Category Archives: Wellbeing at Work

Cost of Living Crisis, HR, HR News, Wellbeing, Wellbeing at Work

Research Reveals Employees with a Second Income Stream Increases People Risk for Employers

Partners& research reveals increased numbers of employees seeking a second income, higher risks for employers, and 2023 pay review and employment expectations.

A survey undertaken by risk management and insurance intermediary Partners& has highlighted that the economic downturn is forcing many more workers to seek second (and even third) income streams away from their primary employer.

Partners& asked* 169 senior HR, Finance, and C-suite professionals – representing a combined workforce of almost 189,000 employees – if they had seen an increase in employees seeking additional income streams outside of their main employment.  More than 1 in 3 employers (36%) are either aware (17%) or suspect (19%) that their employees are now undertaking a second job in response to the cost-of-living crisis.

Only a third of employers (31%) had seen no change from previous years, with 8% indicating that their contracts of employment specifically exclude employees from working concurrently for another employer.

 

Steve Herbert, Wellbeing and Benefits Director at Partners&, commented:

“With many working families being exposed to unprecedented cost pressures, it is no particular surprise to find that some employees are seeking a second or even third job to help make ends meet.  Whilst that is entirely understandable, it nevertheless exposes the primary employer to potentially greater people risks.”

 

Employers overwhelmingly (85%) believe that there is more risk for the primary employer when employees are also working in another job.  Only 9% of employers felt there were no extra risks to their organisation.

Partners& suggests that an employee juggling two or more jobs is perhaps more likely to be distracted, tired, or burnt out.  The possibility of increased absence from their primary employment should also be considered.

Other risks include employees utilising their primary employer’s equipment and facilities whilst working in a second job, reputational risks, or even conflicts of interest between the two employments.

 

Partners& highlights that many employees are seeking additional remuneration opportunities as their main employment pay is not keeping pace with inflation.  The survey revealed that fewer than 1 in 3 employers (32%) are expecting to follow their usual pay awards process in 2023.  The same number expect economic conditions to reduce pay awards this year, with 16% only able to offer awards on a case-by-case basis, and 8% unable to offer awards for all employees.

A more positive finding from the research is that more than half of employers (55%) expected their workforce numbers to be higher in 2023 than last year, with just 11% expecting employee numbers to contract in the next twelve months.

 

Herbert concluded:

“These are economically tough times for the United Kingdom, and employers will be doing all they can to continue trading profitably whilst also supporting their workforce.

 We would certainly encourage employers to utilise all the – often hidden – tools available within their employee benefits package to support employees.  We would also suggest that the addition of a low-cost financial wellbeing support package could make a tangible difference to employees throughout this difficult period and beyond.”

 

Please visit the Partners& website to learn more about their full range of Wellbeing and Employee Benefits services, and their Financial Wellbeing pages for details of the impact of financial stress on employees, and our services in this area.

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*The Research was undertaken at the Partners& Employment Webinar on 30 November 2022 amongst an audience of 169 senior Human Resources (HR), Finance, Payroll, and C-suite attendees representing a combined workforce of almost 189,000 employees.  The employers represented in the survey arose from a range of Private, Public, and Third Sector employers.

 

About Partners&

Partners& is a Chartered insurance broker providing specialist insurance, employee benefits, risk management and claims advice to businesses and private clients. As a next generation insurance advisory business, Partners& combines the best traditions of broking, such as technical advice and client service, with modern thinking and intelligent use of technology, to enhance the client experience and create a dynamic workplace for its talented team. The company recently received two awards, Best Diversity & Inclusion Programme and Best UK Start Up at the 2021 UK Broker Awards.  It has also been awarded its second gold Investor in Customers award demonstrating its commitment to delivering exceptional client experience.

Awards, Menopause, Menopause at work, News, Wellbeing at Work

Menopause Friendly Employers Fund Vital Counselling Services for Young Women

Corporate fundraising for important menopause-related causes was a key aim of the inaugural Menopause Friendly Employer Awards on September 22, 2022, organised by Deborah Garlick, founder of Henpicked: Menopause in the Workplace.

One of the beneficiaries, the Daisy Network, explains how the £10,000 funding from the awards, will make a big difference to young women seeking support.

