At breaking point + common job complaints

As two separate studies say employees are at breaking point, we take a look at what this means. Also sharing the most common job complaints…

An issued shared by 61% of male professionals:

The first survey (conducted by CV-Library and reported by Recruiting Times), reveals that…

  • 61% of men have reached their breaking point. In this case, saying they wish to leave their role due to its impact on their mental health.
  • Female respondents are more likely to admit to experiencing mental health issues in general. However, men are more likely to experience the ‘effects of poor mental health’ at work (81.8% of men versus 67.8% of women for the latter).
  • Sadly, 60.9% of men also feel unable to raise their concerns with their boss for fear of being negatively judged and/or misunderstood.
  • Men would actually be most likely to discuss their mental health experiences with their GP. Conversely, women tend to seek out their friends for support.

The findings also contain a number of proactive recommendations from male professionals. These include:

  • Efforts to ‘promote’ a better work-life balance
  • Counselling service referrals
  • ‘Reduced pressure’ regarding long working days
  • Enabling employees to ‘take time out’ when needed
  • More open discussions about mental health

2 in 5 UK employees are nearing their breaking point…

Separately, the Chartered Accountants’ Benevolent Association (CABA) has carried out research on employee stress levels. This shows that:

  • 40% of all UK employees are nearing breaking point due to increasing stress.
  • Professionals are losing an average of 5 hours’ sleep each week due to work pressure.
  • Respondents also feel stressed for a third of each working day.
  • 70% have ‘vented’ to someone about their experiences, yet 46% have done nothing beyond this – hoping the issues would simply disappear in time.

CABA’s findings also include the most common job complaints:

  1. General workload levels
  2. Poor sense of recognition and reward
  3. Salary/pay rates
  4. Their colleagues
  5. The day-to-day job role
  6. ‘Company culture’
  7. Long working days
  8. How their workload compares to their colleagues’
  9. Their clients
  10. Progression or career path potential

What does this all mean for employers and employees?

  • Both sets of data reflect recent findings regarding job satisfaction in general. Only last month we reported on the swathes of professionals planning to switch roles.
  • Poor work-life balance, high stress and a sense of not being supported all keep cropping up.
  • Employers need to be reading such data and working out how they can do more to listen to their team, reduce pressure levels and make everyone feel more supported. This is all vital for longer-term employee attraction and retention.
  • Employees also need to look at what they can do to improve their own working lives. At the lighter end of the scale, there are ways to increase levels of joy at work and make sure you’re doing enough of what you enjoy outside of your job too.
  • In more serious cases, when you (or someone close to you) see that work stress is really starting to affect you, you may need to seek the support of your GP.

Everyone reaches those times when they simply need to find a fresh environment more suited to their life and career goals. Visit our jobs page to see the latest vacancies. 



The parent trap!

How much time does the average working parent get to spend with their children? Plus does having a baby truly affect your career?

This post explores two separate news items from the HR News website. The first investigates how the ‘always on’ business culture impacts parents’ free time…

1) How much time do parents get to spend with their children?

  • British professionals are currently getting less than 30 minutes a day of quality time to spend with their kids, according to Trades Union Congress.
  • It appears that the nation’s working hours, commuting patterns and low energy levels are all contributing to this trend.
  • Parents and non-parents are also struggling to ‘disconnect from work’ at the end of each day, due to the ‘always on’ nature of the modern workplace.
  • Myers-Briggs deems quality time spent with family and friends to be a core contributor to employee wellbeing, highlighting how important this issue is to employers as well as team members.

2) Most Mums believe that having a baby has ‘hindered their career’

  • Sadly, 89% of Mums say that they’ve faced ‘career regression’ on return from maternity leave. They also believe that they are ‘overlooked for career progression’ opportunities.
  • 51% plan to leave their roles if they are unsupported by their bosses.
  • This problem is increasing levels of depression and anxiety among working mothers. 91% of the group used phrases such as ‘anxious, isolated, worried, overwhelmed, lost, stressed and guilt’, etc.
  • Mothers have shared many of the concerning conversations they’ve had with their employers, ranging from those being told ‘the team shouldn’t be punished for their lifestyle choice’ to the business leaders who ‘think maternity leave is a break’.

