At the start of the month the CIPD published an incredibly interesting audit which looked at how the world of work has changed in Britain since 1952, the year the Queen commenced her reign.
As a HR professional it’s perhaps inevitable that I would be particularly curious about how the nation’s employment has evolved. But it’s only when you take the time to digest the report’s findings that you realise just how fascinating the facts really are. It’s easy to forget how much employment shapes our society.
One thing we should never neglect though is just how important the effective management of our workforce is. So many things have changed within employment for the better, yet we are faced with new issues and trends that present fresh challenges to overcome.
Britain on the whole is working much smarter, something no doubt aided by technological advancements and the ability to empower individuals and provide autonomy. Technology has also made it easier to adopt differing employment patterns, which has perhaps contributed to the increasing number of people now working part time hours or from home.
However it is reported that only a small number of employees would go the extra mile for their employer, so there is work to be done in heightening workplace morale. Stress levels have also risen which shows the need for line managers to remain in close communication with their teams to uncover the root causes of increasing pressures, and investigate solutions and manage absences accordingly.
It is important to make use of help – for example grants, training initiatives, apprentice schemes or technology systems – where available, because the world of work appears to have become so much more complex. Increased prosperity and productivity does not mean the abolition of inequality, unhappiness or unemployment so the eye can never come off the ball when managing what is our greatest asset.
