The worst management traits

Do you or your business leaders possess any of these worst management traits?

Many managers never really set out to become managers at all. As no doubt you’ve witnessed in your own career, it’s common to simply climb the ranks as new opportunities arise. It’s also common to enter team leadership roles without any formal management training.

Yet, at the same time, we know how valuable effective teams are to successful businesses. Which means it’s also vital to regularly assess our management skills – whether they’re our own or those of our employees.

HRnews has published a post detailing some of the poor management traits to watch out for.

The worst management traits include:

1. Micromanagement

Or becoming overly ‘involved’ in tasks that have been delegated to others. This has negative consequences for all – from wasting the manager’s time to undermining the trust of your employees and/or failing to give them the chance to build skills and confidence.

2. Taking the credit

This is when someone merrily accepts praise for what others have done. There can also be overlaps with not accepting blame for personal mistakes or offering up ‘scapegoats’ to save themselves! This can result in the team failing to present their ideas and/or taking a ‘cover your back’ approach to their work.

3. Hypocrisy

In this case, ‘enforcing rules that the manager fails to follow themselves’. The article offers an example of expecting high timekeeping standards when the manager is routinely late. Of course, this could apply to a whole host of business situations and the results remain the same – it reduces management ‘credibility’.

4. Poor listening skills

It’s not just about listening to employees, yet also the ability to process and respond to their feedback and ideas. The best managers also actively encourage such input. When this is absent, the team may start to doubt their manager’s efficacy.

5. Losing your temper

A short fuse places everyone on edge and can make a team feel wholly uncomfortable. This can lead to a walking-on-eggshells response and generally stunt everyone’s personal development. It can also lead to a culture of fear.

The good news…

  • Even if you identify with some or all of these management traits, you can further develop your skills. Many of the solutions are pleasingly simple, as detailed in the HR News post.
  • What’s more, as you develop your management abilities, you’re likely to generate greater success for your business.
  • Reminder: you don’t automatically have to become a people manager to progress in your career! Sometimes people simply need permission to explore other options.
  • There are plenty of natural team leaders out there and you can prioritise those with proven management experience when recruiting. You can also train your new managers to ensure that they’re continually developing their abilities.
  • If the above describes your manager, and they’re making no efforts to change, what’s to stop you working for a new management team?! Explore the latest local openings today.


Supporting your team’s emotional wellbeing

Do you feel committed to supporting your employees’ emotional wellbeing and, if so, how are you going about this?

Research has found that most employers (88%) believe they have a ‘duty of care’ to their employees’ mental wellness. The survey of HR leaders has also uncovered a number of popular ways in which employers can provide emotional support.

These include:

  • Flexible working opportunities (43%)
  • Supporting work-life balance (33%)
  • Allowing employees time off for their mental health (31%)
  • Creating more social events (31%)
  • Offering access to counsellors and other health professionals (27%)
  • Supporting a stress management focus (19%)
  • Mental health programmes (18%)
  • The support of ‘specialist providers’ (18%)
  • And offering mental health first aid training (15%)

HRreview also highlights the results of their own poll, which suggests flexible working is the most attractive of all employee benefits (71%).

For those companies who don’t prioritise emotional wellbeing…

Katherine Moxham, a spokesperson for GrID who commissioned this research, says there can be consequences to ignoring a team’s emotional wellbeing.

These consequences may include:

  • High absence rates
  • Reduced productivity
  • Alognside lower employee retention rates

Moxham, furthermore, states that: “no forward-thinking organisation can afford to ignore the emotional wellbeing of its most valued asset.”

To conclude, some of the nation’s most valuable companies attribute their success to their staff over anything else! Therefore, the failure to address this issue could prove costly.

Ready to build the best team for your business? Call Appoint on 01225 313130 to discuss your recruitment needs or email a consultant today



What is meaningful work?

What does meaningful work really mean? Research suggests it could be much more accessible than you might think…

The term ‘meaningful’ often brings to mind jobs that save lives or at least make a great difference to the community and/or the environment. This is probably why so few people perceive their role as meaningful.

A 2019 CIPD report stated that almost 1/4 of people don’t think their job ‘contributes to society’ and 1 in 10 don’t even think it ‘contributes to their organisation!’

Yet most people can obtain meaningful work in reality…

ServiceNow has found that the top three factors that contribute meaning actually include:

  1. ‘Being part of a team’ (43%)
  2. ‘Learning new skills to advance your career’ (42%)
  3. And ‘having your contribution to the business recognised by colleagues and managers’ (39%)

Employers may feel reliant upon their business leaders to create this sense of meaning – a great reminder for anyone who is managing a team.

Currently, only 28% of respondents believe they’re part of a team, 17% think they have the chance to progress, and 18% feel ‘recognised’.

What can you do to bring more meaning to your job?

There are some changes you can make to improve each of the above factors.

