What the average working day looks like

Does your average working day reflect the national norm?

Read any business interview and you’re likely to hear that ‘every day is different.’ While largely true, it appears that there are some common working patterns.

The average working day in Britain now features: 

  • 8.5 hours spent working and commuting (Accounting for 35% of each working day. This equates to a 37-hour working week. Our commutes also happen to be the longest in all of Europe, averaging an hour per day).
  • Sleeping (28% of each working day…but of course, we’re now out of office hours!).
  • Leisure or personal activities (24%).
  • Unpaid work and ‘miscellaneous tasks’ (12.5%).

These stats were reported by HR News. Almost 1/2 the national workforce additionally undertakes some work en route to the office or while on their way home.

What type of unpaid work and miscellaneous tasks are people doing?

This section refers to everyday tasks or chores, including cooking, housework and caring responsibilities.

  • The average man spends 2.3 hours a day on unpaid tasks, with women contributing 3.6 daily hours. This creates a collective average of 2.9 hours.

There’s also a gender disparity when it comes to the value of work being undertaken during this time. Women’s out-of-office tasks are said to comprise higher value activities.

How do people spend their leisure time?

It appears that the nation is favouring solitary activities – and it’s suggested that this may be in response to our high-tech and ‘interconnected’ lifestyles.

  • Watching TV, listening to music and reading currently top the list of leisure activities.
  • Men are more likely to opt for watching TV or films, whereas women are likelier to pick a meal out with friends or indulge in a relaxing hobby, according to this particular study pool.

And are we getting enough sleep?

Even though it’s the second item on the average working day list, the answer is ‘no.’ What’s more, it’s this topic that is perhaps of greatest interest to the study’s authors – Mattress Online!

  • The most popular time to go to bed is between 11pm-12pm.
  • Men are more likely to go to bed sooner, selecting 10-11pm. Whereas women are more inclined to choose somewhere between 12-1am.
  • The British average is 6.8 hours of sleep, just shy of the recommended 7-9 hours.

So, how closely do you match the average? Let us know by TwitterFacebook and LinkedIn.

Want to boost your workplace wellbeing levels? Head straight to our last post!

Workplace wellbeing: 4 ways to improve yours

How to improve your workplace wellbeing – whether you’re an employer, manager or employee…

There are multiple motivations for companies to increase their workplace wellbeing efforts. For many company owners, the productivity benefits will be of paramount importance. Yet it also provides yet another competitive advantage at a time when great job-seeking candidates prove more challenging to find!

Of course, if you’re reading this from an individual perspective you’ll need little convincing as to why it would be helpful for you to feel less stressed, more supported, and all-around healthier throughout your working weeks. With this in mind, let’s look at…

4 ways to increase your workplace wellbeing, according to recent news reports:

1. Use your lunch breaks!

Source: HR News

This topic crops up time and time again, which is why it’s less of a surprise to hear that British workers are giving up 19 million hours worth of lunch breaks per day!

10% of professionals are grabbing lunch at their desk on a daily basis and 22% will give themselves less than 10 minutes for lunch.

However, legally, all employees working more than six hours a day should receive 20-minutes of uninterrupted lunch-break. Lunch breaks also provide all sorts of health boosts – from lifting your mood to reducing stress and increasing your concentration.

  • Managers/employers: here’s yet another message to make sure all bosses are honouring this right! If you know your employees are regularly skipping their breaks, you need to act fast.
  • Employees: take your breaks! If there’s a major reason you don’t feel that you can, you should discuss this with your manager or HR contact.

2. Move more often.

Source: HR Review

81% of British office professionals spend somewhere between four and nine hours a day sitting at their desks. This tots up to 67 days per person annually!

Alongside this, few people feel comfortable in the chairs provided and many report daily aches as a result. Although, legally businesses must conduct regular ‘workstation risk assessments’.

Research conducted with ergonomic equipment and sit-stand desks across a four-week period led to increased workplace wellbeing, higher comfort and greater energy levels.

