Category Archives: HR News

Business Advice, Global Mobility, Global Travel, International News, News

Crossing Continents: Unlocking Inner Power and Global Connection

Clare Kay returns with another insightful episode of the podcast, Moving Countries 101, featuring Sangeeta Gautam, an inspiring guest who shares her personal journey of moving across countries and cultures. Their conversation explores the concept of global citizenship and the strength of human connection. By focusing on the commonalities that bind us, moving to another country becomes a more empowering experience.

Growing up in a small town near Calcutta, India, created by the British, Sangeeta’s idyllic, multicultural childhood set the foundation for her adventurous spirit. After high school, Sangeeta moved to New Delhi and later, despite concerns about her father’s recovery from a stroke, took up a career opportunity in Thailand—a decision driven by curiosity and the advice of friends, which helped her push past her initial hesitation.
Sangeeta reflects on the invaluable advice that shaped her decisions and success abroad. One of the first lessons she received was to make enough money to care for loved ones—a goal she achieved through her career in Thailand.
Moving to Thailand proved to be a transformative experience. A friend advised her to “make a lot of friends,” which empowered her to embrace new cultures rather than holding on to preconceived notions of what it meant to be from India. Building friendships with local Thai people, despite language barriers, helped her immerse herself in the culture.
One of the key lessons Sangeeta highlights is that, no matter where you go, locals are trying to understand you just as much as you’re trying to understand them. With an open, honest, and curious mindset, she successfully settled into Thai culture and saw the power of looking outward at the needs of others, rather than being consumed by her own concerns.

Later, another career opportunity took her to the USA, which she has made her home. Sangeeta reflects on expectations versus reality when relocating and how she grappled with the challenges of a colder climate.

Friendship once again played a crucial role in her journey, this time helping her navigate the application process for a green card. Here, she shares a story of fulfilling a promise she made—and the universe responding in kind—a testament to the power of integrity, and a poignant example of the value of seizing opportunities without fear of regret.

 

Sangeeta also shares a universal truth: when applying for a job, there are two possible outcomes—getting it or not—but by not applying, the only answer is “no.”

Throughout this episode, Clare and Sangeeta unravel fascinating anecdotes and insights for anyone considering moving abroad—or  looking to live a more culturally aware life through international travel.

Tune into the podcast episode to hear the full conversation and gain valuable wisdom from this guest’s remarkable journey.

About Moving Countries 101 Podcast:

Moving Countries 101 is a podcast dedicated to exploring the lives and experiences of individuals who have made significant moves across the globe. Hosted by Clare Kay, the podcast aims to inspire and inform listeners and viewers about the challenges and rewards of living a life in different countries.
It’s a must-follow for anyone who is interested in or is planning on living and working overseas.

Podcast Links:

You can listen/watch and follow this week’s podcast here:
Apple
Spotify
YouTube
Driving, Employee Benefits, EVs and Automotive News

Employer salary sacrifice schemes boost electric vehicle take-up: 40% employees say their next car will be electric, according to Tusker’s 2024 Survey

Cost-savings top of mind for 62% of drivers who next plan to drive an Electric Vehicle via their employer’s salary sacrifice scheme

Tusker, the UK’s leading salary sacrifice car provider, says its annual Driver Survey shows 62% of employees who plan to get an Electric Vehicle (EV) as their next car said a key incentive is the significant benefits available through a salary sacrifice scheme. In fact, 40% of the survey’s respondents said they plan to get an EV next time they change cars, with just 10% intending to drive a petrol car.

 

The Tusker EV Driver Survey 2024 was carried out in April 2024 with 5,942 UK employees taking part. The respondents were made up of 4,331 employed driving licence holders, 1,316 electric vehicle drivers with a Tusker scheme and 295 petrol vehicle drivers with a Tusker scheme.

 

Kit Wisdom, Managing Director, Tusker, said: “It’s undeniable that company car and salary sacrifice schemes are playing a major part in supporting EV take up. Industry data shows that recent growth in EV market share could not have been achieved without the significant benefits linked to salary sacrifice. These results underline that incentives have played a critical role in supporting the uptake of EVs to date – and it’s vital that the Government ensures that the incentives remain stable and strong enough to encourage more consumers and businesses to switch.

