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!



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



Job acceptance regret

Have you ever experienced job acceptance regret? This sentiment is growing among professionals…

Our first news finding relates to Gen Z job-seekers (those with birth dates ranging ‘from the mid-1990s to the early 2000s’). However, you’ll see that the problem is far from exclusive to this age group.

New findings reveal that…

  • 40% of Gen Z candidates have experienced job acceptance regret – and would not ‘repeat their decision’ if offered another opportunity.
  • Alongside this, 51% cannot foresee an extensive career with their employer.
  • 1/3 of candidates actually plan to resign from their role within a year.

So what’s causing this regret?

The article doesn’t cite why the respondents have experienced regret. Yet it does call on employers to improve their understanding of this age group. Within this, a number of core employee priorities are discussed:

  • Development opportunities: allowing employees to continually update their skills and feel ‘relevant’ to the changing business landscape.
  • Flexible working opportunities and a healthy work-life balance.
  • Meaningful connections with their managers and teams.

What about other groups & your expectations?

As mentioned, it’s not only Gen Z job-seekers that have felt some level of job acceptance regret. Another study suggests that the failure of a job to meet expectations could be contributing to this issue. 48% of employees of all ages have left a position as a result of this. The disparity between expectations and reality was largely attributed to:

  • Differing job responsibilities (59%)
  • The ‘working environment’ (42%)
  • Working hours/shift patterns (35%)
  • And salary or benefits packages (29%)

Advice for candidates & employers:

It’s great that we have access to this sort of data as it helps us make better decisions, whether we’re looking for jobs or to create our teams.

Candidates: 

  • There’s always going to be the chance that a job differs from your expectations. Yet it’s helpful if you identify some of your hopes and priorities early in your job search.
  • Let your Recruitment Consultant know what matters most to you. Not only the jobs you’re looking for, yet the environments you work well, in and the salary package that you hope to achieve. Be honest with yourself. For example, don’t fool yourself into thinking you’d be happy to work alone in an office if you truly thrive off of a team setting.
  • Use your interviews as the opportunity to find out more about a typical day in the role and to get a sense of the business culture.
  • Try not to feel pressured into accepting a position if it’s ringing alarm bells. Consider all options: remaining in your existing role until something more suitable arises (if applicable/possible), considering temporary or contract work, and continuing your job search.

Employers:

  • There are two primary aspects to consider here: improved staff attraction and employee retention. They happen to be intrinsically linked.
  • You can have the ‘best’ staff attraction approach yet if the reality doesn’t meet expectation, you’ll experience high turnover rates. It’s about tapping into more of what employees value to both attract and keep your team.
  • Furthermore, the more honestly you can depict the role, the more likely you are to attract the right person to fill it. It’s better to have fewer highly suitable applicants than to feel forced into extending a job offer to someone who won’t be the best fit.
  • You can also use interviews to go beyond a candidate’s skills and into their values and attributes.
  • Work closely with your Recruitment Consultant to attract the right people for your roles. Call the office for further support on 01225 313130.


What’s most important right now?

What’s most important to you – your job and salary or your social and love life? 

It appears that most British employees select the former, prioritising their work and income ahead of their relationships.

Looking at the stats…

  • 54.7% of British people say their work life is most important right now.
  • 13.8% of respondents prioritise their social group.
  • And only 12.3% place their love life above all else.

Sadly, despite this focus, only 17.2% of employees are in their ‘dream job’. In fact, very few people have achieved their broader goals. You’ll find more stats regarding this here.

Really considering what’s most important…

A few questions come to mind as a result of these findings:

  • If you’re among the 54.7% that prioritise their work life, what is it that you’re specifically aiming to achieve? Is there a set role, salary or path that you’re working towards? Of course, it could be the case that you simply derive more enjoyment from your work life than other aspects of your lifestyle at this time.
  • Whatever your goals and priorities, consider whether your current (or most recent) job sets you on the right track to achieve them. There might be another job role that gets you closer to your aims.
  • Do you know what’s needed to get the job you want? Keep looking at job specs to see what employers are looking for. Also, let your Recruitment Consultant know your priorities and what you’re working towards.

Never forget the value of being a ‘well-rounded’ candidate. Employers are impressed by those that can bring additional skills to their team. The ability to forge effective relationships is a powerful attribute.

Where possible, work towards a blend of both – a positive work focus alongside a healthy social life. Your priorities will naturally shift at different points in your career; you’ll also need to find the right blend for your needs and personality.

Visit our jobs page to get a better idea of what local employers are looking for.



