Search Results for: benefits

March 6, 2017

US employers turn to perks and office design to increase employee retention ⁰

by Neil Franklin • Flexible working, News, Technology, Workplace design

Younger workers are less and less loyal to employers, which is driving firms to place greater emphasis on benefits, empowerment and a better working environment, according to a study from ReportLinker. The small scale online study of 500 people found that Millennials are less likely than older generations to say they’re highly committed to their employer, with just 40 percent saying they somewhat agree with this statement compared to 66 percent of older workers say they’re highly committed to their organisation. The report concludes that this is encouraging employers to introduce new ways of winning the loyalty of employees. For example, 87 percent of employees who are more involved in decision-making are also more likely to say they are committed to their employers although, as always, we should be wary of the distinction between correlation and causation.

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March 1, 2017

Increasing adoption of wellbeing strategies to improve engagement and culture ⁰

by Sara Bean • Flexible working, News, Wellbeing, Workplace

Workplace wellbeing strategies are being implemented by employers at an unprecedented rate, with 45 percent of UK companies now having a clearly-defined wellbeing strategy in place, compared to less than a third (30 percent) in 2016, claims a new report. According to ‘Employee Wellbeing Research 2017: The evolution of workplace wellbeing in the UK’ from Reward & Employee Benefits Association (REBA), in association with Punter Southall Health & Protection, of those that don’t, virtually all plan or wish to implement one – with 46 percent planning on implementing one this year, 24 percent in the next few years and a quarter (25 percent) having it on their ‘wish list’. Over a third (37 percent) launched their wellbeing strategy to improve employee engagement, and just over a quarter (26 percent) to improve organisational culture. Other drivers included improving productivity levels (11 percent), reducing long and short-term sickness absence (6 percent & 5 percent) and retaining talent (5 percent).

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February 28, 2017

Working significantly past the state retirement age is a threat to recruitment and retention, claims study ⁰

by Neil Franklin • News, Wellbeing

Rising numbers of employees working past traditional retirement ages is a potential threat to recruitment and retention, new research from employee benefits consultancy Portus claims. Its study of 103 HR executives and 1,043 employees claims 41 percent of HR managers believe they face looming problems in retaining and recruiting new staff if existing employees are unwilling to retire or can’t afford to. Employment data shows 1.19 million over-65s are still working – slightly down on the 1.202 million peak at the start of 2015 – but still nearly double the 635,000 over-65s in the workforce in 2006. Working past 65 is increasingly seen as an option by employees, the study claims. It found just 29 percent of employees have ruled out working past 65. Younger workers – who face higher state pension ages – are the most likely to work past 65 with just 23 percent of those aged 25 to 34 saying they will definitely stop work by 65.

February 22, 2017

MPs criticise the Government’s response to gender pay gap recommendations ⁰

by Sara Bean • Flexible working, Legal news, News, Workplace

If the Government will fail to achieve its goal of eliminating the gender pay gap in a generation if it continues to ignore the evidence which it is being given, a cross-party committee of MPs has said. The Women and Equalities Committee is disappointed with the Government’s response to a series of recommendations it put forward last March, which it says shows that the Government is not effectively tackling the structural causes of the gender pay gap. While the Government’s recognises the business case for reducing the gender pay gap and acknowledges structural factors contributing to the pay gap, including women doing jobs for which they are overqualified, concentration in part-time work, and being penalised for taking time out of work to raise children; it rejects most of the Committee’s seventeen evidence-based recommendations for addressing these issues. Instead it highlights gender pay gap reporting, as “key to accelerating progress,” and maintains that current policies on Shared Parental Leave, flexible working, and supporting women back into work are adequate.

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February 21, 2017

Older workers increasingly marginalised at work despite their growing numbers ⁰

by Neil Franklin • Wellbeing, Workplace design

Older workers are at risk of being marginalised in the workplace according to a new survey of office workers from workplace consultants Peldon Rose, which claims that there are significant differences in the wellbeing, attitudes and motivations of the workplace’s oldest and youngest employees. The over 50s now account for more than 30 percent of the UK’s working population (9.4million people), but according to the study older workers are the least content of all employees with less than a quarter (23 percent) of the 55+ age group feeling appreciated by their company and 80 percent suffering from or having suffered from workplace stress. In contrast, the workplace’s newest recruits, the under 25 year olds, are the office’s most positive employees with over half (55 percent) feeling appreciated by their company and 60 percent – the lowest of all age groups – suffering or having suffered from workplace stress.

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February 21, 2017

Executive pay should be linked to health and safety performance, claims industry body ⁰

by Mark Eltringham • Facilities management, News, Workplace

Leaders would have and even greater incentive to improve health and safety if their performance was more transparent and executive pay and bonuses were linked to it, suggests the Institution of Occupational Safety and Health (IOSH). This is one of nine summary recommendations made by IOSH in its response to the UK Government’s Corporate Governance Reform Green Paper proposals, which follow public concern about serious failures, such as those at Sports Direct. IOSH agrees with the Prime Minister’s views, expressed in her foreword to the green paper published last November, where she said: “…big business must earn and keep the trust and confidence of their customers, employees and the wider public”. The suggestions IOSH makes contribute constructively to those aims.

