Matt Elliott

Are you a CPO/CHRO/HRD interested in a deeper discussion, thinking about how we systemically address the challenges of being a People Professional in the world of work today? And how we can create environments for People/ HR teams that reflect the real world challenges of our work? Look no further 👇

31

5 Comments

In a recent blog, we looked at the benefits of mindfulness for employees. This months we explore the advantages of leadership strategies that encourage effective mindful approaches. If you need help with mindful leadership strategies, or any other HR support, please contact us at [email protected]. #InvictusHR #HRConsultant #Mindful #Employment #Leadership

1

TODAY'S BUDGET - the HR and reward challenges What should HR directors be thinking about following the budget? Their lower paid workforce!   The combination of National Living Wage and NIC increases will push up employment costs. Exactly how much depends on the profile of the workforce as the largest rise in employer costs is for employing lower paid workers. And, the headline numbers don’t factor in the need to adjust differentials between those employees on the NLW and those immediately above it.   Differentials are always a sensitive issue. HR directors and their reward leaders will need to look at differentials quickly with the intent of adjusting them in the upcoming pay round given NLW kicks in April 2025. In our experience and based on the NLW at £12.21 per hour, tackling differentials should affect anyone earning less than £15 per hour. This is a significant part of the workforce for retail and hospitality employers, for example.   Will low paid workers feel the benefit of these additional employer costs? Probably not. OBR estimates three quarters of the employer NIC increase will be felt by employees even if they don’t show up in payslips. Why? Many employers will have little choice but to restructure lower paid work and reduce jobs or reduce other employment costs, for example, employer pension contributions. Another issue for HR directors and reward leaders to think about.   HR directors and their reward colleagues have a fine line to draw. Low paid work is a valuable entry point to the labour market and it should be paid properly – we all have a social responsibility for lower paid workers. Low paid work can also get priced out of the market because we all have a responsibility for managing costs too.   In short, National Living Wage and NICs pull in different directions. HR directors and reward leaders must manage that tension. If you want to get in front of these tensions, we at FJ Advisory are here to offer advice and some critical friendship. Contact us on www.fjltd.com or Mike Falvey or Christopher Johnson or here at LinkedIn

4

This is one for my fellow people professionals. Super little CIPD case study on the conundrum of attracting and retaining older workers with some insights from our approach at Aviva along with Fuller's Brewery and SEC Newgate UK... Our top three tips at Aviva: 1. Start with data 2. Create inclusive recruitment approaches 3. Make sure that everything you do, including policies and procedures, is aligned to including all generations of employees 'Creating a diverse, inclusive organisation is a fundamental part of our culture at Aviva – we want colleagues who reflect our customers and to have access to all the talent available. Age is an important characteristic that brings diversity to teams, yet it is often overlooked in the workplace.'

49

Since the pandemic, the need for greater clarity in working arrangements has intensified as workplace habits have been fundamentally changed. 🔄 Hybrid and flexible working has become the norm with 97% of employers offering regular or ad hoc home working options according to our latest UK Reward Management Survey. Our latest blog considers how employers are implementing flexible working arrangements that maintain productivity while enhancing job satisfaction. 🔻 https://lnkd.in/eBHNctQ7 #hrinsights #hybridworking #flexibleworking #hrtrends

6

2 Comments

Continuing with the HR Essentials theme, Sam outlines practical steps in the face of upcoming legislation for employers.

3

🌍 𝗪𝗼𝗺𝗲𝗻 𝗙𝗮𝗰𝗲 𝗮 19-𝗬𝗲𝗮𝗿 𝗣𝗲𝗻𝘀𝗶𝗼𝗻 𝗚𝗮𝗽 – 𝗧𝗶𝗺𝗲 𝗳𝗼𝗿 𝗖𝗵𝗮𝗻𝗴𝗲 The numbers are in, and they’re as stark as ever: according to research by now:pensions and the Pensions Policy Institute (PPI), women would need to work nearly two extra decades to retire with the same pension savings as men. The reality: ➡ Women retire with an average of £69,000 in pension savings, compared to £205,000 for men. ➡ For every £100 a man saves, a woman has just £65 in her pension pot. ➡ Career gaps, caregiving responsibilities, part-time work, and lower earnings all play a role in this persistent inequality. ➡ What’s more, women often live longer than men, meaning their smaller pension pots need to stretch further. And with the UK state pension age projected to rise to 71, the challenge only deepens. 💡 What can we do? 1️⃣ Start early, even if it’s small: Compound interest is a game-changer. Begin saving little by little as early as possible. 2️⃣ Advocate for systemic change: Push for policies like equal pay, enhanced parental leave, and auto-enrolment improvements to level the playing field. 3️⃣ Boost awareness and education: Financial literacy is key. Learn about your pension options and seek advice when needed. This isn’t just a personal issue; it’s a societal one. Closing the gender pension gap is about building a fairer, more equitable future for everyone. How can we work together to address this challenge? Let’s spark a conversation and push for change. Original article: @Stylist Magazine #GenderPensionGap #FinancialEquity #Pensions #Equality #WomenInFinance