New mother retention rates & more parental news

Should companies publish their new mother retention rates? Some MPs think so, in order to reduce discrimination levels. There’s also talk of fathers facing discrimination within the latest news for working parents…

The publishing of new mother retention rates

Source: Personnel Today

  • The Women and Equalities Committee is in favour of increased support for new parents – including extended legal protections regarding ‘redundancy for pregnant employees and new mothers’.
  • In addition, they’re calling on the government to take greater action to support parents. They suggest that larger employers should publish their new mother retention rates 12 months after they return to work, as well as 12 months following a flexible working application.
  • It’s not the first time the group has made such recommendations. They follow ‘shocking stories of workplace discrimination’ with concerns surrounding the ’emotional, physical and financial impact on women’.

Many UK working fathers face discrimination 

Source: HR Review

  • 44% of dads say they’ve experienced discrimination after taking up their right to paternity leave or shared parental leave.
  • 1/4 of fathers have received ‘verbal abuse or mockery’ as a result of their choice.
  • More than a third (35%) additionally perceive a negative career impact – such as job loss (17%) or demotions (20%).
  • This may be contributing to a culture of white lies, in which fathers feel unable to be upfront about their ‘family-related responsibilities.’

Could one prominent paternity leave programme make a difference to many more dads?

Source: People Management

  • O2 is increasing its paid paternity leave programme to 14 weeks for permanent team members – while also ensuring that same-sex couples and adoptive and surrogate parents are all included.
  • This policy will be extended to retail workers as well as head office employees, which puts O2 ahead of many of its retail counterparts.
  • While it’s acknowledged that these policies are largely offered by big corporate business, the competitive advantage will likely cause other companies to follow suit. Consequently, we may see reductions in stigma and discrimination.

Leaders need to support flexible working for parents

Source: Personnel Today

Offering flexible working alone is not enough to support working parents, according to ‘The 2019 Modern Families Index: Employer Report’.

Instead, business leaders should look to more actively celebrate the benefits of flexible working. While also helping to reduce the pressure parents feel when considering their working options.

The report suggests employers can make flexibility ‘visible’ from the top tiers of their companies – and educate their employees on how colleagues achieved senior positions through flexible working.

Perhaps this will help to improve the current stats, which show that:

  • 2 in 3 people are finding it ‘increasingly difficult to raise a family.’
  • Only 1/4 of working parents feel they’ve struck the ‘right balance between work, family life and income’.

Looking for a job that better suits your needs? Visit our jobs page



Is a 4-day week the future norm?

Could a 4-day week become the new ‘norm’ for employees and help solve the nation’s working challenges? This is the core theme of multiple HR and recruitment news features published within the past fortnight.

Living in the overtime capital

The UK has sadly earned itself the moniker of ‘unpaid overtime capital of Europe.’ The average full-time employee now works around 6.3 hours of unpaid overtime weekly. This amounts to £5,000 per person each year, according to ADP research data.

You could assume this means we’re flying ahead in the productivity stakes, however, the opposite is true. What’s more, our culture of overwork could actually be at the root of this problem.

  • It’s said that the Danes are ‘23.5% more productive per hour,’ despite the fact they work 4 hours less each week.
  • The Republic of Ireland is also 62.7% more productive, yet works less than 40 hours per week. The UK averages 42 hours.
  • Apparently, if changes aren’t made, ‘it would take 63 yearsfor UK employees to receive the same amount of leisure time as the rest of Europe.

Employees call for a 4-day week

Alongside the productivity issues, UK professionals are also feeling increasingly stressed. More than 1 in 3 people feel more stressed than they did just two years ago. The respondents suggest this is due to:

  • Increased workloads (66%)
  • ‘Changing relationships’ at work (30%)
  • Not having control over their work (27%)

On being asked what would help lower their stress levels, the participants said:

  1. A 4-day working week (Almost 1/3: 30%)
  2. Greater management support (25%)
  3. Reduced responsibilities, or other work changes (13%)
  4. Stress management training (6%)
  5. Regular exercise (5%)
  6. Not receiving work emails outside of their contracted hours (5%)

Various views on the 4-day week

It’s suggested that technological advances should make a 4-day working week feasible. Yet some employers and employees have their concerns…

  • Businesses worry about paying the same salaries for reduced workloads and professionals fear that they’ll end up working fewer days yet even longer hours. Others worry that they’ll have to squeeze their existing workloads into a briefer timeframe.
  • Several examples are provided in the above-linked piece. One of which is a Surrey-based trial in which employees will work an extra hour a day in order to shorten their working week to four days/32 hours for full-timers. The workers’ stress levels will be compared at the end of it. It will be interesting to see whether the longer days/shorter weeks outweigh the associated concerns.
  • One German-company has taken a different approach: reducing each working day from eight hours to five. They say this has resulted in reduced stress and improved work-life balance. They have, however, had to implement some practical changes to help employees manage their workloads. This included reevaluating ‘social media usage and finding weekly routines’.

