According to the CIPD’s latest Employee Outlook survey (from autumn 2016), the UK workforce remains more than a little unengaged with its work. The CIPD looked at four key engagement factors: how much influence people have over their own job, how well they feel their skills are used, how motivated they feel, and their willingness to put in extra effort. If we average out these four results to get a crude overall engagement score, only 30% of workers feel ‘engaged’ (it’s worth noting that
You think your employees are happy, content, satisfied … but how do you know? The latest CIPD/Halogen Employee Outlook report has just been published, giving an insight into the UK workforce’s satisfaction levels (63% are satisfied with their job, in case you’re wondering). Such formal survey exercises are common
Employment is a transaction, right? People go to work to get paid (to keep a roof over their head, food on the table, send the kids to university, etc.). Employers pay people to come to work. Simple. So, why the constant fuss about employee satisfaction and even, happiness? Put simply, happy employees are more productive … and a more productive business is more secure, more profitable, etc. In fact, a study by the University of Warwick actually put a figure on this: happy people are 12% more productive.
There are a lot of different types of employee absence: annual leave, sick leave, compassionate leave, study leave… but what if a member of the team is unexpectedly absent? What to do if they’re absent without leave, or AWOL? Here are the key steps to take:1) Assume the ‘worst’That might sound odd but really it’s just another way of saying, give the employee the benefit of the doubt. The chances are they have (or believe they have) a good reason for not being at work. After all, before you start ‘sharpening the axe’,