  1. Unless you work entirely alone, you can take a look at the way you work with others. Are you open to receiving offers of help or ideas shared by colleagues? Do you remember to offer yours in return? Could you ever create a small project group or duo (management approval allowing!)?
  2. Where possible, approach your manager/s with suggestions for skills that would benefit your role and -vitally- the organisation. If you receive a firm ‘no’ but there’s something you really want to work on for the benefit of your career, see how you can build this skill in your own time, while respecting your personal time and budget constraints. You can always take your new skills to your next employer!
  3. Seeking recognition is perhaps the hardest element to ‘DIY!’ It can help to remember that your managers may be noticing and appreciating more than they share; it could just be their personal style. That said, there may also be times that they don’t know quite what you’re working on. If you suspect the latter, don’t be afraid of using small opportunities to share your progress and achievements. After all, your progress and achievements also directly benefit the company.

Still seeking greater meaning at work? Visit our jobs page to see the latest opportunities.



A work stress & health special

Reviewing the latest news on work stress and mental health – including some tips to improve yours.

Understanding the research findings can help you make changes to benefit your working life, alongside the lives of those you manage… 

Work stress: who’s feeling it most?

  • Professionals aged 35-44 represent the most stressed employee group, with more than a 1/4 experiencing daily stress. ‘Work, family and children’ are the primary triggers for this age group.
  • HR appears to be the most stressed profession, with 78% of people reporting daily stress.
  • The article also cites the core stressors for the 16 to 24-year-olds and over-55s, alongside other stressed out professions, the effects of this stress, and relaxation strategies.

British adults aren’t sleeping enough

  • One clear stress-relieving strategy is that of obtaining enough sleep on a regular basis. Something that the average British worker fails to do.
  • It doesn’t help that 28% of respondents are kept awake due to the stress caused by their working day.

Poor managers cause a surge in stress-related absence

  • Research suggests that managers require additional training in order to ‘better support staff wellbeing’.
  • 37% of employers have observed higher levels of stress-related absence within the past 12 months – this has been attributed to ‘heavy workloads and poor management’.

Why even gym-goers live sedentary working lifestyles

  • Our sedentary working lives increase the risk of major health issues, including ‘Type 2 Diabetes, heart disease, and cancer.’
  • Being ‘extremely active’ for a short spell in your day, such as a 60-minute gym workout, does not override this risk.
  • Professionals are encouraged to get up every 30 minutes in order to do a ‘short burst of exercise’ such as a 2-minute walk.

Hot desking increases work stress

Managers are missing mental health problems

  • Research from Mind (the leading mental health charity) shows a need for managers to learn ‘how to spot and support colleagues who might be struggling with issues like stress, anxiety or depression‘.
  • More than 7 in 10 employees have encountered a mental health problem at some stage of their life. What’s more, over 1/2 of staff members are experiencing mental health issues right now.

Young professionals believe their commute harms their health

  • More than 2/5 of workers think their commute worsens their stress. However, this figure increases to almost 3/4 (73%) of 25 to 34-year-olds.
  • Despite this, younger employees are additionally most willing to undertake a longer commute in order to obtain a ‘nicer property’.

Let’s look at some positives…

Again, rather than becoming overwhelmed by the volume of work stress headlines, we can all use these findings to our advantage.

We can each look at those factors we have some control over. Whether it’s finding ways to get more sleep, move more during the working day, or reassess our commute. Employers and managers can also look at additional training to improve their understanding of their colleagues’ needs – and how to support them.

In addition, we’ve found a couple of promising headlines…

An extra tip to reduce your work stress

  • Harvard researchers have found one way to turn that commute around and reduce your daily stress levels.
  • Instead of using this time to engage in relaxing pursuits, they suggest commuters should “go through your plan for the day (visualise it), set your goals and priorities, and review the three most important tasks to accomplish.” Participants that achieve this report greater job satisfaction.

Is this the future of workplace health?

  • Perhaps you feel you’re more prone to stress than your colleagues. Well, personalised healthcare could help you identify your genetic challenges.
  • Discovering whether you’re more prone to stress and/or high blood pressure, or whether you’re likely to be triggered by your caffeine intake, could be a major boost to your stress reduction tactics. Could this really contribute towards the future of ‘healthy businesses?’

Of course, we can all reach that point where our work stress largely comes from the need to find a new challenge or fresh environment! You’ll find all the latest jobs listed here.



The creative & innovative employee

How creative or innovative do you get to be on a daily basis? It’s important to remember that these words should apply to all industries and jobs, not just the artistic!

Creativity and innovation allow us all to work in new ways, formulate new ideas, and progress. However, employers and managers are overestimating just how much room they give their teams to use these skills.

Employees don’t feel able to be innovative at work…

  • 76% of business leaders believe they ’empower their employees to be innovative.’
  • However, only 34% of professionals feel encouraged in this way.
  • Yet 95% of businesses see innovation as imperative to their business growth and 91% of employees want the opportunity to be more innovative in their roles.
  • Employers are also misreading those tools that inspire creativity. They over-prioritise financial incentives and under-prioritise the role that ‘purpose’ plays in our work.
  • These findings (from Accenture, reported by HR Magazine) also reveal that staff specifically want appropriate skills development, flexible working opportunities, and a healthier work-life balance. Each aspect is believed to nurture greater innovation.