The Daisy Network is run entirely by volunteers and typically supports 400 women each year who are newly diagnosed with Premature Ovarian Insufficiency (POI), also known as Premature Menopause.

Often their first port-of-call, the Daisy Network takes their hand and guides them through the early stages of acceptance and adjustment to their changed future.

When women first come to The Daisy Network, they are offered free counselling sessions which can be a lifeline to help them come to terms with their diagnosis. Over six to eight sessions, they gain tools to help them accept their diagnosis, navigate a route forward and build resilience to overcome future hurdles such as when friends and family members fall pregnant.

“The moment you have a POI diagnosis, your life plan changes completely,” says Amy Bennie co-founder of The Daisy Network. “This can be a huge shock and especially for younger women including teenagers, this devastating news can be hard to take and difficult to move forward from.

“Our counselling sessions are hugely important and we know they can be a lifeline for women, helping them come to terms with their diagnosis and what their new future holds. The £10,000 funding from the Menopause Friendly Employer Awards will secure over 200 counselling sessions for our members which is a great relief and comfort to us. I cannot thank them enough for their generosity in helping us this way,” says Amy who also recently been granted National Lottery funding to cover the cost of further sessions.

 

“The Daisy Network offers extraordinary services to women who are at their most vulnerable and I applaud the selfless work of their volunteers,” says Deborah Garlick.  “Alongside the in-person support and counselling, the Daisy Network works tirelessly to research and share new treatments in the fields of HRT and assisted conception while also raising awareness among GPs and the medical community to help women find support quickly after their diagnosis.

“Their heartfelt reaction when we donated £10,000 to fund counselling sessions for this coming year shows just what an impact this donation will have: I would like to thank our generous Menopause Friendly employers and the guests at our Awards for helping us raise these vital funds.”

 

To learn more, please visit https://www.daisynetwork.org/ and https://menopauseintheworkplace.co.uk/

 

Employee Benefits, Mental Health, News, Wellbeing at Work

Gympass and Thrive Global Join Forces to Help Millions of Employees Combat Burnout

Gympass members now have access to Thrive Global, empowering them to make lasting behavior changes and build mental resilience

Gympass, the world’s largest employee wellbeing platform, and Thrive Global, the leading enterprise behavior change technology company founded by Arianna Huffington, today announced a partnership to bring wellbeing tools to more people around the world. Gympass members now have access to the full Thrive Global platform, which brings continuous, real-time wellbeing directly into the employee workflow, driving greater productivity, higher employee engagement, and increased mental resilience.

Thrive Global will be a cornerstone offering within the rapidly-growing Mind category of Gympass’ suite of wellness apps and services, providing mental resilience resources to help employees combat stress and the burnout epidemic. In addition to the Mind category, Gympass members can enjoy access to powerful wellbeing partners from Gympass’s Body and Life categories, creating a full roster of benefits that can be tailored to their individual wellness priorities.

The Thrive platform puts behavior change solutions at peoples’ fingertips, continuously delivering real-time stress reducing tools, inspirational storytelling, and science-backed Microsteps to help people build better habits. Its daily Pulse check questions for employees  prompt a moment of reflection about their well-being, delivered via the platforms they’re already using, like Slack or Microsoft Teams. Pulse check offers employees personalized, in-the-moment recommendations that can help them improve their well-being — and gives company leaders anonymized, real-time insights into their people’s well-being, resilience, and risk of burnout. And Thrive Reset helps employees break the cycle of cumulative stress in just 60 seconds, with a library of over 100 video Resets on themes including breathing, stretching, gratitude, mindfulness and nature. Like Gympass, Thrive aims to cultivate work environments which help support happier and more productive employees.

 

“As uncovered by Gympass’ recent State of Work-Life Wellness report, 77% of respondents would consider leaving a company that doesn’t focus on wellbeing,” said Cesar Carvalho, co-founder and CEO of Gympass. “Our partnership with Thrive Global deepens our commitment to help companies address the crisis of wellbeing in their workplace by providing data-driven tools and resources for employees around the world to take control of their overall wellbeing.”

