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Internal communications: how to add value to your business
As workplaces evolve, internal communication (IC) is more important than ever – serving to strengthen bonds between employees and employers and foster an inclusive, supportive community. Often undervalued, the role of the internal communicator is that of mediator, successfully marrying fixed business objectives to the changing needs of the workforce. The Institute of Internal Communication drives standards through training, thought leadership, awards and qualifications across the UK and we interviewed the Chief Executive Jennifer Sproul (pictured below). Read the interview below on how businesses can enhance their internal communications strategy.InterviewQ. What is the value of internal comms, and how have strategies changed since the pandemic?A.Internal communications refers to the practice of communicating with employees, and helps drive organisational success by fostering engagement, collaboration and alignment. Its ultimate purpose is to improve the overall employee experience, contributing to high productivity and reducing turnover by keeping the workforce informed, engaged and motivated.Since the pandemic, employers have been adopting new IC strategies, such as increasing the use of digital channels, focusing on employee wellbeing, and enhancing transparency, authenticity and empathy.IC also played a big role in keeping employees engaged during the Covid lockdowns through online community-building activities. It continues to provide an opportunity and platform to keep everyone in the business updated, allowing stories to be shared and achievements celebrated.Q. To what extent is it only larger organisations that need employees who are dedicated to IC?A.Determining when to employ an IC professional largely depends on the company size, structure, and communication needs. Smaller businesses may not need a dedicated person for the role and opt instead for someone who can handle general comms tasks alongside other responsibilities. However, as the organisation grows, a team may be needed to manage the volume and complexity of communication channels. The goals for the business will shape the comms strategy.Q. What should small companies without the budget for people dedicated to IC do to improve their internal comms?A.Some options to consider when budget is tight might be to establish regular communication channels such as weekly meetings or a company-wide newsletter to keep employees informed about news and updates.Many people relish the chance to learn something new at work. Training and development programmes in communication can be a great way to improve employees’ soft skills. After all, good communication helps in all areas of life and work: leadership, presentations, influencing and mediation, for example. Confidence with communication can inspire staff to take on new tasks and more responsibility – increasing career prospects.It’s also good to encourage open and transparent communication among team members and provide opportunities for feedback and suggestions. It goes without saying that keeping up to date with the latest tech is crucial. Leverage affordable technology solutions such as instant messaging and video conferencing tools to facilitate remote collaboration.Regardless of the budget or size of organisation, understanding your workforce and prioritising a culture that emphasises communication, collaboration and engagement, can lead to better employee satisfaction.Q. Do you feel company intranets are an overlooked resource? What can be done to make them more attractive and valuable to employees?A.Company intranets are often viewed as a tool for top-down communication rather than a resource for employee collaboration and information-sharing. Several steps might be taken to enhance them, such as designing an intuitive and user-friendly interface that is easy to navigate and find information, and ensuring the intranet contains relevant and up-to-date information, including company news, policies, procedures, and resources.Social media has resulted in people being far more enthusiastic about using comms professionally and personally – encouraging employees in forums or discussion boards to share ideas, feedback, and best practice can foster a positive culture.You could also consider the intranet as a learning platform featuring online courses, webinars, or podcasts. Fill it with easily-accessible tools and applications that make work more efficient, such as project management software or collaboration tools – and send reminders of any key changes that employees might find most useful and interesting.Q. IC can sometimes be undervalued – what are the signs of success?A.It’s all-too-often the task of the IC professional to have to explain or prove the value of their role to stakeholders who don’t fully understand its purpose.The success of IC can be measured by increased employee engagement, improved productivity, better morale, lower turnover, and increased innovation. When employees feel informed, supported and valued, they are likely to be more invested in their work and committed to the organisation’s goals. Good IC creates a sense