December 1, 2011
Filed under: Employees — Alan @ 1:12 pm
The bosses of Britain are finally realising that for businesses to be successful they must focus more on generating results, and stop spending so much time monitoring what their employees are doing whilst sat at their desks. A new survey from Vodafone has found that managers in all sized organisations are amenable to new ways of working, and more open to staff completing personal tasks during their work time.
One of the key findings of the surveys are that, as far as the majority of bosses are concerned, the traditional 9-5 work day is definitely on its way out. Others include 65% of managers asking their staff to work outside of their set work hours on occasion and nearly the same amount, 63%, don’t object to their employees doing personal tasks during their work time.
Most bosses are also lenient towards their staff making personal calls, answering emails or going on Twitter and Facebook, but object to them browsing the internet and shopping online.
Seventy per cent of UK managers think that the old idea of ’9 to 5′ working is dying out in favour of more flexible working arrangements, according to a new survey commissioned by Vodafone. Among these forward-looking bosses, nine out of ten enable their staff to work flexibly to some extent, rather than expect them to stick rigidly to traditional working hours.
Bosses revealed themselves to be relatively open-minded about when and how work is done. Six out of ten managers (63 per cent) said that they did not mind staff doing personal things like calling family members or checking their social networking accounts, as long as they get their work done.
Peter Kelly, enterprise director at Vodafone UK, said: “What this research shows is that a cultural shift has started. For many people in the UK, the way we work is changing. Britain’s bosses are realizing that successful businesses must focus on generating results, not on monitoring what employees do at their desks.”
Trade-offs needed as work and personal life blur
The ‘quid pro quo’ is that nearly two-thirds of managers (65 per cent) ask their employees to work outside of traditional office hours, at least occasionally. There is a marked difference between the private sector, where nearly 70 per cent of managers request extra hours from staff, and the public sector, where 58 per cent do so. Private sector managers were also more likely to say that working outside of normal office hours is now expected (15 per cent) than their counterparts in the public sector (8 per cent).
Differing attitudes towards working outside of the 9 to 5 are also obvious between men and women. More female (38.6 per cent) than male bosses (30.6 per cent) said that they never ask their staff to work outside of normal office hours. Likewise, 15.4 per cent of male managers say it’s expected for staff to work outside of working hours, compared with only 9.6 per cent of women.
Of the bosses who do ask their employees to work outside work hours, the vast majority (93 per cent) think that it is only fair that staff sometimes attend to personal tasks during work time, although mostly (73 per cent) with the caveat that it has to be done in moderation.
Peter Kelly commented: “A new generation of workers is coming through the ranks. They prefer fitting work around their lives rather than the other way around. People don’t mind doing some work in the evening or at the weekend, but in return, they expect bosses to cut them some slack so they can see to personal chores.”
Most UK managers are happy for employees to take personal calls, check social networking sites, book appointments, and send personal emails during work hours, at least in moderation. However, respondents drew the line at staff doing their weekly shop online from work, which around two-thirds (64 per cent) took exception to.
Technology at the heart of cultural shift
The survey also showed that bosses appreciate the impact of technology on modern working patterns: 62 per cent think the line between work and personal life has become blurred since people started using smartphones and working from home. This was felt more strongly in the private sector (66 per cent) than in the public sector (56 per cent).
The trend towards mobile and home working is well established, but still has some way to go. Altogether, six out of ten managers (59 per cent) said that they allow their employees to work from home to some extent.
However, only 15 per cent provide employees with the tools for doing so (such as laptops, broadband connectivity and remote access to company systems), while just over two-fifths (43 per cent) of managers rely on employees using their own technology if they want to work from home.
Currently, only 12 per cent of bosses equip their employees with smartphones as standard, while around one-third (34 per cent) give smartphones to some staff. Another 15 per cent reimburse employees for using their own smartphones.
Peter Kelly explained: “Working smarter, not harder has become a bit of a cliché, but that’s exactly what’s needed, and the technology now exists to make this a reality. Therefore, finding ways to effectively harness technology to the benefit of businesses and employees should be high on the list of priorities for UK bosses.”
Generation Y coming through the ranks
The study reflected some of the impact of ‘Generation Y’ – those born after 1982 – coming through the ranks and into management positions. Generation Y employees are generally perceived as being highly connected and technology-literate, not drawing distinct lines between their work and social lives, and seeking a working environment with less rigid structures that they can emotionally engage with.