  • Managers/employers: let this be a nudge to conduct those risk assessments and find out how your team is feeling. Explore better desk and chair options. Encourage everyone to take short breaks to get up and move around.
  • Employees: we should all aim to stand up and move at least every half an hour. Even if that’s just to pop up and down a flight of stairs, take something over to a colleague, head to the loo or put the kettle on.

3. Introduce or become a Mental Health First Aider

Source: The Telegraph

About 1 in 6 of us will experience a mental health problem at work at some stage. Full-time working females are twice as likely to encounter something of this nature. That’s a lot of the working population and may contribute up to 12.7% of national sickness absence.

Younger workers can also experience additional challenges, including exam anxiety and social media pressures alongside workplace isolation.

  • Managers/employers: why not introduce a mental health first aid person or team, dependent on the size of your business? Visit Mental Health First Aid England or St. John’s Ambulance for training details and advice.
  • Employees: you could volunteer to be a mental health first aider at work. Share some of the research behind this, alongside some of the training course details and see whether this is of interest to your employer. Here’s a recent advice piece we shared on LinkedIn for workers experiencing anxiety or depression.

4. Watch your environment

Source: HR News

64% of HR professionals believe a poor workplace environment can have a ‘substantial’ impact on employee sickness rates.

Naturally, absenteeism is of national concern as it now amounts to a cost of £18 billion a year. Think it’s always been the case? Well, 59% of people now take more sick leave than they used to a decade ago.

A more positive workplace setting is believed to provide encouragement and a sense of purpose. Great news for workplace wellbeing levels!

  • Managers/employers: this may take a spot of anonymous surveying, but it’s important to find out how your team perceives your workplace. You should also watch out for any hints of staff bullying, chronic negativity and/or low spirits. Also monitor your own actions to make certain you’re leading in a positive manner.
  • Employees: this may feel out of your control, however, you can also start with your own actions. Watch that you’re not using every chat as an opportunity to grumble, say please and thanks to your colleagues and try to respond to new ideas in an open way. Where possible, speak to a trusted manager or HR colleague if you have any concerns regarding the atmosphere for yourself or your colleagues. Of course, sometimes a fresh environment is also the best solution!

Further reading:

Managers looking to do more to increase their workplace wellbeing rates may also be interested to read:

  1. The real reason employees are calling in sick via HR News.
  2. Job insecurities are hurting your employees on People Management.

How EQ could enhance your salary!

Why one particular year-old study could inspire you to work on your EQ! 

We recently saw a Guardian career piece pop up as a recommended read. The piece claimed that EQ (AKA ’emotional intelligence’ or ‘EI’) could be ‘the secret to a high salary’.

In order to reach this conclusion, the Amercian study explored students’ emotional intelligence and then tracked their career path over the coming decade. As you can gather from the above, the students with the greatest EI also had higher incomes.

How EQ increases earnings…

Essentially, the salary effect is achieved by understanding how others are feeling and then using this to ‘accurately motivate and influence their behaviour’. Although the idea of influencing others may sound sinister, it can also be highly positive.

The research showed that people with high emotional intelligence make many friends in their work, allowing them to tap into a wider knowledge base, which boosts their performance (and salary!).

It also proved positive from a people management/mentoring perspective, as high EQ workers are more attuned to the needs and feelings of others. Helping employees and mentees feel ‘heard’.

How is emotional intelligence actually defined?

You’ll find a full definition here. Really, it comes down to being self-aware and able to identify and help manage emotions – both your own and those of others.

Wondering how high your EQ is?

There’s no single specific EI test. However, Pyschology Today offers a fairly comprehensive free emotional intelligence test. They predict this takes around 45-minutes to complete. At the end of it, you then receive a percentage score and a brief overview; without so much as entering a name or email address. Anyone wanting to receive a full report with advice can then pay around $10 for it.

This isn’t to say everyone’s onboard with the EI-salary connection…

If you take another look at the original Guardian article, you’ll see it’s received over 90 comments. Many of which are highlighting the successes of people with questionable emotional intelligence levels!

