Insights

Being an employer who cares will be your biggest investment in 2023

There has been a complete shift in the way that employers view workforce health and wellbeing and now employees have a much greater understanding for when it is simply best for them to stay at home. Here, Mike Eriksen from Agilis Health discusses the impact by employers who care the most for their employees, have the greatest power to place their company at the forefront for staff retention and talent acquisition.

Gone are the days when staff felt the need to turn up at work full of a cold with little concern about spreading germs, rather than call in sick for a day or two. Employers are certainly now more open to support those who are unwell and encourage remote working when required.

However, this is not just a one-off approach to the odd bout of illness. The last few years has created a movement within the workplace towards a better overall attitude towards overall health and wellbeing.

Being an employer who cares has the power to place companies at the forefront for staff retention and talent acquisition, so cultural investment in health and wellbeing is one of the most worthwhile investments employers can make.

There are endless employee benefit options available but offering staff access to regular health assessments can be hugely beneficial not only for staff, but it could also help to reduce absence or at least ensure a business is better prepared for dealing with it.

Supporting staff with their health is a huge plus right now as, given the strain on GPs and community care, it gives accelerated access to health care and can ease concerns or highlight issues at an earlier stage.

There is a range of healthcare assessments available that can be tailored to a budget. There is no denying this is a ‘nice to have’ benefit but if a business takes a best practice approach to health and wellbeing and is known as an employer who looks after their staff, it certainly makes them a favoured employer. Whether it is paid for by an employer or deducted from a benefits plan, health assessments are completely confidential and managed entirely by the individual, whether they want a full blood review or just a basic MOT, including blood pressure, pulse, and BMI.

Laboratory testing can screen for 36 markers and provide a dashboard of information from a single thumb prick blood test, highlighting many underlying health issues. People who access this type of service may just be inquisitive about their health, not feeling too great, or are simply what we call the ‘worried well’. These tests can be turned around, start to finish, within a week, so there is no waiting around for GP appointments and then subsequent results.

The health conversation has certainly moved on since 2020, the culture and mentality has changed, everyone is more health conscious and looking to employers, to make positive changes to support staff and their families with greater access to health and wellbeing benefits.

It is all about providing a proactive and preventative health approach as an employer and if an employer is committed to this, health and wellbeing soon becomes a company lifestyle and culture – one of the most attractive traits for both staff retention and acquiring future talent.

Support from Maggie’s while working with cancer

As part of Hr NETWORK’s ongoing support for Maggie’s Centre’s during 2022 and 2023, we have spoken to a number of people over the past few months who have shared their experience of cancer and the impact this has on work life. In this latest Maggie’s Insight feature, Lynne Connolly shares her experience of working with cancer and how Maggie’s has helped her to continue to work for so long, following her diagnosis.

According to statistics, one in two people will develop cancer at some point in their lives with just over one million people of working age, predicted to be diagnosed with cancer by 2030. One in two. That’s a stark figure. And we all hope that we, or those we love, are not the one. It’s not that we wish cancer on anyone else, it’s just that we don’t want it to be us. And then it happens. It’s indiscriminate. My primary cancer diagnosis happened when I was 37 – a ‘healthy’, non-smoking, active person with no family history. It didn’t enter my mind that it would be cancer. But it was, and was relatively well advanced. I knew no-one at my age who was in this position and no idea where I could turn. Maggie’s was that place. It’s difficult to sum up what Maggie’s has given me. From that first visit, it’s been my place to breathe. It’s where I recharge to get through operations and treatment and to be effective at home and work. I loved my job and wanted our home life to feel ‘normal’ for my kids. Maggie’s helped me to do both effectively for over 13 years. There are so many ways employers can work with people in my situation, depending on the stage they are at, and Maggie’s is there to help. Maggie’s helped me to work out what I wanted to communicate to my colleagues at each stage. I had lost confidence but knew that I didn’t want cancer to define me at work. I had to accept that my life had changed significantly, particularly after secondary diagnosis. Maggie’s helped me to do that and to articulate what I wanted to say to others. My colleagues have been just brilliant. Cancer doesn’t stop with primary treatment and I found trying to re-establish myself at work to make up for ‘lost’ time, as well as trying to be a great mum, juggle medical appointments and look after myself felt totally overwhelming. Coaching at Maggie’s helped me to realise that I was just one person and to work out, and articulate, what my priorities and new realities were. Maggie’s also helped me to find ways to connect with others through 1-2-1 coffees, online groups and workshops. My daughter and I have enjoyed meeting others and learning through Nutrition workshops, for example. Feeling that you are not alone is so important. Through these connections I grew more willing to share my own experiences with those around me. In the same way that I can’t know the full reality of others’ situations, I couldn’t expect my colleagues to know mine unless I shared it.

I have no doubt that Maggie’s has been key to me being able to work for so long and to just live my life. It’s there for individuals, as well as their families and colleagues, to listen and untangle all the medical jargon into practical (and less scary) actions. It makes all the difference.

It’s time to start working towards a better HR

The Great Resignation and hiring crises have affected all businesses. If hiring processes take too long, candidates may take offers elsewhere. Here, Max Ertl, President of DocuWare considers some of the HR trends to look out for in 2023.

