Nearly half of UK workers would stay in their jobs if employers spoke their "love language"

A new study suggests many businesses may be unintentionally driving employees away simply by recognising them in the wrong way.

Research from Moonpig for Business, based on a survey of 2,000 UK workers, indicates 51% of employees would be less likely to look for another job if their employer recognised them in the way they prefer. 

In a competitive labour market where retention is a growing challenge for many organisations, that statistic alone should make business leaders take notice.

The research highlights the idea of workplace “love languages," the different ways employees prefer to receive appreciation and recognition. Just as in personal relationships, people respond differently to praise, rewards and support.

The Four Workplace Love Languages

According to the study, UK workers tend to fall into four main categories when it comes to recognition:

Words of affirmation (40%) – Being told by a manager or colleague that they are doing a good job

Gifts (24%) – Bonuses, vouchers, thank-you cards or thoughtful presents

Acts of service (22%) – Colleagues offering help during busy periods or supporting projects

Quality time (14%) – One-to-one time with leadership, mentoring, or team socials

The most popular form of recognition is also the simplest: a straightforward “well done”. Yet despite this, many organisations are still getting recognition wrong.

Businesses Admit They Could Do Better

The research also surveyed business leaders and revealed a surprising gap between intentions and outcomes.

76% of leaders say they could do more to recognise employees

39% are not confident their recognition matches what staff actually value

This mismatch suggests that many recognition programmes may be designed around what organisations think employees want, rather than what genuinely motivates them.

Recognition Isn’t Just a Nice-to-Have

Getting appreciation right has measurable benefits for both employees and businesses.

Workers said that receiving recognition in their preferred style would:

Reduce the likelihood of job hunting (51%)

Improve mental health and wellbeing (50%)

Boost confidence (47%)

Increase loyalty to their employer (42%)

In other words, recognition is not simply about workplace culture. It has direct implications for employee retention, morale, productivity and organisational stability.

Differences by Gender and Career Stage

The research also revealed interesting differences in how people prefer to be valued at work.

Women are significantly more likely to value words of affirmation, with 45% saying they want to be told they are doing a good job, compared with 35% of men.

Men, meanwhile, show a slightly stronger preference for tangible rewards, with 25% favouring bonuses, vouchers or gifts compared with 20% of women.

Preferences also change with experience. Women over 40 are more likely to value acts of service, such as practical help from colleagues during demanding periods. This may reflect a shift from seeking validation early in a career to prioritising meaningful support as responsibilities grow.

A Simple Lesson for Employers

The key takeaway is surprisingly straightforward: recognition works best when it is personalised.

A generic approach to appreciation may tick a box, but it rarely delivers the intended impact. By taking the time to understand how individual employees prefer to be recognised, businesses can build stronger relationships, improve workplace culture and retain valuable talent.

And sometimes, the most effective recognition costs nothing at all.

A sincere “thank you” or “great work” might be one of the most powerful tools a manager has.

To learn more visit https://www.moonpig.com/uk/business

Why Every Business Should Encourage Employees to Use Departmental or Corporate Vision Boards

In many successful organisations, planning is not just about spreadsheets, targets and meetings. 

Increasingly, businesses are discovering the value of visual planning tools, such as departmental or company-wide vision boards, to keep teams aligned, motivated and focused on shared goals.

A vision board is simply a visual representation of goals, ambitions and priorities. 

Traditionally used in personal development, businesses are now adopting the concept as a powerful way to communicate strategy, inspire creativity and help employees see how their work contributes to the bigger picture.

Turning Strategy Into Something Employees Can See

One of the biggest challenges in business is translating leadership strategy into something meaningful for staff. A vision board helps bridge that gap.

Instead of a long document outlining company objectives, teams can see visual representations of:

Key targets for the year

Customer outcomes the company wants to achieve

Product launches or service improvements

Cultural goals such as sustainability or community impact

When employees can see the destination, they are far more likely to understand how their work contributes to reaching it.

