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Jamie Lawrence


Insights Director

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Bring your business into the 21st century


Find out more ways to improve your workplace wellbeing with The Ultimate Wellbeing Toolkit – a practical learning hub brought to you by financial protection specialists Unum, designed to equip HR professionals with the skills and knowledge they need to show employees that they are valued.

Establishing a balance between work and private life is a hot topic now that the right to request flexible working has become law. Allowing staff to work in ways which fit their own individual needs impacts on how a business runs.

With this in mind, it’s worth all businesses using this moment to think about how they can adjust their working practices to stay on top of the changing requirement of a 21st century workforce.

1.  Gather feedback and empower people  

Finding out what matters most to staff is important, if businesses are to engage and motivate their workforce. Employers should ask for feedback from staff on how they work best and give them control over their work. [Doing so can empower employees to examine how to carry out their jobs more effectively] – insert hyperlink to Module 1 download page. This could be done by setting up a suggestion box for employees to find ways in which their own work could be simplified, or by encouraging staff to bring their own devices to work to improve efficiency. By providing employees with the option of making changes to their day-to-day working practices, you can help motivate employees and can help create a long term culture of trust with minimal cost.

Gathering feedback can help to gauge how employees feel about their workplace and, can help to also uncover any pressure points which may cause them to feel stressed or unsupported. Employee Assistance Programmes can offer additional help to individuals, such as counselling, and are often offered with Group Income Protection policies at no extra cost.

2. Encourage and implement flexible working

To get the best from people, businesses need to think about ways of working which fit in with both their needs and the company’s. In today’s working environment, giving employees a level of choice in how, when and where they work is a valuable staff benefit. For instance, helping out an employee with dependents by giving them flexibility to work from home or carry out work during flexible hours is a way of demonstrating trust and reducing the conflict between an employee’s work and personal life.

As the right to request flexible working is now a law, companies need to address the needs of their workforce and make appropriate preparations in order to stay ahead. This can be achieved by taking advantage of what new technology can offer, and building the flexibility into workplace culture and the space itself. However, be aware of how this affects employee’s expectations around working hours. An ‘always on’ culture can actually hinder productivity and lead to increased stress levels.

3. Help staff develop

In today’s multi-generational workforce, companies can get into a rut of assuming the older workers must take on the role of educating younger generations. This can be demotivating for more experienced employees, as they may feel they have stopped learning at work. Providing equal opportunities for all employees to develop at work is crucial for boosting employee motivation and retaining top talent.

Equally, it’s important to remember that not all staff may be as ambitious as we might want them to be. Line managers should keep lines of communication open to understand how employees would like to progress and, if relevant, give them the opportunities to do so. This can range from providing staff with coaching and mentoring opportunities to learning new skills to help them develop their current role. You could also consider offering the option of job swaps and paid work experience to let employees explore other areas of the company they are interested in.

4. Review your company culture

Take an honest look at your current company culture, and consider what changes you want to make to your business. Identify any barriers that may be getting in the way of fostering trust, wellbeing and engagement. Don’t forget to think about the role played by your line managers, your working practices and the specific needs of your workforce.

It is often the case that improving the collaboration and feeling of teamwork in your company will have an impact on employee satisfaction and wellbeing. People need to feel included in the workplace and connected to their team. Otherwise this can affect how productively they work. With increased remote and home working, businesses must strengthen and build connections with employees to ensure they remove any feelings of isolation. Consider what sort of team building activities you can do to encourage collaboration between employees and help staff have a clear sense of purpose. This could be as simple as having an email brainstorm to encourage staff to think creatively and bounce off each other’s ideas.

Now is the perfect time to think about how to implement new working practices that address the needs of today’s more diverse workforce. It will also make a difference to the company’s reputation in the long run, as offering employees these opportunities is a useful way for businesses to compete for the best talent with larger firms, who may be able to offer higher base salaries. Providing employees with the option of taking on more responsibility for their work and career development, and allowing them flexibility around how and when they work are all ways to help a business become a forward-thinking company of the future.

Author Profile Picture
Jamie Lawrence

Insights Director

Read more from Jamie Lawrence

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