Search Results for: people management

Remote or home working more of a preference for baby boomers than millennials

Remote or home working more of a preference for baby boomers than millennials 0

by • Flexible working, News, Wellbeing, Workplace

Perhaps it’s something to do with the housing issues many people from the younger generations now have to deal with; i.e. either live with parents or endure an overpriced house share, but those under 35 are reported to actually prefer working from the office to remote or home working. This differs from baby boomers, who would rather work from home. According to the survey by Maintel there are differing preferences between the multi-generational workforce, with those aged under 35 feeling they are most productive in the office (48 percent), while only 19 percent of those above 55 agree. Another reason why younger workers cling to the office is due to the fact that they require the face-to-face support of experienced co-workers. The survey also discovered that 28 percent found getting hold of colleagues or managers a challenge when working remotely. And it may also be down to the social aspects of office life and when seeking promotions – ensuring the visibility of hard work. On the other hand, older employees have responsibilities at home, and remote working allows them to be more efficient with their time.

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Taylor Review on Modern Working Practices and the gig economy is published

Taylor Review on Modern Working Practices and the gig economy is published 0

by • Flexible working, Legal news, News, Wellbeing, Workplace

The long awaited UK government commissioned report into modern working practices and the so-called gig economy has been published at last. The Taylor Review was commissioned by the Department for Business, Energy & Industrial Strategy last year and there has been a great deal of speculation regarding its content ever since, especially last week after parts were apparently leaked to the media. You can follow the pile in now on Twitter and the festering pits of ignorance, prejudice and bile known as newspaper comment sections. Or you can read it here before you draw your own conclusions. We’ll be having our say tomorrow and sharing the thoughts of various organisations into its contents. The report was authored by Matthew Taylor, Chief Executive of the RSA and considers the implications of new forms of working, especially with regard to the gig economy and freelance work on worker rights and responsibilities, as well as on employer freedoms and obligations. It sets out seven key principles to address the challenges facing the UK labour market, set out below.

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Three quarters of managers are happy to allow staff to work flexibly to watch Wimbledon matches

Three quarters of managers are happy to allow staff to work flexibly to watch Wimbledon matches 0

by • Flexible working, News, Wellbeing

According to a survey from the Institute of Leadership & Management a majority of workplaces are dealing with the summer of sport, by using flexible working to accommodate people’s enthusiasms. Based on a small sample size of around 200 organisations, three quarters (75 percent) of managers would allow staff to watch or listen to sporting events in the office. Staff wellbeing (28 percent) and lower absences (25 percent) are seen by managers as the two biggest benefits in allowing staff to watch or listen to sporting events in the office, according to the study. 78 percent said holiday clashes leaving too many employees off was the hardest aspect of managing staff over summer. The survey claims that 45 percent of managers see sporting events as a tool to boost staff morale. ‘Dress down Fridays’, flexible working hours and picnics were other popular methods. The study also found that managers believed allowing sport to be watched in the office means less absence due to sickness.

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Acas reveals majority of helpline callers on zero hours contracts feel unfairly excluded

Acas reveals majority of helpline callers on zero hours contracts feel unfairly excluded 0

by • Flexible working, Legal news, News, Wellbeing, Workplace

Acas reveals majority of helpline callers on zero hours contracts feel excludedAcas’ helpline receives many callers working on a zero hours, agency or self-employed arrangement who do so out of necessity rather than by choice, with some people feeling taken advantage of and unfairly excluded from employment rights. In its response to the Matthew Taylor review on modern employment practices the Acas Council looked at calls to its employment helpline, which revealed confusion and uncertainty around employment status and rights for those involved in the non-standard types of working. Prompted by evidence that these types of working arrangements are on the rise Acas has also published a new discussion paper on non-standard or ‘atypical’ forms of work, and identifies areas where good practice can be encouraged and improved. The discussion paper, Ain’t that typical? Everyday challenges for an atypical workforce, also reveals that the practice of ‘zeroing down’ workers’ hours is used in some workplaces to discourage staff from raising concerns or asserting rights.

