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.

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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.

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Every business will have its own absence policies and procedures, but in order for these to work to the best of their ability, these need to be effectively communicated to employees and managers alike, with HR and management proactively and appropriately applying them.

Absenteeism could suggest a lack of engagement from employees, or they could feel overworked. It might be an issue within a certain department or line manager, or a chronic illness that hasn’t yet been flagged. Whatever the cause, business leaders need to have the capability to deal with absences empathetically and efficiently.

The UK is dealing with rising inflation and crippling energy prices, meaning the pressure people are under in their everyday lives hasn’t necessarily eased in the wake of the pandemic. Employers are waking to the fact that mental health can have just as much of an impact on employees’ ability to carry out their work effectively and efficiently as physical health does. Mental health issues are naturally much more difficult to identify than physical ones, so it’s never been more important for HR to have the ability to spot trends and identify potential issues as early as possible.

The financial impact of employee absences

Monitoring absence rates gives managers an overview of employee performance, engagement, and overall wellbeing. The cost of absences, however, is often overlooked. Research by the CIPD indicates the average cost per employee is £522 and with absence rates at their highest level in a decade, effective absence management is imperative going forward.

Direct costs of absences include paying the salary of the absent employee, combined with any overtime incurred by colleagues for covering their duties or working extra hours, and loss of business output. There are indirect costs to consider too, such as recruiting temporary staff, training and support time of other employees, the added pressure brought on the rest of the team due to the extra workload, as well as the time it takes for replacements to get up-to-speed and become sufficiently productive.

All of this adds up, so spotting a trend of higher-than-usual absenteeism and getting to the root cause before it becomes a wider-reaching, and ultimately more expensive issue is paramount.

The value of HR software for absence management

HR software, like Natural HR, not only makes it easier to record absences, but also allows for absence data to be measured and compared internally and externally, helping to understand and address their causes and identify underlying trends.

HR tech can ensure managers are following best practices, with the help of integrated tools – such as the Bradford Factor – to help leaders keep track of absence rates throughout the team, as well as compare their organisation’s absence levels against external benchmarks. Reports can then highlight when employees have reached a trigger threshold, indicating when further conversations need to be held to identify whether additional support is required and how absence levels can be improved. Predetermined workflows can guide appropriate personnel through the next steps to ensure they are completing the right task at the right time.

HR software also supports the ability to manage absences when it comes to strategic staffing and forward planning. This data helps managers account for when they are likely to have more absences so they can ensure they are adequately resourced with the right skill sets to avoid additional costs to the company and mitigate against potentially reduced business output.

If you’d like to learn more about the basics of HR Software, download our free guide.

If you’d like to find out more about how HR software can support your absence management, as well as discover the multitude of other ways it can streamline your HR processes, you can register for a free demo here.

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The rationale for best-of-breed is that the specialised functionality and more advanced features of these solutions provide advantages that an integrated system can’t meet. An example of this is a specialised recruitment tool that provides the entire range of features you might ever need, such as multiposting, applicant tracking, candidate management and so on.

Yet on the flip side, with this approach, you are potentially going to need to develop bespoke integrations between these systems or operate them in isolation, leading to multiple data sets.

For most people, neither of these scenarios are attractive. So it really boils down to whether your needs are so complex that you must have a specialised system or whether you can compromise to enjoy the significant benefits of integration.

It’s also important to bear in mind that integrated HR systems have improved in all major functional areas over the last couple of years, so you might not be making as many compromises as it would first appear.

Working with a single system can make life in your HR department much easier, so before deciding on your strategy, you should carefully evaluate all the pros and cons. That means considering the impact of your decision on the whole department and wider business, not just one area – no matter how unique or complex.

To help, this post outlines five of the most significant benefits that come with choosing an integrated option:

1. Integrated HR software saves you time

Having different systems for different services can be confusing and difficult for your employees. In turn, this can lead to HR having to field an increased volume of questions from employees about issues with these various systems – which can waste valuable time for everyone and slow down productivity.

With an integrated system, you bring everything together – so employees only have to log in to one system to view key information (current training status, payroll data, leave dates etc.), saving everyone a lot of time and hassle.

Also, with a single system, there is a much greater scope for automation and workflow – minimising the number of manual interventions needed to complete a process. This functionality is built into the HR system, so there is no need to create complex and costly interfaces between two or more disparate systems. Additionally, a virtual mailbox service can further streamline your company’s operations. With this type of service, you can receive and manage all your mail online, which can save time and reduce the need for physical mail handling. This can be integrated into your HR system, eliminating the need for manual interventions and creating a more efficient workflow.

2. HR system integration provides you with a single set of data

With various systems in place, you are likely to replicate data leading to manual workarounds and unnecessary duplication. An integrated system, by contrast, provides you with a single set of up-to-date data, which enables information to flow through your system more freely – any changes or updates need to be made once and are then consistent for all areas. Again, there is no need for additional integrations to sync data as changes occur across different systems.

To give you a simple example, if an employee’s contract is terminated, the necessary details are entered once, and every relevant area this applies to is automatically updated, rather than the task needing to be replicated across multiple systems.

3. Integrated HR software increases accuracy

The fact that data only has to be entered into your system once has the added benefit of improving your data accuracy. With multiple systems, more people are required to input more data, which multiplies the possibility of human error – and all the problems that come with it.

