Category Archives: Return to Work

Flexible Working, HR News, Hybrid Working, London News, News, Remote Working, Return to Work, Work from Home

UK employees want meaningful in-person collaboration, not mandated office days, LinkedIn research finds

  • Nearly four in five (79%) UK office workers believe it’s fair for their bosses to require in-person meeting attendance – if it adds value
  • While certain types of interactions are preferred in person –  including planning meetings (57%), creative brainstorms (62%), and review meetings (62%) – half of workers (50%) don’t want more mandated office days
  • Face-to-face meetings also influence budgets, with 59% of professionals saying that they would spend more with a supplier they’ve met in person
  • As 41% of UK business leaders adjusts their hybrid work policies, LinkedIn is opening its new Experience Centre to help shape the future of in-person collaboration

 

London, UK, 5th March – New research from LinkedIn, the world’s largest professional network, reveals that UK office workers are looking for real value in their in-office experiences—not just more time at their desks.

The research shows that on the whole, UK employees recognise the benefits of in-person interactions, such as stronger relationship building (45%), greater engagement in meetings (43%), and faster decision-making (36%), but they also want flexibility in how and when they come in.

Half (50%) of UK office workers do not want their employer to dictate office attendance beyond their current hybrid arrangements. However, 72% agree it’s fair for their boss to expect in-person collaboration when it has clear value.

 

Value Over Frequency 

While many meetings can be done remotely, such as internal catch-ups (54%) and weekly status calls (58%),  employees believe certain moments require being in the room.

When it comes to business outcomes, face-to-face interactions make a difference. Nearly three-quarters (73%) of those surveyed said they feel more confident signing off a business deal in person, citing reasons like:

  • Tackling complex or sensitive issues more effectively (49%)
  • Establishing trust (44%)
  • Reading non-verbal cues (43%)

The impact extends beyond internal collaboration, as 59% of professionals say they would spend more with a supplier they’ve met in person.

 

Meeting in the Middle 

According to LinkedIn’s Work Change Report, 39% of UK C-suite leaders are redesigning their hybrid policies in 2025. While flexibility remains a priority, businesses are also focused on keeping employees engaged and driving productivity. However, 34% of C-suite leaders worry that requiring more in-person work could push top talent toward more flexible employers.

The challenge is finding the right balance between autonomy and collaboration, giving employees control over their schedules while fostering teamwork. To address this, 41% of UK C-suite leaders plan to offer more flexible in-office hours to support productivity, recognising that meaningful in-person interactions drive faster decision-making, spark creativity, and strengthen team relationships, all of which lead to better business outcomes.

 

The Experience Centre

LinkedIn is opening its new Experience Centre in London, a dedicated space designed to foster collaboration, engagement, and knowledge-sharing in the evolving world of work. As businesses rethink the role of in-person interactions, LinkedIn is investing in a space that brings employees, customers and members together, through hands-on experiences that deliver enhanced value and access to insights, business solutions, and platform tools.

The Centre will feature curated events, leadership roundtables and interactive workshops on AI, enabling better knowledge-sharing of LinkedIn data insights and access to experts across hiring, B2B sales and marketing. These experiences will help professionals and businesses navigate the future of hybrid work in a more intentional way.

“With businesses navigating a tough economic climate, getting the balance right has never been more important. How do you keep employees motivated, improve productivity, and make in-person time really count? That’s exactly why we’re launching the LinkedIn Experience Centre, to create a space where businesses can explore what meaningful collaboration looks like in practice”. Janine Chamberlin, Head of LinkedIn UK The future of work isn’t about forcing people back into the office; it’s about making sure that when they do come in, it’s worth it. The companies that get this right—those that create spaces for meaningful collaboration, idea-sharing, and relationship-building—will be the ones that keep their best talent engaged. That starts with listening to employees and making in-person moments truly valuable.”

Disability, Return to Work

Flexibility, Empathy and Access – The core needs of attracting disability candidates over 50, back into work

With a government objective of encouraging the over 50’s back into work and numerous reports which warn of a mass exodus of older workers from the labour market, Evenbreak reached out to their candidates to talk about the lived experience of an over 50 disabled person in work.

They spoke about their experience of working with candidates over 50-years-old, and asked such candidates what employers should be considering when recruiting for these roles. With almost 19,000 relevant jobs currently live on the Evenbreak job board, it is clear this is an untapped corner of the market for employers. And with a £22 million government package to help over 50s find new careers and earn more money by boosting time with Work Coaches and bringing in specialist support, this has never been more important.

Here are the key points candidates raised.