of community and belonging.Q. What are some of the common challenges when responsible for IC?A.Every day presents new challenges, and probably greatest of all is striking the balance between the type, tone and timing of messaging sent. It’s not always easy to get right – employees have busy days when they barely have time to check their emails, so an understanding of when to try and capture their interest is key to engagement – and avoiding information overload. And it’s important to always be mindful of topical issues outside the workplace before releasing information that might be perceived as tone deaf because it was poorly timed.The job also involves ensuring consistency in messaging, a readiness to adapt to change, and overcoming language and cultural barriers. Empathy and confidentiality are important factors too.Q. Is it more usual for an IC role to sit within a marketing team than HR – does it matter?A.Where the role of IC sits depends on the business and its goals. Marketing teams often focus on external communication and promoting the company’s brand, whereas HR teams typically focus on internal comms and employee engagement. IC roles can fit into either team but should be where they can best support and enable effective company-wide communication.Ultimately, it’s essential for the IC professional to have a clear understanding of the company’s communication goals and work with both external comms and HR teams to achieve them.Q. What are the greatest industry changes the Institute of Internal Communication (IoIC) has noticed in recent years, and how might IC change in future as workplaces continue to evolve?A.The IoIC has observed several significant industry changes. One major trend is the increasing use of digital channels for IC, such as the adoption of enterprise social networks, instant messaging, and video conferencing tools, which have enabled remote and flexible working arrangements.Another change is the growing emphasis on employee engagement and culture. Organisations are realising effective IC plays a key role in fostering a positive workplace culture that pays dividends in the longer term.As workplaces continue to evolve, the role of IC is likely to become even more critical. We could see IC professionals adapting to new communication technologies and channels, such as artificial intelligence (chatbots) and virtual and augmented reality balanced with human-centred communication. Those working in IC will also need to develop strategies to communicate with a diverse workforce, including remote and contingent workers, to ensure success.Looking for hire new professionals for your team? Get in touch with one of our specialist recruitment consultants today.
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Sabbaticals: considerations for employers and employees
The early years in a job are filled with learning: new skills, continued development and greater challenges along the way. For those lucky enough to love what they do in a workplace that meets their needs, years fly by – with some companies rewarding continuous long service or achievement with several weeks or months of paid sabbatical leave.What is sabbatical leave?Sabbatical leave used to be more commonly associated with academic professions, with educators traditionally granted a period of paid time off – usually one year – for further study or research. Similar opportunities have since filtered into other lines of work, with paid, part-paid and unpaid options, but are offered by relatively few employers across the world.Unlike career breaks, sabbaticals mean the work contract continues, giving employees freedom to explore without penalty. There’s no set format but it is recommended employers offer the leave on equal terms for everyone in the business rather than using an ad hoc system. A dedicated sabbatical policy can outline terms for both full-time and part-time employees to prevent misunderstandings and protect against discrimination and other claims – fairness and transparency are key.According to The Chartered Institute of Personnel and Development (CIPD): “Historically sabbaticals have been a benefit for employees. They are agreed for a variety of reasons including rewarding long service, travel, research or acquiring new skills, voluntary work, alleviating stress and burn out or to take care of health. In current times the motivation behind sabbaticals may be more for the employer’s benefit to provide alternatives to redundancy.”With greater focus on employee mental health and wellbeing, meaningful benefits such as sabbaticals can also encourage a member of staff to spend longer with the business.Having found their niche in a team and given the opportunity and resources to achieve and excel, many employees feel valued by the prospect of a morale-boosting sabbatical. What better than a reminder of approaching eligibility for a well-deserved break – usually starting after five years’ service.How much sabbatical leave should be offered?There is no law that says a business must offer sabbatical leave, paid or unpaid, but it is increasingly being introduced to attract jobseekers in competitive industries.Although the traditional year out enjoyed by academics is unheard of