Boosting Engagement and Ownership

Vision boards are particularly effective when employees help create them.

Encouraging departments to build their own boards allows teams to define how they will contribute to wider organisational goals. This fosters:

Greater ownership of objectives

Clearer team identity

Increased collaboration

Higher engagement levels

Instead of goals feeling imposed from above, employees become active participants in shaping the future of the business.

Encouraging Creativity and Innovation

Most workplaces are dominated by written reports, data and presentations. Vision boards introduce a different way of thinking.

Using images, keywords, diagrams and milestones encourages teams to think more creatively about:

Customer experiences

Product development

Marketing strategies

Workplace culture

Sometimes the act of visualising ideas leads to new insights and innovative solutions that might never emerge during a typical meeting.

Keeping Long-Term Goals Visible

Another benefit is simple visibility. Business plans often disappear into shared drives or management reports. Vision boards, on the other hand, can be displayed in offices, meeting rooms or digital collaboration spaces.

This keeps key priorities front of mind every day, helping teams stay focused on long-term outcomes rather than short-term distractions.

Digital tools such as collaborative whiteboards, project management platforms and shared dashboards make it easy for remote teams to maintain living vision boards that evolve as projects progress.

Building a Stronger Workplace Culture

Vision boards can also reinforce company values and culture. Businesses may choose to include visual reminders of:

Their mission and purpose

Community initiatives

Environmental commitments

Customer success stories

These visual cues help employees connect emotionally with the organisation’s purpose, which can significantly improve morale and retention.

A Simple Tool With Powerful Results

Vision boards require minimal investment but can deliver meaningful impact. Whether displayed on office walls or created digitally for distributed teams, they offer a practical way to align strategy, inspire staff and keep goals visible.

For businesses seeking stronger engagement, clearer communication and a shared sense of direction, encouraging employees to develop departmental or corporate vision boards may be one of the simplest and most effective steps they can take.

Employee Appreciation Day: Why Recognition Is a Smart Business Strategy

In a world of rising costs, tight margins and increasing workplace pressures, one thing remains consistently powerful: feeling valued.

Employee Appreciation Day, traditionally marked on the first Friday in March, offers UK businesses a timely reminder that recognition is not a fluffy extra, it’s a vital, strategic advantage.

For small businesses, family-run firms, sole traders building teams, and larger organisations alike, appreciation can directly influence morale, retention and productivity. 

And in today’s competitive labour market, that matters more than ever.

Why Employee Appreciation Matters More Than You Think

Recognition isn’t about grand gestures or expensive perks. It’s about visibility.

When employees feel acknowledged:

Engagement increases

Staff turnover reduces

Productivity improves

Workplace culture strengthens

Customer experience often improves

Replacing an employee is costly, recruitment fees, training time, lost productivity. A culture of appreciation, by contrast, is relatively inexpensive and creates long-term stability.

For SMEs especially, where every team member plays a vital role, appreciation can be the difference between burnout and loyalty.

The UK Workplace Reality

Across the UK, many businesses are navigating:

Hybrid and remote working models

Cost-of-living pressures affecting staff wellbeing

Skills shortages in key sectors

Increased expectations around workplace culture

In this environment, appreciation is no longer optional. It is a retention tool.

Employees increasingly look for:

Respectful leadership

Clear communication

Meaningful feedback

Flexibility

A sense of belonging

Recognition helps meet all five.

Practical Ways to Celebrate Employee Appreciation Day

You don’t need a huge HR budget to make an impact. Here are scalable ideas for businesses of all sizes:

1. Personalised Thank You Messages

A genuine, specific note from a manager or business owner carries enormous weight. Mention particular achievements rather than generic praise.

2. Spotlight Achievements Publicly

Share team successes internally, or even externally via LinkedIn or your business newsletter (with permission). Public recognition reinforces value.