In conclusion…

While it doesn’t appear that 4-day working weeks will become the imminent norm, don’t be surprised if you see more UK employers experimenting with this notion. In the meantime, are there any jobs that more closely match your working priorities? For example, those with reduced commutes or more favourable hours or shifts, flexible working opportunities and other lifestyle benefits.

We’ll be sure to keep an eye out for future updates regarding this topic/how the Surrey study turns out! As well as sharing such updates via our news feed, you can also follow us over on Twitter, Facebook and/or LinkedIn.



The average weekday morning routine

What does your weekday morning routine look like? If it features alarm snoozing, multiple cups of tea, and a few cross words (unsurprisingly that’s angry words rather than puzzles!), you’re very much in line with the average Brit…

As a nation, each workday morning we:

  • Snooze our alarms five times
  • Consume two teas
  • Swear four times before 9 o’clock
  • Have at least two rounds of ‘cross words’ with our partners
  • And break up two or more fights between our children
  • We also hunt for both our mobile phones and keys twice over before leaving the house

This is all according to research conducted by Dunelm. You can compare your morning against the rest of the nation’s data in this recent HR News post.

How media features in our morning routine:

The article also cites some fascinating details when it comes to how else we’re using our time. Collectively we…

  • Spend 3 million hours ‘browsing social media’ from the bed, bathroom and breakfast table.
  • Respond to 97 million emails before we’ve even got up.
  • And watch 16 million hours of morning TV.
  • Breaking this down into minutes, the average working person spends 6 minutes on checking their work emails and another 6 minutes on posting to social media from their beds. Yet we only allow 7 minutes to eat breakfast (with more than 1/4 doing this while rushing around the house). That’s also less time than spent on styling one’s hair and reading the online news.

The morning mood…

A number of potential ‘morning downers’ are identified, including missing public transport, traffic jams, arguments, and not knowing what to wear, among others.

With all the stats combined, it’s no wonder that more than 1/4 of professionals feel stressed as soon as they wake up, with 76% of people finding weekday mornings worst of all.

Are there any solutions?

Weekday mornings are always going to present their challenges, especially for anyone with additional caring responsibilities or health needs. Anything you can do to manage your stress levels is going to help improve your morning routine. Or, at least, how that routine makes you feel!

Prepping whatever you can the night before, prioritising sleep, and avoiding the lure of social media first thing in the day could be a great place to start.

Alongside this, ask yourself whether there’s anything else contributing to your morning stress load. It’s said that 97% of people are frustrated in their work. Frustration can lead to nitpicking (and an all-around shorter fuse with those around you!) as well as more of a desire to procrastinate.

If job frustration is ruining your morning routine, and the rest of your working week, why not take a look at the latest job vacancies?



Are you suffering from vocation frustration?

UK office workers are suffering from a serious case of vocation frustration, says a recent Staples report…

The report, available in full on the Staples website, opens with a description of how most people want to feel. When office life runs smoothly and “it all just works”. However, it soon explains that the national workplace presents a far more frustrated picture.

An ideal situation:

  • 89% of people look to feel fulfiled in their jobs. Professor Sir Cary Cooper of the Alliance Manchester Business School states that both “the physical and psychological environments are critical to achieving this.”
  • 2/5 of professionals additionally want to ‘feel like a boss’ regardless of their job role.
  • What’s more, 83% wish they could head home after work feeling they’ve ‘made a difference.’

The realities of vocation frustration:

  • Sadly, the above aims don’t ring true for many office workers. 97% of people report to feeling frustrated in their jobs!
  • It doesn’t take long to feel this way; 37% grow frustrated in a new work setting within just six months.

This frustration causes…

  • 89% of people to consider changing jobs. 10% report to ‘constantly’ thinking about this.
  • 35% of people moan to someone else.
  • 24% dream up a beach escape!
  • And 22% head straight to job advertisements. You may well have already visited our jobs page before reading this post?!

The Staples report goes on to highlight more on the link between the physical environment and a sense of fulfilment, alongside productivity, positive mental health and staff retention.

This topic may feel familiar to anyone who read our previous article on creating a happy workspace, which features a separate Staples report.

If you’re constantly feeling frustrated at work, it might be time to have a chat with a recruitment consultant who specialises in your industry. The REC website has a Member Directory to help you find reputable recruitment agencies in your area. 



Are you married to your job?

