Tag: Employee satisfaction

1. Live well work well

   April 6, 2022 4:10 pm

   The rising cost of living is affecting us all (and our bank balances), and it’s also having a marked impact on the employment market; driving more people to look for a new job.
   With more candidates looking to change jobs, employers are having to do more in order to attract the best candidates and retain current staff.

   Benefits packages
   Job hunting isn’t simply about salary and take home pay. Employers are looking for new and innovative ways to improve quality of life for their staff; from offering home and hybrid working options to free food and coffee, healthcare and gym membership. The list of ‘extra benefits’ on job adverts is escalating as organisations compete to attract and retain the best people.
   Supplying employee benefits packages is a growing sector in itself. Perkbox – a global benefits and rewards platform – claims this helps to keep each employee happy, healthy and motivated, and that employee experience and wellbeing is now more critical than ever.
   Promoting mental and physical wellbeing at work have long been recognised as the foundations for a successful business as happy workers are more productive and less likely to leave their jobs or take time off sick.

   Financial wellbeing
   However, in today’s cost of living crisis, organisations are also looking for ways to support the financial wellbeing of staff. With more people worrying about money (and bringing those worries to work with them) it makes perfect sense to extend wellbeing strategies to help staff cope with today’s tough economic climate. The CIPD even suggest that all employers should consider implementing a financial wellbeing policy to let staff know where they can seek help if needed.
   Home working options certainly reduce petrol and travel costs, but may in turn increase utility bills or create the need for a better home broadband connection. Some employers are even offering to contribute towards these costs.
   Many organisations are waking up to the fact that financial wellbeing amongst staff makes good business sense. Providing employees with access to free or discounted professional financial advice helps people keep control of their household budgets as the cost of living spirals. It’s all about equipping staff with the tools to deal with concerns around debt, savings or expenses; daily worries we’re all experiencing that could affect performance at work.

2. How to win top talent with a workplace they can’t resist

   January 28, 2020 2:10 pm

   When the best job candidates are on the look out for new opportunities there’s a wide variety of things for them to consider before applying to their preferred employers. The company’s ethos, location and salary packages will all be in the mix. But let’s not forget the importance of the workplace too.

   A good workplace can make the difference between top talent thriving within your business or looking elsewhere to develop their career. Invest in your best employees and provide flexible working arrangements and this will make a noticeable difference to staff retention.

   As well as the culture of your business, it’s important to consider the environment. The best companies to work for in the UK don’t just have the right HR processes in place, they also provide spaces that people want to work in.

   Here’s some of the things you can do to turn your workplace in to one your employees can’t wait to get to each day:

   Invest in your IT infrastructure

   Having the right software and hardware to allow your employees to do their job will make your workplace a much more desirable place to be. When IT systems fail or are not flexible enough this can be a major frustration and will slow productivity.

   Provide excellent facilities

   Investing in non-business critical infrastructure like outdoor seating and socialising spaces will improve morale among your staff. You might also find these become informal collaboration spaces where employees who don’t usually work close together can meet to review shared projects.

   Some top UK employers, like Facebook and Salesforce, even offer free food and drink to their staff.

   Think about your environmental impact

   Working in an environmentally conscious organisation is becoming increasingly important to employees. Think about how you can save energy with smart lighting and heating systems that adapt to how the building is being used. This will also save you money.

   Make it fun

   Employees who enjoy the experience of being at work are more likely to be productive and loyal to their business. That’s why big name brands like Google, Apple and BrewDog invest in summer parties, gyms, chill out zones, and office spaces designed with flare.

   If you are looking to recruit within your affordable housing business then we can help. Ocean Edge has 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.

3. The benefits of flexible working for employers

   January 7, 2020 9:00 am

   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.

4. How to create excellent working relationships with your team

   December 9, 2019 2:30 pm

   Did 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.

5. How to develop future leaders in your business

   September 25, 2019 12:02 pm

   Good 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.