3. Offer Flexible Rewards

Not everyone wants the same thing. Consider:

Extra annual leave hours

Flexible working days

Gift cards to local businesses

Professional development budgets

4. Invest in Growth

Offering training, mentoring or funded qualifications signals long-term commitment. Development opportunities often mean more than one-off treats.

5. Support Wellbeing

Wellbeing initiatives, whether mental health support, team lunches, or simply reviewing workloads, demonstrate genuine care.

Appreciation Is About Consistency

One important caveat: appreciation should not be a once-a-year event.

If praise only appears on Employee Appreciation Day, it risks feeling tokenistic.

The most successful businesses embed recognition into their culture by:

Encouraging peer-to-peer recognition

Training managers in effective feedback

Holding regular check-ins

Celebrating milestones and progress

When appreciation becomes routine, it builds psychological safety and trust.

The Business Case: ROI of Recognition

Recognition has measurable impact:

Higher retention reduces recruitment costs

Engaged teams drive stronger performance

Positive culture enhances employer brand

Happy employees improve customer satisfaction

In a digital age where employer reviews on platforms like Glassdoor influence recruitment, culture transparency matters.

A respected workforce becomes your strongest marketing asset.

For Small Business Owners: A Personal Note

If you run a microbusiness or SME, appreciation is even more personal. Your team likely works closely with you. They see the pressures you face. They contribute directly to growth.

Taking time to recognise their effort doesn’t just improve morale — it reinforces partnership.

And partnership is powerful.

Employee Appreciation Day isn’t about balloons or branded mugs.

It’s about recognising that behind every invoice, every sale and every successful project are people making it happen.

In uncertain economic times, businesses that prioritise appreciation don’t just build happier teams — they build stronger, more resilient organisations.

And that’s not just good culture.

It’s good business.

From SMEs to Corporates: How UK Employers Can Increase Productivity Through Employee Happiness

Learn how UK organisations of all sizes can enhance employee wellbeing, reduce staff turnover, and improve business performance.

For SMEs and larger corporations alike, improving working life isn’t just good ethics — it’s good business. Employees who feel valued, supported and trusted are more productive, loyal and engaged.

Here are the essentials:

1. Build a Culture of Respect

Encourage open communication, listen to feedback, and recognise contributions. Trust reduces micromanagement and increases accountability.

2. Offer Flexible Working

Hybrid models, flexible hours or compressed weeks can significantly reduce stress and improve morale — often at little cost.

3. Prioritise Wellbeing

Support mental and physical health through realistic workloads, access to wellbeing resources, and leadership that models healthy boundaries.

4. Invest in Development

Training, mentoring and clear career progression keep staff motivated and reduce turnover.

5. Recognise Achievement

Simple gestures, public thanks, small rewards, milestone celebrations, can have a powerful impact on morale.

6. Strengthen Leadership

Good managers communicate clearly, lead fairly and support their teams. Poor management remains one of the main reasons people leave jobs.

The Bottom Line

When employees thrive, productivity rises, absenteeism falls, and recruitment costs decrease. Whether you’re running a growing SME or a large corporate operation, investing in workplace happiness is a strategic advantage — not a luxury.

“URocked” already provides the transparency and accounting requirements for tips, gratuities, and service charges, as soon to be required by law

While the changes to tip accounting and payment regulations are currently in consultation with the hospitality sector, and scheduled to come into force on the 1st of July 2024, "URocked”, the cashless tipping solution company, is already equipped to deliver all the essential requirements. This capability increases income for workers and simplifies the daily tasks of employers.

Equivalent legislation has already been implemented in Ireland, ensuring every worker directly receives their tips without employer involvement. The implementation of the "URocked" system, facilitating both bill payments and tip transactions through debit and credit cards, has demonstrated a notable increase in tips, up to fivefold in some places. 

This has led to a substantial increase in employee compensation as a way of acknowledging their hard work, providing welcome relief at a time of significant increase in cost of living and decreasing cash tips.