for most private companies, a more affordable period of four weeks’ paid sabbatical leave is considered fair, rising to six weeks or more after 10 years’ continuous service.Forward planning is essential to allow managers to reassign the leaver’s workload across the team or advertise for temporary help. This may require the employee to give at least six months’ notice but could well be longer depending on the seniority of the role.During the leave, the employee may receive full or partial pay, or no pay at all, depending on the company’s sabbatical policy. Some employers may formally request that no other paid work is undertaken during the absence.As an alternative or an addition to sabbatical leave, companies might choose to grant additional paid annual leave for loyal staff – perhaps five extra days after five years.What are the benefits of sabbatical leave?Time out can be an incredibly rewarding experience, and one with lasting benefits for both employer and employee. With the freedom that comes with the extra time off, sabbaticals are ideal for personal development, whether it’s a self-care plan, a period of study, travel or volunteering – the freedom from the 9-5 is ideally meant for discovery as well as relaxation.Employee benefitsBy using the time productively, employees could end up adding value to their role. Here’s a few ideas for how to spend the time:Rest and recharge: A break from the daily grind gives an opportunity to step away from your work-life responsibilities and find out what inspires you.Learning new skills: A sabbatical allows for plenty of free time that can be devoted towards learning new skills or honing existing ones. Whether it’s mastering a language or developing coding know-how, these experiences will enhance your career prospects and help you stand out from the crowd.Greater appreciation: Time out provides an opportunity to reflect on things taken for granted over time, such as our job, relationships, or health.Improved health: A sabbatical gives us the chance to focus on our physical and mental wellbeing by engaging in activities like yoga or meditation. This helps boost productivity levels upon returning to work along with improving overall quality of life.Explore new interests: During a sabbatical, you could take up a hobby you may not have had time for while working. This can be a great way to develop new skills and can even lead to a new career path.Personal development: Focusing on growth through travel, education, or other goals can bring new perspectives to your work when you return.Enhanced creativity and productivity: Stepping away from work can provide a new perspective and channel your interests into projects that could be useful back in the workplace.Eliminate burnout: Many people quit their jobs when they feel exhausted and demotivated through overwork and stress. Time away is a wellbeing solution that means you can retain your job while regaining your mojo.Employer benefitsSabbaticals can also provide significant benefits for employers in terms of employee retention and attraction:Retain top talent: Offering sabbaticals can be a powerful tool for retaining workers. Employees who feel valued and supported by their employer are more likely to stay with the company long-term.Improved productivity: Sabbaticals can lead to improved productivity in the long run, with employees returning to work with renewed energy and focus,Cost savings: If an employee takes a sabbatical instead of leaving the company altogether, it can save the employer money in the long run through recruitment and training costs.Enhanced creativity: Employees can explore new interests and ideas, introducing them in their work.Improved employer branding: Companies that prioritise work-life balance and employee wellbeing are more likely to be viewed as desirable places to work.Returning to workThe hope is that employees return to the workplace refreshed. The break may have brought clarity to their working routine, new skills that could benefit their role, and fresh ideas. The early weeks settling back in are a great time for sharing these ideas and considering how the job may be shaped by the sabbatical experience.For the employee, a little preparation before the end of their leave can ease any anxiety about the return: catch up on company and industry news, check-in with colleagues, and ask for team updates so it’s not a complete surprise on the first day back.Work may also seem a little overwhelming at first, with things unlikely to be the same as when the returner left. There might be different tech to get to grips with, new team members and schedules in place. Managers should keep checking in to ensure the returner is coping and not overloaded through this transitional period. Some workplaces provide a structured ‘return to work’ plan to help employees and managers meet their goals.To encourage and inspire new and existing staff, sabbaticals should be shouted about in job adverts, social media and company websites. The prospect of a break or memory of one may lead to workplace happiness and contentment.Looking for talented professionals to join your team or seeking a new opportunity? Contact one of our specialist recruitment consultants today.
