Dr. Michael N.’s Post

⭐ Enjoying Work Matters More Than You May Realize Attrition risk is a pressing concern for corporate leaders, with a recent survey revealing that 45% of office-based workers are passively job searching. This risk is particularly high among younger and more diverse populations. To combat this, leaders should prioritize employee joy. The survey of Boston Consulting Group (BCG) found that employees who enjoy their work are 49% less likely to consider leaving for a new job. Hybrid work models, decided collectively by teams, contribute to increased joy and effectiveness. Companies should also address specific tasks that detract from joy, automate administrative work by GenAI while allowing people to reallocate their time toward more joyful tasks. #retention #workplacehappiness #employeejoy #attritionrisk #talent #engagement #employeeengagement

The Changing Workplace: How Economic and Societal Shifts Are Shaping Employee Behaviour The enforced return to office work is driving many professionals to seek new opportunities, reflecting evolving workplace expectations and societal shifts. Recent research highlights a strong link between economic conditions, living standards, and employee behaviour. Evolving Workplace Expectations The pandemic normalised remote and hybrid working, improving work-life balance and productivity. Studies, including from the CIPD, report 40% of employers found productivity gains with remote work. Yet, mandates for office returns are seen as a step back, prompting employees to prioritise roles offering flexibility. Economic Pressures and Living Standards UK wage growth has stagnated, with the Resolution Foundation reporting real-term increases of just £16 per week since 2010. Rising living costs make flexible working appealing by reducing commuting expenses and offering better time management during financial strain. Impact on Employee Behaviour • Job Mobility: Workers are seeking flexible roles aligned with personal and financial needs. • Employer Loyalty: Companies failing to adapt face higher turnover, with trust and flexibility now key priorities. • Work-Life Balance: Flexibility is increasingly valued, especially in challenging economic conditions. Conclusion Research shows enforced office returns risk alienating employees, while flexible working offers a competitive edge. Employers embracing these changes will better attract and retain talent in today’s evolving market.

👀 What recent data is telling us that employees are looking for in the workplace… Flexibility: Flexible schedules and hybrid work options are a top priority, allowing a better work-life balance and more manageable schedules.  An annual 'What Workers Want' survey by New Possible found that 50% of employees without flexible work options are considering a job change in 2024. Company Culture: A positive company culture is a significant factor in employee satisfaction. Employees want a workplace with a sense of community that recognises achievements and encourages open communication. A supportive culture that aligns with employees' values enhances engagement and retention, creating an environment where individuals feel valued and motivated to contribute their best work. A study by Workbuzz found that 45% of UK employees and business leaders rank a "great" culture as the most important factor when looking for a new job. Career Growth and Development: Employees want continuous learning, training programmes, and clear career progression paths with opportunities for professional development. A survey by Docebo found that over 83% of workers would be more likely to choose to work for an employer that prioritises continuous learning and development opportunities. Competitive Salaries and Benefits: Fair and competitive salaries, along with comprehensive benefits packages, remain a top priority for employees. This can include healthcare/life insurance, and good retirement plans. According to research from Pluxee UK, 37% of UK employees would reconsider a job change if their current employer offered them improved financial benefits and incentives. Diversity, Equity, and Inclusion (DEI): Employees want to work in environments where diversity is celebrated, equity is prioritised, and inclusion is practised. Companies with significant DEI initiatives attract top talent and create a more innovative and collaborative culture. A YouGov survey found that 66% of UK workers said that the acceptance and inclusion of employees from all backgrounds is important to them when looking for jobs. What do you value most in the workplace as an employee? #EmployeeEngagement #WorkLifeBalance #ProfessionalDevelopment #CompanyCulture #EmployeeWellness #DEI 

If your workplace doesn’t help with this - REEVALUATE! Employers often expect workers to be very productive but forget that 80% of productivity depends on them. We usually focus on output and results, but what about the work environment? Are you seeing: - Too much micromanaging - Lack of support - Not enough resources These things can hurt productivity and make employees unhappy. When employers provide: - Supportive environments - Opportunities to grow - Positive, helpful spaces Employees naturally work better and contribute more. Remember: Productivity improves in a workplace where employees feel appreciated and supported. Make sure your workplace helps everyone do their best. P.S. How do you create a good work environment for your team? ♻️ If this might help others, hit repost. #culture #hiring #employees

Lost Focus: The Cost of Distractions on Productivity in the Modern Workplace - 92% of employers say lost focus is a top challenge for them - Leaders say lost focus is the no.1 issue when managing Gen Z workers (64%) - 79% of workers say they can’t get an hour of work done without distraction check the full report here: https://lnkd.in/dPZU3BCv

