A year of big change & a positive start!

2020 looks set to be a year of big change for employees and businesses.

We’re dedicating the next month to a number of positive news posts to help inspire your 2020 career plans. We’ll explore everything from personality traits to coping with SAD, pay rises, career changes, and the value of career plans themselves.

Before the series officially launches tomorrow, we’re going to focus on why such a focus is necessary…

Big change is ahead!

The latest findings suggest that:

  • Around 1/2 of British employees plan to change jobs this year.
  • This could come at a cost of approximately £195 to businesses each day.
  • In addition, businesses are already struggling to recruit with unemployment levels remaining exceptionally low.

As for the customer services industry…

  • Almost 40% of customer service professionals intend to find a new role.
  • January is considered the worst month of the year for this group’s happiness levels.
  • As a result, 5% of respondents will leave their customer service job this month alone. This figure may not sound vast, yet could cost UK businesses £201,757,500 in January!

Employers are already worried:

  • Only last month 2/5 of business leaders reported a ‘constant battle’ with staff retention.
  • Almost 1/2 of HR professionals expect to lose 10% of their team during any business year.
  • What’s more, 14% of the nation’s new recruits leave their roles within their first 30 days, and 39% do so within the first six months.

Let’s turn to some positives…

If more professionals make these job moves as planned, more candidates will be available for existing and new job opportunities. This could help to shake up the skills shortage the UK has experienced over recent years.

What’s more, the research data also presents some additional (and valuable!) insights.

  • The study that said 1/2 of British people will change jobs this year also identified the number one employee retention tool – working for a company with a purpose. Or ‘the positive reason the organisation exists, what drives it forward and what it stands for.’
  • A separate study found that 90% of employees working for businesses with ‘clearly defined and motivational purposes’ feel engaged at work. That’s 58% more employee engagement than companies that don’t have clear and positive purposes!
  • On the customer services side, it’s found that employee retention levels can be enhanced through ‘regular and timely feedback, non-financial rewards, and healthcare and flexitime.’ Pay rates also hold influence for 53% of these respondents.

If you’re reading this as a current or prospective job-seeker…

  • This sort of research data has multiple benefits for your job search. Firstly, it’s helpful to know what other employees prioritise as it can help you understand and clarify your own goals.
  • You may also feel it’s time for you to seek out a company with a greater purpose, or you may be looking to work with more likeminded people, increase your salary, and/or seek experience in a new sector. There are no rights and wrongs – these are your career goals!
  • In addition, knowing that application numbers may increase can you help you focus your efforts on those roles you are most interested in.
  • Visit our jobs page to apply for the latest opportunities. You can also upload your CV here.

If you’re reading this as an employer or manager…

  • You can also use this data to your advantage. Even if you know your business serves a positive purpose, you need to find ways to clearly communicate this to your team (and any customers or clients you serve).
  • It’s helpful to review your staff retention levels and strategies as a whole. Ever high or increasing employee turnover levels often indicate something is going wrong – whether that’s down to an unhappy working environment, absent staff retention strategy, or even recruiting the wrong people in the first place.
  • Even businesses used to steady staffing levels will likely see an increase in employee departures if the above stats ring true. This knowledge can help you get prepared and proactive in your recruitment plans.
  • Be sure to find a trusted recruitment partner to support you. For further advice, please call the office on 01225 313130.

We hope you all enjoy this month’s features and it helps you start your own year of big changes! 



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.



Choosing company culture over salary

Which is more important, your company culture or your salary? Why the former may mean more to job satisfaction…

Employers may think a competitive salary is all that’s needed to attract and retain talented team members. Yet, while salaries are clearly important, this way of thinking can be risky in times of skills shortage.

After all, the latest findings indicate that:

  • 57% of people believe their company culture has more of an effect on their job satisfaction than their salary level.
  • 75% would ‘consider’ an employer’s culture before even making a job application.
  • 63% think it’s one of the primary reasons they remain in their role.
  • And 70% of employees would start looking for a new job if their working culture ‘deteriorated’.
  • In addition, respondents favour businesses that represent a ‘clear mission and purpose’ (89%).

It’s not the first time we’ve read such stats. Back in the Spring, it was reported that employees would sacrifice their work-life balance in order to enjoy a positive environment.

Respondents even say they’d choose to work a 60-hour week rather than be a part of a business that ‘doesn’t value culture’.

What contributes to a positive company culture?