Are you worried about being (or becoming) a working parent?

  • It appears that many employed parents are facing somewhat of a trap – feeling they’re neither at the career stage they should be or getting to spend enough time with their children when out of work.
  • Employers should look to use effective and supportive strategies to attract and retain this key workforce during such competitive business times. After all, the nation’s skills shortage remains in full swing.
  • Flexible working is one such attractive employee offering, as discussed in the first of the featured posts. However, even taking the time to understand working parents’ ongoing concerns would be a great starting point.
  • Working parents should not need to fear their career opportunities. Where possible, discuss your concerns and/or needs with a trusted party. This could be a manager, business owner or HR professional. If you really feel unsupported, there may be better employers out there for you.
  • Always discuss your career priorities with your Recruitment Consultant. The best agencies don’t just want to submit your CV to a position that suits your experience, yet one that also provides a culture match.

You can apply for the latest vacancies via the jobs pageCV upload, or by email. Here’s what to include in your cover email if you’re emailing a Recruitment Consultant.



Doing more of what you enjoy

Why we could all do with discovering what we really enjoy in life. Including how to discover your next hobby and find more enjoyment in your work…

How much of your day do you spend doing something you find truly enjoyable? A worrying new stat suggests that the average person only experiences this 42 minutes per day, which equates to just 3% of your daily life.

What’s to blame for our low enjoyment levels?

According to the study’s authors at City Lit (a London-based adult education college), this could be due to several lifestyle factors:

  • UK employees work an extra 2.5 weeks a year compared to the average European worker.
  • Our daily commutes have also increased, meaning few people believe they have enough spare time to pursue a hobby.

However, psychologists remind us of the importance of using hobbies to relax and de-stress.

City Lit additionally notes how many people don’t know quite what they enjoy. To this end, they’ve launched a new ‘Random Course Generator’ to help you track down your next hobby.

It’s rather like a quick magazine quiz in that you’ll answer a series of personality questions which will help identify your most dominant trait (from the Big Five OCEAN list). You’ll then be offered a list of courses that could suit your character.

You may see this as just a bit of fun, yet perhaps it’s a timely reminder to work out what you enjoy and how you can do more of it. This brings us to another thought…

Why should you only enjoy your hobbies?

It’s a fantastic idea to find more enjoyment out of work, though what about that large chunk of your day spent at work?

If you’re relatively happy with your job and not looking for anything new just yet, you may still benefit from making some small changes to your days.

  • TheMuse has a list of 37 ideas to get you started. Number 19 is particularly useful and achievable.
  • Number 37 is also incredibly important. There are certainly times that a new job is necessary for your ‘mental and emotional wellbeing’.

Why not add more enjoyment to your days and start your job search here?!



Leaving a job within the first year

Why have so many people left a role within their first year – and how could this affect their job search?

Let’s start with the latest facts…

  • More than half (55%) of people have left a permanent role within the first 12 months, according to a study by Citation.
  • The male participants in this group were most unhappy at work and, perhaps contrary to common opinion, also reported higher levels of anxiety in their last role (63% of men versus only 38% of women).
  • These findings also contradicted recent research with older workers found to be the least happy.

What was at the root of this unhappiness?

The article only cites two reasons for leaving a role within the year:

  1. Poor management (69%).
  2. ‘Hostile’ work environments (62%).

It’s interesting to see that both reasons relate to the ‘people’ elements of work. This does reflect recent research surrounding the importance of strong working relationships.

A number of core employee values are shared, including:

  • Supporting individuals’ mental and physical wellbeing.
  • The strength of good annual leave, bonuses, and sick pay programmes.
  • Flexible working opportunities (which is a popular theme in recent surveys).

Citation additionally recommends a number of tools that employers can use to retain new team members.

How does leaving a role within the first year affect your job search?

There’s no clear-cut answer to this one, it really depends on your CV as a whole…

If prospective employers see a slew of ‘permanent’ openings that have all been left within a matter of months, you may want to rethink your recruitment approach.