"We believe the upcoming legislation in the UK will serve as a driving force for enhancing the performance of service personnel, ultimately leading to increased revenue and staff retention for employers," states David Dillon, founder and CEO of "URocked".

The system introduced by "URocked" allows the bill and the tip to be paid in one transaction, with a choice of tip amount. However, in comparison to traditional payment devices, the bill payment is sent directly to the business, with the tip being sent separately to the worker directly or to a pool of workers, therefore, requiring no involvement from the employer and providing full transparency and accounting. 

“URocked” follows all HMRC guidelines and procedures, meaning tips paid direct to workers are treated as effectively cash tips, thus reducing the tax and administrative burden on employers.

"We introduced this system because we realised we needed to address the situation of customers who often lack cash” says Kay Allen, owner of London’s luxury Cat Cafe “Whiskers & Cream”. 

Kay adds “the system brings satisfaction to customers who can express gratitude for the service, whilst at the same time ensuring workers receive these payments directly into their accounts, eliminating the need for additional resources on our part”.

Founded by David Dillon in 2020, URocked is a complete digital tipping solution and integrated payment acceptance company. URocked platform seamlessly enables innovative pay at the table and mobile, card, and QR code tipping, directing 100% of tips to employees without employer payroll involvement. URocked solutions provide transparency, regulatory compliance with evolving regulations, and reduced administrative costs, while service employees benefit from receiving their tips directly in full.

https://urocked.com/

Significant win for APSCo as rolled up holiday pay legalised

The Association of Professional Staffing Companies (APSCo) has met with enthusiasm the announcement this week that rolled up holiday pay will be legalised for agency workers including umbrella workers, a move which the trade association has called for in its consultation response.

In an announcement earlier this week, a number of crucial steps were confirmed that recruiters and umbrella companies will welcome, including:

- Retaining two distinct ‘pots’ of annual leave and existing rate of holiday pay (4 weeks at normal rate of pay and 1.6 weeks at basic rate of pay)

- The introduction of rolled up holiday pay for irregular hours workers and part-year workers, which would include some agency workers

- Plans to legislate an accrual method to calculate entitlement at 12.07% of hours worked in a pay period for irregular hour workers and part-year workers in the first year of employment and beyond

- The simplification of TUPE requirements and reduction of administrative burdens for small businesses

Tania Bowers, Global Public Policy Director at APSCo, comments: “This is a significant win for APSCo and its members. We've highlighted for years that rolled-up holiday pay is necessary and will protect agency and umbrella workers. We’re pleased to see our recommendations have been seriously considered and adopted in this consultation response, including the rate of holiday pay and the simplification of TUPE requirements.

“The plans outlined are, in our view, the only fair way to pay irregular workers and ensure they are no longer at risk of losing accrued holiday pay due to the way they are employed. However, it's now important for recruiters and umbrella companies to assert to workers and end clients individuals must take the holiday or pay they are owed and the Working Time Regulations.

“This new development is perhaps the first example of the UK Government being able to utilise the increased freedom of decision making that has been afforded following Brexit. What will be key now, though, is the timing of this transformation and whether or not it will be legislated and enacted under the current Parliament.

“How to fairly compensate holiday entitlement for the flexible labour market is a key topic of conversation at the moment, with the Gangmaster and Labour Abuse Authority (GLAA) also issuing a new brief on the treatment of holiday pay following the Supreme Court decision of Harper versus Brazel.”

https://www.apsco.org

Employee Training and Development Strategies: A Roadmap to Success for Your Business

In today's fast-moving and dynamic business environment, employee training and development have become essential for an organisation's growth and success. 

The constant evolution of technology, changing customer demands, and global competition necessitate a workforce that is adaptable, skilled, and continually improving. 

In this blog post, we will explore the importance of employee training and development strategies and provide insights into how organizations can implement effective programs to empower their employees and stay competitive.