 

“Thrive Global and Gympass are aligned in our mission to end the stress and burnout epidemic,” said Arianna Huffington, founder and CEO of Thrive Global. “Our whole-human approach helps employees improve every aspect of their lives, from their physical and mental health to their relationships and productivity.  We’re thrilled to join Gympass and reach employees on a greater scale.”

 

Sign up HERE to get the latest updates about the Gympass and Thrive Global partnership.

To learn more about Gympass and its latest offerings, visit www.gympass.com, and about Thrive Global at www.thriveglobal.com

Christmas, HR, HR News, Mental Health, Wellbeing at Work

December ranked most stressful month for half the British workforce

December – which marks the start of the festive season – has been described as the most stressful month of 2022 by half of Brits.

According to survey data from people analytics company, Visier, more than a third (36%) of Brits feel more stressed about the festive season this year when compared to last year, citing the cost of living crisis (79%), being able to afford christmas presents (55%) and fear of new year redundancies (18%) as key reasons why.

 

Festive Fatigue 

But it’s not just the impact of the current economic climate on Christmas shopping that’s got Brits feeling increasingly overwhelmed by the festive season this year.

The online survey of 2,006 full time employees who work at organisations employing more than 250 people in the UK, reveals that more than two thirds (67%) of employees currently feel burnt out. Plus, a further 57% admit to feeling more burnt out than they did at this point last year.

Employees are suffering from ‘Festive Fatigue’ and the data points to a worrying trend. More than a third (36%) of Brits still have more than 10 days of annual leave allowance left to use before the end of the year, further signaling a clear cause of exhaustion and burnout.

 

Ian McVey, EMEA MD at Visier says: “Stress is a major issue at work, and the repercussions can be huge for business performance. December should be a time of celebration, a time to unwind, spend time with the family, and celebrate the successes of the past year. But 2022 has not been a normal year. Understandably, employees are tired, and feeling concerned about the current economic climate we find ourselves in. The challenge for businesses is the knock-on impact that these feelings of fatigue will be having on employee morale, and overall business performance. 

“Employees will look to their employers for support, direction and reassurance through the turbulent times ahead. Businesses must understand how teams are feeling,and engage employees in conversations about burnout – including the importance of taking time off – 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.”

 

Ian is sharing his advice to business leaders on how to approach and effectively manage employee seasonal stress and burnout.

  1. Communicate with your team, openly and honestly. There are tough times ahead, so it’s important to take your team on the journey with you and ensure they understand the tough decisions you have to make. In fact, nearly a quarter of respondents (23%) said more transparency into the business strategy for the year ahead and the organisations financial performance would help to alleviate feelings of stress in the workplace.
  2. Ignore wishful thinking and trust the data. Ensure that you are capturing the right insights on your team to get a sense of how they are currently feeling. Detailed analysis of resignation rates, pulse surveys and absence data can in fact paint a clear picture of burnout. And correlating these findings with business results helps leaders to understand why and where investments are required to reduce burnout.
  3. Let the data patterns do the talking. Businesses should look at their data to determine patterns among specific demographics, such as whether there is a link between gender, remote working arrangements, and the perception of employee performance as work related stresses affect people differently.

 

 

Healthcare, Mental Health, Mental Health at Work, News, Wellbeing, Wellbeing at Work

From meditation to a friendly chat: ways to find calm this Stress Awareness Week

In these fast-paced times, it’s easy to feel overwhelmed and allow stress to take over. International Stress Awareness Week 2022 (7-11 November) is a major annual event focusing on stress management and campaigning against the stigma associated with stress and mental health issues. To coincide with this, Ludlow Street Healthcare’s well-being expert is sharing some of her key recommendations when it comes to avoiding or dealing with stress at work.

 

Gemma Hartnoll-Smith, Ludlow Street Healthcare’s well-being officer, works with new starters to ensure they settle in as well as running regular drop-in well-being sessions for all staff.

Gemma said: “The first piece of advice I have for anyone who finds themselves in a stressful situation is, take a break. We are on a constant treadmill; it can feel relentless. When things feel too much, the best thing that anyone can do is step back. Five minutes is unlikely to stop you meeting deadlines or getting things done but even that small pause can help you reset and clear your mind which if anything, will make you more productive.

“I’m a big advocate of both mindfulness and meditation. I find a 4-minute meditation to be a very powerful tool to calm you and bring you back into the moment. For those who don’t know where to start, I really recommend using apps such as Headspace to guide you.

