This statistic sheds light on the growing importance of work-life balance and the impact it has on individuals’ professional trajectories. But what are the underlying factors driving this?

Work-Life Balance: Achieving a healthy work-life balance has become increasingly crucial for individuals across all age groups. For example, juggling multiple responsibilities, such as caring for children or elderly parents, has become a common challenge. Employees who face rigid working hours or lack of remote working options often find it difficult to manage their personal commitments, leading them to explore career options that offer greater flexibility.

Wellbeing and Mental Health: The importance of mental health and wellbeing in the workplace has gained significant attention in recent years. A lack of flexibility can contribute to increased stress levels, burnout, and diminished job satisfaction. As individuals prioritise their wellbeing, they are more likely to seek career paths that provide a supportive and flexible work environment.

Career Development and Upskilling: In an ever-evolving job market, continuous learning and development are vital for career progression. Individuals who feel limited in their ability to pursue training or education due to inflexible work arrangements may seek alternative career paths that offer the opportunity to upskill and grow professionally.

Changing Workforce Dynamics: The composition of the workforce is changing, with Millennials and Gen Z employees making up an increasingly greater proportion of the workforce. These generations often prioritise flexibility and work-life balance, valuing experiences and personal growth as much as financial rewards. Employers who fail to adapt to these changing expectations risk losing talented individuals to more flexible organisations or industries.

The Impact on Employers and Industries

The CIPD findings have broader implications for employers and industries in the UK. Organisations that are unable or unwilling to provide flexible work options may face challenges in attracting and retaining talent at a time when employers are already on the back foot. Additionally, industries that traditionally offered limited flexibility, such as healthcare or manufacturing, may experience a shortage of skilled professionals as individuals seek more flexible sectors, such as technology or creative industries.

Adapting to a Flexible Work Culture

To address the changing landscape and cater to the demands of a flexible workforce, employers should consider implementing the following strategies:

Clear Flexible Working Policies: Develop and communicate clear policies that support flexible working arrangements, including remote work, flexible hours, compressed working weeks, and job sharing opportunities. This allows employees to tailor their work schedules to meet their personal needs while still contributing to organisational goals.

Technological Infrastructure: Invest in technology that enables seamless remote work and collaboration, ensuring employees can work effectively from anywhere and reducing the need for rigid office-based schedules.

Managerial Support: Equip managers with the necessary skills to manage remote and flexible teams effectively. This includes fostering a culture of open communication, setting clear expectations and goals, and evaluating performance based on outcomes rather than hours worked.

Employee Wellbeing Initiatives: As previously mentioned, employers are now generally far more conscious of mental health in the workplace, but reduced face-to-face time can make it harder for colleagues to identify when someone could be struggling. It’s therefore even more important to prioritise employee wellbeing by offering resources such as mental health support, flexible leave policies, and wellness programmes. These initiatives demonstrate a commitment to the holistic wellbeing of employees, leading to increased job satisfaction and loyalty.

The CIPD’s study’s findings indicate that employees are flocking to new career paths in their millions due to a lack of flexibility, and it’s clear that the pursuit of work-life balance and personal fulfilment is reshaping the employment landscape. To attract and retain top talent, organisations must embrace flexible working arrangements, adapt to changing employee expectations, and prioritise the wellbeing of their workforce. By doing so, employers can foster a culture that not only meets the needs of their employees but also drives productivity and success in the long run.

If you’d like to find out more about making a career change as positive an experience as possible for your employees, download our free guide.

If you want to get the best out of your employees – whatever their working patterns – then you can truly unlock your people’s potential with HR software. Discover for yourself in a free demo from Natural HR here.

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Career cushioning can involve actively monitoring job market trends, networking, and staying updated on industry developments to maintain a sense of job security, or can even go as far as actively applying for new roles. According to research by recruitment firm Robert Walters, more than a third (37%) of workers are taking contingency steps in this vain.

When quizzed further about what preparation they’d done, two-thirds (66%) said they’d been monitoring the job market and 43% had updated their CVs. Meanwhile, a third (33%) revealed they were actively applying for jobs.

In this blog, we explore the concept of career cushioning, the reasons why it has become essential in today’s job market, and practical strategies for employees to navigate job security in these uncertain times.

Reasons for the emergence of Career Cushioning

The current economic climate is characterised by rising inflation and interest rates, along with the lasting impact of the pandemic on hiring practices. These factors have created an atmosphere of uncertainty, leading employees to seek ways to protect their careers.