“The research in our report bears this out – drivers say the schemes’ tax advantages are one of the main reasons they plan to go electric or have already done so. We’ve also found that one of the biggest barriers to adoption of EVs is the perceived high purchase cost. This does not concern employees who choose an EV through a workplace salary sacrifice scheme as they aren’t required to pay for their car upfront.”

 

The data, published earlier this year by the British Vehicle Rental and Leasing Association (BVRLA), found that take up of salary sacrifice car schemes rose by 47% in the final three months of 2023 compared with the same period in 2022, with 84% of employees opting for an EV. However, when motorists don’t have access to the tax advantages of a salary sacrifice scheme, the picture is different. The BVRLA found that 66% of private contract hire agreements in the same period of last year were for petrol vehicles, with EVs representing only 16%.

 

Wisdom continued: “Beyond this, however, EV drivers are incredibly happy with their vehicle choices. This year’s survey showed the high – and rising higher – levels of satisfaction EV drivers have about their cars – just 3.5% of EV driver respondents said they’d go back to a petrol or diesel car.”

 

When it comes to customer views on their EV’s, 93% of Tusker drivers said they are either satisfied or very satisfied with their car, while 96% said their cars are reliable or very reliable.

 

The survey also found that alongside tax savings benefits, employees said that cheaper running costs are a key consideration in choosing an EV, with 60% saying this. Fifty two percent also said that environmental benefits are a key reason to switch from a petrol or diesel car.

Of the drivers who don’t have a car on the Tusker scheme and don’t currently own an EV, 69% said they plan to switch in the next four years.

Non-EV drivers still have concerns, however. The most common is the range of electric cars – how far a car can travel on a single charge – as well as the public charging infrastructure and initial vehicle cost. However, 86% of EV drivers said their cars range is sufficient for everyday use, and 78% only need to use the public charging network once a month or less. Indeed, data shows that almost 6000 new public charge points have been installed in the UK in the first three months of 2024, increasing to 60,000 across Britain to date – 12,000 of which are rapid or ultra rapid chargers. Three-hundred thousand public chargers are due to be implemented by 2030.

Tusker’s Car Benefit Scheme gives employees access to affordable, fully maintained and insured cars for a fixed monthly amount delivered through a salary sacrifice employee benefit arrangement.

—

About Tusker

Tusker is the UK’s leader in salary sacrifice cars. Part of Lloyds Banking Group, it has more than 15 years’ experience in offering an affordable way for employees to drive a new fully insured and maintained car. Its scheme, which is offered to over 1.8m UK employees, offers a range of options, from pure electric cars to hybrids and even traditional petrol and diesel vehicles. It provides a tailored scheme for organisations’ individual needs.

Menopause, Menopause at work, News, Wellbeing at Work

Lancashire County Council awarded the Menopause Friendly Accreditation

One of the largest employers in Lancashire, Lancashire County Council (LCC), has been awarded the Menopause Friendly Accreditation. 

LCC is a public sector political organisation whose mission is to ‘help you to make Lancashire the best place to live, work, visit and prosper’. Its responsibilities include social care: supporting health and education services; building and maintaining roads and bridges; recycling centres; registering births, deaths and marriages and running libraries and museums. As such, it is a very large organisation with 264 settings where staff work, including its head office at County Hall in Preston.

 

Lucy Thompson, Lancashire County Council’s director of People says: “We are delighted to have been given Menopause Friendly Accreditation, which is the gold standard for organisations to reach in showing how seriously they take this very important health issue.

“Here at Lancashire County Council, we are proud to have created a workplace environment where every staff member feels heard, supported and empowered to navigate the menopausal journey with dignity and confidence.

“We focused on creating a culture where menopause is recognised universally as potentially impacting on both mental and physical wellbeing, and where every individual experience is respected and valued.

“We have been proud hearing how much the support we have put in place has touched people and made real improvements to their quality of life at work and at home.

“Listening to the concerns and experiences of our staff, we have proactively raised awareness of symptoms and the challenges they may bring. Not everyone may feel comfortable discussing their menopause experience, so we want to provide flexible solutions and resources suited to individual preferences and circumstances.”

 

The Menopause Friendly Accreditation, established by Henpicked: Menopause In The Workplace (www.menopausefriendly.co.uk), recognises high standards and proven practices that embrace menopause in the workplace. Industry-recognised, it’s the only accreditation that sets clear standards which must be met. As such, it is truly meaningful and considered by many as a mark of excellence for menopause in the workplace.