Flexibility – employers simply aren’t flexible enough when it comes to disability 

Zurich UK research found that nearly one in five UK adults over 50 were deterred from applying for new jobs because of a lack of flexible working opportunities. Put simply, a number of candidates sadly didn’t have a huge amount of positivity around flexibility and felt that everything was a constant battle and left them feeling disbelieved, especially in relation to invisible disabilities.

And in the work environment, small adjustments matter. We’re not just talking about hybrid working, it’s a myth that all disabled people want to work from home. Evenbreak’s annual candidate survey shows an even split of candidates who want home working, hybrid and office work. There may be small adjustments to seating, lighting, work stations and the technology used that would make a huge amount of difference to everyday working life.

Archaic paperwork that makes you feel like a nuisance 

Whilst legal paperwork is clearly needed in the workplace, there may be ways around this feeling like you’re on trial to explain your disability. Occupational health reports may well be needed, but they don’t need to feel accusatory when candidates have disabilities they’ve been living with their entire lives, visible or otherwise. This sets a negative tone and makes a disabled person feel devalued and unwanted. Make this process less clinical and more inclusive.

Access to work – it’s that obvious 

This comes as a given to able bodied people, but for disabled candidates or employees, struggling with physical access to getting to their place of work is a hurdle that is all too often present and this sets a negative tone from the off. Employers need to think about this and make the appropriate changes.

A long term view – often employers have short termism 

For example, all too often employers see a candidate asking for reasonable adjustments to their working life as a negative and time consuming chore. However, if we’re looking at disabled over 50’s candidates as a long term member of the business this simply should not be the case.

What you need is an employer who starts with the position of ‘yes, we’ll see if we can accommodate that’, rather than a sometimes default position of no and making you feel like you’re asking for something outrageous or making it a two month battle. That way employers will keep employees loyal to their business for longer.

What qualities do employers need? 

It was clear from speaking to a number of candidates both with Evenbreak and those who use our database that empathy, consideration and a long term view were the main characteristics of an employer who cares.

As with any candidate, a disabled candidate is simply a human with individual needs and managers or HR departments need to treat them so and alleviate that all-to-often feeling of being a burden or a hassle for asking for adjustments.

If a candidate is applying for a job, they are a serious contender and in order for them to stay with the business for as long as possible, understanding their individual needs and working with them, rather than against them will benefit everybody involved both in the short and long term. The candidate will feel valued, respected and have their needs met in order for them to do their job properly, and the employer will have a dedicated team member that stays and grows with the business and adds value to the organisation, regardless of age or disability.

Evenbreak would like to thank its candidates for taking part in this article. For more information, visit  evenbreak.co.uk

Business Advice, Return to Work

The Return to The Office Means Managers Must Work Hard to Create an Inviting Workplace

The debate over whether or not to return to the workplace is far from being settled, but despite that, executives are welcoming employees back into the office, whether they’re ready or not. In the United Kingdom, more workers are coming to offices all days of the week than staying home, and it’s likely the number of remote workers will continue to decrease as we head into 2024. As the job market is gradually cooling and employees are seeking stability in the midst of a recession and worsening cost of living crisis, executives are beginning to withdraw benefits, particularly flexible and hybrid working. 

If you’re calling people back to the office, even if for a couple of days per week, it becomes even more important to create an open and inviting workplace, incentivising workers to be present. Successful return-to-the-office initiatives are dependent upon an understanding of people’s need for well-being, so make your workplace more enjoyable. The job market has softened to some degree, yet there’s always competition for top talent as there’s a shortage of skilled workers. It’s fair to expect that most people won’t be cheering when your company announces its expectations for a return to the office. 

So, what can you do to entice employees to come to the office? 

Provide Welfare Facilities & A Working Environment That’s Healthy and Safe for Everyone 

If you want to make the experience of working in the office more enjoyable, provide high-quality welfare facilities that promote comfort and health. Workers should have somewhere to rest and eat meals. Canteens and restaurants can be used as resting facilities, provided there’s no obligation to purchase food to use them. It’s recommended to have one or more restrooms because prolonged periods of work without breaks can give rise to physical strain and discomfort. By making it possible for employees to rest and stretch during breaks, you contribute to their well-being and, above all, reduce the risk of work-related injuries. 

To retain strong workers and a positive outlook for your business, invest in an office kitchen to ensure employees have a fine dining experience. The kitchen is a place to unwind, get much-needed fuel for the day, hydrate, and relax. You might need to add wall shelves and countertop organisers; if you have the budget to upgrade the cabinets, do it. Typically, modern kitchens have cleverly designed storage solutions, lounge seating, monochromatic colour palettes, and helpful appliances (a coffee maker, a tea kettle, a water cooler, etc.). The kitchen can be a fantastic place to have an informal meeting in the morning or afternoon, building relationships and rapport with the team. 