There’s certainly truth in this, however, what’s the harm in working on your own EQ levels? Even if it doesn’t immediately (or ever directly!) increase your income, it offers many benefits.

Forbes discusses some of these.

Further reading for furthering your emotional intelligence!

  1. In a separate Forbes post, they share 5 ways to develop your EQ.
  2. Medium has an interesting question-filled article to help you to work towards a greater score.
  3. Balance also shared 9 useful steps.

One final EQ tip…read more and read differently!

Don’t only read the research and news articles that strike you as immediately relevant to your life. Get in the habit of seeing what’s happening in the world, and what other demographics are saying and feeling.

Recruitment news makes for a perfect example! There are so many studies which highlight what matters most to employees and employers, what professionals fear or strive for, the similarities and differences between different groups, and the steps we can all take to reach our goals. We publish many such stories on our News blog. Why not pick a post that you wouldn’t usually read and spend some time considering the emotions experienced by the news item/study subjects, how you feel throughout, and how you would express yourself in the given situation?

Get in the habit of doing this often and let it extend to the audio and social media that you also consume.

Psychology for career success!

Understanding some simple aspects of social psychology could make all the difference to your job search. Not to mention your future career success and relationships!

Today we’ll explore two such elements: the type of confidence you should aim to display at work, plus how the ‘liking gap’ could already be affecting your career.

Psychology essentials: the ‘right’ sort of confidence

Our first focus comes from Thrive Global, quoting research from the Journal of Personality and Social Psychology. Arianna Huffington founded Thrive Global to help people boost their personal and business performance while avoiding burnout.

What we learned from this piece:

  • Perceived confidence is at the root of success. People choose to work with those they deem more confident. This is because a sense of confidence “increases our belief in someone’s competence.”
  • However, this isn’t to say that over-confidence wins. In fact when confidence appears unfounded, and actions don’t reflect words, it actually has the reverse effect. In this case, people choose to work with those who appear “more cautious but realistic”. You could say that this is the real takeaway from the article. But you’d be missing one major point…
  • Confidence (whether unfounded or not!) always wins when it is communicated through nonverbal cues as opposed to spoken means.

Nora Battelle, the post’s author, goes on to explain why. It all comes down to the fact that the nonverbal indicators don’t make any precise promises. Meaning one infers confidence without the risk of letting anyone down.

This can prove powerful at every stage in our careers. Knowing how to project confidence non-verbally can boost your interview success and make people want to work with you more often. This, in turn, could lead to further promotions and ongoing career opportunities. So how do you display this confidence?

Battelle shares 4 non-verbal psychology basics in her post. While these may not be new to you, you may observe new benefits from employing them!

Psychology essentials: are you victim of the liking gap?

How often do you meet someone new and come away convinced that they don’t like you? Perhaps you feel you didn’t show yourself in the best light, causing their first impression to be less than favourable?

Well, according to another team of psychologists hailing from Cornell, Harvard, Yale and the University of Essex, this is by no means uncommon.

In fact, when we meet someone new…

  • They actually tend to “like us and enjoy our company more than we assume.” They also come away with fewer negative impressions than our post-conversation ruminations would leave us to believe.
  • Furthermore, it’s normal for people to believe that they like their conversation partners more than they like us. This is the ‘liking gap’, as reported by Stylist.

So what does this have to do with careers? Potentially a lot, for those worst affected. After all, how keen are you to put yourself forward to those that you feel perceive you negatively? Will you willingly seek out that person and spark up another conversation, share an idea or volunteer for a project? Could you be put off from returning for an interview, already negatively predicting the outcome?

This is a powerful message to keep in mind at every stage of your job search and career. Re-read this post every time you find yourself dwelling on first impressions and that person you’re convinced didn’t warm to you!

Used together, these insights could be just what you need to boost your self-belief ready for your next round of interviews. We’re fascinated to hear your thoughts on these psychology findings; you can always keep in touch via TwitterFacebook and LinkedIn.

Further reading:

Overqualified at work? You’re not alone!

Are you overqualified for your current job? A government survey suggests that this statement may now apply to 2.5 million UK employees. That’s 8.7% of the national workforce!

