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The ultimate present this season? A fresh perspective! Our article explores the incredible value of changing your thought patterns. It's a gift that keeps on giving, and it costs nothing. Dive in and discover the power of mindset shifts! https://nsl.ink/cmDv #ThePlusGroup #CareerOpportunities #Hiring #GetBackToWork #Recruiting #JobHunt #NewJob #Staffing #StaffingServices #DirectHire #TempStaffing

The New Year brings change and that certainly is the case on the job market, 85 of my connections have changed jobs in the last 3 months alone! The markets are opening back up, jobs are being created and filled and the need to retain staff is more important than ever. For those companies who have lost great talent - understanding your employees aspirations, career goals, personal goals and life circumstances is what will enable you to increase retention rates and stop those christmas resignations. I personally moved 3 times (Once, the new role meant I had to hand my notice in on Xmas eve! 😓) for both an increase in remuneration and the challenge of the work. This happened at times when I was doing well, because I outgrew my roles quicker than the business was able to scale or the opportunity that came along was too good to turn down. In this case, the market offered me a 22% pay increase (I would have been a fool to turn it down) Generation Z have grown up with access to a wealth of information and opportunities that us and our parents could only dream of - the future generation are likely to have some of the shortest tenures and be the biggest 'job hoppers' we have ever seen. Understanding your staff is more important than ever! Over the next few weeks I will be releasing mini articles on employee retention as well as Generation Z - the future of our workforce - so stay posted! #newyearnewjob #hiring #generationz #talentacquisition #talentretention

Some #companies don't fully realize how important their #employees are until those employees decide to quit. This happens for a few reasons. First, companies can get used to having certain employees around and might not notice how much they contribute until they're gone. Second, if a company doesn't do a good job of #recognizing and #rewarding hard #work, employees might feel unappreciated and look for new #jobs. Also, in a competitive #job #market, employees have options, so when they get a better job offer or just want a change, it can be a wake-up call for the company. And sometimes, employees might express their concerns or ask for better #opportunities before quitting, but if the company doesn't listen, they end up #leaving. It's important for companies to value and take #care of their employees from the start to avoid losing them and the costs that come with #hiring and #training new ones. This benefits both the company and its employees, creating a better work environment for everyone.

We were recently inspired by Sarah Ellis and Helen Tupper's concept of the 'Squiggly Career' - that is, the normalization of having a non-linear career path that takes lots of twists and turns. But this got us thinking…how can employers bake this mindset into the roles they offer so to give employees the space to 'squiggle' whilst still retaining their talent?   And then it dawned on us - employers need to start actively creating 'squiggle room'. This is the idea of making the space for employees to align more of their personal passions with the work that they do, as well as being flexible to their ever-changing needs.   This will help retain not just those who are attracted to the non-linear career style, but also those who face unexpected squiggles in their career journey's too! Read the full piece below to find out how you can start creating squiggle room in your company ⬇   #jobcrafting #retentionstrategies #turnover #peoplestrategy https://on.ft.com/3NLPZ7l https://lnkd.in/gWb9M_3a

The main reason for unhappiness in a job is the lack of three things 1) Freedom to choose what you want to do.2) Opportunities to use the newly learnt skill. 3) The autonomy to work from wherever. But companies are paying you to do what they want you to do using tools that are in use for decades and they want you to work from office for X days a week. Consider #gigwork as a way to unshackle. #Rezoomex can help reduce the risk with some passive income. https://lnkd.in/dXnvQG9A