Creating (and sustaining) a high-performing organisation requires establishing a healthy and safe work environment. Ensure there’s a reasonable working temperature, incorporate natural light and ventilation, enhance ergonomics, and make privacy a priority. It’s up to you to make the transition back to the office as safe and reassuring as possible, so have well-maintained equipment, ensure there are no obstructions that create a risk of a tripping accident, and ensure windows can be reopened and cleaned without much difficulty. Talk with your employees ahead of time to understand what their expectations are and what can be improved. 

Give Employees More Autonomy Over Their Workdays 

The landscape of corporations is slowly but surely changing, giving attention to autonomous employment, as it can create a more productive workplace. Nobody likes to be micromanaged, so if you closely supervise everything workers do, you make it look like you don’t trust their judgement, competence, and ability to fulfil their tasks. Think about giving employees the liberty to work in a way that suits them. Let them set their own schedule, give them a say in setting deadlines, and request input on company benefits. Granting autonomy in the workplace doesn’t translate into absolving workers of their duties. 

Workplace autonomy doesn’t have a single facet, meaning that it can look different for teams and work environments, but if done correctly, it can benefit your employees and the wider company culture. Delegate to build trust with your team and develop a stronger sense of belonging at work so employees can do their jobs more effectively. Most importantly, ensure they have what they need to succeed. There’s always more than one way to solve a problem, so let go of perfectionism because it can be a real hindrance in the workplace, preventing people from reaching their full potential. 

Organise In-Person Brainstorming Sessions, Working Sessions, And Social Events 

The best companies have mastered collaboration, a practice that’s become more important than ever. Working from home has impacted workers’ ability to meet and brainstorm, maintain social relationships, and have unplanned interactions. Remote tools facilitate informational onboarding sessions yet fail to sustain nuanced engagements in which employees can apply their signature strengths and express themselves. Strongly consider organising in-person brainstorming sessions, working sessions, and, last but not least, social events. In the absence of effective teamwork, productivity and the quality of work suffer, even if the group is made up of brilliant individuals. 

You can benefit from having a couple of creative ideas at your disposal, so help yourself and your team. Let everyone write down their thoughts, share the ideas with the group, and ensure the group isn’t influenced by the first suggestions (or the loudest people in the room). At any rate, the output is far greater than you could hope to produce. Work sessions are much like meetings, except that they involve a limited number of people collaborating on a project. What makes them so attractive is that employees are willing to work towards a common goal, making the decisions by consensus.  

Finally, yet importantly, provide workers with the opportunity to network and foster relationships by allowing them to meet in a different setting. Social events help build trust, create a positive atmosphere, encourage collaboration, and boost innovation, efficiency, and other key operational elements. Many people do like to socialise with co-workers, so ensure your team has the chance to interact; not all opportunities have to be after work or with alcohol. You ought to ensure that any activity or event is strictly voluntary to not put pressure on those who don’t wish to participate. 

The Takeaway 

Call people back to the office and make it an inviting place where they want to be – in other words, create a compelling environment that sells employees on the benefits of being together in a shared physical space. 

Home Working, Hybrid Working, Remote Working, Return to Work, Tech

SME’s Urged to Not Neglect Their Homeworker’s Needs

19 July (England) and 9 August (Scotland) have been heralded as ‘return to the workplace’ milestones, but with many major businesses continuing to meet the preferences of the three out of four workers who still want the flexibility of working from home1 Zen Internet is urging small to medium sized firms not to neglect their homeworker needs.  

Zen’s survey of UK businesses highlighted that despite nine out of 10 (86%) employers questioned professing they were willing to offer hybrid working, few felt prepared in achieving this – with one in five businesses (17%) claiming to be unprepared for long-term flexible working.

The research also highlighted the key challenges SMEs in particular were facing in realising the infrastructure needed to support flexible working practices.

  • Almost half (46%) of SMEs claim poor internet connections in staff homes is a major challenge.
  • One in five SMEs (21%) said staff were unable to access the company system from home.
  • One in 10 (12%) SMEs vs. one in six (17%) large businesses referenced poor integration of communication systems as barriers to a smooth remote working process.

While the government is promoting its ‘back-to-work’ message, the reality is that many small businesses are still facing the same issues of catering for new hybrid and home working cultures.

This is being compounded against a backdrop of large employers who are enabling employees to continue to work in a flexible way.  TUI, which last week told its UK staff that they only need to work from the office one day a month, is just one of thousands of major businesses enabling more flexible working longer term.

And according to the latest employee surveys, consensus is towards the continuation of home working. A recent study by CV-Library shows that in a poll of more than 1000 people, half felt anxious about returning to work and three out of four said they preferred the flexibility of working from home.

