Faltering motivation levels hits third of workers
Nearly one in three UK employees lack motivation in their current role, with 43% planning to leave within a year. Key demotivating factors include unreasonable workload, feeling underpaid, and lack of career development support.
Salary freezes as economy slows
More than 30% of organizations are freezing or considering freezing base salaries due to economic slowdown, according to a Hay Group study of over 1,000 companies. The survey also found that 15% are freezing salaries for all employees, while 20% plan to freeze or reduce staffing levels in the near future.
Pregnancy gives candidates the wrong start
A survey reveals that 76% of employers would reject job candidates if they knew they were pregnant within six months of starting. Over half of bosses consider pregnancy likelihood before hiring, a practice that violates sex discrimination law and has led to increased tribunal cases.
Salary fails to engage managers
Managers are motivated by challenging work rather than salary, according to a new report. However, organizations prioritize performance-related pay as the top motivator, creating a disconnect between what actually engages managers and employer strategies for motivation.
Look after your employees and they will look after you
Sickness absence costs organisations significantly, with the average cost reaching £659 per employee annually. Employers can reduce absence through proactive health and wellbeing initiatives, including stress management services and early intervention programmes that keep employees engaged and productive.
Playing to strengths? The brighter side of performance management
Positive psychology in performance management focuses on workers’ strengths rather than weaknesses, helping build self-esteem and productivity. Companies like BA and Unilever are adopting strengths-based approaches that encourage diversity and foster cultures where employees can be themselves at work.
HR tip: Does raising standards require new contract?
When restoring work standards after a supervisor’s departure, new contracts aren’t required if employees return to their original duties and performance levels. Contract renegotiation is only necessary when introducing new duties or raising performance significantly above original expectations.
Web conferencing: A helping hand
Web conferencing helps HR professionals streamline recruitment, training, and employee communication while reducing costs and time demands. Successful adoption requires proper introduction, executive buy-in, user training, and strong IT support to overcome resistance to change.
HR in the real world
HR affects every department, not just recruitment. Business managers need to understand employment law basics—including notice periods, holiday allowances, and anti-discrimination protections—and adopt strategic workforce planning rather than reactive hiring practices.
Skills Q&A: Ensuring a competitive edge
A food manufacturing business facing increased demand can boost productivity without costly machinery expansion by investing in workforce skills training. Better-skilled employees work more efficiently and are more motivated, helping meet larger client orders while maintaining service quality across existing accounts.
‘Deadly’ cultures are destroying organisations
Organisations are creating “deadly cultures” that discourage employee engagement by appointing the wrong leaders, according to research by Professor Beverly Alimo-Metcalfe. Effective leadership requires humility and fostering collaboration rather than individual heroism, while enabling talent development and meaningful work.
Coaching a ‘challenge’ for organisations
Implementing coaching effectively within organizations remains a significant challenge for learning and development professionals, according to CIPD research. While 71% of UK employers use coaching, many rely on trial and error without clear strategies to maximize its impact and value.
Job figures defy gloom
Employment rose by 152,000 to a record 29.51 million in the latest quarter, with joblessness falling 39,000, yet economists warn official figures mask weaker hiring intentions and potential job losses ahead.
Tax blow for low-paid workers triggers union call for help
The Trades Union Congress is calling on the government to help 5.3 million low-paid workers affected by the abolition of the 10p tax rate, which costs them approximately £550 million annually. The TUC proposes funding compensation by closing a tax loophole used by wealthy individuals.
Supermarket giant launches degree
Tesco has launched a foundation degree in retail management delivered by the University of the Arts London and Manchester Metropolitan University. The program combines workshops, work-based learning, and online tutorials for employees seeking qualifications in the retail sector.
Can equal treatment be temporary?
Labour MP Andrew Miller’s private members bill seeks equal treatment for temporary and agency workers, reigniting debate over whether such protections could damage the staffing industry while addressing pay and benefits disparities.
Olympics minister fails to raise the skills game
Olympics Minister Tessa Jowell has been criticized for failing to address skills shortages in the construction industry ahead of the 2012 Games. Industry leaders argue her calls for a “recruitment revolution” lack substance, and contend that meaningful change requires grassroots approaches like vocational training and educational bursaries for women, rather than top-down directives.
Redundancy: Getting it right
Effective redundancy requires clear communication from the start, transparent selection processes, and comprehensive support including outplacement services and careers counseling. HR should schedule individual meetings early in the week, provide written information, and ensure trained staff handle sensitive conversations with empathy.
Resigned or dismissed? How the law sees it
When an employee is forced to choose between resignation and dismissal, the law determines which actually occurred based on causation. If the resignation resulted from a threat of dismissal, it’s legally treated as a dismissal; if motivated by negotiated terms or other factors, it remains a resignation. Employees must prove the threat was made and caused their departure to claim unfair dismissal.
Ask the expert: Flexible working requests
Employers can refuse flexible working requests on prescribed legal grounds, including business cost, customer demand, and staffing issues. Disgruntlement among other employees alone is insufficient reason to deny a request, though operational impacts may justify refusal.
