objectives forward, ensuring that operational efficiency and innovation go hand in hand with achieving key business goals. This drive propels the company towards success and creates a dynamic and forward-thinking work environment.

 

Fostering A Positive Work Environment

Cultivating a positive work environment is integral to the success of any organisation, influencing both team members’ well-being and the achievement of business goals. A supportive and inclusive atmosphere enhances worker satisfaction, productivity, and retention.

Below are the crucial factors to consider:

  • Enhancing open communication: Establish transparent communication channels within the organisation. This transparency involves regular management updates, honest feedback forums, and consistent messaging across all levels.
  • Promoting inclusivity and diversity: Embrace diversity in the workforce and create an inclusive culture where different perspectives are valued. This diversity enriches the work environment and fosters innovation and creativity.
  • Prioritising health and safety: Prioritise workers’ physical and mental health. This can be achieved through health and safety policies, wellness programs, and a supportive framework for mental health.

A positive work environment is a strategic approach to nurturing a productive and engaged workforce. Such an environment benefits employees and contributes significantly to the overall success and sustainability of the business.

 

Conclusion

The harmonious integration of employee needs with business objectives is a strategic imperative and a catalyst for enduring success. Organisations can foster a culture of mutual growth and satisfaction by deeply understanding staff’s perspectives, aligning personal aspirations with company goals, efficiently driving business objectives, and nurturing a positive work environment. This approach results in a dynamic, productive workplace where the business and its people thrive together, paving the way for sustained achievement and innovation.

Digital Skills, Employment, News, Training & Apprenticeships, Wales

“The silver-lining after being made redundant was the realisation that I’d been underestimating myself until now.” says digital marketer who benefitted from tailored careers support

A digital marketer from Colwyn Bay who found his dream job after being made redundant, is encouraging others to take advantage of the free career coaching and financial support for training available to people in Wales.

David Burnell, 63, is now working in a new role for a luxury golf travel company after being made redundant earlier this year.

He credits his success to the ReAct+ programme, which provided him with free careers advice and a £1,500 grant to go on a training course to expand his skillset.

The ReAct+ programme, which is funded by Welsh Government, provides people who have been made redundant or are at risk of redundancy with a personalised package of support to meet their individual needs.

 

David explained: “I’ve always loved working on websites, and I’d built up my skills since the early 90s, but up to now I’ve had a sense of ‘imposter syndrome’ and sometimes doubted my own skills.

“When I was made redundant due to a restructure at my previous company, I spoke to Working Wales who paired me with Catrin Owen, a careers adviser. I was feeling worried about the prospect of having to find a new job given my age and whether younger candidates might have an edge on the latest technology and qualifications.

“Speaking to Catrin about my experience and the type of role I wanted to continue working in was so valuable as she helped me put together a plan and showed me all the funding that was available through the ReAct+ programme.”

 

After working through all the options, David chose a course that would help him to gain a professional qualification in analysing website traffic and engagement to help boost his CV and gain a deeper understanding of the latest trends in the industry.

 

David continued: “The course helped me to develop my skills and realise that I had been underestimating myself.

“I think what’s great about ReAct+ is that it’s not a ‘one size fits all’ approach, the course I attended was in London and additional funding meant that I got help with my travel expenses. Not only did I get funding for the course, but for travel too – it’s touches like that which make a big difference when you’ve been made redundant and are feeling worried.

“My careers adviser knew what course was going to give me the best chance, and they invested in me. Feeling that support and faith in me really went a long way during what was a difficult time and it meant I was able to find a new permanent role quickly.”

 

ReAct+ offers people personalised support to overcome their barriers into work including financial support, training and practical support to help them build their confidence, interview technique and CV writing skills. Each candidate is assigned an expert careers adviser, who creates an action plan tailored to the type of help they need to get back into work.

 

“Not only do I have a new job now, but I’m a lot happier, more confident in my skills and I’m thriving in my role. There was a real silver-lining after being made redundant thanks to the support I received.

“I’ve really grown into my new role using the skills I’ve learnt, and I’m now working with people that really appreciate my contribution to the company, it’s great to see the company expand and be a part of that success.

“Meeting with a careers adviser was so helpful and I felt like I had a great mentor who was on my side. When you’re going through a period of uncertainty, it’s really encouraging to get guidance from career experts, so I’d encourage anyone in a situation like mine to reach out for help.”

 

ReAct+ supports those who are out of work or under a notice of redundancy by providing them with a free personalised package of employment support that includes advice and guidance, or funding for training.