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Flexible and family friendly workplaces across the UK named in charity’s awards

Flexible and family friendly workplaces across the UK named in charity’s awards 0

by • Flexible working, News, Wellbeing, Workplace

Britain’s most family friendly and flexible employers have been recognised in this year’s Top Employers for Working Families Awards. Now in their 8th year, the annual Top Employers for Working Families Special Awards from the UK’s work life balance charity cover 11 categories across a range of work life policies and practices. Four new sector-specific awards are being introduced this year for the private, public and third sectors; as well as a category for small employers. Sarah Jackson OBE, chief executive of Working Families, said: “In many ways, flexible working and family friendly working have never been more part of the bloodstream of British business. We had a record-breaking number of entries this year, showcasing a wealth of exciting approaches to creating agility in the workplace. Congratulations to all this year’s Top Employers for Working Families award winners, singled out because they offer leading flexible workplaces that support the grain of their employees’ lives. I look forward to working with them to make work work, for people, families and the economy, so that families thrive and business prospers.”

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UK remains stuck in stubborn low productivity trap

UK remains stuck in stubborn low productivity trap 0

by • News, Workplace

The persistently low productivity of UK workers has dropped back to pre-financial crisis levels, according to official figures. Hourly output fell 0.5 percent in the first three months of the year, the Office for National Statistics (ONS) reports in its latest update. At the end of 2016, productivity returned to the level seen before the 2008 recession. But it has now slipped back again and is 0.4 percent below the peak recorded at the end of 2007, according to the ONS. It was the first quarterly fall in productivity since the end of 2015, according to the ONS. Economists have consistently warned that the UK’s low productivity continues to mean it lags behind its major trading partners such as the US, France and Germany.

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Digital workplace accelerates blurring of lines between IT, HR and finance roles

Digital workplace accelerates blurring of lines between IT, HR and finance roles 0

by • News, Technology, Workplace

To help ‘organisations thrive in a competitive digital marketplace’, Oracle and the MIT Technology Review have released a new study that highlights the importance of collaboration between finance and human resources (HR) teams with a unified cloud. The study, Finance and HR: The Cloud’s New Power Partnership, outlines how a ‘holistic view into finance and HR information’, delivered via cloud technology, empowers organisations to better manage continuous change in the workplace. Based on a global survey of 700 C-level executives and finance, HR, and IT managers, the study claims that a shared finance and HR cloud system is a critical component of successful transformation initiatives.

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UK government unveils £1 billion ultrafast broadband fund to aid remote working

UK government unveils £1 billion ultrafast broadband fund to aid remote working 0

by • Flexible working, News, Technology

The UK’s faltering move towards ultrafast broadband has been given a much-needed boost with the launch of a new fund, which will support the rollout of cutting-edge connections across the country. The government’s £400 million Digital Infrastructure Investment Fund (DIIF) will unlock over £1 billion for full fibre broadband, and kick-start better broadband connections across the country. Its aim is to revolutionise Britain’s digital infrastructure, making internet access more reliable for homes and businesses, and enabling more people to enjoy remote working without disruption. According to the Treasury, the flexibility to work remotely is pivotal for driving the economy forward; reducing overheads and helping businesses to start and grow.

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Skills gap costs British employers over £2 billion a year

Skills gap costs British employers over £2 billion a year 0

by • News, Workplace

A shortage of people with the right skills has cost companies more than £2 billion over the past year, despite employment being at a record high, according to the latest findings of The Open University Business Barometer. The study of hundreds of employers found that the majority of businesses have had to pay as much as £527 million above the market rate to recruit skilled workers. At small and medium-sized companies, the average salary increase amounted to £4,150 per recruit. At larger groups, it stood at £5,575. Companies said that they also had faced increased recruitment costs, including paying temporary staff to fill the gap while suitable candidates were found. Nine out of ten said that they had struggled to recruit people with the right skills.

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Over half of employers believe strong workplace friendships increase productivity

Over half of employers believe strong workplace friendships increase productivity 0

by • News, Wellbeing, Workplace

Nearly three quarters (70 percent) of employers say it’s healthy for employees to have someone to confide in at work, according to new research, but it claims, 1 in 4 employees would consider leaving the company if their friend left. The totaljobs research which featured responses from over 4,000 employees and 103 employers on the latest trends in workplace relationships and office politics found that two thirds (65 percent) of UK workers are finding ‘work spouses’ in the office – that one person who they are very close. Although over half of employers (56 percent) say strong work friendships increase productivity and 60 percent of work spouses say their relationship means ‘they look forward to going into work’, which can help improve staff retention, 1 in 4 (23 percent) say if their friend left, they would consider leaving themselves. Nearly one in 10 (7 percent) go as far as to say that their work spouse leaving the company would be ‘like a bereavement’.