Whilst some businesses are geared up for longer term remote working (half of UK businesses are already using a cloud-based solution for integrating their communications channels), when figures are broken down it is clear that smaller sized firms are lagging behind, with only two fifths (40%) of SMEs having already transitioned to a cloud-based model.

Perhaps unsurprisingly over a third of business owners cited budget constraints as a hurdle to cloud adoption. However over half (53%) of SMEs and 38% of large businesses who don’t currently use a cloud-based solution claimed to be considering it.

Looking at how businesses are overcoming the other homeworking issues, the Zen Internet survey revealed that more than a fifth (22%) of businesses claimed that they planned to look to invest in providing / subsidising the cost of better home connectivity for their employees that work from home on a regular basis. Meanwhile, two fifths (39%) of businesses will invest in laptops and smart devices.

Georgina Lord, Managing Director of the retail division at Zen.co.uk, said: “As the government gives the green light for workplaces to return to normal, businesses which take their eye off the ball when it comes to catering for long-term homeworking will do so at their peril – especially as a flexible workplace and systems to support hybrid working will be high up on many job hunter’s wish list.

“There are clear indicators that it’s not a time to ditch digital advancement programmes that cater for homeworking.

“While poor internet in prosumers’ homes may have them rushing back to faster broadband speeds in the office, some sectors where there is high demand for talent, such as the digital industries, may find that employees will choose to work with firms that have focused on homeworking needs – as this is how many employees want to be able to work.

“As workers finally begin to consider the return to centrally located work spaces, or not, now is the time for organisations once again to re-evaluate their systems, IT and comms; it’s paramount that investment continues in remote working capability that truly meets the needs of their valued staff longer term.

“Where successful hybrid working is happening is where IT has become a core part of a business’ organisational strategy and a board level focus.

“From an employee perspective the crucial thing moving forward is investing in the systems and infrastructure that mean they can work seamlessly from any location – moving to cloud-based solutions, upgrading employee broadband connections and ensuring that they have the right technology and devices to do their job from anywhere. In particular, the rise of the prosumer has meant that reliable, ultrafast connectivity in the home is absolutely an essential commodity.

“And it’s not just about getting the infrastructure right for employees – customers and suppliers also demand a seamless experience when dealing with remote workforces. Taking a holistic business and board level view to remote working will continue to be vital.”

Georgina added:

“As hybrid and more digitised working models continue to be the norm, businesses of all sizes will need to adapt to this cultural shift in modern working practices by taking a pragmatic approach and adopting new technologies which can support the ongoing, long term transition to remote working. This will ensure businesses can continue to communicate effectively with their customers, clients and colleagues.

“Organisational culture will become increasingly important. Culture has always been central to digital transformation but getting the culture right and ensuring it permeates into employees’ homes is essential in looking after employee welfare and helping build a sense of community and purpose.

“It is clear that the next two to five years will be crucial for many businesses when it comes to adapting to the so called new normal and being agile to adopt to new ways or working and new customer habits. Those organisations who embrace these new requirements will flourish, while others who revert back to old practices could struggle and lose their competitive edge as well as valued staff.”

  1. Survey by CV-Library June 2021
  2. Survey by Zen Internet of  1000 SMEs

More information on homeworking can be found here https://www.zen.co.uk/business/large-business/challenges/remote-working-solutions and https://www.zen.co.uk/the-great-british-switch-off

 

Hybrid Working, News, Return to Work

Experts explore how to re-imagine the workplace

Industry experts discussed the changing face of the working environment, sharing their experiences and strategies in the latest virtual event facilitated by leading business membership organisation Chambers Wales.

80 businesses registered for the session which was chaired by Rachael Flanagan, Managing Director of Mrs Buckét Cleaning Services and featured Gemma Archibald, COO of Alcumus; Cecilia Fritz, Senior Manager of the People Department at Sony UK Technology Centre; Kevin Mashford, Sales Director at Paramount Interiors; and Mark Siddons, Associate at Cooke & Arkwright.

An in-event poll revealed that 41% of businesses are still working from home full time, 59% will not be changing their premises and 50% placed mental health and wellbeing as the main consideration regarding where their team will work in the future.

The results and interactive Q&A shaped the conversations of the panellists as they explored how to re-imagine the workplace through the lenses of cost, productivity, wellbeing and safety during the hour-long event.

Kevin Mashford said: “Agile working is working when, how and where you want and this poses a massive challenge for businesses who have traditionally had offices with long-term leases. To manage this, employers will have to look to three criteria – equity, engagement and ease – as we increasingly move to a more flexible, hybrid way of working.