In order to achieve The Menopause Friendly Accreditation, employers are assessed by an Independent Panel and must demonstrate evidence of their effectiveness in five key areas, namely: culture, policies and practices, training, engagement and working environment.

 

LCC highlighted four menopause friendly initiatives of which they are most proud:

  • Their comprehensive training that includes senior leader webinars, awareness training for all staff, separate training for managers, e-learning utilising staff experiences, as well as yoga, nutrition and sleep sessions from a local partner college.
  • Monthly lunch and learn sessions which enable staff to find out ways to support their menopause journey and learn from others.
  • A comprehensive guide and bespoke policy.
  • Peer support network.

 

“We felt the Menopause Friendly Accreditation gave us an opportunity to be recognised externally for the support we have in place while also helping us further improve our offering to staff,” says Lancashire County Council Wellbeing Officer, Debra Jones. “The key to success was gaining senior leader support and bringing together a project group from a diverse range of roles, grades and experiences. By ensuring they are involved throughout the journey, the outcomes are reflective of our workforce and their needs.”

“LCC already had support in place when they began their journey towards accreditation, which was so heartening to see,” says Deborah Garlick, CEO and Founder of Henpicked: Menopause in the Workplace. “The independent panel, which makes the accreditation, noted the range of initiatives LCC had introduced as part of a very structured plan. Importantly, they included means by which they could measure the benefits that each initiative was bringing to their colleagues meaning their menopause friendly approach remains fresh and keeps developing.”

 

Global Mobility, Global Travel, News

Navigating New Beginnings: A Journey from Trinidad to the UK

This week on Moving Countries 101, host Clare Kay engages with Levi Emir, a digital marketing and advertising professional, who followed his wife’s bold move from Trinidad and Tobago to the UK. The episode delves into the nuances of relocating to a new country, exploring the factors that influence such a decision and the challenges they’ve faced over the past five years.

Levi

Levi appreciated Clare’s thoughtful inquiry about which island he hails from—Trinidad or Tobago—a seemingly small but significant gesture that highlighted the distinct identities of the two islands, despite their unified administration. As a father of two, he shares how his wife’s UK job offer set the stage for their move. Ultimately, they chose the UK over Canada due to the less complex, lower-cost nature of the move, combined with the allure of plentiful job opportunities.

Their decision was further bolstered by the UK’s strict firearm laws and comprehensive parental leave policies, both of which provided a sense of security and support, especially when they welcomed a new addition to their family. While the couple plan to stay longer in the UK, they remain open to considering another move, with Canada, Australia, and America as possibilities.

In this episode, Levi reflects on the challenges of moving abroad—both expected and unforeseen. He candidly discusses how differently immigrants can be treated and the pervasive issues of racism and xenophobia. His professional insights into the influence of social media on public opinion, particularly in the context of the upcoming US elections, provide listeners with a deeper understanding of the broader societal impacts of digital marketing and behavioural science.

Drive into the Capital, Port of Spain, Trinidad and Tobago

Yet, it’s not all serious talk. Levi’s love for people-watching and his natural curiosity about others have helped him build meaningful connections in his new home. He highlights the value of engaging in activities you enjoy as a way to meet people when first arriving in a new country. As he shares his experiences of adjusting to life in the UK—navigating remote work across time zones, discovering local food, commuting, and socializing—he offers a refreshingly personal perspective that is both relatable and insightful.

Tune in to this week’s episode of Moving Countries 101 for an inspiring and thought-provoking conversation that explores the complexities of relocation, the importance of cultural sensitivity, and the power of human connection.

 

About Moving Countries 101 Podcast:

Moving Countries 101 is a podcast dedicated to exploring the lives and experiences of individuals who have made significant moves across the globe. Hosted by Clare Kay, the podcast aims to inspire and inform listeners and viewers about the challenges and rewards of living a life in different countries.

It’s a must-follow for anyone who is interested in or is planning on living and working overseas.