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The 15-minute city: the future of the workplace
What is a 15-minute city?The 15-minute city framework was masterminded by French-Colombian urban planner, Carlos Moreno, whose idea means that anything you need to live an urban life is a 15-minute walk or bike ride away, eliminating the reliance on cars or public transport.It is a revolutionary, environmentally friendly, and inclusive way to rethink the planning of a city or town, giving each neighbourhood access to work, school, healthcare, retail, hospitality and leisure facilities, green spaces, museums and more, on their doorstep.Following multiple lockdowns, there has been a growing sense of appreciation for locality in the world, with people spending more time walking around their neighbourhoods and preferring to work from home or make shorter commutes. And during the cost-of-living crisis, people have been more conscious about the ever-increasing prices of fuel and public transport.With more people working remotely, at least a few days a week, there is room for the addition of more localised, essential services and amenities, that would otherwise be concentrated in a central location. This would give those living on the outskirts access to these essentials and to a greater number of opportunities.What impact could 15-minute cities have on businesses?A recent research by the International Workplace Group (IWG) discovered that 83% of workers around the world would turn down a job that didn’t offer flexible working. This indicates people are less willing to commute and prefer shorter journeys to work. As a result, having an office space just 15 minutes’ walk or bike ride away would be much preferred by professionals.Shorter commutes often lead to improved job satisfaction, work-life balance and wellbeing, with much less time spent on stressful travel. When provided with the flexibility to work remotely or from a local office, rather than commuting to a head office in a city-centre location, workers will be more tempted to stay with the business, or actively seek work there.People are now much more aware of the social value of the companies they work for, and their own carbon footprints, and will take into account the length, expense and environmental impact of a longer commute when considering moving roles.The introduction of ‘15-minute cities’ could see the expansion of businesses into less-expensive local areas, reducing overhead costs and extending access to the national talent pool. Professionals across the country will have more opportunities closer to home, without the need to move centrally or commute. Then, the local talent pool will become richer, and businesses won’t have to cast such a wide net to search for their next employee.How close is the reality of ‘15-minute cities’ in the Middle East?The concept of 15-minute cities is still in the early stages of development in the Middle East, and progress varies across the region. However, several cities are making notable strides towards achieving this vision. Dubai, for example, has been actively investing in creating walkable neighborhoods and reducing car dependency. The city has introduced pedestrian-friendly initiatives, expanded public transportation options, and implemented urban planning strategies that prioritize mixed-use development. Similarly, Abu Dhabi has been focusing on creating sustainable and integrated communities, with the aim of providing residents with easy access to amenities and services within a short distance.Other cities in the region, such as Doha in Qatar and Riyadh in Saudi Arabia, have also recognized the importance of walkability and are incorporating pedestrian-friendly elements into their urban planning efforts. While challenges such as extreme climates and existing car-centric infrastructure remain, the Middle East is gradually moving towards the reality of 15-minute cities through a combination of urban planning initiatives, policy changes, and investments in sustainable transportation systems.Overall, the concept of a ‘15-minute city’ could revolutionise the way we live, work, and hire, by reducing commute times, making it easier to access talent and opportunities, and to work hybridly. As a result, it could also improve job satisfaction, wellbeing and the general quality of life for you and your employees.If you’re looking for your next local hire or job opportunity, contact your nearest Reed office.
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How to make your business more attractive to working parents
'Back to the office' is a relevant topic around the world at the moment. According to data from Eurostat, as of 2019, In the European Union (EU), nearly 42 million adults lived in households with at least one child aged less than six years. Almost one third of these adults (32%) lived in households where all adults were working full time. It's vital that businesses offer family-friendly policies to make their organisation attractive to parents looking to return to work, and also to their existing workforce.Parents possess many skills that are highly valuable to businesses, such as excellent time management, organisational and problem-solving skills, as well as experience working under pressure and managing competing priorities. Their presence helps to create a diverse and inclusive workplace which can improve employee morale and engagement.In this competitive labour market, implementing family-friendly policies can increase your talent pool and boost your employee value proposition. Here are some top tips for making your business more attractive to working parents:Provide flexible workingFlexible working is key for parents who often have busy schedules and need to work around school times and childcare hours. If there are no set restrictions on what times they need to be working, allow employees to set their own schedules. In addition, allowing employees to work from home can help parents establish a better work-life balance.Introduce on-site childcare facilitiesWhile on-site childcare facilities may not be suitable for smaller companies, employers with large offices, where staff are required to be in the office five days a week, should consider this provision. This can ensure parents have childcare for the hours needed for their role and allows them to spend time with their children during breaks, which is particularly useful for mothers who are breastfeeding and need to be close by.Offer generous parental leaveWhen employees know their employer values their role as a parent and supports their need for family time, they are more likely to remain loyal to the company. Additionally, having time to bond with their child and adjust to their new family dynamic means they will likely be better mentally and emotionally prepared to return to work and be productive in their role.Consider job sharingThis concept may be unfamiliar to many businesses but is becoming more popular. Job sharing can give two employees the work-life balance they need to prevent them from leaving altogether, and helps your business attract new professionals seeking part-time employment. While it’s not just parents who may seek part-time work, being flexible and understanding that work-life balance is important for families, will make your business more attractive to working parents.Cultivate a family-friendly cultureMany parents often get left out of after-work activities due to childcare responsibilities. Holding regular events, where employees are encouraged to bring their families, will cultivate a supportive and welcoming company culture that will foster loyalty.Check your biasesHistorically, there has been a misconception that parents, particularly mothers, are less dedicated to their jobs and this bias is still plaguing the workplace today. As such, mothers often get overlooked for promotions or pay rises. Make sure these biases are not influencing business decisions in your company and provide managers with the right training and development so they do not make discriminatory decisions.Extend health insurance to familiesPrivate health insurance is a highly sought-after company benefit – but to parents, the health of their children takes priority. Ideally, employees should have the ability to include their children on their insurance policy.Ask your employees!The best way to ensure you are offering benefits that are meaningful to your employees is to ask them. Conduct regular surveys to establish the benefits and policies most important to them and above all, listen to their suggestions and implement changes where possible.If you are looking for the next talented professional to join your team, or seeking a new opportunity yourself, get in contact with your Reed local office today.