  • It could just be bad luck. However, it’s likely that you’re not applying for the right roles and/or you’re accepting jobs that you don’t truly want. After a time, businesses may consider you to be a serial ‘job hopper’ that won’t commit long enough to warrant their time and/or financial investment.
  • It may be worth having an honest conversation with a recruitment consultant who specialises in your industry. What’s more, temping could be a better option for you while you figure things out (see below!). Please note: you’re never advised to leave a permanent role to temp, as you can’t guarantee that you’ll always find work.

It’s a different story if you’ve been undertaking a variety of temporary assignments and your previous employers can vouch for this.

  • Naturally, you should clearly communicate this fact on your CV too. Business leaders will be interested to learn more about your choices during your interviews.

Some industries are also less phased by their high staff turnover levels (and the CVs that reflect this) than others.

  • One popular example is that of the technology industry. As this LinkedIn piece states, employee “turnover can be a sign of a very healthy, very unhealthy or changing industry”.
  • You may want to do your research to understand more about what’s normal or expected in your sector.

Of course, it’s also a very different story for those who have a strong record of commitment.

  • In other words, when job-seekers have only rarely resigned from a role within a shorter time period.
  • It’s much less likely that this will negatively affect your career as a whole. It’s worth discussing what went wrong with your recruitment consultant, and what you’ve learned from your experience to date. Is there a particular type of environment that you don’t want to work within? Is there something you’ve experienced that suited you far better?
  • As ever, during actual job interviews, it’s recommended that you focus on the positives of your prior experiences…and employers!

Keep an eye on our News page for further career tips and insights. You can also see the latest job vacancies here



The over-50s & 60s employment boom

How employees in their over-50s are changing our current and future employment landscape…

Did you know that…

  • Professionals in their 50s and 60s are largely driving the nation’s record employment?
  • 76% of ‘eligible’ job candidates are currently working.
  • More than 80% of new UK roles were filled by employees aged over 50 ‘in the past year up to April’.
  • The number of professionals aged over 65 also increased by 80,000 people within this period.
  • Furthermore, the over-50s group may become the largest working demographic by 2030. 1/3 of employees will already be a part of this group by 2025.
  • More than 8% of people in their 70s are still working, which is significantly more than a decade ago.

Are there enough opportunities for the over-50s employee?

Although the above all sounds highly positive, the demographic is still experiencing challenges.

  • 41% of people aged over 50 say there is a ‘lack of opportunity’ to progress with their current employer.
  • 34% do not know what is required of them to receive a promotion.
  • And 1/5 of this group attributes a ‘lack of training’ to their limited career growth.

These are concerning findings. Especially as both reports suggest older employees could help overcome the national skills shortage.

There are a number of industries that express increased confidence and greater opportunities for respondents.

Also in the news…

Looking for a role that better suits your skills and experience? Visit our jobs page. For further recruitment support, please call the office on 01225 313130. 



The best work-life balance jobs (+ salary details!)

Exploring which jobs have the best work-life balance scores – and whether you’ll have to pick between your lifestyle or your salary…

As each Monday rolls around, you may find yourself wishing your weeks featured less work and more leisure. It’s a common wish and one that often appears to involve a level of financial sacrifice.

After all (and as Recruiting Times reports), this choice often entails a shorter working week and/or part-time hours, which often spells reduced pay.

Well, the latest research by Glassdoor has identified the 15 best roles for work-life balance, with 13 of these meeting or exceeding the national salary average.

The top 10 work-life balance jobs are…

Please note: the brackets indicate the standard national base salary for each role.

  1. Sales Development Representative (£27,000)
  2. Research fellow (£34,000)
  3. Customer Success Manager (£40,000)
  4. Marketing Assistant (£20,000)
  5. Engagement Manager (£48,000)
  6. Data Scientist (£46,000)
  7. Recruiter (£25,000)
  8. Copywriter (£29,000)
  9. Web Developer (£31,000)
  10. Audit Manager (£52,000)

The complete job list and associated ratings can be found in the original post.