It is perhaps no surprise that work socials are encouraged by employers. Three-quarters of employers organise social events, with the most common including the Christmas party (92 percent); meals out (56 percent); celebrating company milestones (contract wins, hitting targets – 53 percent); and drinks (47 percent). A massive 89 percent of employers provide coffee and tea facilities, while 67 percent provide a kitchen with a sitting area and 47 percent provide breakout areas to encourage more conversation.

A significant 60 percent of employers encourage employees to socialise out of work, while in most social events are regularly organised by teams independently – 42 percent monthly and 40 percent quarterly.

A line was drawn in terms of seniority however, with only 24 percent of employers believing it is appropriate for management to be friends with people more junior than them.

John Salt, Director at totaljobs, said: “It is certainly revealing that so many employees relate to having a ‘work spouse’ and someone they feel they can confide in above others. Our research shows employers recognise the value of strong work relationships, with many already offering social events. The key is to accept work spouse relationships and encourage broader team cohesion. The two do not need to be mutually exclusive: get the balance right, and employers will reap the benefits of a happier, more productive, team.”

The research also showed that work relationships are often formed out of facing adversity in the workplace. Half of those (50 percent) with a work spouse admit to being frustrated in their job, compared to only a third (33 percent) who say they are satisfied, suggesting a spouse may be viewed as some with whom frustrations can be shared.

Social Media Etiquette

Social media has led to a blurring of the lines in terms of people’s personal and professional lives. 42 percent admitted they communicate with their work spouse via social media outside the office. Facebook is by far the leading social network, with 83 percent saying they add colleagues who are at their level on Facebook, compared to 32 percent who would add them on LinkedIn, 24 percent who would follow them on Instagram, and 19 percent who would message their work spouse out of office hours.

Workplace communication expert Judi James has worked with totaljobs to identify the different types of workplace friendships.  She comments, “The notion of having a ‘work spouse’ in the office is clearly a growing phenomenon. British people are notoriously hard workers, often working long hours in stressful environments so it is no surprise to see that they find a colleague with whom they can share their frustrations and celebrate their successes.

“Whilst this is perfectly healthy, it can be helpful for workers to understand how these relationships can come to be viewed and how to prepare for the inevitability of their work marriage being broken up when one party heads for pastures new. That’s why I have worked with totaljobs to create this guide to enable people to understand what type of relationship they have.”

Why using recyclable materials is no longer enough to protect the environment

Why using recyclable materials is no longer enough to protect the environment 0

by • Comment, Environment, Workplace design

recyclable materialsA few years ago, the most commonly recognised symbol of humankind’s impact on the environment was the image of a solitary polar bear, adrift on a rapidly shrinking ice floe. Google a term like ‘melting ice caps’ even now, and you’ll still derive a host of variations of the same meme. More recently a new and even more unpleasant series of symbols has emerged for a similarly environmentally catastrophic phenomenon, carried worldwide on the tide of social media. This time, they are not about the way we pollute the atmosphere but also the land and seas, particularly with plastic. Social media feeds are packed with images of the corpses of seabirds, their flesh rotted away to expose the amount of plastic they have consumed. This is the new face of environmental disaster. This is not just an issue that affects birds, however. Barely a day passes when we cannot see a new image of turtles malformed after getting caught up in plastic netting or six pack rings, whales beached after choking on dozens of discarded plastic bags they’ve mistaken for food, clogged waterways and oceans, piles of rubbish and beaches that consist in large part of plastic eroded to the size of sand grains. Most recently Sky ran a heartbreaking documentary about a whale that had died with a stomach full of plastic rubbish.

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Majority of new managers are unprepared and unable to manage their teams

Majority of new managers are unprepared and unable to manage their teams 0

by • News, Workplace

Businesses across the UK could be experiencing significant losses in productivity because managers are unprepared and unable to manage their teams new research suggests. The research which was carried out by chartered fellow of the CIPD Susan Binnersley MD of development consultancy H2H, found that a majority (77.42 percent) of managers didn’t feel prepared to take on their first management role. Only 21.5 percent of people felt they had the full support of their manager when taking over a team and 69 percent admit they spent the majority of their time not managing their team in their first management role. This gets worse over time with 74 percent saying they now spend majority of their time not managing their team today; 81 percent say this is because they spend a large part of their time doing tasks their team should be responsible for. The majority (72 percent) claim this is because they want to lead by example but more than half (51 percent) admit they feel the task if done quicker if they do it. Managers also admit struggling with delegation, with 35 percent saying the struggled to let go of control, 35 percent saying they didn’t feel they had the resources and 29 percent saying it didn’t feel fair to ask someone to do the task.

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