Peter Kelly added: “Clearly Britain’s bosses are open to the ‘Generation Y’ ways of working. However, they still have some way to go to realize fully how much this change in working culture and attitudes can benefit them.”
November 24, 2011
Filed under: Employees — admin @ 2:07 pm
It is easy to feel as if the ground is about to disappear from underneath your feet if you are facing the unemployment battle that is taking place on the streets of Europe right now because with the shaky banking situation, the credit crunch, the poor housing market, and the poor employment market it can easily look as if there is no answer in sight. This emotion is captured perfectly in a new online advert by the European Social Fund that aims to show the disillusionment that many people are feeling and the fact that there is a light at the end of the tunnel.
In the new advert a woman is running through the streets of a deserted town along with dozens of others as buildings break, the foundation of the earth cracks and gray skies follow her path to the sounds of music that could be right out of the movie 2012. Towards the end the earth cracks open and she teeters hopelessly on her heels as the words ‘is this the end’ flutter along the bottom of the screen leaving the viewer feeling as if her ending is already written.
However, once the viewer hits the ‘click here’ the button to see if this really is the end or not they are treated to a little ray of hope as the lady is able to pull herself back up to a better tomorrow, which is what the ESF has helped thousands of people who need aid to do.
Designed with the purpose of helping those who need it get the education or training or they need to get back into the competitive workplace, the ESF has helped thousands of people find hope in a place where previously there was none, making it something to check out in today’s economic climate for those who also feel as if they are on the brink.
October 5, 2011
Filed under: Employees — Alan @ 10:14 am
Agency Worker Regulations are coming into force in October and they are going to put new obligations on employers and those that are found to be avoiding their obligations will be facing fines of £5,000. The regulations essentially say that people who come to work for a company through a temporary workers agency will be entitled to the same facilities as permanent employees have. This might include access to parking or a canteen.
After three months the entitlement for temporary workers also increases and they will be allowed to have the same working and employment conditions as the permanent staff members. The will not, however be entitled to extra benefits like health insurance.
A recent survey has found that nearly eighty per cent of small to medium sized companies in the UK are going to be looking at keeping the same amount, or increasing, the number of staff they are getting from temporary agencies. Those companies that fail to comply with the regulations or are found to be deliberately trying to get around them will face hefty fines.
Employers will be at further risk if the employee takes them to an employment tribunal, here they can face fines that are potentially unlimited. Companies will be forced to give compensation if the working conditions are not equalised within twelve weeks.
Dickson Dees LLP, the law firm has said, “Employers must be aware of the extent of these penalties. Companies are not just going to be fined on an overall basis; they will be fined for every temporary employee who is not getting the same rights. This can mean not following the regulations can be very expensive.
“Most small business are going to have to be very careful here to avoid the fines. Most smaller companies do not have a dedicated HR person so the manager of the business is going to have to be careful to monitor how long they have hired their temporary employees for. This is going to change the market for employers because soon hiring temporary workers is going to be as expensive as having permanent staff.”
June 3, 2011
Filed under: Employees — Alan @ 2:57 pm
The fastest growing franchise business in the UK is set to create another 250,000 new positions in the next 18 moths. This is according to the leading company is franchise development in the country. This news coincides with the latest edition of the UK Franchise Directory being published, which lists over 1500 companies that are seeking to open over 75,000 new outlets across Britain.
The FDS, or Franchise Development Services, which publishes this directory, says that in the tough current economic climate, many are seeking to become their own boss by opening a franchise. The founder and MD of FDS, Roy Seaman, has said there are a wide range of companies who are looking to expand through franchising. He added that they are working with 75 companies who wanted to expand their franchising network.
“For instance Subway, the fast food outlet, wants to expand their network from 1,500 outlets in the UK to 3,000 in the next three years.
“CeX Complete Entertainment Exchange, which specialises in trading digital entertainment products directly with the public, wants to double their 100 franchised outlets in the country as quickly as possible.
“And our research indicates there are as many as 250,000 people considering owning a franchise.
“Banks are much more willing to lend money to buy a franchise since they know that purchasers are moving into a proven business model and the odds on failure are nine to one against.