The latest ‘UK Employer Skills Survey’ finds…

Which skills remain most required?

  • ‘Task prioritisation’ and ‘time management’ abilities remain most-in demand, contributing towards 59% of skills gaps, according to People Management.
  • The need for advanced or specialist IT abilities has fallen by 8% points between 2015 and 2017.
  • It’s reported that 76% of skills gap needs are ‘transient’ and will be resolved over longer-term employment and the completion of staff training.
  • That said, poor motivation (32%), lack of performance improvement (31%) and lack of required training (25%) are each contributing factors.

A note for your CV…

  • Take advantage of these new findings and ensure to demonstrate your prioritisation and time management abilities on your CV. ‘Demonstrate’ is the key word here! Don’t just write these skills down as filler words. Instead, find fitting examples to show how you’ve utilised these abilities within your recent roles. Illustrate this with stats, achievements and/or results wherever possible.

A word for businesses on managing overqualified employees:

  • These research findings call to mind an earlier post on the reasons that so many workers ‘shut off their minds’ in order to survive each working week. Noticed any team members that not being used to their full potential? Watch out for these people – and then find ways to challenge them with new projects and responsibilities.
  • If you’re unsure how their skills could be utilised, why not ask? These employees are such a great asset to your future business growth. Learning to spot talent opportunities within your existing team is also another simple way to enhance your staff retention rates.

Not enough work to keep you busy?

Do you have enough work to keep you busy each day? This topic is inspired by one of the Guardian’s recent ‘Working it out’ columns…

This column is designed to give readers the chance to submit their work-related problems. Rather than roping in careers experts to respond, it’s then fellow readers who get the opportunity to share their thoughts in the comments.

We were interested to read a recent post titled…

“I don’t have enough to do at work. How do I stay motivated and look busy?”

In this case, the person is part way through a job restructure and will soon have an increased workload. However, we know that this problem also affects many employees on an ongoing basis.

It’s the career world’s Goldilocks principle. People either don’t have enough work to stay inspired, or they have too much and risk burnout. Often they flipflop from one side to the other, struggling to find that healthy middle ground!

There are many reasons for this…

Perhaps it’s a job that sees strong seasonal shifts in demand. Maybe the business has hit an unusually quiet time. Or, perhaps, the team isn’t as well balanced as it should be and there are too many people trying to undertake the same job.

One group that can be especially affected is that of the brand new employee. Especially if the employee is not receiving much in the way of an induction, or the planned induction is delayed. Of course, the new staff member may also be ‘catching on’ faster than anyone predicted and is quickly outgrowing those early duties.

What to do if there’s not enough work to keep you busy:

We’ll come on to your team members in a minute. For now, we’ll think from the focus of the employee.

  • Speak to your manager, if appropriate. The best way to broach this topic is from a positive, proactive perspective. Rather than raising any flags that suggest you’re bored, explain that you have completed your day-to-day tasks and wondered whether there’s anything specific they’d like some extra support with.
  • Where possible, use an example. It often helps if you can identify a project that may need some extra hands; especially if the rest of the team is busy (and possibly too busy to draw up a list of fresh tasks).
  • If it feels inappropriate to ask (for instance, there has been a major work situation to deal with and you don’t want to distract your manager): use your initiative. Brainstorm all the ways that you could complete your day-to-day duties better/support the rest of the team. Is there some research you could undertake from your desk; a system that you could put in place or a skill that you could learn to facilitate your role? You should still aim to discuss this with your manager at the next convenient opportunity (making sure they’re happy with the way you’re focusing your time). Meanwhile, don’t just ‘look busy’ ensure you stay busy by completing these tasks.
  • Steer clear of non-work related tasks. Many of the Guardian commentators suggest working on what sound to be personal projects. Yet, however bored you are, you’re still being paid to support the business.
  • If you’re that bored for that long: it may be time to consider a more challenging role. Our jobs page is regularly updated with the latest opportunities.