Economic indicators suggest a potential recession looming on the horizon. The financial crash of 2007 and the ensuing job losses aren’t too distant in the memory and employees are recognising the need to prepare for potential job instability, embracing career cushioning is a pre-emptive strategy. Given that the world of work is vastly different now than it was just a few years ago prior to the pandemic, any sense of job security is likely to be far more fragile.

What does Career Cushioning look like in practice?

Continuous Learning and Skill Development:

To enhance job security, employees will see benefit in continuous learning and skill development. This includes staying updated on industry trends, acquiring new certifications, attending workshops, and engaging in online courses that align with their professional goals. This proactive approach ensures they remain relevant and valuable in a changing job market.

To learn about how to utilize HR to maximise your learning and development, listen to our free webinar.

Networking and Building Connections:

Actively networking within the industry expands employees’ repertoire of professional contacts. Attending conferences, seminars, and industry events provides great opportunities to meet like-minded professionals and potential employers. Building this strong network increases the likelihood of finding alternative job opportunities should the need arise.

Maintaining an Updated CV and Online Presence:

Employees will be regularly updating their CV to reflect their most recent accomplishments, experiences and skills gained. Additionally, they could be more active and looking to maintain an updated online presence on professional platforms such as LinkedIn. These platforms provide a unique way for potential employers to discover their skills and experiences.

Side Projects and Freelancing:

Engaging in side projects or freelancing can provide an additional income stream and broaden one’s professional network. These opportunities can serve as a safety net during uncertain times and may even lead to new career possibilities.

Staying Informed and Flexible:

Regularly monitoring industry news, economic trends, and company developments helps to stay informed about potential job market shifts to stay up to speed. A flexible mindset and an openness to exploring new roles, industries or locations increases the chances of finding alternative employment options in the event of instability.

By continuously updating skills, networking, and staying informed about industry trends, employees can create a safety net of alternative opportunities during times when the future can appear highly uncertain. Taking these steps provides a sense of security and increases the chances of a softer landing should job loss occur. Adopting this approach can empower individuals to proactively manage their careers and adapt to unforeseen circumstances.

What can employers do?

Speaking to People Management, Ian Moore, managing director of HR consultancy Lodge Court, said said that in spite of these “troubling” figures, there are ways that employers can mitigate this risk. “Employers need to show their staff that they value their work and commitment and must listen to their concerns, questions and feedback,” said Moore.

He added that, to get to this stage, employers must first identify warning signs that certain colleagues may be “growing tired of their role”, including “being vague about future plans, reducing their performance and showing decreased motivation.”

Moore said organisations could help combat this by “checking people can cope with their workload, putting career progression plans in place, and carrying out regular satisfaction and culture surveys”.
“These steps will ensure your employees feel valued and appreciated and have a clear, long-term role in the company,” he continued.

If you’d like to find out how you can boost employee engagement in your organisation with the power of all-in-one HR software, book your free demo of Natural HR today.

The post What is Career Cushioning? appeared first on Natural HR.

Gen Z employees are set to make up a third of the workforce by the end of the decade, so many organisations will naturally have placed a big focus on the demands that this demographic has of its employers. However, some industries are suffering with older workers taking early retirement which serves to exacerbate talent shortages. Not only that, the younger workforce will lose out on the invaluable skills and knowledge transfer they would benefit from by working alongside their more experienced colleagues. Losing this demographic also hinders company culture, given the reduction in the different perspectives and experiences on offer.

In this blog, we explore how HR can encourage those in this age bracket back into employment, avoid age discrimination, and prevent biases in recruitment.

Encouraging the Over 50s back into Employment

Flexible Working Options:

Offering flexible work arrangements, such as reduced hours, part-time schedules, or job-sharing opportunities, can attract experienced professionals who seek a better work-life balance.

Skills Training and Development:

Providing opportunities for upskilling and reskilling can empower older workers to adapt to evolving roles and technologies, increasing their confidence and job prospects.

Mentorship Programmes:

Establishing mentorship programmes that pair older employees with younger colleagues fosters knowledge transfer and creates a supportive culture that values the contributions of older workers.

To ensure a fair and inclusive working environment that older professionals will want to join and stay in, organisations must actively prevent age discrimination both in the workplace itself and in the hiring process.

Avoiding Age Discrimination at Work

Raising Awareness:

Conducting regular training sessions for employees and managers on age discrimination, its impact, and legal obligations can promote a culture of awareness and understanding.