How is workplace diversity linked to employee happiness? 🌍😎 We did some research in the UK. Here’s what we found. 🔹Diverse teams equal happier employees. Over two-thirds of UK workers have colleagues from different countries. Among them, 74% reported being happy with their employer, compared to 67% who don't have foreign colleagues. 🔹Diversity boosts workplace culture. 80% of employees with international colleagues enjoy their workplace culture, versus 62% without. Senior leaders agree – 64% say international workers positively impact their business culture. 🔹The demand for global mobility is going up. The desire for international work experience is growing, especially among younger workers. Nearly half of UK employees would choose a company that offers relocation opportunities, and 55% want the chance to work from another country temporarily. Embracing global mobility isn’t just about filling skills gaps – it’s about creating a more engaged, loyal, and happy team. Here’s more data on this on The HR Director: https://lnkd.in/ewYV7DmN PS here’s how we help with this at Jobbatical → https://bit.ly/3SEwroR #GlobalMobility #Diversity #HR #Jobbatical

𝐑𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩 (𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞) 𝐓𝐡𝐮𝐫𝐬 - "𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝟐𝟎𝟐𝟓 𝐰𝐢𝐬𝐡 𝐢𝐬 𝐭𝐨 𝐡𝐚𝐯𝐞 𝐚 𝐥𝐞𝐬𝐬 𝐜𝐡𝐚𝐨𝐭𝐢𝐜 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞" Not a surprising sentiment to be honest hearing from my few catchups with friends still in the corporate world, there are quite a number of things ongoing like restructuring, retrenchments. Things that followed will be redistribution of responsibilities/workload, potential new work processes or leadership to report to. This would generally be "chaotic" because of ongoing changes. 𝙌𝙪𝙖𝙡𝙩𝙧𝙞𝙘𝙨 𝙧𝙚𝙥𝙤𝙧𝙩 𝙛𝙞𝙣𝙙𝙞𝙣𝙜𝙨... (https://lnkd.in/g6rw8dM3) that surveyed 23 countries with 35,000 employees (1,039 employee voices coming from Singapore) vocalizes chaotic workplace impedes productivity. 39% of respondents reported feeling pressure to increase their productivity, that results them in feeling less engaged and having a lower sense of well-being Workplace chaos found in the survey included 🔎 Stereotype of younger workers, 🔎 Level of trust in leadership 🔎 Impression of employee success and brand image 𝙃𝙖𝙧𝙙 𝙗𝙖𝙡𝙖𝙣𝙘𝙚 𝙩𝙤 𝙛𝙞𝙣𝙙... It is good to be able to hear the employee voices and understand what matters. However, previously coming from a corporate background, I also understand that it is difficult to focus on the intangible measure (employee wellbeing). I think most understand the importance, it is just the difficult and tricky balance to find where there is a need to still prioritize the Profit & Loss of the organization. A thought that came was yes we can try to include KPIs for employee wellbeing, but does it really help? I remember a conversation with a HR friend working in a MNC, the Diversity & Inclusion KPI was just a checklist for organization to tick off. May not be applicable to other organizations who truly believes in it. I guess it will take quite a fair bit of journey before we can get culture element in. Even though KPI might not be as straightforward, it is at least a good start noting the corporate culture need for KPIs. What do you think? https://lnkd.in/gP8p8pAk

📌Japanese survey reveals motivated workers’ new perceptions and expectations of the workplace According to a study of 2,000 employees conducted in Tokyo, workers’ stress levels, self-improvement, and expectations of the office vary based on whether they feel they are contributing to their company and society, and whether or not they aspire to do so in the future. The survey, conducted by Tokyo-based consulting firm Frontier Consulting, investigates how workers with ‘ikigai’ – a Japanese concept based on how satisfied and motivated employees feel – perceive their work environment. 📖See the results of the survey here: https://lnkd.in/eYrYXbyr #futureofwork

The right to disconnect is becoming increasingly important as we navigate the boundaries between work and home life. At Schofield and Associates, we believe it's crucial for employers to strike the right balance to support their teams effectively. So, what should employers be doing in the meantime? Here are some key tips: 1. Clarify Expectations: Set clear guidelines on working hours, respecting personal and home time, and define when and how staff should be contacted outside normal hours. 2. Listen to Your Team: Conduct surveys or discussions to understand how employees feel about their work-life balance and if they feel pressured to respond to work communications off-hours. 3. Review Policies: Assess your flexible and hybrid working policies to ensure they support employees’ needs to disconnect. If gaps exist, update or introduce new policies that promote a healthy balance. 4. Implement Mindful Practices: Consider adopting practices like clear email guidelines for after-hours communication, scheduling emails to arrive during business hours, and encouraging employees to share their working hours in their email signatures. By taking these steps, employers can foster a healthier, more balanced work environment that respects the right to disconnect. If you are seeking professional advice and guidance call Schofield & Associates 01564 739 103 Source - HR Inner Circular

Despite claiming “people are our greatest asset,” too many executives still expect employees to leave their personal lives at the door when they come to work. Yet Gallup data shows that having a best friend at work is strongly linked to business outcomes, including improvements in profitability, safety, inventory control, and employee retention. And Gallup’s latest findings show that since the start of the pandemic, having a best friend at work has an even greater impact on important outcomes — like workers’ likelihood to recommend their workplace, intent to leave, and overall satisfaction. With the unavoidable increase in remote and hybrid work, best friends at work have become lifelines who provide crucial social connection, collaboration, and support for each other during times of change. The author offers four ways managers can create and maintain a friendship-friendly workplace that delivers measurable results.