“In a previous role, I ran guided meditation sessions at the end of team meetings. Despite raised eyebrows when I initially introduced it, people came to look forward to that moment of calm at the end of the group session.”

 

Appreciating that meditation and mindfulness is not for everyone, Gemma encourages people to find their own coping mechanisms.

Gemma said: “Just the words ‘mindfulness’ or ‘meditation’ can turn some people off, but it’s important that those people still find a way to step away for a few minutes. Even if that’s just pausing to make a cup of tea or go for a walk, that conscious quiet can have a real impact.

“There is also a big role to be played by management in helping employees deal with stress. The key is to get to know your team as individuals and to be able to identify when they are feeling stressed and establish how to help them. Simply asking ‘how are you?’ can start a very productive and powerful conversation.”

Promoting gratitude is another technique Gemma uses when working with staff at Ludlow Street Healthcare. Gemma said: “We are all guilty of focusing too much on the things that we don’t have, rather than spending time being grateful for things we do have. This is crucial for creating a positive mindset, especially over the coming months when all of us are likely to face additional financial pressures. I know it can be easier said than done, but if people can try and start each day listing what they are grateful for, it will gradually shift their mindset to a much more positive way of thinking.”

 

A further technique which Gemma advocates, which links closely with practicing gratitude, is learning visualisation skills.

Gemma said: “Visualising the things you want to achieve acts as inspiration to help you reach your goals. If you are stressed or unhappy, picture the things that would make your life better and work towards this positive change.”

Gemma said: “Ultimately, if people only take one thing away from their time with me, I hope it’s to not focus on what has or hasn’t happened to them, but dealing with it in the right way. By utilising some of the techniques that I’ve mentioned I hope that people will have the tools to face stressful situations with a positive mindset.”

 

Set up in 2005 by healthcare specialists, Ludlow Street Healthcare provides transition-focused healthcare and bespoke step-down services, including specialist assessment, treatment, rehabilitation, and education, throughout Wales and the South West of England. The organisation has developed a reputation for its person-centred approach, community-focused settings and specialist staff.

Since its inception, Ludlow Street Healthcare has supported and cared for over 800 people. For over a decade, it has worked in partnership with the NHS, developing services and investing in the necessary health infrastructure and staff training, to support patients on their journey to recovery and a more independent and fulfilling life, through step-down to community living – improving social integration and inclusion.

 

Employee Benefits, Employee Engagement, News, Wellbeing, Wellbeing at Work

e’ Gen Z Workers, are actually the Happiest and Hardest Working Generation, say Researchers

New Gympass report investigating the state of employee wellbeing finds Gen Z workers are happier and more engaged compared to older generations

A new report from Gympass, the world’s largest corporate wellbeing platform, has found that despite Gen Z’s reputation for shirking work, they are actually the happiest at work and also the hardest working.

The 2022 Gympass State of Work-Life Wellness Report surveyed employees across the globe, and in the UK found that:

  • 75% of Generation Z employees are happy at work, compared to 60% of over 50s
  • Generation Z are three times more likely to rank wellbeing at work as important compared to older workforce
  • Youngest generation are 20% more likely to engage with their employee benefits package than older colleagues
  • 89% of Gen Z employees would quit if their company didn’t focus on employee wellbeing

With countless stories citing Gen Z as a lazy demographic rejecting the idea of hard work, the new State of Work-Life Wellness Report from Gympass, the world’s largest corporate wellbeing platform, shows quite the opposite. Three quarters of Gen Z employees are happy at work and most importantly, more engaged with their work compared to older generations.

The data revealed that 75% of Gen Z workers are happy in their current jobs compared to just 60% of people over 50. Similarly, the vast majority (84%) of young workers are engaged at work compared to 75% of over 50s.

Wellbeing Wins

The data showed that this generation has an entirely unique perspective on careers and how to define success in life and in the workforce. With wellbeing as a top priority for many Gen Z employees, it is no surprise that they are 20% more likely to engage with their employee benefits package than their older colleagues. They are also three times more likely to rank wellbeing at work as critically important compared to colleagues 50+.