🔥 Pain in the HRs 🔥 #15 When you take a role just because it’s part-time, and there are red flags everywhere 🚩🚩🚩. I had a 14-year career break when I had my kids, and yes, I know that’s a long time. So, getting back into HR wasn’t easy. Now I’m not going to be inadvertently outing any past employers, because I didn’t do this once, I did this multiple times. I was so focused on school pick-ups, flexibility around working days and so desperate to get back on and up the career ladder, it made me take my eye off the ball. I glossed over toxic bosses and cultures, indifferent SLTs, MDs who saw HR as a tick-box exercise (the list goes on) because I was confident I could influence change. I ended up going all Gen Z and career-hopped quite a bit which made me feel like a bit of a failure. If I’m honest I also get bored easily so that could have been at play too. Apparently “You can never make the same mistake twice because the second time you make it, it’s not a mistake, it’s a choice.” My choice to make my career decisions with intent took about 7 years to kick in but did result in me becoming an HR coach and now doing something I love. I wonder though if I had sat tight and stuck to my guns I'd have found a role that matched my personal and professional needs. What choices have you made to grab your HR career by the short and curlies? #paininthehrs #thehrcoach #hr

🔥 Pain in the HRs 🔥 #15 When you take a role just because it’s part-time, and there are red flags everywhere 🚩🚩🚩. I had a 14-year career break when I had my kids, and yes, I know that’s a long time. So, getting back into HR wasn’t easy. Now I’m not going to be inadvertently outing any past employers, because I didn’t do this once, I did this multiple times. I was so focused on school pick-ups, flexibility around working days and so desperate to get back on and up the career ladder, it made me take my eye off the ball. I glossed over toxic bosses and cultures, indifferent SLTs, MDs who saw HR as a tick-box exercise (the list goes on) because I was confident I could influence change. I ended up going all Gen Z and career-hopped quite a bit which made me feel like a bit of a failure. If I’m honest I also get bored easily so that could have been at play too. Apparently “You can never make the same mistake twice because the second time you make it, it’s not a mistake, it’s a choice.” My choice to make my career decisions with intent took about 7 years to kick in but did result in me becoming an HR coach and now doing something I love. I wonder though if I had sat tight and stuck to my guns I'd have found a role that matched my personal and professional needs. What choices have you made to grab your HR career by the short and curlies? #paininthehrs #thehrcoach #hr

I've noticed many of my HR connections getting new jobs recently 🧐🧐🧐 And the data supports this - HR professionals are significantly more likely to seek new job opportunities compared to the general workforce (57% vs 46%). When discussing rewards and benefits with HR teams daily, retention frequently emerges as a key concern. This prompts the question: how can C-suite retain top talent if they are losing their employee mediators? Despite nearly half (46%) of employees planning to seek new employment this year, 60% of C-suite executives believe their workplaces are equipped to meet the future workforce's needs. There is a disconnect ❌ At Octopus Money, we believe retention is earned by supporting employees during key life moments (both in and out of work), such as promotions, parenthood, or divorce. And among the businesses we work with, the most successful are those where leadership champions this strategy from the top, actively demonstrating to employees how their benefits plan will help them achieve their personal and professional goals. If supporting employees with life moments is on your radar, feel free to drop me a message 🐙🌟 #LifeMoments #Retention

This week marks two milestones I’m very grateful for: one year since redundancy and my first week at Flexa 💜 Being grateful for redundancy may seem odd, but I really am. Nobody quite prepares you for it. It’s a mix of emotions, from self-doubt to fear and uncertainty. But overall, it’s helped me learn a lot about myself and the type of role and company I want to work for. One thing that hasn’t changed is my personal goal to make a difference where I can. That’s why I’m very excited to be joining Flexa on their mission to help companies attract and retain diverse talent and make workplaces more inclusive. Flexa started in 2019, after Molly Johnson-Jones was sacked from her role in investment banking for requesting to work from home one day a week to accommodate her autoimmune disease 🤯 This inspired Flexa to be born, with the mission to make workplaces more inclusive. Because without flexible working you simply can’t be an inclusive employer. If you are an organisation serious about becoming an inclusive employer and embedding DEI into your Employee Value Proposition, I highly recommend following Molly and reading some of her latest posts and content! Better yet, she’s hosting an exclusive masterclass next week and there are a limited number of spaces left. She'll walk you through 👇 ✨ The 7 core pillars of a strong, inclusive EVP 🔑 How to identify which pillars to emphasise (and avoid) 💼 How to leverage your current environment to attract top diverse talent I've added the link to register in my comments! #flexibleworking #inclusiveemployers #employerbranding