Tag: Employee satisfaction

  1. The benefits of flexible working for employers

    It’s widely recognised that flexible working can benefit everyone, not just employees. So it’s important that organisations not already offering it as standard consider adding policies that offer greater work-life balance into their business model.

    Common types of flexible working involve working from home, working part-time, job sharing, working compressed hours or a combination of these things.

    Here are some of the benefits of flexible working for businesses:

    A boost to employee morale

    Giving your staff flexible hours or the ability to work from home could be a real game changer for them. It will allow them to: better meet the needs of their family; reduce the costs of commuting; and feel more empowered about their professional life.

    All of this will have a positive impact on employee morale, which in turn will mean a boost for productively within your business.

    It reduces employee turnover

    Staff will be more inclined to stay in a job where they have the flexibility to work in a way that suits them. This means you, as the employer, retain top performing employees and spend less effort on training up new recruits.

    It increases diversity

    Flexible working will help you grow a more diverse work force. Employees with family or health conditions that mean a nine to five job is impossible for them to hold down will find they have a place in your business. With them they will bring a mix of skills and experience that will enrich your workplace.

    It enhances your reputation as an employer

    The best job candidates look for employers who can offer them something more than a stable job and a decent wage. They want to know your flexible working policies and whether these can help them balance work with their personal life.

    Promote the fact you allow flexible working and your reputation as a good employer will attract top candidates.

    Save resources

    If you manage it correctly, offering flexible working to your staff will mean long term savings for your business. Employees who work from home for a few days a week could share a desk and the costs of heating, lighting and equipping a large office with IT could be reduced.

    What about the disadvantages?

    Of course, the benefits of flexible working have to be balanced with a few disadvantages:

    • Some employees may not work well without supervision
    • There are jobs that can only be done in your usual place of work
    • There will be some initial cost implications for setting up IT for remote working.

    All of these things will be specific to your individual organisation but are worth bearing in mind when setting up flexible working.

    If you are looking to recruit within your affordable housing business then we can help. Ocean Edge has nearly 20 years experience helping the affordable housing sector find the top candidates.

    We have teams in Southampton and London who are ready to help you recruit to your organisation. Find out more about our recruitment consultancy services or call 023 8000 1153 or email info@oceanedge.biz.

  2. How to create excellent working relationships with your team

    Staff looking happy at workDid you know that half of people quit their jobs because they have a poor working relationship with their boss? You don’t need to be everyone’s best friend, but you don’t want to lose stars from within your business by taking your eye of what’s important to them.

    If you want to avoid being the reason why your best employees quit, then here’s how to keep them onside:

    Communicate

    Speak with your team and the individuals within in it regularly. This might be through team meetings, one-to-ones or ad hoc events to update everyone on things happening within the business.

    The more available you are for your team the less likely they are to bottle up issues or feel isolated from the management of the organisation.

    Foster skills

    No-one wants a job where they feel their skills are being overlooked. This breeds unhappiness and dissatisfaction, which could lead to good employees looking elsewhere.

    Play to your team’s strengths; create new roles where staff can focus on what they do best and then use this to your business’ advantage.

    Recognise and manage personality clashes

    People feel more satisfied at work if they have at least one friend among their coworkers. On the flip side, if there is one person making their life a misery it could be reason enough to quit.

    Keep a look out for personality clashes within your team and work with these individuals to manage their relationship. Getting human resources involved at the right time will help to give a neutral and balanced view on how the relationship can be mended.

    Empower your staff

    You will feel the benefits of a trusting work relationship if you give your team the freedom to suggest new projects and decide how they are going to work, whether that’s flexibly or from home.

    Staff will work harder when they are empowered to make their own decisions. And they will have more respect for you as their boss.

    Recognition

    Don’t let good work go unrecognised. Giving praise and reward where it is due is not just a motivator for the individual concerned, but also for the whole team. Staff are less likely to move on if they know their efforts are appreciated in their current job.

    If you take maintaining the talent in your business seriously, then also read our blog post about the ways to retain top employees.

    Are you an employer in the affordable housing sector? Ocean Edge can help you grow your team. We have offices in Southampton and London offering recruitment consultancy services.

    For more information about how we can support your organisation get in contact: call 023 8000 1153 or email info@oceanedge.biz.