An integrated system, while not completely removing the possibility of human error completely, does vastly reduce it through a simplified and much smaller data input requirement – giving you much greater confidence in the accuracy of your employee records.

4. Integrated HR solutions dramatically improve reporting & analytics

One of the most common challenges faced by HR teams is the amount of effort required to pull together seemingly simple reports. The root cause is the quality of the data. With disparate systems, the collection, cleansing and aggregation of data is typically a manual process. It can take days to pull together reports using unwieldy spreadsheets and complicated formulas.

Most integrated systems have reporting and analytics tools built in, along with a single set of accurate data to work with. Reports can, therefore, be generated with just a few clicks, so HR teams can spend more time analysing data, identifying trends and taking action – rather than wasting countless hours messing around with spreadsheets.

5. An HR system makes compliance much easier

Regulatory demands on HR professionals are increasing, with the introduction of the General Data Protection Regulation (GDPR), the most obvious example. There are many new things to be done, which just add to an already busy plate.

Integrated HR systems help HR teams fulfil many of these new obligations by minimising both the amount of effort required and the risk of error. They will automate aspects of compliance processes and provide an audit trail of compliance activities. For example, this could include features to ensure consent is properly tracked, to manage subject access requests quickly and deletion functionality to comply with the right to erasure.

The best-of-breed software will almost certainly provide many of these features too, but imagine having to duplicate this process across multiple systems along with the number of additional checks and balances required to ensure compliance? An integrated system saves a lot of time and hassle and protects you from potentially crippling fines if the regulators were to audit your systems.

Summary of benefits of HR software

In most cases, integrated systems offer the best overall solution for HR teams. While you may need to compromise a little in terms of the rich functionality provided by a best-of-breed solution, overall, one system just makes life a lot easier.

Of course, there may be exceptions where a certain HR function is very specialised and needs a very complex piece of software. Generally, though, small to medium-sized enterprises are not complicated enough to warrant such a high level of specialised functionality.

The fact is that many organisations have placed undue importance on the advanced features provided by best-of-breed solutions, even though the complexity of their operations simply doesn’t justify it. Often, this complexity is exactly what makes it a less functional and useful tool. This has led to a significant investment in point solutions that haven’t been repaid by any consequent competitive advantage. In fact, it has often increased HR’s workload, which has meant the system is rarely even used.

Overall, integration helps accuracy, enables greater automation, eliminates repetition and ensures all systems are managed consistently. This improves productivity and enables HR teams to provide more value through more accurate and consistent reporting.

If you want to know more about how our integrated HR software can benefit your business, get in touch with us today or call us at +44 (0)121 663 1500.

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Another year, another set of challenges in the workplace. Talent shortages, the cost of living crisis and increased demands from staff have given way to a highly volatile job market, which is now run by employees. This is being felt by HR professionals up and down the country as they try to recruit and retain talent as best they can in the current economic climate.

But with more jobs than candidates and inflation running riot, the question is, is cash still king? Our HR in 2023 and beyond report revealed that whilst some industries have gifted employees with blanket pay rises in line with rising costs, money is simply not enough to keep employees happy.

Money used to talk

Although 38% of respondents said that they have given their staff a blanket pay rise in reaction to the cost of living crisis, staff turnover is still the biggest problem facing HR teams this year.

In the traditional 9-5 era, there weren’t many negotiable factors in the way people worked. They came to the office within the standard hours and were compensated appropriately, depending on role, seniority and responsibilities. Therefore, “money talked” and the salary was key to recruiting and retaining employees.

Now, there are different variables and flexibility, meaning money isn’t everything – especially not for modern-day workers who experienced the pandemic-induced shift in the workplace.

Is monetary employee compensation/higher paying jobs still the top factor in recruitment?

Of course, salary is still a significant consideration for many looking for new opportunities, but it’s clear there have been big changes in employee expectations and needs when it comes to work.

The pandemic was a landmark turning point where a healthier work/life balance and better job satisfaction were held as high as monthly income. PwC’s workforce survey evidenced this, with over two-thirds of people now looking for more fulfilling roles, over those offering higher salaries.

Our report shows that HR professionals are importantly aware of this and therefore consider salary, flexible hours and hybrid working as the top factors for attracting talent going forward.

What else can organisations do to attract and retain talent?

Although there has recently been some pushback on flexible working arrangements from larger businesses publicised in the media who want employees back in the office, it’s clear that this isn’t going anywhere. In fact, 75% of HR professionals said they will adopt a hybrid approach.

And rightly so, as Gartner found that over half (52%) of employees said that flexible working policies would affect their decision to stay at their organisation.

At the same time, an increased focus on mental health and employee wellbeing at work also means that it’s time to get creative with benefit offerings, and internal initiatives that boost engagement and overall job satisfaction.

Ultimately, people want to enjoy their work. Gone are the days of turning up with tunnel vision on the pay packet at the end of the month. They want more, and those who don’t get it will happily find it elsewhere.

Discover more in HR in 2023 and beyond

Our latest annual report features key data on people challenges, priorities and initiatives that HR professionals from across the UK are focusing on this year. As the candidate-driven market continues to grow, it’s time to let your company’s culture shine with a people-first approach.

Current and future employees know exactly what they want from work, so it’s important to have a finger on the pulse of your workforce and make positive changes to improve employee engagement and satisfaction before it’s too late.

Download our free guide today.

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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

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