 

Podcast Links:

You can listen/watch and follow this week’s podcast here:

 

Apple

https://podcasts.apple.com/us/podcast/moving-countries-101/id1724940782

 

Spotify

https://open.spotify.com/show/4cxcZ9rbrvZ6A0B6UPMaXj

 

YouTube

https://www.youtube.com/channel/UCo75XfTWDQl6JgTn4pzlvnA

Awards, HR, HR News, News

Vero HR shortlisted in three categories at the Personnel Today Awards 2024

Peterborough, 21 August 2024 – The HR services and outsourcing provider, Vero HR, has the chance to take home another trophy as they have been announced as finalists at this year’s Personnel Today Awards in three categories.

The glittering awards ceremony will take place at the Grosvenor Hotel on Park Lane, London, in November and is organised by one of the most well-respected HR publications, Personnel Today. Last year, Vero HR made it to the shortlist for the HR Consultancy of the Year Award but unfortunately, was unable to take the win.

This year, however, the business that will be celebrating its 20th anniversary in January has been shortlisted for the Early Careers Award (for supporting young people in kickstarting their HR careers with work experience and graduate opportunities) and Talent Management Award (for their dedication to internal talent and career development), along with the HR Consultancy of the Year Award for the second year running, and is in a strong position to bring home at least one of the titles.

To be named a finalist and be up against some huge corporate giants including Rolls-Royce and Lloyds Banking Group is enough reason to celebrate. But the team of 40 HR professionals, including CEO and Founder, Mike Kealey, are hopeful that their outstanding levels of personal service – backed up by a plethora of 5/5 client reviews on the independent review platform Clutch – will see them through to success.

Read more about their award-winning HR services here.

About Vero HR

Vero HR is a HR solutions and outsourcing provider with 20 years of experience. Working with businesses of all sizes and sectors, Vero HR offers expert advice, services, and technology tailored to transform and help organisations work more efficiently in all aspects of HR including payroll, recruitment, and health and safety – supporting clients across the UK, Europe, and internationally.

 

Employee Benefits, Employee Engagement, Four Day Week, HR, HR News, Wellbeing at Work

People named one of the UK’s best places to work

4-day week, profit-share bonus and unlimited holidays saw 92% of employees rank the company as a great place to work for wellbeing – despite the extreme pressures of delivering live events. 

Global independent creative agency, People, has been certified by the global authority on workplace culture in the latest Best Workplaces for Wellbeing list – a first for the events industry.

The London and Abu Dhabi-based live events business was listed in the top 100 companies named in the annual Wellbeing Report from Great Place To Work.

Employees were almost unanimous in endorsing People as great for workplace wellbeing, with initiatives such as its game-changing 4-day week, unlimited annual leave entitlement and 5% annual profit split – all of which were sustained during the global pandemic – prompting 92% of colleagues to view the company culture very favourably.

 

The company initiated the 4-day week on a trial basis last summer without dropping salaries or increasing work hours and the positive impact on productivity prompted it to be upheld on a permanent basis.

Furthermore, since the company’s inception, 5% of its annual profit has been split equally amongst the full-time team, even during the global pandemic when the live events industry was hugely impacted.

 

All members of the team are also afforded unlimited annual leave on a paid basis to ensure everyone has the time and space they need to recuperate from the pressures of live events and on-site work.

Established by a group of seven close friends in 2015, People has been rapidly gaining a reputation for its ability to create groundbreaking live event experiences across the world, with recent projects including the 2023 FIFA Women’s World Cup, 2024 Red Bull Soapbox Race and the 2024 Genesis Scottish Open.

 

Rory O’Donovan, Partner at People comments: “We believe every interaction between brands and their audiences is an opportunity to create a connection – and that starts with us. Our clients work with us thanks to our people and their passion, energy and creativity. So we make it our priority to support, nurture and develop our team.

“The events industry can be gruelling, often necessitating long hours and involving challenging deadlines and on-site pressures. As a team, we love what we do, but we all need balance and that’s why we ensure our people are given the time, space and resources needed to recover from the hard work demanded by creating and delivering live experiences.

“We’ve seen first-hand how supporting people in seeking nourishment and inspiration, both inside and outside of work, fosters a more supportive and productive workplace culture in which creativity and talent can thrive.”

 

The 2024 Best Workplaces™ for Wellbeing rankings comprises organisations who have succeeded in making their employees experience high levels of wellbeing in the workplace.