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The power of your personal brand and how to build it
Personal branding is the practice of creating, managing, and influencing your own brand. Everything you want people to know about you is your personal brand. While you can’t control how others perceive you, you can take strides to ensure you highlight the best parts of yourself. It involves taking control of how you present yourself to the world and making sure you are seen in a positive light.The adage ‘It’s not what you know but who you know’ isn’t exactly true – it’s more about who knows you and how they see you. It’s not only professional accolades that help professionals progress in their careers, but who they are as people as well. Just as a company works to promote its business to clients, customers, candidates and employees, to stand out from competitors, individuals can also market themselves to employers and other professional contacts in their network. Your experience, expertise, values, personality and everything that makes you unique can contribute to your personal brand. How to build your personal brandHere are some tips to help get you started and keep up the momentum: 1. Define your target audienceKnowing who you want to reach with your personal brand is essential for success. Research your target audience and consider what kind of content, tone and style of communication will resonate with them. 2. Set yourself apartYour brand must be an honest representation of yourself if you are to highlight your unique skills and traits. Think about the qualities and experiences you can use to set yourself apart and emphasise how you’re different from others. 3. Create a compelling messageWhat values do you stand for as a person? Creating a tagline or mission statement is a great way to articulate your personal brand in a concise, memorable way. Your message should be one of positivity and optimism. 4. Build an online presenceSocial media is essential for building an online presence. Choose the platforms that make the most sense for your target audience and start creating content around your personal brand. You might decide to build your own website as well – some use this as a way of showcasing their portfolio of previous work and their ‘about me’ page. 5. Be a thought leaderSharing your knowledge with others adds value to your social media profiles and people will recognise you as an authoritative voice on a subject and a trustworthy source of information. 6. Be approachableWhile you want to show your professionalism, you don’t want to overdo it by using jargon or words that most people wouldn’t use in everyday conversation. Using language that shows you’re a person and not a corporate robot will help others identify with you. 7. Be consistentIn order to ensure your brand is successful, you need to be consistent. Keep your message and branding consistent across all your platforms and maintain an active presence. This shows your authenticity and builds trust in your audience. 8. Keep up with trendsTo ensure your brand stays relevant and cutting-edge, you must be up to date with trends and know what people are interested in now. Stay abreast of industry news, what your competition is doing and check in regularly with your contacts. 9. Monitor your progressSet goals, track your progress and measure the success of your efforts. Use analytics tools to analyse the data and adjust your tactics accordingly. Everything you do must be intentional and have a purpose. 10. NetworkNetworking is essential to building a successful personal brand. Develop meaningful relationships with your peers in the industry and look for opportunities to collaborate. 11. Take constructive criticismMost people will shy away from criticism they don’t want to hear, but it’s useful for improving your personal brand and adjusting your strategy. Listening to your audience is another way to connect with them and keep learning. Building a strong personal brand takes some work, but it’s worth it in the end, allowing you to unlock new opportunities and set yourself up for success. To find your next opportunity, or the perfect professional to join your team, contact us today.