“The pandemic changed people’s approach to wellbeing but it appears this has been felt most with the youngest workers,” said Luke Bullen, Head of UK & Ireland at Gympass. “This generation is not lazy – they are reassessing their relationship with work in a way that older generations never did. They are prioritising their own wellbeing and taking stock of what they want out of their employment. Today, young people are simply not content with jobs they deem unsatisfying or potentially harmful to their health and they are not shy about sharing these expectations with their employers.”

Resignation or Reflection?

The State of Work-Life Wellness Report from Gympass also showed that 89% of Generation Z employees would consider leaving a company that didn’t focus on their wellbeing. This is important because recent news of “quiet quitting” and the “Great Resignation” may lead many employers to believe that young people are simply rejecting the idea of hard work. The data from Gympass reveals that the reality is a bit more nuanced. With more young people putting their health and wellbeing as their number one priority, it is no surprise that the report also showed Gen Z employees citing an improvement in their wellbeing in 2022 when compared to employees over 50 years of age.

“This data is key to understanding Gen Z in the workforce,” said Bullen. “Generation Z will soon surpass Millennials as the most populous generation on earth with more than one-third of the world’s population counting themselves as Gen Z’ers. Businesses need new employee engagement tactics in light of this changing demographic so it’s important to question the current narrative. They’re not simply rejecting hard work and indulging in leisure. They’re actually just prioritising their own wellbeing and speaking more publicly about the role of labour in their lives.”

The State of Work-Life Wellness Report is the first annual report from Gympass investigating the wellbeing of employees around the globe, investigating trends and data to assess how businesses should adapt in order to maximise employee wellbeing and productivity.

Employee Benefits, Healthcare, News, Wellbeing at Work

Survey reveals that half of all workforces reliant on the NHS for treatment this winter

Research* undertaken by national intermediary Partners& in September suggests that just 1 in every 7 employers provide all their employees with access to private healthcare treatments

A survey of senior HR and Finance experts suggests that many workforces remain heavily reliant on the National Health Service (NHS) for treatment, despite the NHS currently facing a record waiting list of more than seven million people.

The research was undertaken by national intermediary Partners& in September and reveals that just 15% of employers provide all workers with access to private healthcare treatments.  Exactly half (50%) of the employers questioned were reliant on the NHS to support at least some (35%) or most (15%) of their workforce should employees require medical treatment.

A further 20% of employers were seemingly unworried about the impact of NHS waiting lists this winter given that their organisation had previously experienced very low sickness absence rates.

 

Steve Herbert, Wellbeing and Benefits Director at Partners& said: “The NHS performed heroically throughout the pandemic, but the sad truth is that the service was already stretched even prior to Covid-19’s arrival.  It follows that – for the moment at least – the NHS is struggling to return to acceptable levels of service.  This is clearly worrying for any employee that may be in need of medical treatment in the winter ahead.”

 

Partners& also highlight that this issue could lead to employees being absent for weeks or months whilst they await treatment, meaning that employers may well be facing a further headwind to their efficiency and productivity numbers.

The same research also revealed that employees at 4 in every 10 employers (41%) were reliant on local GP surgeries to access NHS services.

 

Herbert continued:

“If the waiting lists were not worry enough, there are increasing reports of people being unable to secure appointments with their family doctor quickly and at a convenient time.  This adds yet another barrier to even reaching those NHS waiting lists, lengthening the time from initial symptoms to diagnosis and then corrective treatment. 

 The reality is that every day lost to illness damages the employer’s productivity further.  This is the very last thing employers – or indeed the wider United Kingdom – needs as we face the Bank of England’s predicted 2-year recession.”

 

Partners& suggest that employers should promote any private healthcare options they have in place to ensure usage, and point to their survey which found that just 2% of employers regularly remind their employees of the remote GP services on offer.  This is an oversight that could result in lower-than-expected usage and delays in treatment.

 

Herbert concluded:

“We would encourage employers to revisit their benefits offering to check that they are not overlooking options that would help employees bypass the dual challenges of GP appointments and those NHS waiting lists. 

 

Many employers will be pleasantly surprised to find that their existing employee benefits package might already include elements such as remote GP services, and others can implement a new scheme for a very modest cost.  There are also plenty of options to control the costs of group private healthcare offerings, a benefit that is much sought after by workers and which also speeds the recovery and return to work of employees.”

