Whilst working within organisations, one of the areas that I often come across is employee retention. Many companies look at it as the provision of benefits and do not engage with their staff to understand what they value or need.
It’s really important for every company to clearly define why they want to introduce a new benefit and what their goal is. Most companies look at benefits provision to decrease staff turnover or to attract talent. There are other reasons but let’s focus on these, as they are definitely the ones I’ve come across most often.
The good news is that retention doesn’t necessarily mean spending a lot of money on wonderful benefits. It often starts with understanding what your teams value and what they would like from their perspective. Some benefits don’t even involve spending any money! Indeed, flexible working and remote working are becoming increasingly popular and are two such examples.
Let’s see below how you can implement the right solutions for your teams so you get the most out the initiative.
There has been a lot of noise around the gender pay gap reporting recently with the closing deadline just gone.
There has also been a lot of confusion around what it actually is. The gender pay gap isn’t indeed synonymous with equal pay.
In a nutshell, the gender pay gap is the difference in the average earnings between all men and women in an organisation whilst equal pay is the difference in the actual earnings of men and women doing equal work.
More and more, flexible working is proving itself to be a real benefit to employees. It’s also something that isn’t usually offered by businesses, especially at recruitment stage. Timewise recently surveyed job adverts and found that only 1 in 10 mention flexible working as being available to applicants. Once employees are in post, employers are also often concerned to give in to a request of flexible working as they fear a snowball effect among their workers.
There has recently been a resurgence of articles and news on the topic of unpaid internships. Whilst these can undeniably be a fantastic opportunity for young people, there are often misconceptions on what internships are and how prepared employers need to be to welcome these interns.
There are two typical issues that arise when interns are taken on and that we will cover in turns.