Tips for employers: each aspect features in our ‘7 Days of Employee Attraction Tips.’ See Days 3-5 for more advice. Make sure you’re also gathering genuine feedback from your employees. You don’t want to be among the managers who think they’re creating a culture that they’re not!

Good managers can spark creativity

It’s interesting to hear that managers can also increase creativity by using one essential skill – attentive listening.

  • In a separate international study, also shared by HR Magazine, employees expressed greater creativity when they felt listened to. Their workload was also of increased quality.
  • Conversely, distracted managers failed to promote such a response.
  • The article additionally highlights several flaws surrounding common brainstorming activities. Many people fear ridicule in response to sharing their ideas. Employees also worry about being the person that constantly offers up ideas in fear of annoying others.

There’s some sage advice for all managers; much of the focus needs to be paid to creating a more relaxed and informal culture that allows for ideas to be developed over time.

A brief note for stifled employees…

Where possible, share your ideas with your manager or a trusted colleague. You may be letting your fears get the better of you. Hopefully, your confidence will soon increase alongside your enjoyment of your role.

However, in instances where you’ve repeatedly tried and still feel stifled, or you simply fancy a change of scene, your skills may be better used elsewhere. You can read and apply for the latest jobs here.



A happy workspace?

There’s a lot of talk about workplace happiness, yet how about a happy workspace? We’ll explore how your surroundings impact your mental health…

Why this research matters:

While you couldn’t be blamed for thinking there are more pressing issues to consider, how you feel about your working environment could actually be part of a large (and expensive!) problem.

Poor employee ‘enthusiasm’ in January could now contribute to an annual national cost of £93 billion.

So how are people feeling about their surroundings?

According to the ‘In Pursuit of Office Happiness’ report by Staples…

  • 1/5 of workers say their workspace is ‘depressing’, with 31% feeling ‘ashamed’ of it, and 24% having gone so far as to lie about their surroundings.
  • 81% believe ‘a well-functioning and attractive workspace’ positively affects a team’s mental health.
  • 68% say greater investment in their workspace would make them feel more valued.
  • 35% are struggling to concentrate due to noisy offices.

These findings cause 46% of employees to believe they would ‘be happier in a different job.’

Ideas to create a happy workspace:

The report also offers a number of tweaks that could contribute to a happy workspace. These include introducing:

  • An office dog (27%)
  • Free spa or yoga offerings (27%)
  • Nice stationery (23%)
  • Access to free healthy snacks (23%)
  • Hammocks or sleeping pods (20%)
  • And even punch bags (20%)

It’s not clear how many options were provided to respondents. While the responses may not suit you or your employer, it’s clear that businesses need to consider realistic changes that they can make.

This might start with some simple decorative changes – from pot plants to artwork, furnishings and lighting. There’s a whole separate report on the impact of the latter.

Naturally, if there’s more at the root of your low job enthusiasm than lighting, stationery, and snacks, it might be time to step up your job search



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.


Employers intend to invest in their teams

Two separate surveys highlight employers’ plans to invest in their teams; regardless of their economic expectations…

Survey 1: employers set to invest in new employees

Source: REC

Our first survey actually comes from our accrediting body, the REC. Confidence in the UK economy appears ‘negative’ for its fourth consecutive month. In figure terms, this equates to a survey score of -14.

However, despite this, hiring and investment plans remain positive and have even increased by a percentage point over the past month. Taking this particular score to +16.

  • 48% of businesses looking to hire permanent employees are worried that there will not be enough candidates available (+6%).
  • Likewise, 53% of those hoping to grow their temporary headcount are concerned about sourcing enough skilled staff.
  • The marketing, media and creative sectors are among the most affected by the skills shortage.
  • Overall, the number of companies planning to recruit agency staff within a short-term time frame has increased by 3% since October (to a total score of +19).

Neil Carberry of the REC suggests Brits are displaying their ‘pragmatic best’ in spite of their wider economic concerns – and are set to ‘invest in their own businesses to meet demand’.

These attitudes clearly reflect those of other sources, as recently discussed.

Survey 2: employers will continue to invest in staff benefits

Source: The CIPD via People Management

Looking to the next two years, most businesses (97%) additionally intend to either maintain or increase their employee benefits schemes.

  • 81% plan to spend the same amount.
  • 16% intend to increase their spend in this area.
  • Businesses predominantly wish to focus on professional development benefits (43%), including mentoring and secondments.
  • Health and wellbeing incentives, such as sick pay (29%), follow this.
  • 25% will mainly focus on financial schemes, including pensions and debt-related advice.

Once again, these figures are deemed promising when considering external economic factors.

Charles Cotton from the REC praises businesses for their efforts. He says ‘spending in these areas can help improve employee performance, and ultimately corporate performance.’

The two news items are extremely closely related, with benefits packages also providing valuable staff attraction tools.

Looking to recruit permanent or temporary staff? Call the office on 01225 313130. Candidates can apply for new jobs via the website, or upload a CV as a general applicant