Speed and efficiency when on-boarding/ hiring in 2023

Great resignation and hiring crises have affected all businesses. If hiring processes take too long, candidates may take offers elsewhere. Speed and efficiency are so important when hiring/onboarding staff – the right tech tools ensure that new employee records are secure and onboarding workflows are smooth and fast. Businesses must digitalise processes to retain candidates/ staff and ultimately thrive against the competition. We had the same challenge as other businesses - we are growing fast & had to hire a large number of employees in a short time. What helped our process was using DocuWare solutions and we have successfully filled most of those roles so far this year.

Hiring is very personal, from human being to human being and this is where you should spend your time. From the very first interview to sending an offer letter– every stage gives an impression of a company to a potential staff member and that impression needs to be a good one – technology can assist! Digital onboarding makes processes seamless, speedy, secure and consistent for a new hire and the business. The new employee feels welcome from the very first second, with the added extras for the business of increasing efficiency and removing costs.

With today’s employees expecting to work anywhere, anytime and on any device – great technology is key to retaining even at the very first stage of hiring.

Making the move away from paper

HR is one of the most paper-intensive departments. Especially since the pandemic – workers can be anywhere – paper just isn’t a realistic option anymore and the technology is here and has proven it works. Technology solutions that are up and running in days can centralise all paper-based processes. The benefits are huge: it saves money (use less paper & ink) which is also good for the environment, improves security and compliance, more data to learn from, etc.

New era of hybrid working

Since the pandemic it’s really been proven across multiple industries that a team’s best work can happen inside and outside the walls of a traditional office. Investing in technology so everyone is on the same wavelength, regardless of work location, enables employees to collaborate on a huge range of tasks - at any time, from any location and on any device. Of course, nothing can completely replace in-person contact and we realise this. We encourage our employees to come into the office but also provide the tech tools for them to work remotely when they need to. It is not a one-size fits all and technology allows customisation so that employers can adapt to the needs of hybrid workers.

Next generations in the workforce

The next 5-10 years will see more millennials and Gen Z workers enter the workplace – some are already here, and we already see the changes they are requiring. HR departments should start to rebrand themselves and show they are not just the place to go to when hiring or filing complaints. They are the “humans” in Human Resources. Technology/automation will free them up so they can focus on being forward-thinking. Younger workers will demand Diversity, Equity and Inclusion (DEI) in the workplace. Make the change now to make this evident in their own team and then throughout the company. Now is the time to start working towards a better HR.

Learning culture in an organisation: Key to aviation business success

Aviation is a fast-changing industry, deeply focused on safety and professionalism, thus continuous training is a must to ensure the quality of operations as well as employee satisfaction. At least this is how Aviator Airport Alliance, a full-range provider of aviation services at 15 airports across the Nordics, sees training within their organisation. Here, Kjell Mathisen, Head of Training at Aviator describes some of the benefits his organisation has realised from a learning culture.

Creating continuous training and learning culture within the organisation is an important part of a successful business. From the initial training, required to safely do the tasks, to more complex courses, we believe that learning at work should never end and that such a learning culture is beneficial not only for the company as a whole but also to each individual team member as an opportunity to improve themselves.

The quality of training depends not only on the materials provided. By far, the best way to engage people in learning new things is with the help of passionate and experienced trainers. A well-versed, competent, and involved trainer can take courses to the next level and inspire trainees to continue improving even after the courses end.

One such inspiring training opportunities is Aviator Leadership programme for supervisors. Our goal is to develop the best conditions for Aviator to have as strong leadership as possible. Great leadership, as well as a passion for work, is contagious, and passionate leaders can make a huge difference. Getting others to grow and reach their goals and achievements is one of the leader’s most important tasks. It’s about guiding and helping others to see opportunities.

Aviator Leadership programme for supervisors began in late 2019, with plans to continue in 2020, but the global pandemic made some changes to these plans. Recently, we were able to return to the program, with 2 training groups having already finished the training. Now we have 4 more training sessions planned for 2023 and hope to switch to an on-demand model once all our supervisors are trained. Leadership training is essential for building culture, retaining staff, and improving the overall morale in the departments and the company. “Our supervisors are experts in their fields who are looking to become leaders of their groups. Some are natural leaders who want to improve, and some grow into the role with training. While the functional part of being a supervisor remains a major focus, strong leadership is also extremely important. Through this training, we can purely focus on the leadership role and strengthen their security in this part of their role as a supervisor.

The Aviator Leadership Model builds on the company’s Values, Responsibility, Respect, Customer Focus, Flexibility and Passion. The Model is used throughout the training and is promoted as a tool. Several of the participants used the Values back home in between the training and feedback was that this approach made their life easier while communicating with the staff. My experience is that many companies have values, but they are not actively used or worked with. It is a great tool to set and promote the culture you want in a company.

So far, Aviator Leadership programme has been a great success, and as such the programme could be beneficial to other companies. As part of Avia Solutions Group, leaders in end-to-end capacity solutions for passenger and cargo airlines worldwide, we see a lot of potential for co-operation between our group companies. There are countless possibilities to further nurture training and learning culture in our group and we are excited to be a part of this journey.