“Bringing joy into an agile workspace will make people want to be in spaces. More people are seeing the value of workplace analysis as they reimagine their offices as destination spaces and hubs of collaboration to enhance the employee experience and reflect company culture.”

Mark Siddons added: “While tenants are generally reducing their office space, there is a desire for quality accommodation and making more of the space that they have. Creating spaces for collaboration and making the office an engaging experience will encourage more employees to return.”

In addition to changes to physical spaces, the panellists shared their experiences of remote and hybrid working, performance management and company culture during the pandemic.

Gemma Archibald said: “Changes to working practices have forced us to rethink our work/life balance in a much more holistic way than previously. The last year has blurred the lines between work and home; it’s humanised people more and that openness has carried on. To support our staff through remote working and maintain a ‘family feel’ company culture, we have really invested in health, safety and wellbeing and trained 25 wellbeing champions across the business.”

Cecilia Fritz said: “As a manufacturer, the majority of our employees continued to work on site so regular communications were very important to ensure that people felt safe. We carried out comprehensive risk assessments, split our site into zones in order to minimise physical interactions and introduced safety measures such as testing, face coverings and sanitiser stations very early on.

“Although most of the workforce remained on site, some roles were possible to carry out from home and we are hoping to continue with hybrid working where possible. It has prompted us to consider what else could be possible, what other preconceived notions we have about working practices and how we can be creative, not stagnant, moving forward.”

News, Return to Work

Nick Gold: Freedom Day: but what to do about isolation?

 July 19th has seen England become free from lockdown restrictions as the summer holidays begin. Businesses are planning to bring their staff back together. Event organisers are looking towards in-person events dominating Q3 and Q4.

But the issue of employee isolation, as a result of track and trace, is still to be resolved. What level of risk do businesses take bringing their staff back? How close should close contact be in the context of an event, a restaurant, a building?

Nick Gold, MD of Speakers Corner, a leading UK & International Speaker Bureau, discusses how business leaders can go about delivering a ‘new-normal’ while still bringing employees back together again.

 

Looking back to Spring 2020, the switch from our office-based work culture to remote working was as seamless as any societal behavioural change could ever be.

Whether we want to congratulate ourselves for our ability to adapt to change or whether we say this was inevitable anyway and it merely sped up the change lifecycle, the switch to remote working as a society is something that happened with minimal relative fuss.

Ever since then, there has been a continuous conversation about the return to the office, with differing opinions on what this will look like, what the future of work looks like, and the impact this will have on all of us.

Finally on 19th July 2021, the lifting of remote working happened and businesses could start looking forward to what the future of their working environment was going to be.  But even then, the ‘big bang’ was replaced with the ‘mild message’ as guidance was tweaked and massaged to utilise words such as gradual and other less imposing terms.

Businesses are now examining what they perceive to be is best for their company, for their employees, and for their culture.  Leadership teams are taking a leap into  the unknown, trying to determine, and control, the next steps.  But they only need to cast their minds back to the first lockdown to draw breath and question how they are approaching this situation.   We, as individuals and as a society, have demonstrated we can adapt, embrace change, and work through the consequences.

But now we are experiencing emotion led responses to the business (and social) environment. Every person has a different perception, a different reality and a different set of experiences which they are drawing on as they take their steps in to the next phase.

Business leaders need to do something which is inherently against how they like to operate.  They need to embrace the uncertainty, rejoice in the differences, and they need to let their employees show their ability to embrace the next steps as they work through the return to the office.

After all, there is no rush.  We have spent the last sixteen months working remotely, so what is the urgency for a business to determine the future?  How can anyone be clear of the benefits (or otherwise) of imposing determined behaviours on individuals?

There is some stuff we do know.  From the beginning, with virtual team meetings and social get togethers.  we have all recognised that we enjoy each other’s company more than we realised.  As we have passed through lockdowns and society has opened up to any extent, there has been a speedy response by the majority to to experience face to face contact.  There is an appreciation that while the virtual environment has created somewhere for us to congregate, it is a very linear, restrictive communication tool We have missed the tangential discussions that occur in a room of people, that the magic of creativity and ideas come from different minds discussing a subject with no set pattern.   We have craved human interactivity and being able to hear words and experience body language.

There has been a lot of conversation through the pandemic about emotional intelligence and its role and importance for current and future leaders.  We have entered an era where this comes to the forefront, leaders want their teams to gather, but they need to respect the individual’s attitude.  We want to meet, to share ideas, to share experiences, but we need to respect different people’s feelings and perception of the virus.  We want to bond, to feel alive, to rejoice being together but this means different things for different people.  Leaders need to understand this without trying to control it.  They need to allow individuals to be just that, individuals, to embrace that we are comfortable with virtual but for those comfortable in person, this can be celebrated and enjoyed too.  They need to ensure that no-one, however they are dealing with the circumstances, feel left out or side-lined but are part of the whole.