Reviewing Policies and Procedures:

HR should review and update policies to eliminate age-related biases and ensure equal opportunities for all employees throughout their career progression.

Encouraging Reporting:

Establishing clear channels for reporting age-related discrimination and providing appropriate support mechanisms for employees who experience discrimination helps in addressing issues promptly and effectively.

Preventing Age Discrimination in Recruitment

Remove Age-Related Criteria:

Avoid specifying age-related requirements in job advertisements, as this can discourage older candidates from applying. Focus on skills, qualifications, and experiences relevant to the role.

Diverse Interview Panels:

Create interview panels that consist of individuals from different age groups to minimise unconscious biases and ensure a fair evaluation process.

Age-Blind CV Screening:

Implement anonymised recruitment processes where age-related information is removed from CVs during the initial screening stage. This helps evaluate candidates solely on their skills and experience.

As the workforce continues to age, it is imperative for HR professionals to adapt their practices to recruit and retain the over 50s effectively. By implementing inclusive strategies, raising awareness about age discrimination, and eliminating biases in recruitment, organisations can harness the wealth of experience and skills that older workers bring to the table. Creating a diverse and inclusive workforce not only benefits the individual employee but also contributes to the overall success and growth of the organisation. By valuing and leveraging the talent of the over 50s, HR can drive positive change, foster a culture of age diversity in the workplace and mitigate the risk of talent shortages.

If you’d like to find out how your recruitment and retention processes could benefit from the power of all-in-one HR software, book a demo with our friendly expert team today.

The post How can HR recruit and retain the over 50s? appeared first on Natural HR.

But now, in the digital age, technology drives departments. File cabinets have been transformed into cloud storage and physical manpower has been exchanged for automation. However whilst other departments have transitioned, HR has struggled to overhaul its system and processes due to its intrinsic link to the paper world.

Even now that the HR technology market is booming and more organisations are realising its benefits, teams are still facing massive inefficiencies. Our annual report, HR in 2023 and beyond, revealed that this is still a widespread problem in 2023 with 35% citing it as a main challenge this year. We explore why this is and how this can be mitigated with an HR solution.

The new normal

Uploading information to HR systems and creating workflows whilst adhering to strict data protection legislation is no small feat. But in 2020, the pandemic and lockdown procedures introduced a new set of administrative and people-focused challenges.

The overnight shift to remote working was a logistical nightmare for businesses that were not familiar with employees working from home. They were forced to implement technology quickly to manage staff access and communication needs. This resulted in much tech but little reward or value for many.

But whilst all of this was happening on the surface, HR was also dealing with confused and burnt-out employees who were looking to their people team for clarity and help – all in the midst of managing widespread redundancies.

HR teams had to work out how to store and manage employee data remotely, how to onboard and offboard staff, roll out learning and development programmes and boost employee engagement from home. This took a lot of work for HR professionals who were used to paper documents and physical contact time in the office.

While some found quick answers in using multiple tools and applications, the disparate and siloed nature of this way of working wasn’t sustainable in the long run. Especially since we now know that hybrid working is here to stay.

One single source of truth

Therefore, many have turned to HR technology. Organisations can utilise people–focused solutions to create a centralised system which securely holds employee data and can help remote teams manage HR-related communications across the entire business.

We found that 79% of HR professionals are using some sort of HR system in 2023. But although many have experienced benefits – including reduced admin, going paperless and better reporting functionality — it’s clear that HR continues to struggle with administrative and procedural issues due to hybrid work.

They are still trying to find ways to manage different working schedules and hours and ensure employees stay engaged and empowered to do their jobs proficiently from wherever they are.
But with the right technology in place, companies can mitigate these problems and ensure they can that the HR department is as efficient and engaging as possible.

The management, accessibility and security of employee information are of the utmost importance for companies in 2023. And HR tech – when set up and used correctly – can seriously improve day-to-day operations for HR teams, whilst enabling them to be agile in the future.

Read more in Natural HR’s free guide

Our new research report reveals the challenges, priorities and initiatives that businesses need to address and focus on in 2023 to create a better working environment for their staff.

With hybrid working going strong and HR departments still finding their feet after the seismic shift in operations, we discover how HR technology can empower teams to streamline workflows so they can focus on value-add strategies.

You can discover more about the future of HR by downloading the report today.

Download our free guide now

The post How can we drive more efficient HR in 2023? appeared first on Natural HR.