  3. How to develop future leaders in your business

    Team brainstorming in meeting - future leadersGood leadership makes for successful organisations. This is because well led employees are more motivated and productive. They deal better with change and are more likely to be satisfied in their roles. So when a gap appears in your leadership team how can you develop future leaders to help move your business forward?

    There is no doubt that some people are more naturally predisposed to leadership roles – they seem to have what it takes to be a leader. You may have spotted these people in your business already.

    But it is also possible to create leaders within your organisation with the right investment. Here’s how:

    Lead from the front

    Leadership starts at the top and filters down. An organisation that has clear objectives and a strong ethos delivered by a dynamic senior management team is far more likely to create leaders from within.   

    Identify potential

    It’s important to recognise individuals who have a natural aptitude for inspiring others to get things done. These are the future leaders of your organisation.

    Carry out annual appraisals, recognise those who go above and beyond their job specification, and reward this behaviour. This will motivate your high performing staff and keep them loyal until the ideal leadership opportunity becomes available.

    Understand and harness different leadership styles

    There are many leadership styles. Some leaders work well in a crisis; others to achieve long term aims. When identifying potential leadership talent it’s worth remembering two different approaches can work equally well. Having leaders with range of different styles can enhance an organisation.

    Set up mentoring

    Having identified those with potential, it’s important to invest time in them to prepare them for increasing levels of responsibility. Providing a mentor – a role model who has already succeeded – may provide the support and motivation they need to take on larger challenges.

    Coaching them and monitoring their goals will also provide a road map to guide the potential leader along their journey.

    Invest and develop

    Leadership skills can be learnt. There are a huge range of courses and training opportunities that can be explored, such as task-based leadership activity days, mindfulness and personality awareness, and even academic study.

    Talk to the future leaders in your organisation to see what type of development they would prefer and which they think would be of benefit to their team. Investing in their potential at the right time will help you retain your top staff.

    Provide challenges and take calculated risks

    Leaders flourish in difficult situations. Be sure to empower them to make decisions and trust their abilities, allowing them to achieve their own successes. There may be a big project coming up in your business that needs someone to spearhead it – this is the ideal opportunity for a developing leader to step up.

    Ultimately they will become the mentors and role models for the next generation of leaders in your organisation.

    Find out how a specialist recruitment agency can help you find the best employees to grow your business.

    Ocean Edge offers recruitment consultancy services to the affordable housing sector. For more information about how we can support your organisation with external and internal recruitment get in contact: call 023 8000 1153 or email info@oceanedge.biz.

  4. 5 ways to retain top employees

    Hand shake Keeping your top performing staff can have a multitude of benefits for your business. They know your organisation; their success is your success; and retaining employees is much more cost effective than endless recruitment.

    So what can you do to stop your best team members looking elsewhere? Here are five ways to retain top employees before it even crosses their minds to scan the internet for new jobs.

    Give them recognition

    Having a staff reward scheme or offering top performing employees perks not only makes them feel valued, it’s also a great motivator.

    Make sure everyone is aware of the scheme and the potential rewards for excelling within your business to spread the incentive to do well. This might include gifts, a cash bonus or holding a staff party.

    Offer flexible working

    Top performers within your business are likely to be putting in their fair share of hours. However, this isn’t always sustainable and may demotivate them in the long run.

    Offer them flexible ways of working in order to gain days back or carry out their hours at a place or time to suit them. Home working, four day weeks and time off in lieu are all options to consider.

    Offer more time off

    Giving your top employees greater work-life balance can be more valuable to them than a pay rise. Extra time off might come in the form of a sabbatical or performance related additional annual leave.

    Invest in them

    Talk to your star employees about their career direction and what training they might need to help them achieve their goals.

    Adding to their skills base will give them job satisfaction and make them feel valued within your business. You will also benefit from their new knowledge and enthusiasm.

    Make sure their salary is competitive

    Money isn’t the be all and end all for every employee, but knowing that they are receiving a fair pay packet for their efforts and expertise will make them more loyal to you.

    Benchmark the salaries you are offering employees against others within your industry. If yours fall short then it’s time to consider a pay review.

    If you would like further advice about how to retain top employees or are looking to recruit high performing staff to your business then we can help. Contact us at Ocean Edge by calling 023 8000 1153 or emailing info@oceanedge.biz