Business leaders will want to read this HR News post in full. In summary, there are many elements that contribute to a strong working culture. These include…

  • Respecting – and being fair to – the team
  • Displaying ‘trust and integrity’
  • A culture of teamwork
  • Being flexible/open to improvements
  • Using ‘pre-boarding’ strategies, such as workplace buddies and mentoring for soon-to-be employees
  • Providing continued support/guidance
  • Offering recognition and incentives
  • Flexible working opportunities
  • And strong working relationships (including those with management)

Recognition is also prioritised ahead of pay rises…

Once again, the above list calls to mind another research report.

  • More than 3/5 of employees would rather work for a company that expresses praise and thanks than to be paid 10% more without it.
  • Yet there’s a clear gap between hope and reality, as only 16% of managers think they’ve been given the tools and know-how to ‘recognise colleagues effectively’.

How do you learn more about an employer’s company culture?

Naturally, it can be hard to truly understand a business’s working culture until you’re actively a part of it. Yet there are some great clues to help you decide whether it’s the sort of place that you’d like to work…

  1. Have a really good look at the company’s website. This sounds obvious, but you’d be amazed at how many people just have a quick glance at the ‘about’ page. Take the time to really read what the business is highlighting about itself and its team.
  2. As well as reading the business’s latest news via their website and social feeds, see what others are saying about them. How do their employees talk about their work on Twitter, etc? Has anyone reviewed their experience of working for the company? The latter tends to be more common for larger regional/national employers. Of course, reviews can be subjective yet they can be helpful if you read them with a critical mind.
  3. Job advertisements can also provide some useful insights. Especially if there are mentions of team outings, company events, employee benefits, charity initiatives, etc.
  4. Search for the business in the actual news – whether local, national or industry publications.
  5. Use interviews as a chance to find out more about the working culture and environment.
  6. And, of course, don’t forget to ask your recruitment consultant for their insights. This is just one of the many benefits of working with an agency who specialises in your field.

Ready to discover a new company culture? Here are the latest jobs



Improving your workplace wellness

Wish you felt happier at work but have no idea what contributes to your workplace wellness? New findings from The Myers-Briggs Company could help.

We recently discussed the fact workplace wellbeing appears to increase with age. The article cited a Myers-Briggs study that we’ll be returning to today. According to their findings…

Your workplace wellness is most affected by:

  1. Your relationships with colleagues (7.85/10)
  2. A sense of ‘meaning’ (7.69/10)
  3. Your workplace accomplishments (7.66/10)
  4. A feeling of engagement (7.43/10)
  5. Experiencing positive emotions (7.19/10)

There is also a strong relationship between high wellbeing and reporting the following:

  • High job satisfaction
  • A strong interest in your day-to-day job activities
  • Greater commitment to the company
  • ‘Citizenship behaviours’, including a willingness to assist your colleagues and/or reach business objectives
  • A lower likelihood to look for an alternative job.

You’ll find more information regarding the correlations with gender, occupation, and location here.

How to use these findings to your benefit:

If you’ve already been looking for alternative jobs for the past few weeks (or months!), you’ll know that there is something that’s encouraging you to look elsewhere.

Yet have you had the chance to identify what this is? It could simply be the case that you’re ready for a new challenge. Or it could be that one or more of the above factors are missing.

  • Take a look at both of the above lists. Which elements ring true to you? Then, taking a closer look at the first list, which elements matter most to you?
  • Perhaps it’s more important that you enjoy working with your colleagues and you’re interested in your work than to feel as if you’re achieving certain accomplishments. There are no wrong answers!

How to use your findings to support your job search:

  1. Watch out for key words on job advertisements and company websites. For example, if you’re looking for a sense of meaning, you could research your prospective responsibilities, company mission statements, and how the industry benefits communities or society as a whole.
  2. Share your priorities with your Recruitment Consultant and ask more about these elements in your interviews. For instance, if you’re guided by a sense of accomplishment, you could enquire about the sorts of projects you would work on, whether there is the chance to work to targets, etc.
  3. Add more depth to your applications and interviews. Use your personal motivations to engage prospective employers and stand out. For example, when asked why you applied for an opening, you could discuss your core motivations (e.g. being a part of a community-driven organisation) and what it was about the job spec and website that attracted you to the role (e.g. the fact you’d be supporting others, the community projects discussed, and/or a specific shared mission).

Why not get started on that research now by taking a look at the latest jobs!