Does it feel like you’re married to your work? If so, you’re among more than a ¼ of British employees who feel this way…

Research led by Perkbox (and shared by Recruiting Times) shows that:

  • 45% of people routinely work more than an hour beyond their standard day – with weekends included.
  • Almost ¼ have cancelled a personal commitment, such as a date or a party, due to their work.
  • 1 in 10 say that being married to their job has caused a relationship breakdown.
  • 30% of respondents feel “like they’re always at work, even when they’re at home”.

Technology once again bears some of the brunt of the blame. 70% of employees have received out-of-hours communications via email, text or phone call. 25% even think they send more messages to their colleagues or boss than they do their friends.

A number of health implications are additionally discussed. These findings support People Management’s report, which states that: ‘always on employees are more engaged but also more stressed.’

An overworking culture…

The Perkbox study only has 2,000 respondents. However, it closely reflects wider research. For instance, the TUC’s exploration of 5 million UK workers. This reveals that a total of £2 billion worth of unpaid overtime was undertaken in 2018.

While acknowledging that many people are prepared to work some overtime when needed, the TUC suggests that there are employers who are taking advantage of their teams. As a result, they’re calling for new rights that will make such employers more accountable.

Once again, the health impact of these working practices is discussed, alongside the reduced productivity that results from a culture of overwork.

Appearances may be deceptive!

Over on HR Magazine, a separate report explores the productivity issue in more detail. This post cites research from Maxis Global Benefits Network, which found that 79% of UK office professionals work an extra three days of overtime each month.

  • 79% of people also report to a ‘desk time’ focus, meaning that they’re ‘expected to be seen at their desks’ most of the time.
  • It may be thought this would boost productivity. Yet, conversely, many employees (almost 1/3) are spreading out their workloads to appear more productive than they truly are.

You won’t be surprised to hear that this article also finds a connection between long working hours and anxiety, stress and poor work-life balance.

So, is it time to divorce your job?!

If you’re no longer enjoying your work, or you feel it’s having a negative effect on your personal life, you may want to reconsider your options. Review the latest jobs and be sure to discuss your priorities with your recruitment consultant.



Working parents news roundup

There are have been a number of new articles regarding the challenges faced by working parents…

The part-time penalty

Source: Working Families & Bright Horizons

Our first news source cites stats from the ‘Modern Families Index 2019’. Both the summary and full edition reports are available for free download.

Working Families and Bright Horizons Family Solutions founded this annual report in 2012. The index explores how UK parents ‘manage the balance between work and family life.’ So what did this year’s index show?

  • Part-time working parents have a 21% chance of a workplace promotion over the next three years. This is compared to the 45% chance for full-time employees.
  • Mothers tend to have to wait two years more than fathers for promotions, which is largely due to the fact that more mothers work part-time hours.
  • Working parents are facing vast workloads. 78% work more than their contractual hours. 60% say this is due to their high workload, while 52% attribute it to the company’s working culture.
  • Flexible working opportunities are far from meeting demand. 86% of parents wish to work flexibly, yet only 49% currently do so.
  • Out of work, parents are finding their relationships and home life are being negatively affected. They’re struggling to find sufficient leisure time for their children (47%), their relationship with their partner is being impaired (48%), and these pressures are even sparking arguments with their children (28%).
  • Additionally, 47% of parents feel that work-life boundaries are being ‘blurred by technology.’

Further stats detail concerns regarding the physical wellbeing impact in terms of sleep, exercise and diet.

Both the government and employers are being called upon to help ease some of the pressures described.

Childcare as a barrier

Source: Personnel Today & Travelodge

Of course, there are also many parents who long to be working parents yet are struggling to find suitable employment. Research finds…

  • 86% of unemployed parents ‘want to return to work’.
  • 67% would like the chance to move up their career ladder.
  • However, 61% have lost confidence as a result of their career break.
  • And 59% say it is a challenge to find work that suits their school run schedule.

Personnel Today also share a number of insights regarding the personal motivations to return to work.

Facilities lacking

Source: Personnel Today & Slater and Gordon

Breastfeeding mothers are also facing additional workplace challenges.

  • 56% of women have been forced to express milk in unsuitable places, from the staff room (18%) to their car (14%), and even their desk (11%).
  • 70% of businesses have not discussed this matter with their employees prior to their return from maternity leave.
  • And 29% of employees feel too embarrassed to raise the topic.

A number of consequences are discussed in the piece, which also highlights the stress and anxiety experienced by breastfeeding mothers.

Safety concerns are also raised owing to the fact that the milk is not always expressed in a hygienic setting.

Any parents affected by issues relating to childcare or employment rights, or those who simply wish to understand more about the benefits and tax credits available to them, can visit the Working Families website. The organisation also offers a helpline service. 

To see our latest vacancies, please visit our jobs page.