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Managers lack confidence when talking to employees about informal issues
Managers lack confidence when talking to employees about informal issues
Recent research reveals that HR leaders are less confident in managers’ ability to hold effective conversations around informal issues compared with more formal topics such as objective-setting and development. Overall, HR respondents indicated a ‘medium’ level of confidence in managers’ ability to talk about formal issues, however for more informal matters such as employee wellbeing and flexible working, confidence levels were significantly lower.
The research study, which involved 20 in-depth interviews with senior HR leaders between January and April 2022, was commissioned by OpenBlend – the platform for effective conversations at work – and suggests managers need more guidance on how to broach and discuss the informal issues that have an increasing impact on employee performance in the new world of work.
Most notably, the research revealed a key correlation between high manager confidence and high organisational performance. Findings showed that the more confident a business is in its managers’ ability to have those grassroots conversations, the more likely it is to exhibit high organisational performance.
Commenting on the research study, Anna Rasmussen, Founder & CEO at OpenBlend, said: “Inevitably, managers will feel more comfortable talking about certain topics over others but if we neglect the human side, the data clearly shows that business performance will suffer. If the business can communicate the importance of enabling broad conversations that focus not just on objective-setting, but on wellbeing and the employee’s relationship with work, managers will become instrumental in helping to create the associated performance gains.”
Employees report cost-of-living crisis is causing productivity to plummet amid financial stress
Employees report cost-of-living crisis is causing productivity to plummet amid financial stress
A study of 2,200 UK employees has revealed that businesses are suffering a drop in productivity due to feeling the burden of financial stress. Data released by global employee wellbeing platform Champion Health shows that financial pressure is now the highest cause of stress with 34% citing it in a survey. Overall, 71% of UK professionals are experiencing moderate to high levels of stress.
The survey shows the cost-of-living crisis is causing those who experience financial stress to feel fatigued. 48% of those experiencing financial stress report terrible sleep quality, whilst 47% say this is leading to anxiety. One in ten all of employees report financial stress is affecting their ability to do their job.
The data, collected between October 2021 – June 2022 is published in Champion Health’s Cost Of Living Crisis report, which includes authors from Champion Health and its newly formed Global Wellbeing Advisory Board, including Global Head of Health and Wellbeing for Ocado, Arti Kashyap-Aynsley, is dedicated to exploring how the cost of living and rising financial stress affects the wellbeing of UK professionals.
Other key findings include:
- Younger employees are twice as likely to be affected by financial stress than older colleagues (35% of 25–34-year-olds vs 17% of 45-54-year-olds)
- Female professionals are 33% more likely to experience financial stress
Harry Bliss, CEO and co-founder of Champion Health, said that while the findings are worrying, the data helps highlight that employees’ financial wellbeing has a direct impact on business productivity. He added that the findings should jolt leaders and businesses to take the wellbeing of their teams ever more seriously.
Bliss said: “The last six months have been extremely tough on every employee, and I’m extremely concerned by the results of this report. Just as the world began to return to something resembling normality, new global crises have emerged, resulting in increased stress on the wellbeing of our people. What we’re seeing is a workforce under continuous pressure, both financially and mentally. From the rising cost of living to the long shadow cast by a new war in Europe, organisations must do more to support their people. The cost-of-living crisis has a knock-on effect where financial stress is causing fatigue and businesses are at risk of having an unproductive workforce.
“At its most extreme, those experiencing financial stress are more than twice as likely to experience thoughts of suicide or self-harm. This alone must galvanise businesses to act. Companies can help to turn this dangerous pattern now. It’s not just a business challenge, this is a moral challenge too.”
VACANCY: Recruitment Advisor at CrossReach
VACANCY: Recruitment Advisor
£33,651 – £36,674
Edinburgh
At CrossReach they are proud to deliver social care to a huge range of people across Scotland. However, they can only do this if they have the right people with the right skills, and with more and more people relying on them for support, recruiting the right people has never been so important.
As Recruitment Advisor, you will be responsible for supporting our managers through the recruitment process, working with them to develop new and creative recruitment campaigns so that they can reach the best people.
Day to day, you will be helping managers develop recruitment campaigns that ensure they get the best possible coverage and in turn the best candidates. As their recruitment expert, you will be responsible for generating new pipelines and building relationships with 3rd parties such as further education providers and the Princes Trust.
Leading the recruitment team, you will guide applicants through the recruitment process, ensuring that they deliver real customer service and a personal candidate experience. CrossReach is also in the process of investing in new recruitment software, so this is a fantastic opportunity to make a real difference to the way that they manage their whole recruitment experience.
You will of course have experience in a similar recruitment role, but primarily they are looking for someone who can think creatively, provide great customer service and who is passionate about matching the right people to the right job.
At CrossReach, they strive to ensure that they are accepting, respectful and compassionate to both their customers and their employees. So, join them and you’ll be part of a professional environment with a range of development opportunities and a generous benefits package. It’s a career that will enhance your life and the lives of vulnerable people across Scotland.