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Seven strategies to ensure your tech recruitment process is inclusive for all
Inclusivity, and diversifying your workforce, are the best ways to organically expand your talent pool and increase the longevity of your employees.Here are some of the key dos and don'ts of inclusive recruitment:What is inclusion and diversity?“Without inclusion, diversity is doomed to fail.” Devi Virdi, Group Head of Diversity and Inclusion at Centrica. Inclusion is the act, and diversity is the result. Inclusion and diversity (I&D) is now recognised as an essential part of business. It’s not just a tick-box exercise or a ‘nice to have’. Once your company adopts an inclusive culture, the more diverse your company will become.Diversifying your workforce has many positive outcomes, such as better employee wellbeing, productivity, and longevity. Creating an environment where people can bring their full selves to work can significantly increase employee attraction and retention because people will recognise your company or team as a place where they can love Mondays.There is also a strong business case for it, which is often overlooked. In the UK, for example, according to inclusion and diversity champion INvolve and the Centre for Economics and Business Research, discriminatory pay practices cost the economy £127 billion in lost output every year. That means, there is a high return on investment in inclusion training and preventing discrimination and closing pay gaps.Seven steps to an inclusive recruitment processRethink your fundamental requirementsThere are certain roles for which neurodivergent people would be perfect, like data analytics roles, but the barriers to entry include requiring “excellent interpersonal skills” or being a “team player.”In this case, professionals with conditions like autism are far less likely to apply for those roles because they do not believe this applies to them, despite being more likely to have the focus and skills needed than a neurotypical person. Employers must rethink what the fundamental requirements for the job are and consider whether your advert reflects this.Develop grassroots talentDoes the perfect candidate really need a degree or five years’ experience, or could you find someone with the right mindset and potential and train them with the skills you need?Or, if someone has the right skills and experience, but their soft skills are lacking, they may benefit from a mentor to build their confidence.Watch your languageFor employers to receive more applications and make the process accessible to everyone, you must be conscious of the language you use in your job adverts. Using inclusive language is an easy way to indicate that everyone is welcome to apply and be considered, if they believe they are the right fit for a role.Gender neutrality is a simple way to ensure you don’t limit your talent pool and unintentionally alienate suitable candidates. One way to avoid this is to use online tools to eliminate gender-coded language from your person specifications, job descriptions and adverts which often go unnoticed.Remove barriers to entryThe placement of your job adverts is an often-overlooked consideration. Those who place their ads in tech magazines that require paid subscriptions might be excluding groups from lower economic backgrounds, for example.Employers must also ensure that their application forms are inclusive of all genders, sexualities, ethnicities etc. by including an “Other” or “I’d rather not say” option, to give them space to tell you who they are if they wish to. It must be optional, or you could end up forcing someone to come ‘out’ prematurely.Create a diverse interview panelThe first impression of your team takes place at interview and a lack of diversity could impact a professional’s decision to accept your job offer. It would benefit employers to think about how diverse their hiring panel is and do their best to represent the variety of people in their company.Conversely, you must not over-correct and cherry-pick the same few people to be the ‘face of diversity’ or to hire certain people just to fill a quota in your company – no one wants to be tokenised or seen as a ‘diversity hire’.Ask the right questionsSome employers don’t know what they legally can and can’t say, or ask, in a job interview. Training should be provided to each hiring manager to ensure they understand the dos and don’ts of interviewing. Generally, an interview question is illegal and discriminatory if you couldn’t ask everyone the same question.One example that comes to mind is asking a woman if she is pregnant or thinking of having a baby one day. You couldn’t possibly ask the same question to a cisgender male candidate, which makes it discriminatory to ask of women. Asking everyone the same core set of questions will give your interview a good basis for objectivity.Negate any biasEveryone has their biases, but these should not influence your hiring decisions. Business leaders should ensure their hiring managers receive sufficient training in unconscious bias so they can identify their own biases and make more informed hiring decisions.Working with a recruiter such as Reed, where CVs are anonymised before being sent over to you can also help here. It means you can make a decision on potential employees without being swayed by certain information available on their CV.