As of the 6th April 2024, employees can make a statutory request to make permanent changes to their contract from their first day of employment. This means that from day one of employment (as opposed to what it was previously, at after 26 weeks of employment), they can ask an employer for changes to how long, when and where they work. They can also make two requests in any twelve-month period, rather than the previous one request, and as an organisation you are now required to make a decision within two months of receiving it.
These requests should be discussed and a way forward agreed; it is important to consider alternative schemes to attract employees to the office, rather than mandating. In this blog we explore some key strategies that put people first, and thus attract them to perform well.
We believe that to create a culture in which people feel inspired to collaborate and be creative - be it virtual or physical, and there must be a beating heart from which this vibe is radiating from. In one of our webinars, we introduced our Ringmaster Analogy, by likening the workplace to a circus: people need something attractive to be drawn to (the circus ring), with different connecting environments around it. These could be collaborative areas in the workspace (smaller tents with various activities), and then the quieter, more private spaces in which people can spend good quality, focussed time (the caravans).
The combination of these different spaces will cater to everyone’s needs and replicate the feeling of comfort and security that employees get when working from home. Therefore, creating a ‘circus ring’ in your workspace will bring a buzz and great culture– an attraction which will draw the team back together. As they experience the benefits, it will encourage them to contribute to the culture themselves, thus further increasing its’ force and influence.
But one of the most important aspects of the Ringmaster Analogy is the Ringmaster themselves. Every team leader, department manager and CEO needs to be a ringmaster - creating a show that people want to be part of, and providing good reasons for people to come together. The things that make up this show will depend on the people in the organisation, the culture, and the existing space you have. However whatever it may be, they must bring things to life and attract people to perform.
Read more about our Ringmaster Analogy here.
Creating spaces where people can come together to collaborate and connect is what creates that 'magic', fostering culture and sparking the best innovations, as well as being crucial for attracting talent. A survey by Great Place to Work found that 85% of UK employees would recommend their workplace if it has a positive culture. Recognising and rewarding employees for their hard work through awards, bonus schemes, and colleague endorsement boosts morale and fosters a sense of belonging. Companies that cultivate a supportive and appreciative environment not only enhance employee satisfaction (thus improving retention) but also build a strong reputation that attracts new talent.
85% of respondents in a global study by Harvard Business Review said that their wellbeing has declined since the Covid pandemic. This emphasises just how important mental health support in the workplace is crucial for attracting talent. In the UK, mental health issues cost businesses approximately £45 billion annually. Companies that provide resources such as Employee Assistance Programs (EAPs),mental health days, and access to counselling services demonstrate a commitment to their employees' well-being. A 2022 report by Deloitte found that 80% of UK workers are more likely to apply for a job that offers mental health support, highlighting the importance of this strategy.
The key is to ensure there is a supportive culture and regular communication about wellbeing. By showing that the organisation holds it as highly important, employees will more likely feel invested in and thus be more productive and happy, leading to long-term prosperity of both the individuals and the organisation as a whole.
The cost of living in the UK is increasing significantly, and as reported the Office for National Statistics (ONS) in 2023, employees are increasingly looking for employers who offer financial support and stability. By introducing programmes such as financial planning services, loans and salary advances can help alleviate financial stress that employees may be facing. Additional benefits such as childcare support and transportation subsidies can also make a big difference. Organisations who do this demonstrate a commitment to their employees overall quality of life, making the company a more attractive and supportive place to work.
Read more about ways to promote wellbeing in the workplace.
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Implementing people-first strategies in the workplace will help massively in providing reasons to come in to the office and decreasing requests for increased time working elsewhere. It is not only beneficial for employee satisfaction and retention but also essential for attracting new talent. By prioritising these strategies, organisations can create an environment where employees feel valued, supported, and motivated, leading to increased productivity and long-term success. Embracing a people-centric approach ensures that businesses can thrive in a competitive job market and build a loyal, engaged workforce.