Using these findings…

We agree with the positive sentiments expressed in the piece. These findings show that you don’t always have to sacrifice your salary level in order to achieve a more favourable working lifestyle.

What’s more, as Glassdoor suggests, the vast majority of the roles listed can be found in a variety of working sectors and industries.

As ever, we encourage you to do your research to gain more of an understanding of what’s realistic for you to achieve locally. Regularly visiting our jobs page will allow you to see the salaries offered in a variety of different roles.

Your career choices are also highly individual. One person’s ideal work-life balance may be quite different from another’s. Plus what suits you at one point in your career can change with time. Where possible, seek to understand what matters to you…and let your recruitment consultant know your job search priorities!



Sustainability + staff retention

A focus on sustainability could increase employee retention rates for younger professionals…

Thankfully, topics such as recycling, sustainability, and climate are now well and truly in mainstream discussion. The public has voted the environment as the ‘third most pressing issue facing the nation‘ in a recent YouGov poll.

Brexit and health top the list. However, those in the 18 to 24-year-old age group actually place the environment as second behind Brexit (almost 1/2 of this group prioritise environmental concerns, versus 27% of the population as a whole).

So it’s not surprising to hear that younger professionals would like to see a greater environmental focus at work.

Exploring core priorities:

The article also explores a number of priorities regarding the work setting itself.

Ideas for individuals, employers and managers wanting to do more to support sustainability… 

  • Cultivating Capital has a list of 25 tips to help create a greener workplace. While an American post, it houses multiple ideas that could easily be adopted in the UK. Why not be the person that suggests some of these strategies in your business? Not only would this offer clear company benefits, yet it’s the sort of personal achievement that shines on your CV.
  • Business owners will also want to read all about the ‘environmental taxes, reliefs and schemes for businesses’ available via the gov.uk website.
  • For further inspiration, articles from the likes of the Telegraph and Forbes detail how some companies are achieving excellent environmental progress.
  • If your existing employer isn’t open to green initiatives, there may be another company that more closely fits your values. Don’t forget you can always ask more about an employer’s sustainability efforts and objectives during the recruitment process.

To explore openings in Bath and the surrounding area, please visit our jobs page. You will have the opportunity to ask more about recruiting companies if your CV is selected for possible submission. This is just one of the many benefits of working with an accredited recruitment agency



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!



Wellbeing is higher among older employees

There’s some good news ahead, as older employees experience greater workplace wellbeing…

One large-scale study – conducted on more than 10,000 people across 131 countries and over the course of three years! – shows that workplace wellbeing increases ‘progressively’ with age.

It’s the employees in the oldest category (workers aged over 65 years) who represent the greatest levels.

What’s contributing towards this?

Factors such as office culture and the participants’ gender appear to hold minimal influence on these findings.

Conversely, strong workplace relationships highly correlate with wellbeing outcomes. Individual personalities also make a difference.

Employers can benefit from these findings by introducing cross-generational mentorship programmes, according to the study’s authors at Myers-Briggs. It’s additionally argued such an approach could increase engagement and retention levels.

There’s still room for improvement:

Let’s not forget the rest of our workforce. As much as it’s great to hear that we could all grow increasingly happy and well at work over time, who wouldn’t like to feel better now?

Alongside considering introducing and/or participating in mentorship programmes, and building our relationships with our colleagues, we need to look at how else we can improve our wellbeing levels.

These 4 simple workplace wellbeing techniques taken from news reports offer a good starting point.

Returning to the Baby Boomers…

Alternative research finds that 49% of Baby Boomers (those with 1946 to 1965 birth dates) report ‘average to very poor’ work-life balance.

In this case, Gen Z workers (born post-1995) reflect the best levels with 63% selecting ‘good to very good’.

Respondents think flexible working options are the primary route towards increased work-life balance.

So, perhaps even the older employees’ wellbeing levels can receive a further boost through the promotion of such opportunities.

If your lack of job enjoyment is starting to impinge on your sense of workplace wellness, it’s an excellent time to review your options



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.