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After a short-lived period of relative normality, going back into lockdown is a heavy blow for both employers and employees in England. The government has extended its Coronavirus Job Retention Scheme, which HMRC’s October 2020 figures show has already helped some 9.6 million people.
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How well do you know your employees? You might know where they work – at least under normal circumstances – and what they do during office hours; but how much do you know about them personally?
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Generation Z are still fairly new to the workplace, but they’re already bringing to employers much in terms of digital competence, dedication and drive to achieve a goal.
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The dramatic changes prompted by the COVID-19 pandemic have blurred the lines between work life and home life for both employees and employers. Now more than ever, it’s clear that employee engagement and productivity is not just governed by their nine to five experience. What is happening in employees’ lives outside the workplace has just as much of an impact – if not more.
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With the pandemic far from over, and job security a rare privilege, fostering financial wellbeing in the workplace is no easy task. Figures from Yorkshire Building Society indicate COVID-19 has widened the financial wellbeing gap, with 21% of UK adults saying they are unable to save at all.
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During lockdown, it’s probably safe to say that leaders were more visible and more human than ever before. They were more open about their own work/life issues. This effectively said to their people that it was OK to structure work around life.
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