What to do if there’s not enough work to keep your team members motivated:

  • Watch out for the signs. Your current team/particular team members may think and work faster than previous groups that you’ve managed. This is no bad thing if you take a proactive approach; watch out for any signs of boredom and speak to your employees when needed.
  • Invite an open response. Ask your team how they feel about their current workload. This open question will hopefully spark more than a one-word response. If the person says they’re fine/happy yet you feel they’re holding something back, ask if they feel ready for some additional tasks.
  • Keep a list of business development opportunities. Use quiet times to commence new projects that support your business goals. If it’s a temporary lull, these can be soft projects that can be picked up and dropped as necessary. For example, research, creative brainstorming, and similar.
  • Consider training opportunities. Is there a skill you’d like your team to work on in quieter moments? There are so many online courses that can be completed from a desk; often these are free.
  • How about giving your employees some say in how they should be using this time? Rather like Google’s infamous 20% time, employees could be invited to do whatever they wish to do during quieter moments yet with one condition: they must be able to explain precisely how this task will benefit the business.
  • Consider your current structure and the health of your company. Is this a good time to support business growth? Would offering internal promotions allow you to recruit new staff members and grow your team? And/or could employees take on some additional duties for the company’s benefit?

For further advice on team restructures and recruitment plans, please call the office on 01225 313130.

FAQ: temporary work in & near Bath

Considering temporary work in or near Bath? We answer your most commonly asked questions on this subject…

1) Who’s it for?

Temping is a flexible solution for so many work situations. This includes, yet is not limited to…

  • When you’re new to the area and want to find out ‘what’s out there’
  • Between jobs post-redundancy
  • Post-university (or over the summer break!)
  • When wanting to rebuild confidence following a career break
  • When your usual ‘day job’ is more ad-hoc or seasonal
  • If you’re soon to relocate and would like to find some work to tide you over meanwhile

Some of our temps are simply at a point in their career when they enjoy the variety and flexibility offered by temporary work.

Whatever the reason, temping can be a great option at any career stage.

2) What counts as ‘temporary work’?

Temp work takes various forms; usually falling under standard temping, temp-to-perm opportunities and fixed-term contracts.

  • Standard temping: this is the most flexible option/broadest category – and tends to be the type of temporary work that first comes to mind! It could be anything from a single booking to a rolling arrangement over a period of months.
  • Temp-to-perm opportunities: these offer a ‘trial period’ to prospective employers and employees alike. You start off as a temp for a (usually pre-designated) period of time. And then, if all works out for both parties, a permanent job offer may be made. The temp part can cover weeks or months.
  • Fixed-term contracts: as the name would suggest, these are temporary roles with set time requirements. Most often these run for three, six, nine or twelve months (yet other arrangements are available!). You should only apply for such roles if you are able to commit to the full duration of the contract. If you’re unsure about this, a standard temp role may be more suitable for you.

Within each of the above categories, temporary work may also be part-time or full-time.

3) What are the main benefits?

Our temps report different personal benefits ranging from the enjoyment of experiencing a range of settings, roles, colleagues and responsibilities, to the flexibility of being able to report as to when they are available for work.

It can, of course, also provide a handy income source.

4) How quickly can I find a temp job?

This is the trickiest question to answer. Some people register with one of our consultants and are offered work that very same day or soon after. Yet sadly registration is not a guarantee of temp work. It truly depends on the needs of our clients.

Just as with permanent opportunities, clients have certain requirements to fulfil – and they’re looking for the best match for their needs. You may want to read this article on how long it takes to find work in general, as there are some handy tips that also apply.

Because of this uncertainty, we’d never suggest you leave a permanent role to temp. Unless you are in the very fortunate position that you do not ‘need‘ to work.

5) Why can’t I see many temporary roles on your website?

This is due to the nature of temp work itself. We certainly advertise temporary jobs in and near Bath via the Jobs page (you can also filter your options under the ‘Position’ drop-down). However, many temp roles come in so urgently/close to their start date that they are swiftly filled.