For employment support as unique as you, visit workingwales.gov.wales/react-plus or call 0800 028 4844.

Employment, Property News

Running A Real Estate Agency: How To Grow And Maintain Employee Retention

Working in real estate can be rewarding by helping clients find homes they truly love. Even handling property management can be great, as some renters have never worked with management that listens to them. A real estate agency is going to have quite a few departments to keep the agency running efficiently. Keeping realistic expectations is going to be vital, as performing well only to be told that you are failing is a red flag for some professionals.

The world is full of employee turnover due to the ability to apply for hundreds of jobs in hours. Perks can make all the difference for real estate agents, whether a phone or car allowance. Top-performing agents that seemingly close a deal weekly need to be catered to. The levels of real estate differ massively, with some closing a deal a month while others close over a hundred annually. Below will highlight how to run a real estate agency with the goals of growth and employee retention in mind.

 

Real Estate Agent Recognition Matters

Real estate agents might not have a day off for weeks as doing showings with clients takes precedence. Hard work needs to be rewarded, and recognition is always appreciated. Doing an event with awards for real estate agents who have gone above and beyond can be imperative. The awards should also be coupled with a perk like a vacation to an all-inclusive resort or some form of promotion. Awards can also be listed on agent profiles that can instill confidence in an agent from a client.

The truth is that the ultimate reward is to generate leads that agents can close. A pre-approval lender in-house can help expedite the process of purchasing a home. The in-house lender can also reduce the chances of an agent wasting their time with someone that would never get loan approval. Some prospects might want to look at homes with a professional without the ability or desire to purchase a home in the near future.

 

Getting Quality Listings

The avenues used to receive quality listings for agents are limitless. Personal referrals from former clients can be valuable, especially if recommending a specific agent. Top performers should be given the most promising listings if they have an impeccable close rate. Agents should also be generating leads by promoting their services on social media. Large agencies have requirements for how often an agent should post on various social media platforms.

Cornering a market segment can be done whether you are selling townhomes or commercial properties. Even beachfront properties can be a specialized market to target. Targeting specialized types of properties can make it far easier for digital marketers to generate leads for an agency. Specialized agencies can hire those knowledgeable about particular types of properties, which is a huge advantage.

 

Non-Compete Agreements Should Be Signed

The truth is that the real estate industry is very cutthroat, depending on the agency’s location. The financial rewards for selling luxury apartments can be too much to refuse, even for the most loyal employees. Non-compete agreements can be pretty useful as an agent will not jump to another local agency when unhappy. Keep these agreements in the local area, as you should not limit an agent moving with the family from selling homes elsewhere. Protecting the agency is very important as a disgruntled former agent might tell secrets of how their former agency generated leads.

 

Compensation For Licensing And Certifications For Employees

Employees who are working administrative jobs or handling marketing can become agents. Offering to cover expenses for licensing courses or certifications can be valuable. Many employees could be great agents after working in the industry for a while. Some might not be able to cover expenses for real estate exams, so covering this can be very advantageous. Taking the time to offer various courses that result in certifications or licenses is not something to force on employees. Improving career prospects can be a perk that helps retain employees as they feel valued as an employee rather than just another member of the staff.

The beauty of furthering the education of the staff is the potential to open up other agency locations. An agent that has had the costs for their MBA supplemented can manage another branch. Cornering a regional market can lead to more name recognition and referrals for all branches.

Running a real estate agency with goals of growth and employee retention will take time and effort. Take the time to use the tips above to retain top agents and sell more properties annually.

 

 

Apprenticeships, Education News, Employment, HR, Human Resources, News from Wales

Training provider calls for more apprenticeship places to address skill shortage

Leading UK training provider, Educ8 Training Group, is calling for more businesses to include apprenticeship opportunities in their recruitment strategy to tackle skills shortages.

 

The Learning and Work Institute forecast the UK skills shortage would cost the country £120bn by 2030 amid a shortfall of 2.5 million highly-skilled workers.

 

Ann Nicholas, Customer Account Director at Educ8 Training said, “The job market has seen significant changes since the Covid pandemic and employers now want to diversify their strategy in order to retain the best talent. As a training provider supporting over 3,000 employers, we have heard first-hand from businesses how apprenticeships can support recruitment and upskill talent.”

 

A lack of management skills within an organisation often creates issues in productivity. Our ILM qualifications assist both learners and employers to improve their confidence in obtaining these important management skills needed to grow the business.”