Why Employee Training and Development Matter

Enhanced Productivity

Training and development programmes equip employees with the knowledge and skills they require to perform their tasks efficiently. As employees become more proficient in their roles, they contribute to increased productivity, reducing errors and reducing inefficiencies.

Employee Engagement and Retention

Investing in your employees' growth shows them you value their contributions and are willing to invest in their future. This, in turn, boosts employee engagement and can reduce turnover rates. Employees are more likely to stay with an organisation that offers opportunities for personal and professional development.

Improved Innovation

Well-trained and well-developed employees are more likely to think creatively and contribute to innovative solutions. A workforce that continually updates their skills and knowledge can drive innovation and keep your organization at the forefront of your industry.

Effective Employee Training and Development Strategies

Needs Assessment

Begin by identifying the specific training and development needs of your employees. This can be done through surveys, performance evaluations, and discussions with employees. Understanding these needs is crucial for creating tailored training programmes.

Clear Objectives

Set clear and measurable objectives for each training program. These objectives should align with the organisation's goals, ensuring that the training directly contributes to the company's success.

Create a Learning Culture

Foster a culture of learning within your organization. Encourage employees to seek out opportunities for skill development and make continuous learning a part of your company's DNA.

On-the-Job Training

On-the-job training, mentoring, and coaching are powerful ways to develop employees. They provide real-world experience and personalised guidance that can be more effective than traditional classroom training.

E-Learning and Online Courses

Utilize technology to provide employees with access to e-learning platforms and online courses. These platforms are convenient, cost-effective, and can be customised to suit the individual learning preferences and schedules of employees.

Gamification

Incorporate gamification elements into your training programmes. Gamified content can make learning more engaging and fun, increasing the retention of information.

Feedback and Evaluation

Regularly assess the effectiveness of your training programmes. Collect feedback from employees and track key performance indicators to gauge the impact of the training on the organisation's success.

Career Development Plans

Work with employees to create individualised career development plans. This can include setting goals, identifying necessary skills, and creating a pathway for advancement within the organisation.

Budget Allocation

Allocate a portion of your budget specifically for training and development. This investment in your employees will pay off in the long run through increased efficiency and productivity.

Employee training and development are not just a one-time event but an ongoing journey. In a rapidly changing world, organisations that prioritise the growth and development of their workforce will be better positioned to succeed. 

Effective training and development strategies empower employees, boost productivity, and foster innovation. 

By creating a culture of learning and continually assessing and adapting your programmes, you can ensure that your organisation remains competitive and future-ready.

(Image courtesy Gerd Altmann from Pixabay)

Strategies for Building a Strong Corporate Culture

Corporate or company culture is the invisible force that drives organisations forward. A strong company culture can lead to increased employee satisfaction, better teamwork, and improved business outcomes. 

It sets the tone for how employees interact, how decisions are made, and ultimately, the company's overall success. In this blog post, we'll explore strategies for building a strong company culture that can help your organisation thrive. And please be aware these ideas are relevant for all organisations be they large corporate entities, newer companies, charitable concerns, etc.

Define and Communicate Core Values

The foundation of a strong company culture begins with well-defined core values. These values should reflect the company's identity and be more than just words on paper. They should guide decision-making and behaviour. Communicate these values clearly and regularly to all employees, and ensure that they are integrated into daily work life. When everyone understands and shares these values, it fosters a sense of unity and purpose.

Lead by Example

Leaders play a pivotal and vital role in shaping company culture. Their actions and behaviours set the standard for employees to follow. Leaders should exemplify the core values and principles the company upholds. When employees see that leadership is committed to the company culture, it encourages them to do the same.

Promote Open and Transparent Communication

Clear, open, and honest communication is absolutely vital for building a strong company culture. Employees should feel comfortable sharing ideas, providing feedback, and addressing concerns. Establish communication channels, such as regular team meetings, suggestion boxes, or digital platforms, to encourage open dialogue. Act on the feedback received to show that employee input is valued.