The comfort for the leader is that this is, that in the bigger picture, this is short term.   We will navigate our way through this, we will understand the boundaries and the comfort levels as a collective and we will find a balance that suits all, both the business and the individuals.

The leaders and the business itself rather than seeing the next phase as a chance to demonstrate leadership as control, they can use this as a chance to demonstrate their emotional intelligence and ensure the goodwill that has been generated over the last year with the seamless switch to remote working is not lost as we look towards whatever the future of work might look like.

Employee Benefits, News, Return to Work

How to ensure a successful return to the office on Freedom Day – five essential tips from Howden Employee Benefits & Wellbeing

The government has given the green light to end Covid restrictions including social distancing, mandatory face mask wearing and work from home guidance from 19th July, but Howden Employee Benefits & Wellbeing is urging employers to tread carefully, communicate well and listen to their workforce as they plan a return to the workplace.

Mark Fosh, Divisional Director at Howden says, “Whatever the workplace environment looks like, whether it is an office, a workshop, a factory or a mixture of home and on-site working, the needs of employees may not be the same as before the pandemic. And, while companies will be preparing a Covid-safe office for Freedom Day, they need to consider how they will support the different psychological, emotional and wellbeing needs of their staff too.

“Whereas some employees cannot wait to be back in a social work environment, others may be feeling very anxious. They may have been shielding or haven’t used public transport for many months. Businesses may have new joiners who haven’t met their colleagues yet or employees who are returning after being furloughed– these are all key considerations for SMEs so rushing to adopt the old ways of working won’t work.”

Howden has created a return to work guide for employers on its SME Hub and has the following recommendations:

1. Prepare for the return – communicating your plans

Create a re-orientation plan to manage the process of returning to the workplace. It should include:

  • Details of what has changed at work. Is the workplace environment different? Are you adopting greater levels of flexibility and offering more options to work from home?
  • What new measures can be put in place to provide help and assistance?
  • Where do employees go if they have concerns?

Map this out in advance and ensure line managers have been fully briefed and are aware of the support in place for employees.

 

2.  Communicate and listen

  • Share guidelines with employees on how the return to the workplace will look and feel. Rather than adopting the old ways of working, consider a phased return to make the process less stressful for employees – and consider that flexibility may be the ‘new norm’.
  • Ensure communications are two way – be willing to listen to employees and gather their feedback so you understand their concerns – only then can you plan effective support.

 

3. Let employees know support is available

  • Some employees may have experienced a serious illness, including Long Covid or a bereavement since they were last in the workplace. Make sure you have the right support in place for their return.
  • Remind your employees that support is there whenever they need it. Share details of your Employee Assistance Programme, if you have one, or signpost to charities such as MIND or Mental Health UK.

 

4.   Focus on health and wellbeing

  • Hold ‘return to work’ meetings with employees focusing on their health and wellbeing. Allow for a period of re-adjustment and look for ways to be flexible to alleviate any worries they have.
  • Check in regularly with your employees – remember some will have had Covid and you need to be mindful of the impact of Long Covid too.
  • Be alert to any changes in behaviour that could signal a potential mental health issue.
  • Keep promoting and encourage your employees to use the services provided through their benefits and so they know who to talk to if they are struggling with their mental health.

 

5. Review employee benefits for the post-pandemic workplace

Do not assume the employee benefits programmes that were already in place for employees still addresses their needs now.

The world has changed and although some businesses will find their employee benefits packages are robust enough to cope, others may find they require updating. Employees are increasingly looking to their employers for greater support with their overall wellbeing. Is this included within your current strategy? Or an area that needs consideration? Are your employee benefits fit for purpose in a post-Covid world?

Fosh concludes, “Issues such as mental health and wellbeing have been covered more extensively in recent employee benefits strategies, but the topic is even more critical now. There are practical issues and questions around benefits to consider, too. Are season ticket loans a thing of the past in a time when more people work from home? Should you offer discounts at gyms close to where employees live rather than near to the workplace? With the NHS expected to face challenging waiting lists in the years to come, should employers be considering Private Medical Insurance or other healthcare solutions to support their workforce? All these elements must be carefully considered as part of any successful return to the workplace plan.”

 

A Free Employee Benefits Review

Howden is offering SMEs a free review of their existing employee benefit policies to check they are fit for purpose, deliver good value and achieve the best outcomes for their business and people. To book your free review visit the SME HUB.

News, Return to Work

More than half of the UK workforce are dreading dressing smartly on their return to the office rather than worries over COVID-19, survey reveals.