 

UK employers spend just half of the EU average on training per worker. Apprenticeship programmes could work alongside existing in-house training to upskill staff in a cost-effective way.

 

Orbis Education & Care is a provider of specialist services for children and adults with complex needs associated with autism. In 2022, 43 of their staff members enrolled on apprenticeships with Educ8 Training.

 

Debra Derham, Learning and Development Manager at Orbis said, “Our staff have accessed a range of apprenticeship qualifications through Educ8 Training. This has enabled their career progression while being able to access recognised vocational qualifications.”

 

An apprenticeship programme provides clear career progression. It helps the employer and employee focus on individual and professional development.

 

Lucy Williams studies with Educ8 Training and progressed from an unemployed factory worker with no qualifications to a care manager. She said, “Apprenticeships have helped me progress my career. All the knowledge and skills I have picked up through studying have got me where I want to be within the company. There is always time to learn, no matter how old you are.”

 

Apprenticeships support the current skills shortage and also prepare people for the future workforce. The UK government has a solid strategy for the UK economy to meet the net zero emissions target by 2050. Green skills are urgently needed to deliver this strategy.

 

Educ8 Training are set to launch a new Energy and Carbon Management course. It will be one of the first qualifications of its kind in the UK to upskill workers to help drive their organisations’ goals in lowering carbon emissions and developing more sustainable working practices.

Employment

Top Salary Negotiation Tips To Get The Desired Wages

When you get a job from an employer, it’s almost certain that you’ll be offered a package that may include a proposed salary. Now, sometimes, the provided money will be enough for you, while, in other cases, it might not sound deserving in any aspect.

Now, what will happen if you really want to work in the company but don’t like their offered salary at all? How can you get both at the same time while losing out on nothing?

Well, this is where your negotiation skills are going to come in handy.

If you know how to arbitrate your salary, you’ll be able to get paid fairly no matter where you are working. Here are some strategies that might be beneficial for you in this aspect.

How to Negotiate for Your Salary?

Negotiating your salary will solely depend on two aspects – your corporate experience and the skills you have in the related industry. Considering these two, here’s how you can get started –

1: Learn about the National Average Salary

Before you start working out how much you deserve, the first thing you need to know is what amount everyone else’s getting. To know this, you have to search and refer to at least three to four websites.

Now, list them down and work out the average of all of them. Whatever the result is should be where you must start your negotiation from. But remember, your CV must reflect what you’re thinking about asking for. Or else your application might get rejected right away.

2: Know Your Value

Knowing your value in life is extremely important. However, when talking about getting a job, it becomes almost invaluable and irreplaceable. So, look for the following –

  • Your experience
  • The skills you currently possess, and
  • What can you offer to the hiring organization

When negotiating salary, you should always begin with the higher amount that you are looking for. This way, even if they try to lower the expense, you can still get what you are seeking.

3: Talk to the Recruiting Team

Do you want to make your research look a bit more authentic?

Well, in that case, you should consider talking to the recruiters. This way, it’ll be easier for you to get more reports on the wages you deserve. Hence, make sure to collect all the reports and compare them to find the best possible return on your part.

Also, when it comes to negotiating, you must ensure that you are timing it right. Make sure to listen to what your recruiter has to say about the salary proposal. If you like it, it’s all well and good. But, if you don’t, then you can state your wish and tell the reasons behind it.

Bonus – Go for a Thursday Negotiation.

Sounds a little awkward, right?

Why do you have to wait for a Thursday to negotiate the salary when you can begin headfirst on a Monday? Well, here’s the reason behind it.

When we start off the week, we tend to get a little hard-nosed due to the work pressure we’re going through. Hence, the risk of disagreeing with your offer will become quite high.

However, as the week goes by, we become more accommodating and flexible slowly. Thus, as per a report, you should always begin your negotiation on a Thursday. Yes, you can do it on a free-flowing Friday too. But, in that case, you’ll get the confirmation the next Monday.

And that’s way too much tension and suspense to tackle during your weekends.

The Bottom Line

When it comes to negotiating, being bold and confident will be key. The way you enter a room will dictate how the interaction will go in the end. If the negotiator sees that you don’t feel confident enough, they will always behave like they have the upper hand.

Also, before you get started with the negotiation, begin your journey with questions.

Like, you can ask them about what they really need from you or how much responsibility they want to give to you. Depending on their answer, you may increase your claim. Just make sure not to decrease the amount, no matter what, from your side.

Before we end, just remember – the Average salaries vary by region to region in England.