September 8, 2014
Stress and staff disengagement go hand in hand, claims new report
Employees suffering from high stress levels have lower engagement, are less productive and have higher absentee levels than those not operating under excessive pressure, according to research from HR consultancy provider Towers Watson. According to the firm’s Global Benefits Attitudes survey of 22,000 employees worldwide, there appears to be a causal or coincidental link between stress levels and disengagement. The survey found that levels of workplace disengagement significantly increase when employees experience high levels of stress. The research shows that of those employees who claim to experience high stress levels, over half (57 percent) also reported that they were disengaged. In contrast, only one in ten (10 percent) employees claiming low stress levels said they were disengaged and half of this group claimed to be highly engaged. The reasons for high stress levels were also explored in the research. Inadequate staffing was the biggest cause cited by employees with over half (53 percent) naming it as a top cause of workplace stress.
Amongst all the talk about Generation Y and its impact on the world of work, it can be easy to miss the fact that the modern workplace is not defined by one particular generation, but a number of them. The multi-generational workplace has significant implications for the way we design and manage offices. While we must avoid the more obvious stereotypes about the needs of different age groups, we must still offer spaces that can meet a wide range of cultural, physical and technological needs if we are to create productive workplaces.The latest organisation to bang the drum for the multi-generational workplace is the Chartered Institute of Personnel and Development. It has published new research together with the Scottish Centre for Healthy Working Lives into the experiences and attitudes of SMEs towards age diversity at work.
At the end of July, the UK Government introduced new legislation that allowed any employee with more than six months in a job to apply to their employer for some form of flexible working arrangements. Now, research from Sage claims that a third of small businesses are ignoring the legislation, a fact which might be interpreted as suggesting that the UK’s SMEs are not so keen on the idea. What other data suggests, however, is that they’re probably more likely to offer flexible working than larger firms. This can only mean that it’s the legislation that’s the problem, not the practice. Leaving aside the ten percent of SMEs who the Sage report claimed were unaware of the new rules, this still leaves a large number of smaller businesses open to litigation and industrial tribunals. But, as the Federation of Small Businesses warned ahead of the new law’s introduction, the right to request was always likely to lead to headaches for business owners anyway.
The world of work and the workplace is always changing. We know it. You know it. In fact, there are a whole host of people that know it, but depending on what side of the professional fence you sit on, you might approach it in different ways, looking through a different lens or with a specific focus. Or are you already bridging the professional gap? Workplace change and the numerous ramifications of it are well documented. In a world that is changing, at frightening pace, it is strange to think that many of the ways in which we work are so entrenched in 20th century thinking. We need to break away from this and outline what the future is going to look like and how we should adapt. Or do we already have the answers? This ground is well trodden. However, it could be time to reassess our thinking and the way we approach this challenge, ensuring it becomes the norm for organisations around the world.
September 9, 2014
Report claims workplace fails to support employees with musculoskeletal disorders
by Sara Bean • Comment, Facilities management, News, Workplace, Workplace design