 

Please visit the Partners& website for details of remote GP and group private healthcare consultancy services.

 

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*The Research was undertaken at the Partners& Employment Webinar on the 8th September 2022 amongst an audience of more than 160 senior Human Resources (HR), Finance, Payroll, and C-suite attendees.

 

 

About Partners&

Partners& is a Chartered insurance broker providing specialist insurance, employee benefits, risk management and claims advice to businesses and private clients. As a next generation insurance advisory business, Partners& combines the best traditions of broking, such as technical advice and client service, with modern thinking and intelligent use of technology, to enhance the client experience and create a dynamic workplace for its talented team. The company recently received two awards, Best Diversity & Inclusion Programme and Best UK Start Up at the 2021 UK Broker Awards.

 

HR, HR News, Wellbeing at Work

Economic uncertainty threatens to wind back “pandemic progress” in UK workplaces

  • As the economic pendulum swings, UK business leaders are being forced to make tough choices that threaten recent progress around flexibility, employee wellbeing and skills development
  • LinkedIn data finds that remote work has passed its peak, with remote job postings declining globally
  • This is at odds with what professionals want – flexible work, skills development opportunities and work-life balance are what they value most
  • Companies that pull back on the new way of work will push talent away which could negatively impact long-term business performance

As economic storm clouds gather, the flexibility and freedoms introduced during the pandemic that employees benefited from are now at risk. New research conducted by LinkedIn, the world’s largest professional network, finds that in the UK, the current climate is causing concern among business leader that companies will be forced to wind back progress on important areas of working life such as flexible work (75%), skills development (76%), and employee wellbeing (83%).

This comes as new analysis of remote job postings on LinkedIn shows that remote roles are in decline. According to LinkedIn data, in the UK, hiring for remote jobs peaked in January 2022, when almost 16% of jobs listed on the platform were remote. This is compared to just under 12% in September 2022. This mirrors a trend we are seeing in countries around the world and is likely a sign that remote work has peaked as employers look to get teams back into the office.

Employer and employee disconnect 

The LinkedIn study of 272 C-level executives from large organisations across the UK, combined with LinkedIn jobs data, highlights a growing disconnect between what professionals want and what employers are now offering, with the balance of power shifting back to employers as hiring slows.

This is despite the fact that according to LinkedIn’s Global Talent Trends report, flexible work comes top of the list of priorities that employees value in employers today, even beyond compensation. Skills development and work-life balance also feature high up on the list – other areas that are at risk of being scaled back during economic uncertainty.

Professionals are refusing to return to the old ways of work. In many countries, applications to remote roles vastly outstrip supply. While  just under 12% of jobs in the UK are remote, they’re receiving more than 20% of applications in September 2022.

 

Becky Schnauffer, Head of Global Clients, EMEA & LATAM, at LinkedIn said: “Our Global Talent Trends report serves as an important reminder that flexibility is no longer just a nice to have, it’s become necessary for many. In fact, our research shows that flexibility is the top priority for people looking for new roles in the UK. It’s clear that scaling back on flexibility in response to this period of economic uncertainty could create a disconnect between companies and employees, and wind back progress made in the workplace over recent years. By having a clear understanding of what drives employees, employers can build out hiring and retention strategies that will effectively attract and retain top talent.” 

 

Anthony Klotz, Professor of Organisational Behaviour, UCL School of Management, said: “Leaders are caught between the allure of returning to old ways of working, and the challenge of looking toward the future and rethinking how they lead and how their employees work. As LinkedIn’s study indicates, some of those in positions of power are opting out of the opportunity that this moment presents. But it’s those that embrace the mantle of leadership and turn into reality the vision that so many workers can clearly see – a future in which employees’ relationships with their employers are a source of wellbeing – who will come out stronger. It is these visionary leaders who are positioning their companies and their employees to thrive in the long-term.”

 

Employee commitment crucial to getting through tough times

With turbulence ahead, UK leaders say keeping employees motivated and engaged is their number one workforce priority over the next six months. This comes as they also recognise that financial strains due to the increased cost of living (49%), and worries over being laid off (33%) are playing on employees’ minds currently.