“NatWest/RBS have recently announced they have a £100 million fund to be made available to both companies seeking to expand by franchising as well as individuals who want to become a franchise owner, and they have special departments to offer advice.
“It is possible to become a franchise owner for as little as £10,000 whereas the larger retail brands can cost £250,000.”
FDS also has experts to handle enquiries from individuals considering buying a franchise and this department has recently experienced a vastly increased volume of calls.
For further information please contact Professor Roy Seaman at Franchise Development Services on 01603 620301, enquiries@fdsltd.com or www.fdsfranchise.com.
March 14, 2011
Filed under: Employees — Alan @ 3:37 am
In an attempt to help small businesses manage well being and mental health of their workforce, Mind and the Federation of Small Businesses (FSB) are teaming together to publish guidance. Over 15% of British workers annually are affected by conditions like anxiety, stress and depression and the cost to businesses can exceed £26 billion annually.
The published guidance will include show how to make cost effective and some non-bureaucratic adjustments that will help the staffs well being and of course, save money. Since small businesses are flexible for example; over 47% have part time staff, almost 30% have flexible hour staff and 27% have home based staff.
Small firms, those employing less than 49 people represent 99% of all businesses in the UK of which FSB says that the smallest firms, those with 10 or fewer employees, 33% work part time while less than 15% of those in big business only work part time.
The FSB with Mind have adapted the existing guide and have given non-burdensome and common sense advice to small business owners to help manage mental health in the workplace.
Their guidance recommends include; seeing what adjustments may be needed in the workplace by talking to employees, with peer support and regular catch-ups promote a supportive environment help support the role of the employee by initiating an informal mentoring scheme and including the employee, where possible in the planning of the workload.
The guide suggests, even though small business has a great relationship with their employees, ways to increase employee performance, save the business money, all the while increasing productivity this because the small business environment is so flexible and so much like a family unit.
October 28, 2010
Filed under: Business Advice,Employees — admin @ 9:41 am
PMI Health Group have produced some tips for business to help with managing stress in the workplaceis advising businesses that have increased workplace demands on staff in the wake of the economic downturn to take appropriate measures to manage employee stress.
- minimise anxiety by communicating in a clear, open and honest fashion with staff when implementing organisational change or revising working practices.
- give supervisors and line managers suitable training, where appropriate, on best practice to facilitate two-way dialogue and enable staff to adapt to any changes that might occur.
- ensure all employees are fully trained to carry out their employment duties, particularly when they are expected to adapt to new workplace responsibilities.
- ensure managers regularly review workload demands and realistically assess employees’ capacities so they don’t become overloaded.
- monitor employees working hours and ensure staff take their full holiday entitlement.
- foster workplace cultures that encourage positive relationships between management and employees. Even when business pressures demand increasing employee workloads, for example, staff should be given regular breaks during which they can engage with colleagues.
- ensure they have suitable complaints and support procedures in place so that employee grievances can be appropriately handled should they arise. Employees should also have access to union or staff representatives.
- provide employees suffering with stress with confidential counselling and access to information on support, advice and self-help groups.
- introduce flexible working practices where possible to encourage a healthy work-life balance and to support staff facing pressures outside of work, such as those with caring responsibilities.
- measure their workplace environment against the Health & Safety Executive’s Management Standards that define the characteristics, or culture, of organisations that have implemented best practice in stress risk management.
October 15, 2010
Filed under: Employees — Alan @ 5:26 am
Government cuts in spending are going to lead to nearly a million job losses, reports are claiming. About half of the job losses would come from the private sector because of jobs supported by government contracts. The rest would come from within the government itself.
The hardest hit are predicted to be business services and construction sector jobs. The report placed the total job loss, including those jobs cut from the private sector because of public sector cuts, at just a shade over 940,000 jobs.
The same report stated that this outcome would create a drag on economic recovery but not destroy it altogether. The report, compiled by the accounting firm of PwC said that increases in labour flexibility; people working for fewer hours and less wages, would help reduce the job losses. That, however, would affect the economic recovery.
The areas expected to be hardest hit would be the Southeast of England, Scotland, and the Northwest. PwC stated that percentage speaking; Ireland would be hardest hit with five per cent of all jobs lost.