Encourage Collaboration and Teamwork

Collaboration and teamwork are integral to a healthy work environment. Encourage employees to work together, share knowledge, and support one another. This helps build trust, fosters innovation, and creates a sense of unity among the team. Promote cross-functional teams and projects to break down silos and facilitate collaboration.

Invest in Employee Development

A company that invests in its employees' growth and development not only retains talent but also fosters a culture of learning and improvement. Offer training opportunities, mentorship programs, and career development paths. When employees see that their organisation is committed to their growth, they are more likely to reciprocate with loyalty and dedication.

Recognise and Reward Achievements

Employee recognition is a fundamental aspect of a strong company culture. Acknowledge and celebrate individual and team achievements. This recognition can be both formal, such as performance bonuses or awards, and informal, like a simple "thank you" for a job well done. Recognising hard work and dedication motivates employees and reinforces positive behaviour.

Foster a Good Work-Life Balance

A company that values work-life balance demonstrates that it cares for its employees' well-being. Encourage flexible working arrangements, offer mental health support, and promote a culture where taking time off for personal reasons is encouraged. When employees feel that their work is aligned with their personal lives, they are more likely to be content and productive.

Embrace Diversity and Inclusion

A diverse and inclusive workforce contributes to a rich and vibrant company culture. Embrace diversity in all its forms, including gender, race, age, and background. Create a safe and inclusive environment where all voices are heard and valued. This not only improves employee morale but also enhances creativity and innovation.

Building a strong company culture is an ongoing process that requires dedication, commitment, and effort from both leadership and employees. When a company invests in creating a positive culture, it reaps the rewards in the form of improved employee engagement, increased productivity, and long-term success. By defining core values, fostering open communication, and supporting employee development, your organization can create a culture that sets it apart and propels it to greater heights.

The Darker Side of AI: Why Artificial Intelligence Can Be Bad for Business

Artificial Intelligence (AI) has undoubtedly transformed the business landscape in recent years, offering unprecedented opportunities and chances for growth, efficiency, and innovation. 

But! As with any powerful tool, AI comes with its own set of challenges and potential downsides. In this blog post, we will explore why AI can sometimes be detrimental to businesses, shedding light on the darker side of this technological marvel.

Cost and Resource Overheads

Implementing AI systems can be an expensive endeavour for businesses, especially for small and medium-sized enterprises (SMEs). Acquiring the necessary hardware, software, and skilled personnel to develop and maintain AI solutions can strain a company's budget. Moreover, AI requires substantial data storage and computational power, leading to increased operational costs, which might not yield immediate returns.

Job Displacement and Employee Resistance

One of the most significant concerns regarding AI in business is the potential displacement of human workers. As AI and automation technologies become more sophisticated, routine and repetitive tasks are increasingly being automated. While this can enhance efficiency, it often leads to job losses and employee resistance. The fear of losing their livelihoods can create a hostile work environment and reduce overall morale.

Privacy and Ethical Concerns

AI systems heavily rely on data, and the collection and the utilisation of this data raise significant privacy and ethical concerns. Companies must handle sensitive customer information with care and adhere to strict regulations such as GDPR and CCPA. A data breach or misuse of data can result in costly legal actions, damaged reputations, and loss of customer trust.

Bias and Fairness Issues

AI algorithms are only as good as the data they are trained on. Biased data can lead to AI systems making biased or even flawed decisions, which can perpetuate discrimination and inequality. This not only tarnishes a company's reputation but also invites regulatory scrutiny and potential legal repercussions. Ensuring fairness and transparency in AI systems is an ongoing challenge for businesses.

Overreliance on AI

While AI can improve decision-making and efficiency, overreliance on AI can be detrimental. Blindly following AI recommendations without human judgment can lead to poor decisions and a disconnect from the customer base. It's essential to strike a balance between AI and human input to maintain a holistic perspective in business operations.