 

—

About People

Since 2015, People has grown into an award-winning global business, developing long-term creative partnerships with brands, cultural institutions and sports organisations. We think experience-first, building brands through shared experiences that activate human connections. From compelling content to immersive activations, from festivals to fanzones, we seek out work that makes a difference in the world.

Listed in the top 100 companies named in the 2024 Wellbeing Report from Great Place to Work, People is part of People & Co., a family of creative brands working across large scale spectaculars, live experiences, spaces and film.

Employee Benefits, News, Pensions

New report from Howden Employee Benefits reveals critical gaps in employee support and wellbeing across Scotland

76% of companies lack sufficient mental health support and 46% of employers doubt the effectiveness of their pension schemes

Howden Employee Benefits, part of the global insurance intermediary group Howden, has released a new report titled Employee Benefits and Wellbeing in Scotland. Based on a survey of over 100 HR professionals and business leaders, the report exposes shortcomings in employee benefits and mental health support, and a disconnect between employer offerings and employee needs. 

Health and Wellbeing:

With NHS waiting lists in Scotland at a record highi worsening mental health, an ageing population, and a rise in chronic illnesses, employees are increasingly relying on their employers for support. However, the research found many businesses are not meeting these demands:

  • Private Medical Insurance (PMI): Only 1 in 5 companies offer PMI, which is crucial for providing timely healthcare access, reducing NHS strain, and boosting employee productivity and satisfaction.
  • Mental health support: 76% of companies lack sufficient mental health support, with only 23% offering comprehensive services. This leaves a substantial portion of the workforce without the support they need.
  • Need for improvement: 36% acknowledged the need for enhanced mental health initiatives, highlighting growing awareness and need for action.

Saba Haran, Employee Benefits Director Scotland Howden, commented: “With ongoing pressures on the NHS and a national cost of living crisis, prioritising employee health and wellbeing has never been more important. Employers need to adopt a strategic and employee-centric approach to their benefits provision and review their existing benefits to they meet their employees’ needs and deliver business value.”

Employee benefits and pensions 

The report also revealed a disconnect between employers and employees when it comes to understanding and delivering valued benefits,

  • Lack of insight: 67% of businesses are uncertain which employee benefits are most valued, reflecting a lack of data-driven strategies.
  • Pension concerns: 46% of employers doubt the effectiveness of their workplace pension schemes, with 26% concerned that employees are not saving enough for retirement.
  • Missed opportunities: 41% of businesses do not offer salary exchange for pension contributions, missing a tax-efficient opportunity to enhance benefits affordably.

The cost-of-living challenges 

The cost-of-living crisis continues to squeeze household budgets, yet the report revealed employees receive mixed levels of support from employers:

  • While 28% of businesses are offering discount sites to help employees manage daily expenses, only 6% identified financial wellbeing programmes as a critical area for improvement.

Affordable solutions for employers 

Haran added: “With 67% of businesses uncertain which benefits are most valued by employees, better data is vital to understand the impact of benefits and the best allocation of budgets. Equally, while pensions are the most valued employee benefit, they need more focus. Greater pensions engagement and education could help employees to maximise their pension savings and have a more comfortable retirement. Also, given the rising mental health concerns and economic pressures, prioritising comprehensive health and wellbeing support is now paramount.”

She also highlighted cost-effective strategies for businesses looking to enhance their benefits packages: “Businesses struggling financially to increase benefits can consider affordable ways to support employees. Prioritising virtual GPs or health cash plan schemes can offer cost-effective solutions for addressing employees’ healthcare needs without breaking the bank. Also, many are overlooking the advantages of salary exchange, a tax-efficient method to boost pension contributions. Employees also need to be aware of the value-added benefits already available within their existing policies and use them.

As employee benefits consultants, we can help companies navigate these challenges and seize the opportunity to align benefits with employee expectations and the demands of the market to create a healthy and productive workplace environment that attracts and retains talented employees.”

The full report offers detailed insights into the current state of employee benefits and wellbeing in Scotland and provides strategic recommendations for businesses looking to bridge the gap between employee needs and employer offerings.

To read the report in full, click here.

With a dedicated employee benefits team in Scotland, Howden is uniquely placed to empower employers with tailored insights and strategies that resonate with their specific demographics. With market knowledge and access to best-in-class solutions, Howden can help employers in Scotland design bespoke health and wellbeing strategies aligned to meet the needs of their individual business, employees, and budget. For more information, please visit www.howdengroup.co.uk.

