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As the nation endures its third lockdown in less than a year, many of us are feeling the mental strain of the resulting stress, anxiety and isolation.
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Companies talk a lot about the environmental, social and governance (ESG) agenda, but it’s questionable whether this is born out in executive reward strategy. Long-Term Incentive Plans (LTIPs) are still very much weighted towards financial measures of success.
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Let’s start with the ‘why’ before we get into the ‘how’. Society has seen a broad change in recent years; change that has shaped expectations.
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The COVID-19 pandemic has underscored just how integral employee engagement is to a company’s valuation. While some employers have shown their humanity throughout this difficult period and given workers the support they need, others have seen their actions – or those of their suppliers – wipe billions off their market values.
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As we begin 2021, we continue to weather the COVID-19 storm, and many businesses are entering the year planning for the continuing impacts coronavirus will have on both operations and their people.
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The Covid-19 pandemic is taking its toll on the nation’s mental health. The Centre for Mental Health’s October 2020 report predicted that up to 10 million people in England alone will need specialist support as a result of the continuing global health crisis.
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