Security Vulnerabilities

AI systems are not immune to cyberattacks and security vulnerabilities. Hackers can exploit AI models to manipulate decisions or steal sensitive data. Businesses must invest in robust cybersecurity measures to protect their AI systems, which can be an ongoing and resource-intensive process.

Rapid Technological Obsolescence

The field of AI is evolving at breakneck speed. What is considered cutting-edge technology today may become obsolete within a matter of few years. Businesses investing heavily in AI must continuously adapt and upgrade their systems to remain competitive. Failure to do so could even result in a loss of market relevance and competitiveness.

Whilst it's true that AI offers tremendous potential benefits for businesses, it's crucial to acknowledge and address its potential drawbacks, too. Cost overruns, job displacement, privacy concerns, bias, overreliance, security vulnerabilities, and rapid obsolescence are all factors that can make AI bad for business if it's not managed correctly.

Businesses must approach AI implementation with caution, ensuring they have clear strategies for mitigating these risks and fostering responsible AI development. A balanced and ethical approach to AI can help companies harness its advantages while minimising its negative impact on the business and society as a whole.

Eventually, if AI holds sway it will be computers talking to computers, each mimicking real humans who got lost somewhere in the rush to modernisation. 

(Image courtesy of Gerd Altmann from Pixabay)

CIPHR extolls the virtues of “Onboarding”

Series of activities demonstrate how to get the best from new hires

Computers In Personnel (CIPHR), a leading supplier of HR Software, Payroll, Absence and Recruitment Solutions, is dedicating a whole week to address and explain the issues surrounding Onboarding. Activities will include:

Monday May 14th - a new video depicting the topic of Onboarding

Tuesday May 15th - a second video walking viewers through the CIPHR solution for Onboarding

Wednesday May 16th - topical infographic showing the employee lifecycle

Thursday May 17th - white paper to download from the ciphr.com website covering the main issues around Onboarding and how they can be addressed

Friday May 18th 9.30am/2.30pm - free webinar hosted by CIPHR dealing with the issues covered over the course of the week and answering participants’ questions

Effective Onboarding is crucial because the decision to stay in a new job is usually made within the first 6 months and replacing an employee in the first year of their employment is known to cost organisations upwards of twice their annual salary. One of the most quoted reasons for people leaving their employment is lack of “cultural adaptation”. This can be addressed through the Onboarding process and starts from the moment the acceptance letter pops through the door.

Speaking about the week’s events, Chris Berry, managing director of Computers In Personnel, says, “Onboarding is something that all organisations do whether they know it or not. Some do it very well and others barely scratch the surface of what is necessary. The week that we have planned delivers a whole range of information that will help anyone who is struggling with the issues of getting the best from their new hires. It will show how to deliver knowledge and key details to them quickly and effectively, even before their first day of work. That way, when they start they are already ahead of the game!”

FACTFILE:
Computers In Personnel (CIPHR) is a leading supplier of HR Software, Payroll, Absence and Recruitment Solutions. It has been supplying best of breed people management solutions for over 26 years and remains one of the most established and trusted providers in the UK.

Every day, some of the UK's largest and most respected organisations, small businesses, charities, and public sector bodies rely on CIPHR to effectively manage their employee data. It provides a unique breed of sophisticated, integrated HR software solutions that can help organisations achieve their business goals.

For more information contact:
Fiona Keys
Marketing Manager
fkeys@ciphr.com
01628 814 229

Top talent is hard to find despite unemployment rises, HR survey reveals

A recent survey of HR Directors and business leaders conducted by HR specialists The Curve Group today revealed that three quarters of companies polled were finding it difficult to recruit top talent, despite the growing unemployment figures. In addition 62% of those surveyed had also seen an increase of absenteeism due to stress over the last two years.

In response to questioning about how best to spend money on engaging with employees, over half of said that their strategy would be to invest in leadership development to create clear direction for their organisations. Surprisingly only in 1 in 10 companies would increase salaries or pay larger bonuses, while just 1 in 20 companies would hire additional personnel to relieve pressure on the workforce.