Therefore, don’t let a quiet temporary jobs page put you off! If you are wanting to temp, it’s wise to send your CV at your earliest convenience. Don’t forget to let us know your availability and temping needs when emailing this – the information to include is detailed in this post.

TOP TIP! We often promote the latest job opportunities on our social media. Make sure you’re following us on Twitter, Facebook and LinkedIn!

Unpaid trial shifts: the rules & possible changes

Is it OK for employers to offer unpaid trial shifts to potential staff members? And how might this change?

The law as it stands:

Currently, businesses are able to invite prospective team members to attend unpaid trial shifts. These trials, also known as ‘shadow shifts’, are intended to give workers the chance to demonstrate their skills; with the hope of a job offer at the end.

Yet there are fears that these are being used to exploitative gains; leading prospective employees to undertake long shifts without reward. This has led to six times more complaints to (trade union) Unite over the past three years. Consequently, MPs are calling for this business practice to end; as reported by HR Magazine.

But are there benefits to unpaid trial shifts?

While highlighting the need to avoid exploitation, the Federation of Small Businesses (FSB) has also pointed to the benefits of shadow shifts. They suggest these can help increase employers’ confidence in recruiting new staff members. This would allow more employers to grow their teams as they avoid making costly mistakes.

An employment law expert commenting on this issue suggests that businesses should be clearer about the ‘duties involved in an unpaid trial shift.’ A difference is drawn between having the opportunity to shadow other team members while being observed and in actually undertaking the full job role – while perhaps covering for paid staff absences!

Questions surround how these practices are affected by minimum wage legislation.

Is there another way?

In order to avoid these grey areas, employers could easily utilise paid Temps or Temp-to-Perm staff. So, what’s the difference?

  • Temps: temporary workers can be hired to cover paid staff absences and often at short notice. For instance, in times of illness or unpredictable workflows. This is an honest way of filling a void and, for this reason, is a much better practice for PR purposes! Employers can also hire temps in the form of paid trial shifts, allowing each party to ascertain whether the ‘fit’ is right for them. As per the unpaid trial shifts, this may be the case of booking a temp for just a day or two to get a feel of that worker’s abilities. A business could even book a number of temps at any one time.
  • Temp-to-perm: this is a more formal way of offering paid trial shifts with the genuine chance of a job offer at the end for the right candidate. The employer can choose the duration of ‘trial period’ in which the prospective employee works as a paid temp within their company. After this period, the employer has the choice to extend a job offer to the candidate. Again, this is an open practice that holds benefits for both businesses and prospective employees.

In both cases, your recruitment agency can take on the responsibility of attracting and screening applicants. This is one of the most important, and time-consuming, steps in finding a better match for your business. Meaning greater confidence in growing your team.

Your recruitment consultant will also be on hand to support you and the candidate throughout the entire process.

We’ll keep you posted on any legal changes in this area. Meanwhile, we would be delighted to assist local employers considering paid trials.

Also in the news:

What is it like to work in recruitment?

Wondering what it’s like to work in recruitment? We look back at our past 18 years in Bath and what we’ve learned so far.

Issue 349 of Bath Life celebrated the magazine’s 15th year in the city and highlighted many similarly longstanding businesses. Well, it got us feeling rather nostalgic!

We’re honoured to have reached the point where some of our candidates were born at the same time as our agency – in 1999. You can imagine how much the city and recruiting landscape has changed in that time. Yet some things remain constant…

It will always be an honour to work in recruitment

We are privileged to support candidates in making their career decisions while helping local businesses to build and shape their teams. This means stepping behind the doors of some fascinating growing brands and gaining firsthand insight into what motivates people’s working lives.

The highs are never dampened

That feeling that comes when a candidate lands their dream job or a client shares some outstanding feedback never leaves. There’s a real buzz that comes from playing such an active part in this, and seeing people progress in the way they’d hoped (and often hadn’t fully imagined possible).