Menopause, Menopause at work, News, Wellbeing at Work

Bromford, which provides affordable homes for people who can’t access market housing, has just been awarded the Menopause Friendly Accreditation.

The Menopause Friendly Accreditation, established by Henpicked: Menopause in The Workplace (www.menopausefriendly.co.uk), recognises high standards and proven practices that embrace menopause in the workplace. Industry-recognised, it is the only accreditation that sets clear standards which must be met. As such, it is truly meaningful and considered by many as a mark of excellence for menopause in the workplace.

To achieve The Menopause Friendly Accreditation, employers are assessed by an Independent Panel and must demonstrate evidence of their effectiveness in five key areas, namely: culture, policies and practices, training, engagement and working environment.

 

“I am delighted that we have been accredited as a Menopause Friendly Employer,” says Jennifer Chance, Head of People at Bromford. “The menopause can have an impact on all family members, not just the person going through this, so it is great to have raised awareness of the issues on this topic and to ensure we help all to thrive when dealing with the impact of the menopause.”

 

Three initiatives which Bromford introduced that have made a big impact include:

  • The introduction of a menopause guidance and support hub
  • Menopause champions who have been visible and approachable across the organisation
  • Bi-monthly coffee catch ups, offering colleagues a safe, open space to come together, share experiences and offer advice and support to each other

 

Bromford is delighted at their success, recognising that menopause can have an impact on all family members, not just the person going through it. By raising awareness, they are helping everyone to be the best version of themselves when dealing with the impact of menopause in the workplace.

 

“The independent panel who assess all applications for the Menopause Friendly Accreditations recognised Bromford’s journey as showing a real commitment to providing a menopause friendly environment for colleagues,” says Deborah Garlick, CEO and Founder of Henpicked: Menopause in the Workplace. “By delivering a framework to work towards achieving menopause accreditation, it helped them achieve genuine sustainable and meaningful change.  It also meant that they would revisit their targets and results to ensure that the supportive culture continues to thrive.”

 

 

Appointments, Employee Experience, HR, HR News, News

de Novo Solutions Announces Tom Mann as new Chief Experience Officer (CXO)

LANGSTONE, South Wales — 14 August 2024 — de Novo Solutions, the multi-award-winning Welsh technology company, specialising in delivering personalised data-driven digital experiences across Finance, Procurement, HR, and Payroll functions using Oracle Cloud and ServiceNow, is delighted to announce the promotion of Tom Mann to the role of Chief Experience Officer (CXO).

Tom Mann, who joined de Novo Solutions as Senior Vice President of Client Services in December 2023, has been instrumental in enhancing client satisfaction and driving operational excellence, making an immediate impact on the organisation as it scales. With over three decades of experience in enterprise software and programme management, including his previous roles as Delivery Director at Guidewire Software and Vice President of Client Services at Certus Solutions, Tom has a proven track record in global business transformation and client service excellence.

Tom’s new role as Chief Experience Officer and Board Advisor will significantly enhance the value and impact of de Novo Solutions’ services, both internally and for its clients as the organisation continues to scale. His responsibilities will include:

  • Elevating Client Experience – Refining and expanding de Novo’s Value as a Service™ (VaaS™) offering to ensure it continues to set industry standards for excellence. With board-level oversight of the core customer experience functions, Tom will drive innovations that make every client interaction more intuitive, effective, and satisfying, reinforcing de Novo Solutions’ reputation as a leader in digital transformation
  • Strengthening Global Strategy – Expanding the company’s overseas capabilities, particularly in India to allow the company to scale at pace and meet client demand as it brings more skilled capability online, thereby enhancing global service delivery and client satisfaction
  • Driving Business Impact – Maturing performance metrics such as NPS (Net Promoter Score), CSAT (Customer Satisfaction), and employee engagement, linking experience improvements to tangible business outcomes, aligning client satisfaction with revenue and profitability growth, and demonstrating the direct impact of superior customer and employee experiences on overall business success

Tom’s appointment represents a transformative shift for de Novo Solutions, signifying a strengthened commitment to not only delivering cutting-edge technology solutions but also enhancing the overall client experience. With Tom’s strategic vision, clients can expect an elevated level of service that is both responsive and proactive, driving greater satisfaction and value.