A new survey has suggested that people’s reluctance to head back into the office has much less to do with the risks of COVID-19 or other germs more more to do with the dress code of the company they work for.  

As organisations across the country begin to welcome staff back from working from home, it seems many Brits are not looking forward to dropping the leisure wear and returning to a more formal attire needed when working amongst peers.  

The survey, carried out by Airdri, asked workers across the UK what they were not looking forward to when they returned to their place of work. It revealed that over half of the working adult population was most concerned over having to look smart on their return (58 per cent) rather than being worried about the potential risks of picking up germs (just 18 per cent). The commute also played a huge part in lack-lustre attitudes to returning, with 68 per cent saying this was one of the main reasons they did not wish to get back to normal routines. 

Steve Whittall, group director of R&D and operations at Airdri said: “The results of our study show that thousands are feeling significantly more anxious and concerned over how they look than they are about risks of germs, illness or COVID-19 for that matter.  

“With such a large proportion of the British workforce working from home, the ability to dress more casually has become second nature. We know that now companies are starting to slowly, and when safe to do so, ask their employees to return to their place of work – the need to ditch the lounge wear, or worse, pyjamas, is going to be a challenge for some.  

“I am surprised to see worries over germs affecting such a small percentage of workers though – as it has been such a big concern for owners of businesses across the country.  

“Whilst employees might not be overly concerned about picking up germs back in the office, it is at the top of mind for business owners/team managers concerned about the safety of staff and visitors. And reducing absenteeism is going to be a top priority.” 

“We have seen huge sales increases in our air sanitiser technology – SteraSpace which again shows the investment many firms are making to ensure the safety of their staff. Maybe so much so, that it’s given employees something else to worry about – what to wear!.” 

Airdri surveyed 1,000 working British adults. The data has been weighted to be representative of the British adult population as a whole. 

News, Return to Work

UnitedCity launches free Back to Work helpline, provided by BrightHR, to get workplaces COVID-secure and support employers and employees who are unable to work from home

UnitedCity, a campaigning and research group of Manchester business leaders with plans to drive forward the economic recovery of Greater Manchester, has launched a free Back to Work helpline to get businesses COVID-secure and to support employers and employees who are not reasonably able to work effectively from home.

The helpline is provided by BrightSafe, the health & safety arm of Manchester-based HR software and employment law advice firm BrightHR, and will give UnitedCity members exclusive access to health & safety experts, who will advise on all the actions and procedures that businesses need to put in place to make their workplaces COVID-safe.

Transport for Greater Manchester is supporting the helpline and is working with United City to offer travel advice as part of the returning to work safely campaign. Businesses will be able to arrange a bespoke travel planning session with a TfGM travel advisers or book onto a free online surgery to ask questions about how staff can get to and from work, how customers visit businesses and how you receive or make deliveries, as well as much more. Slots can also be booked here.

In addition to this, UnitedCity members will also soon have access to BrightHR’s free online vaccine tracker, VaccTrak Lite by BrightHR. The innovate software tool helps employers get their people back to work safely by educating their workforce on the benefits of the COVID-19 vaccination, and by providing employers with a clear record of which employees have had the vaccine and who is still waiting.

Alan Price, CEO of BrightHR, said:

“With the continuing success of the UK vaccine rollout and the announcement of the roadmap out of lockdown, business owners can finally see the light at the end of the tunnel, and are looking forward to the return to normality, both socially and in the workplace.

“While the past year has shown that working from home can be done, it has also become clear that it is not sustainable as a full-time solution for all businesses. Remote working has taken its toll on people’s mental wellbeing and has, at times, stifled in-person collaboration and career development. We all know of individuals with wellbeing or technical challenges at home, and the Back to Work helpline, provided by BrightSafe, will support employers in responding to these challenges.

“We are delighted to be working with UnitedCity to provide an essential service to their members that will ensure businesses in Manchester return back to their offices and workplaces in the safest way possible, and ultimately help this fantastic city recover from the pandemic stronger and better for all.”

A spokesperson for UnitedCity said: “BrightSafe and BrightHR’s work will be absolutely pivotal in helping us to get Manchester back on its feet, and we’re very grateful to the team for providing this brilliant platform in support of UnitedCity.

“The pandemic has changed working life as we know it and adapting to ‘the new normal’ will be a particular struggle for businesses which have adhered to the working from home guidance since last March. We have no doubt this tool, as well as VaccTrack, will be of the utmost importance to our business community as we look to collectively achieve a safe recovery.”

Kate Brown, Director of Corporate Affairs at Transport for Greater Manchester, said: “The last 12 months have been extremely challenging for people and businesses across Greater Manchester and transport has an important role to play as lockdown is eased.