To find out more and apply please visit: https://www.crossreach.org.uk/careers
If you would like to arrange an informal discussion about the role or have any questions, please contact Ruth Cardwell Moore: ruth.cardwellmoore@crossreach.org.uk
Applicants for this post are required to have a Christian faith and be able to work within and uphold their Christian Ethos. This is an Occupational Requirement under Part 1 of Schedule 9 to the Equality Act 2010.
Closing date: 11th September 2022
OUT TODAY! – SEPTEMBER Issue of Hr NETWORK Magazine
OUT TODAY! – SEPTEMBER Issue of Hr NETWORK Magazine
Hr NETWORK is ‘The Hub’ of Scottish HR and people development with an ‘Access All Areas’ pass to Scotland’s most influential human resource and business professionals across all sectors in Scotland. As well as readers from the world of HR, the magazine is also extremely popular within SME (Small and Medium Enterprise) organisations and is very useful for line managers, heads of department, senior management, managing directors and other professionals throughout the country who play a vital role in the development of people within all industry sectors in Scotland. Published bi-monthly, Hr NETWORK Magazine is informative and a ‘must have’ for its readers, and brings with it in every issue, great opportunities and benefits for advertisers and sponsors too.
Hr NETWORK Magazine Issue: September 2022
In the latest issue: Moving Mountains Through the Power of HR Influence
HR can move mountains when it influences well. The new world of work is transforming how practitioners influence colleagues, peers, leadership and industry. Andy Moore discovers how HR is in a powerful position to be a leading light in organisations…
Also in the latest issue:
- The regular sections of the magazine include: Stats, EXTRA and The Bookshop
- The ‘Insights’ section features first class comment from those in the know on a range of subjects including: Holiday Pay & Entitlement; Health & Wellbeing; Retirement Planning; Employee Engagement
Click the front cover below to read the latest issue:
NatWest Group launches menopause app to support employees
NatWest Group launches menopause app support to employees
NatWest Group has launched menopause support via health app Peppy to their employees, and their partners, in the UK, Jersey, Guernsey, Isle of Man and Republic of Ireland. And, they have plans to launch Peppy globally in the near future. NatWest Group has over 39,000 employees working in the UK and Ireland who will be able to access the service, which includes approximately 6,400 females between the ages of 45-55 – making up a significant proportion of their workforce.
The organisation is offering menopause support as part of their commitment to championing the potential of all their colleagues, empowering them through every life stage, offering the support they need to reach their goals, whatever they are.
As part of the Peppy service, NatWest Group employees will have access to expert, human-led support from specialist menopause practitioners. This includes consultations, one-to-one chat and group chat, along with access to articles, video and audio content, events and webinars.
The support includes impartial, empathetic help in understanding menopause and managing symptoms through treatment and lifestyle. It also covers support for wider health and wellbeing, including nutrition, fitness and mental health.
Sharon Midwinter, Benefits & Wellbeing Lead, NatWest Group said, ‘Offering access to specialist menopause support to our colleagues at this important life stage is going to make a real and tangible difference to them. This support is perfectly aligned with our approach to give our workforce the most relevant and appropriate support that they need.’
Mridula Pore, from Peppy said: ‘It’s great to see an organisation such as NatWest Group take menopause support seriously. Looking after people during this life stage helps companies recruit and retain this important demographic, and that’s great for business, the economy and, most of all, those at the receiving end of the support.’
Virgin Money cost of living payment to staff
Virgin Money cost of living payment to staff
The increase in the cost of living is on everyone’s minds, whether in political circles, in the media, or in the local supermarket. It’s also been part of many conversations among the leaders that many employees are experiencing additional pressure on their finances.
Virgin Money has introduced a number of ways to help colleagues through this year, including the new ‘My Money’ webinars. These complement the financial wellbeing guidance and the additional benefits already available to colleagues, such as the discounts on high street and supermarket brands on offer through Virgin Tribe.
Earlier this year, they also acted to provide an average uplift of 5% in base salary for colleagues and to launch A Life More Virgin (ALMV). As well as giving colleagues five new wellbeing days, ALMV also provides more flexibility, which includes how often you make use of our hubs, and greater choice in how to take the Flex Allowance for colleagues who receive that.
However, Virgin Money have continued to monitor the situation closely and, driven by their Purpose, concluded that they would make a special one-off payment. For all eligible colleagues, an additional £1,000 was paid with their August pay on Friday 19 August.
Syreeta Brown, Chief People and Communications Officer: “The past few years have highlighted the importance of being flexible and supportive, as well as listening colleagues to identify their needs.
“We know that the increase in the cost of living has become a real concern for many so, driven by our Purpose of ‘making you happier about money’, we wanted to make a meaningful difference to those most affected. It was also important to us to keep this payment apart from the annual pay review, so a one-off payment was our preferred approach.
“Together with the 5% pay increase at the start of the year and our new flexible working package, we’re keen to make sure our colleagues feel valued and supported in the work they do.”