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February 20, 2017

Digital workplace is ineffective without workers’ technical empowerment ⁰

by Sara Bean • Facilities management, News, Technology

Shifting digital dynamics are reshaping the way organisations operate and are recasting the traditional route to business success, claims new research into the rise of the digital workplace. Ricoh’s new report into digital workplace trends produced in partnership with polling company Censuswide, argues that the latest technology strategies are rendered useless without proper commitment to skills training and the empowerment of those workers who will be making use of it. It advises that businesses need to work on improving the workforce’s digital dexterity by creating an office culture fit for sharing ideas and skills across social, video and digital platforms. The report identifies digital skills training as a key differentiator for employees seeking a new job. Over a third of UK office workers (37 per cent) say they would move jobs to a company which offered better digital skills in the workplace. Likewise a modest 18 per cent of respondents rated their skills as ‘excellent’ whilst 51 per cent said ‘good’ and 30 per cent considered themselves ‘average.’

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February 17, 2017

HR set to be the powerhouse of business in the open economy of 2020 ⁰

by Neil Franklin • Flexible working, News, Technology, Workplace

A new report commissioned by Samsung claims that by 2020, the impact that changes in society and technology will have upon the future of the workplace will elevate Human Resources (HR) to a powerful new role. The arrival of what Samsung calls the open economy will create a new environment in which a breed of ultra-flexible freelancers will prosper. Their arrival will present great opportunities for those organisations that embrace them but there will be significant challenges as well. Automation will be increasingly prevalent, but human skills will also rise in value as whole new job categories will be created around creativity, human judgement and intuition capabilities –positioning HR at the forefront of dealing with the significant industry changes. Emerging technology and artificial intelligence will undoubtedly create great change in many industries but it will also release human workers from mundane and repetitive tasks, liberating a workforce where human judgement and expertise becomes the centre of any organisation’s human resources.

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February 16, 2017

Germany most popular country for career relocation, despite lack of flexible working ⁰

by Sara Bean • Flexible working, News, Wellbeing, Workplace

Nearly three quarters of European employees would consider career opportunities abroad, with Germany voted the most desirable place to work claims a new study of nearly 10,000 working adults across Europe. According to research by ADP which looked at how employees feel about the future of work, international competitiveness and talent management, European employees have a strong appetite for international work, as almost three quarters (74 percent) would consider other countries for career opportunities. At 21 percent, Germany tops the list of most popular places to relocate, with the United Kingdom (15 percent) and France (12 percent) in second and third place; with North America surprisingly coming in much further down the list in 12th place. Despite their popularity, Germany, the UK and France aren’t particularly strong in any of the areas measured in the survey, such as skills and development, flexible working options and stress in the workplace.

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February 15, 2017

Demanding working culture in City of London creates ticking stress timebomb ⁰

by Neil Franklin • News, Wellbeing

Demanding bosses and increased work pressures are turning up the pressure and stress levels for City workers with staff expected to be always available, new research from MetLife claims. Its study of 104 senior decision makers from financial institutions and investment banks found 95 percent say they are expected to be always available for work with weekends seen as a continuation of the normal working week. They work on average 23 weekends a year, with 50 percent of executives saying weekends have been disturbed by work at least 25 times in the past year. Complaining about stress makes no difference – just one in seven (14 percent) of those questioned say bosses have taken action when they have complained about pressure at work.

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February 15, 2017

Millennials now less likely to give up job security, but still want flexible work ⁰

by Sara Bean • Flexible working, News, Wellbeing, Workplace

Millennials are less likely to leave the security of their jobs this year as the events of 2016; terror attacks in Europe, Brexit, and a contentious US presidential election appear to have rattled their confidence. This is according to Deloitte’s sixth annual Millennial Survey of nearly 8,000 millennials from 30 countries, which found that the “loyalty gap” between those who saw themselves leaving their companies within two years and those who anticipated staying beyond five years has moved from 17 percentage points last year to seven points. The desire for security is also apparent in the finding that, while millennials perceive across-the-board advantages of working as freelancers or consultants, nearly two-thirds said they prefer full-time employment. Those in highly flexible organizations appear to be much more loyal to their employers and are two-and-a-half times more likely to believe that flexible working practices have a positive impact on financial performance than those in more restrictive organizations. Three-quarters of those offered flexible working opportunities say they trust colleagues to respect it, and 78 percent feel trusted by their line managers.

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February 13, 2017

Neuroscience can function as a management tool for personal development ⁰

by Mike James • Comment, Workplace

More and more employers, especially big corporates, are looking at ways to improve employee satisfaction, creativity and productivity. The business of managing change in the workplace has received much attention. It’s a clever game, and one that’s fuelling a booming growth in neuroscientific consulting. Coaching staff to embrace change and think about personal growth, alongside individualised learning programmes are hot topics in the business world. Brain science is a growth industry and it’s providing interesting answers to many important questions about why affecting change in the workplace has historically suffered low success rates, and how that can change.