“Over the coming months we will be working hard to support people, businesses and employers as they start to travel again in line with the government’s roadmap to recovery and ensure they are able to do so safely and sustainably.”

The freephone number will be live from Monday 15th March and be operational Monday to Friday 9am – 5pm. Please find freephone numbers below:

  • 08007830321
  • 08448920253
News, Return to Work, Tech Thought Leadership

Mike Osborne: How to scale up your IT solutions to allow you to work from anywhere as effectively as possible

After briefly being encouraged to return to the office, workers across the country are following the Government’s advices and settling into a second wave of working from home. Mike Osborne, Managing Director of Managed Services at communications and technology company, Intercity Technology, reflects on the learnings from lockdown and provides five practical tips for businesses looking to ensure employees work productively and effectively. 

At the start of the pandemic, many companies had to adapt quickly and were forced to implement short-term continuity plans and processes to ensure a continuation of services to customers. Not knowing what we know now, these plans were often rushed with little consideration for the long term.

According to the British Council for Offices (BCO), Covid-19 is set to permanently change our working patterns. A recent survey from the BCO suggests almost two thirds of the UK workforce plan to divide the working week between their homes and company offices, once the Covid-19 crisis is over, as they see remote working as a long-term solution.

These societal changes will force companies to review their current IT set-up to ensure it can meet this hybrid ‘work from anywhere’ model. New tools will need to be adopted and existing policies and security measures must be enhanced and managed effectively. To help future proof your business, here are five practical tips from Intercity Technology to allow your employees to work productively and effectively from anywhere.

 

1. Ensure you have adequate VPN and bandwidth capacity

Effective and secure remote working involves employees connecting to corporate content and applications via a virtual private network, or VPN, which is designed to protect against the security risks of working via a residential broadband link. However, the increase in the number of employees working from home has put a strain on bandwidth capacity, VPN hardware and licenses, which has significantly impacted the ability for teams to work securely. As a result, some organisations have opted for a simpler option which is to use a third-party data centre to work around the issues, enabling their employees to connect to business-critical applications and services remotely and securely through the cloud.

 

2. Decide whether your business requires managed services

Even before Covid-19, demands on the IT infrastructure for SMEs had been growing for many years. Working from home has added to the workload for internal IT teams with large amounts of devices, users and applications needing to be managed 24/7.

Moving to a managed services provision, where a specialist oversees the maintenance, monitoring and network management of your IT systems, can provide invaluable support and help free up your IT team to focus more of their attention on more valuable business development projects.

 

3. Perform a cloud audit of your current infrastructure

Alongside assessing your physical capabilities, you should consider carrying out a cloud audit to determine whether your business is in a good position to start transitioning over to the cloud. An audit would also identify the necessary services available in the cloud based on your organisation’s specific needs, such as Infrastructure as a Service (IaaS), Backup and Disaster Recovery, and Software as a Service (SaaS). An audit is an important step for businesses transitioning to the cloud as well as those already using cloud-based services. Ultimately, it ensures you have the correct tools in place to enable teams to work productively and effectively from anywhere.

 

4. Remain secure

Cyber-attacks have become more prevalent during the pandemic as employees left the security bubble of their office environments to work from home. For millions of remote workers to receive the same level of IT security found in an office environment whilst working remotely, software security on user devices must evolve. A cloud IT platform is a good solution which offers multi-layered protection to help minimise the impact that a security breach or attack can have on its IT infrastructure.

Furthermore, to close the security and control gaps in remote working set-ups, businesses should consider:

  • Using a VPN to provide employees protection and to encrypt the data from an organisation’s network to its remote users
  • Adding a multi-factor authentication (MFA) to company systems for additional security, such as one-time passwords or security questions
  • Training employees on best practices and educating them about the dangers
  • Ensuring organisations meet compliance and data privacy requirements

 

5. Ensure you have the essential remote working tools

Communication and connectivity should be a top priority for any team of remote workers. Software tools like video conferencing, instant messaging and cloud phones empower your team to work productively, making collaboration regardless of location.

While Microsoft Teams and Zoom have become ubiquitous, here are some other essential tools you need to continue communicating with your workforce from anywhere in the long-term:

  • VoIP phone systems give you access to your phone system from anywhere with a consistent internet connection
  • Virtual desktops give you access to work computers’ data
  • Management portals allow managers to keep track of employee communications including inbound and outbound calls

After rushing to implement processes and fulfil the demands of remote working at the start of the pandemic, many businesses were forced into short-term solutions where the security of their IT systems could be compromised. Companies now need to think more carefully and plan for a long-term future which involves people working from home as well as the office while staying productive, connected and secure.