Tom Mann, new Chief Experience Officer of de Novo Solutions, said: “I am thrilled to step into the role of Chief Experience Officer and continue to build on the great work we’ve done so far. My focus will be on ensuring that our VaaS™ offering continues to exceed client expectations and that our India subsidiary thrives as a key player in our global strategy. It’s an exciting opportunity to further elevate our client experience and deliver tangible impactful results, driving home our mantra of delivery excellence.”

Mark Sweeny, Founder and Chief Executive of de Novo Solutions, commented: “Tom’s promotion to Chief Experience Officer is a testament to his exceptional leadership and vision. His extensive experience and strategic insight, which we have seen firsthand since his appointment as Senior Vice President of Client Services, will be instrumental as we continue to innovate and expand our offerings globally. With Tom on board, our clients can expect an even higher standard of service and a more dynamic approach to meeting their evolving needs.”

Headquartered in Langstone, South Wales, de Novo Solutions is at the forefront of digital transformation innovation in the experience economy, having successfully developed and introduced a range of new solutions to the market since its official launch in 2021, including its industry cloud solutions, ‘Odyssea™’ and its next generation managed services offering, ‘Value as a Service™ [VaaS™]’ for Oracle Cloud and ServiceNow applications.

For more information, visit: https://www.de-novo-solutions.com

Business, Flexible Working, Hybrid Working, News

Hybrid Work Revolution: 72% of Business Leaders Back Flexible Future

Speakers Corner survey reveals key insights on work-life balance and productivity in UK businesses

(London, United Kingdom), Tuesday 13th August 2024: A recent survey of UK business owners and directors has uncovered significant trends in workplace productivity and employee well-being, with a strong focus on work-life balance and hybrid working models. The findings emphasise the growing importance of work-life balance and flexible working arrangements in today’s business environment, with 72%[1] of business leaders surveyed recognising the benefits of hybrid work models. Furthermore, the statistics surprisingly show a consistency of opinion across different age groups of business owners and directors.

The nationwide survey, commissioned by Speakers Corner, drew responses from 500 business owners and directors with at least 20% equity, for companies with at least 100 employees. Key findings include:

Hybrid Work Models Support Work-Life Balance

  • 72%1 of surveyed business leaders agree that a hybrid workstyle offers employees greater work-life balance.
  • 38% strongly agree with this statement, while only 5% disagree[2].

 

Age-Related Perspectives on Work-Life Balance

  • 57% of business leaders surveyed aged 45-54 and 59% of those aged 18-24 prioritise work-life balance and employee well-being.
  • Slightly fewer (53%) of those aged 25-34 share this focus.

 

Underutilised Strategies for Productivity Improvement

  • Less than 30% of business leaders surveyed consider the following strategies to enhance workplace productivity:
    • Reducing employee turnover (28%)
    • Adapting to neurodivergent individuals’ needs (27%)
    • Streamlining decision-making processes (26%)
    • Exploring outsourcing opportunities (26%)

 

Gender Differences in Promoting Work-Life Balance

  • 59% of female business leaders surveyed encourage work-life balance and employee well-being to boost productivity.
  • In comparison, 51% of male business leaders surveyed adopt this approach.

 

Nick Gold, Managing Director, Speakers Corner, said; “Whether we like it or not, it’s evident that hybrid work models are here to stay. What’s particularly interesting is that our survey findings highlight the consistency of opinion across different age groups of business owners and directors. Whether you’re looking at Gen-Z leaders in their early 20s or Gen-X leaders in their 50s, there’s a shared understanding of the importance of work-life balance. Ultimately, this generational alignment suggests that flexible working arrangements are becoming a universal expectation in the modern workplace, transcending age barriers.”

The survey also revealed potential areas for improvement in addressing employee needs and optimising workplace productivity, such as reducing employee turnover and boosting inclusivity. These low percentages (all under 30%) suggest that many business leaders may be overlooking these strategies as ways to improve productivity and address employee needs.

“So why is this important? If leadership teams look at how they can address employee needs this will go some way towards retaining valuable employees longer, shaping a welcoming and productive environment for all employees, improving decision-making processes, and accommodating diverse working styles.

—

References

[1] ‘Somewhat agree’ and ‘Strongly agree’ answers combined.

[2] ‘Somewhat disagree’ and ‘Strongly disagree’ answers combined.