Perhaps the most interesting result of the survey was the focus on the need to develop organisational leaders in order to have a significant impact on employee engagement. For many organisations this represents a change in priorities. Resources for HR programmes have been squeezed and so finding cost effective options for developing internal leaders to drive employee engagement rather than investing in employee benefits has come to the fore.

Lyndsey Simpson, Co-owner of The Curve Group, said, “These figures indicate some of the challenges facing employers in times of economic uncertainty. Redundancies or headcount freezes put pressure on the remaining workforce, leading to increased levels of stress. At the same time those who have a job often feel they should remain in a ‘safe’ position rather than risk moving, thus reducing the talent pool.”

Simpson comments, “While this shift is understandable in the short term, the danger is in neglecting the needs of the wider workforce – which may contain the stars of tomorrow - and leads to potential disengagement and reduced levels of output.”

FACTFILE:
The Curve Group was formed in 2003 and leads the way in the field of HR services. The company is split into four main businesses - Curve Search, Curve Recruiting, Curve Outplacement and Curve Outsourcing. The Curve Group works with a broad range of organisations in financial services, consulting, leisure, food and business services and clients include Barclays, Virgin, RBS, Avon, LaSer and Aston Villa FC. The company is proud to have won the Best Employer award at the 2011 Business Awards, and finalists at the following Awards in 2011 - Fast Growth Business, Recruitment Business and Working Mums. For more information visit www.thecurvegroup.co.uk

(EDITOR: High levels of stress, leading to absenteeism? Perhaps you need to look at ways of looking after your loyal staff more and not risk burning them out?) 

Website for employers staffing up around London 2012 Games has launched

Businesses and organisations who are considering taking on extra staff in the lead up to the London 2012 Olympic Games can now have access to a pool of enthusiastic and available talent, who are all looking for roles related to the Games.

Created in response to the overwhelming demand from jobseekers for information about jobs with London 2012 sponsors, contractors and suppliers, Adecco, the official recruitment services provider of the Olympic and Paralympic Games, has launched www.jobsforthegames.co.uk.

Employers can now access a dedicated ‘Recruiter Zone’ of the site, where they can register and begin posting available roles and vacancies and browse through relevant CVs, using a collection of search and matching tools to identify future employees.

Organisations can also take advantage of a range of advertising opportunities, including job and brand advertising on the site.

www.jobsforthegames.co.uk is designed to directly link employers with those searching for work with London 2012 sponsors, contractors and suppliers. Employers who are looking to fill roles related to the Games are urged to sign up now to secure the best possible talent. Job seekers already registered on the site are looking for a wide range of roles, from catering and tourism to security and cleaning work, plus technical and professional roles.

Steve Girdler, Adecco’s Director of London 2012 Partnerships, said, “Employers big and small will be looking take maximum advantage of the business opportunities provided by the London 2012 Games. In order to do so they will need to staff up and inevitably the pool of talented people is finite. The job board provides employers with a captive audience of keen and available jobseekers. In the first week of the website going live for job seekers, over 45,000 people interested in securing a role related to the London 2012 Games registered their interest, uploading their CVs and signing up for email alerts to keep them updated with new, relevant roles as they become available.

“Via www.jobsforthegames.co.uk we can offer employers a dedicated, central source of talent, enabling them to secure new and additional staff via a fast and effective route. With over 45,000 people who are interested in supporting the Games already registered, and that figure is increasing on a daily basis, we expect the site to prove an essential tool for employers and job seekers alike.”

With the London Organising Committee (LOCOG) predicting that tens of thousands of new jobs will be created by London 2012 sponsors, suppliers and other businesses that will be staffing up around the Games, www.jobsforthegames.co.uk is expected to prove a key tool for HR managers, across the UK. Adecco will be highlighting all the fantastic job opportunities created by the London 2012 Games to the East London Host Boroughs, thereby helping to support LOCOG’s local recruitment initiatives in these areas.