Challenges will always remain

Working in recruitment naturally means working closely with people and businesses; both of which exist within complex landscapes! We’re now almost 10 years past the start of the UK’s most recent major financial crisis. We all know how bleak things could have been for Bath, yet also know how well the city has weathered the storm. We feel fortunate to have supported local people and brands through such a time. Today, the Skills Shortage is one of recruitment –and the nation’s– greatest working challenges. However, we’ve found the positives and have been able to advise job-seekers and employers alike. New challenges will surely come, yet we can all work through them.

It’s a joy to find the perfect CV

Rather like the highs mentioned above, there’s something so special about receiving a CV, or first meeting a person, that so closely matches a recruiting role. Of course, for many roles including specialist and niche opportunities, this can be more akin to a treasure hunt in which it’s we as recruiters searching for the ideal candidates!

It’s important to keep your finger on the pulse

As regional recruiters, we need to be aware of what’s happening in the Bath (and surrounding) business community, as well as the wider impact of national business/economic change. We must also be aware of the changing values of today’s employees. Over the past 18 years, many priorities have shifted. It’s our role to ascertain precisely what these are and help people to make the best decisions for their needs.

There’s always something happening

If you’re bored in recruitment, you’re doing something wrong! Each day presents a new schedule. We may be out visiting clients, holding back-to-back candidate interviews, undertaking CV searches, phoning candidates for initial chats, attending business fairs, networking with other businesses…really, the list does go on and it makes our days all the more rewarding!

The REC is a positive force for us all

You’ll see we often share the latest REC findings to help keep you as job-seekers and employers informed as to what’s happening in the world of recruitment. We’ve been proud members of the Recruitment & Employment Confederation for many years now and have witnessed some amazing work from this not-for-profit organisation. The REC Code of Ethics help keep you safe from unsavoury recruitment practices. The team also works closely with the government to champion your interests. Essentially, their goal is to ‘build a world-class jobs market’…and all the stats suggest they’re succeeding!

Your team makes all the difference

We understand exactly why employers are challenged to find the ‘right people’. After all, we realise how fortunate we are to spend each day working with our dedicated team of recruitment consultants; alongside our efficient office and finance team who make sure everything runs smoothly! However many changes have happened between 1999 and 2017, this part has always remained at the core of our service.

We thank you all for joining us on this (somewhat nostalgic!) journey. Here’s to many more years in this wonderful business community. To discuss your recruitment needs, please call the office on 01225 313130.

Workplace happiness low in the UK

Take a quick look at HRnews.co.uk and you’ll see two workplace happiness features have appeared in so many days. Together they house some illuminating statistics…

Workplace happiness: 1 in 4 workers are distinctly unhappy

Today’s article reports that just shy of a quarter (24%) of workers feel unhappy at work. Yet many are not seeking new roles due to concerns regarding their age and a general lack of confidence.

Sadly a vast number of workers (72%) regard their role as a ‘job’ rather than a ‘career.’ It may not surprise to hear that those falling into the career category are almost 20% more satisfied.

Employees perceiving their work to be a ‘job’ also regard this as a ‘means to an end’.

There is little difference between age groups other than the fact younger workers are more likely to view their role as a career.

It may shock to hear that 41% of workers feel ‘too old’ to make a career change once they’ve turned 34. Family needs, uncertainty and low confidence also prevent positive action.

Workplace happiness rates more valuable than salary levels

Two days prior to the above post we read that 60% of employees regard workplace happiness as more important than their salary.

The news piece talks of how a ‘collaborative and friendly atmosphere’ can enhance candidate attraction and retention rates, alongside creating a thriving output.

Friendship comes into play, with 57% of people saying a close friend made their work ‘more enjoyable’ – and others reporting increased productivity and creativity as a result of their friendships.

Again the stats are explored for demographic differences. This time gender alters the outcome, with 80% of women prioritising workplace happiness versus 55% of men. Job status also divides the responses; managers are far more concerned by salary than entry and executive level workers.

Workers aged 45 and over are also more likely to value workplace happiness.

Looking to increase your happiness at work? Sign up for our Business Brunch, a fortnightly email comprising the best career-boosting tips and tricks.

Feeling ready for a change? Time to refresh your CV; we suggest starting with a quick Skills & Achievements Master List!