Treasury replied to the report by saying that a decisive plan needs to be found in order to lessen the UK deficit and return faith in the economy. Although there was no speculation on what that plan might be or who was working on it, if anyone at all.
The Treasury further stated that not working on such a plan would jeopardize the economic recovery. Experts from the Bank of England, International Monetary Fund, and The World Bank agree.
September 1, 2010
Filed under: Employees — admin @ 4:16 pm
Here is a fun and unique team building opportunity.
The Snow Centre in Hemel Hempstead, only 20 minutes north of London, is offering The Mountain Challenge. VParticipants are split into teams and, with help from their local mountain guide, they have to devise the quickest route to reach the summit of The Snow Centre’s slopes and raise a flag. Before they can start the climb, the teams have to undertake a series of challenges to raise the necessary funds to compete in the expedition. Instructors Steve Cross and Greg Price developed The Mountain Challenge to help teams improve their team working skills, negotiation, budgeting, project management, creativity and lateral thinking.
The Snow Centre also is a popular off site local destination for breakfast and lunch meetings and corporate events , offering a unique view, wireless Internet and Costa Coffee. There are two fully serviced conference rooms for 45 or 55 people available. The site offers free car parking and full disabled access. Both conference rooms have air conditioning, wireless Internet access, overhead projectors and a TV and DVD player with all the necessary computer leads. The delegate rates include room hire and a hot or old buffet lunch. Refreshments such as tea and coffee will be brought to your room.
Businesses can also take out a range of snow side activities such as Ski and Snowboard Lessons, Recreational Lift Passes for all abilities or the World Cup Slalom. This last activity is an excellent method of promoting a competitive atmosphere as well as stimulating the team spirit. The World Cup Slalom includes race training from a highly qualified instructor. The group will be split in two teams after the training, and these teams will be pitted against each other to race through the gates and see who wins. After the entertainment on the snow, visitors can head back to their conference room or to The EDGE for food and drinks.
The Snow Centre offers corporate memberships. The discount depends on how many people sign up at the time of purchase.
More information about the Snow Centre available at www.thesnowcentre.com
August 19, 2010
Filed under: Employees — Alan @ 5:06 am
A survey conducted by the NHS revealed that only 50% of business managers actually comprehend the legislation in place that defines industry standards and the general non-compliance rules that can impact a business.
Other key findings in the survey show that managers do not understand how to design a lone worker solution.
The survey took place in Scotland and was commissioned by Argyll in line with the 4th annual General Services Association conference that was held in Edinburgh on June 14th.
The GSA is made up of multiple agencies including members that are from social care, health, and education settings that all take placed in the private, voluntary, and public sectors. The aim of the Association is to bring members together to develop an international and national network of support, information, and guidance while promoting the best practice when dealing with violence prevention.
The survey was conducted in order to help Argyll comprehend the real risks of working alone and the current protection methods that are in place within the NHS in Scotland along with the Local Authority and Housing Association sectors.
CEO of Argyll, Tom Morton, stated that there are technologies on the market that can help minimize the risks of working alone. He stated that there are many effective and cost effective technical solutions out there but warned that the Internet is offering many options that can be confusing and may not meet the compliance requirements of the government.
August 15, 2010
Filed under: Business Advice,Employees — admin @ 11:28 am
What is a business without its employees? Well the answer, most of the time is nothing. Employees are an essential part in any business. It may be a company of just 1 or 2 employees or it could be one with thousands. Whatever type of business or what it does, it certainly would not work without the man power.
Business Coaching can help keep your staff motivated which usually results in a more productive work force, and improved workforce atmosphere. Business coaching or life coaches as they are commonly known, offer solutions on how to improve moral and motivation.
Life coaches can help with many issues that may arise within a work environment such as:
• Conflicts between staff members
• Staff lacking focus
• Stress due to fear of redundancy
• Work/life balance
• Employees not realising their full potential, feeling undervalued
• Increase staff commitment
• Poor staff moral
Life coaching for business provides all staff members with an outlet for their feelings and thoughts towards the business. The coach can set goals and targets to help everyone reach their potential, either as a group or individuals. For this reason business coaching is often offered in-house on a group basis or one to one sessions.
To find a business coach in your area why not visit Life Coach Directory. You can search by your postcode, town or county to find advice and support in your area. Every coach listed on the site is fully qualified and insured so you can be assured of their professionalism.
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