 

Leading through uncertainty

As companies navigate uncertainty, one area of agreement is clear – communication is critical. It’s the top soft skill global leaders identified as necessary to getting through this time, followed by problem solving, transparency and empathy. In fact, the soft skills of problem solving, communication, and strategy were featured in 78% of jobs posted globally on LinkedIn over the last three months. Rather than leaving their teams in the dark on the tough decisions ahead, leaders need to build bridges to their employees and bring them on the journey with them.

 

To get through the uncertainty ahead, LinkedIn advises leaders to:

 

  • Take an adaptive leadership approach – Leaders must be transparent about the current reality and adapt to what lies ahead, whilst providing employees with clarity on short-term business priorities. They should see this period as an opportunity to iterate and adjust, which will stand them in good stead when the cycle ends.

 

  • Maintain workforce connection and trust – Today just 45% of UK employers encourage collaboration and knowledge sharing amongst employees. By helping employees to build connections with their colleagues, employers can energise their teams and strengthen their company culture. Furthermore, returning to command and control styles of leadership and dictating that employees must be in the office will quickly erode trust.

 

  • Focus on skills – The skill sets needed for jobs has changed by around 25% since 2015 and this number is expected to double by 2027. By understanding the skills your employees have today, and the skills your company needs in the future, companies can hire or redeploy talent into growth areas.

 

With the uncertainty ahead comes opportunity. To help leaders navigate it and lead to a new future of work, LinkedIn has made a number of LinkedIn Learning courses available for free until November 30th – including courses on How To Future Proof Your Organisation and Become a Multiplier of Wellbeing In Your Organisation. LinkedIn has also published its Global Talent Trends report which provides leaders with insight into how labour market trends are affecting employees and workplaces.

 

Cardiff, Cardiff News, Employee Benefits, Exercise, News, Wellbeing at Work

ION corporate wellness launches new services to create healthier, happier workforces

Company led by former Wales and Cardiff Blues star aims to help businesses with new wellbeing programmes

Cardiff-based health and wellbeing provider ION Corporate Wellness has launched a range of services aimed at helping businesses create a healthier and happier workforce.

Founded and managed by former Wales and Cardiff Rugby player Robin Sowden-Taylor, ION Corporate Wellness provides businesses with flexible and tailored health and wellbeing solutions to support their employees both physically and mentally.

“In professional rugby, the understanding and value placed on the physical and mental preparation for the players are the foundations for performance. This should be no different in our own day to day lives as without good physical and mental health we will never be able to be the best version of ourselves in our family life, careers, businesses we run’.

‘When it comes to performance in the corporate world and recognising how placing a value on employee health and wellbeing you only have to look at a recent study carried out by Deloitte where they found that on average, for every £1 spent on supporting employees physical and mental health, employers get £5 back on their investment in reduced presenteeism, absenteeism and staff turnover. When it comes to how health can impact the performance of a business it doesn’t get much blacker and whiter than that’.

The company has already partnered with Space2B at The Maltings to provide an onsite class-based training facility ION@Space2B, alongside the provision of wellness initiatives to Space2B office members and the wider community.

In addition to sessions held at the training facility, the range of services provided by the team at ION include app-based healthy habits challenges, employee health checks and a range of seminars/workshops delivered via a network of experts online/in-person.

ION Corporate Wellness’ key areas of focus for optimal health:

  • Movement
  • Nutrition
  • Stress Management
  • Connections – selfcare, being present and valuing time with friends/family.

Robin is no stranger to the health and fitness world, running the thriving ION Strength & Conditioning training facility in Llanishen in north Cardiff as well as heading up Cardiff Blues’ strength and conditioning programme for eight years after his retirement as a player.

Speaking about the launch of ION Corporate Wellness, he said: “At ION we have a holistic approach to health and wellness, and over the past few years we have built a number of systems and programmes we believe can make a real difference to employers and employees.

“The last few years and the impact of the Covid pandemic has seen a real shift in focus to not just physical wellbeing of people, but also their mental wellbeing. Our approach benefits both.

“As a brand ION is about helping busy individuals build healthy habits for life, the launch of ION Corporate Wellness was a natural progression for us, we want to help businesses view wellness as more than a tick box solution by providing them with the tools necessary to support their staff.

“We are already working with a number of businesses and seeing a real difference in the attitude of their employees. Hopefully this is just the start, as we want to help more and more organisations create a healthier and happier workforce.”

The 300 sqm facility at The Maltings will be used for private corporate/team sessions and events and is also open to the public.

  • In the UK, the total economic cost of sickness absence, lost productivity through worklessness, informal care giving, and health-related productivity losses, are estimated to be over £100bn annually
  • The number of working days lost because of sickness or injury is estimated at 149.3 million working days, equivalent to 4.6 days per worker.
  • Mental health issues were the main reason for people taking time off work – with people taking on average 18.8 days off.
  • Over half of workers (54%) who take two or more mental health-related absences, will go on to leave their jobs.
Employee Benefits, HR News, News, Wellbeing at Work, Wellbeing News

Countries encouraging greater work/life balance around the globe

The topic of work/life balance is has drawn even greater media attraction since the pandemic led many of us to begin working from home and with topics such as ‘quiet quitting’ and ‘4 day working weeks’ hitting the headlines, employers are feeling the pressure to provide the best wellbeing offering to their workforce that they can.

This National Work Life Week (12th – 15th October) global leaders in corporate wellbeing, Gympass has explored the corporate wellbeing packages being offered around the globe and highlighted where UK employers could take a inspiration from their European counterparts.

Please see below the top employee wellbeing initiatives encouraging greater work/life balance around the globe:

  • FREE CHILDCARE FOR ALL IN PORTUGAL
    As of 1st September 2022, childcare for working parents in Portugal is free for children up to one year old. By 2024 this is set to be extended to children up to 3 years old, giving more parents the flexibility they need to get back to work.
  • GET EQUAL PAY IN GERMANY
    To help ensure equal pay employers must respond to employee requests to disclose anonymised salary details of other employees working in a comparable position, and how they are calculated.
    Also, German law requires that employees be paid 100 percent of their salary or wages by their employer during the first six weeks of sickness.
  • ENJOY A MONTH-LONG HOLIDAY IN BRAZIL
    Did you know, after being employed for 12 months in Brazil, all employees are entitled to 30 paid days off a year. What’s more, at least one of the leave requests needs to be 14 days long, and two at least 5 days long, to promote proper R&R.
  • ENJOY A CHRISTMAS BONUS IN NETHERLANDS
    In the Netherlands, the majority of employees benefit from a ‘13th month allowance’. The allowance, usually equal to 8.33% of salary, is paid around Christmas time, giving a welcome boost to the festive period.
  • WORK 4 DAYS A WEEK IN SPAIN
    Recently, the Spanish government trialled a 4 day working week that any company could participate in. The idea has steadily gained ground, as a means to increase productivity, improve mental health and fight climate change.
  • WORK SMARTER IN ITALY
    Italian employers are adopting a trend called ‘Smart Working’. Employees on a smart working arrangement (which must be written into their contract) work based on the attainment of objectives, meaning that their hours are aligned with achievement rather than time at their desk.
  • SWITCH OFF IN FRANCE
    France’s ‘Right to Disconnect’ law stipulates that employers do not require employees to have any workplace communication, like calls or emails, outside of regular work hours or during their time off. Employers who flout these laws are liable to fines or even prosecution.

However, many HR leaders believe that employers should not wait for legislation to introduce wellbeing initiatives to boost productivity,

“Prioritising employee wellbeing isn’t something that should have to be legislated by governments, but where it has been, you can see how well it is received. We’d urge all businesses to look beyond their own borders and see how wellbeing practices in other countries can be taken on board to improve your own productivity.” said Livia Martini, Chief HR Officer at Gympass.

“As a global business, we get visibility of the best bits of each working culture, with the intention of incorporating what works best for Gympass as an organisation. With employees across the globe we’re constantly learning and seeking to improve based on what our employees tell us,”

“For example, Gympass has recently made its hybrid model permanent, and I think we can all agree that the beauty of hybrid work is the financial, geographic, and mental flexibility it offers employees. It’s so important that working practices are just as nimble and reflect the needs of today’s workforce. The pizza parties and kombucha on tap years are over and we’ve moved into a new era of corporate wellness.”