1

Menopause. A word we don't speak about that much and sometimes even take for granted. But it's real; for some it breezes through and for some it comes like a thousand crashing rocks. #Share your stories for #awareness. #menopause #speakup

5

1 Comment

This week, I had the privilege of joining a panel at CONNECT HR UK, joined by Abigail Wilmore (FCIPD) Founder and CEO, People Flow and Yuki Watanabe on how we can embed wellbeing holistically and proactively into company culture. With the expectation on employers shifting when the COVID pandemic began in 2020, it's no longer a question of 'should employers lean into wellbeing', but rather a question of 'can we afford not to?' Wellbeing comes in different shapes and sizes and means different things to different people - so we need to account for that in our approach. Like most other things, one size certainly does not suit all. On the panel, we talked about the importance of leader role-modelling and the unspoken messages they can send; we touched on self-care and the role technology has to play in accessing financial education, especially when considering the different starting points we each have; and we talked a lot about psychological safety. There are still a lot of things we can't be sure of, but what we can be sure of is that wellbeing is critical to organisation success. To my colleagues at Sky, let's talk. #wellbeing #panel #ConnectHR #psychologicalsafety #leadership #rolemodelling #financialwellbeing #selfcare #Twickenhamstadium Picture shows me seated on stage with two other panellists, in front of ‘Quartz Network’ signage.

32

4 Comments

New Government, new rules. Is your business ready for the plethora of changes to employment law that could come, as outlined in Labour’s manifesto? We’ve summarised the position in our latest blog to raise awareness and to help buisness owners to be prepared for everything, from paid carers’ leave to fairer zero hours contracts. Once we know which changes will be enshrined into law, we can help you to navigate, understand and implement any updates to contracts, policies, training and awareness that may be required. We’re with you 💪 #hr #change #employmentlaw Candid HR Ltd https://lnkd.in/eKhvVdwt

18

6 Comments

Well said! Great summary of the challenges organisations are facing and how it is impacting HR and L&D professionals. Do you agree? ⭐️🚀 https://lnkd.in/eN92JNrh

3

‘Fauxductivity’ (pretending to be productive), is this really an issue? People Management magazine’s latest article explores this question, with the help of experts including our brilliant HR Client Manager, Helen Scullion Assoc. CIPD! Helen suggested “Enabling employees to have autonomy over how they achieve their objectives allows for more flexibility and creates room for authentic productivity, reducing the pressure for employees to be seen as visibly ‘on’ all the time. “Line managers should have regular check-ins with their remote employees to ensure that their workload aligns with team goals and to create a safe space for feedback and questions. This will also increase employee engagement, boost productivity and help reduce workplace bias.” I couldn’t agree more! 👏 #HR #Productivity https://lnkd.in/d3aqpYf9

7

Here’s the The Happiness Index podcast I did a couple of weeks ago with Matthew Phelan. I talked about the people change programme we are leading here at First Bus. It was a great conversation I talked about how to define and measure your people strategy and how to improve the employee experience by making little changes which your front line staff really care about. I hope you enjoy it I would love some feedback #People #HR #Engagement

80

9 Comments

Nell Fitzjohn and her great questions! Listen as we dive into what we can do for a better future of work. In this episode, we talk about: - why flex drives a better economy - flexible work is accessible work - how an HR person can contribute to a 'doughnut economy' - what wellbeing really means - emerging trends with flexible work - plus so much more! There's a special offer for listeners in this episode - discount codes if you want: - NZ$10 off your copy of the Flexperts book - 50% off the Flexperts online course Enjoy! #cheerpod #flexiblework #flexperts #wellbeing #productivity

7

HR Expert and Standard Candle HR Business Partner Kirsten Jowsey addresses toxic workplace cultures following Channel Nine's workplace culture, which made national news last week. An independent report on the media giant revealed systemic problems related to bullying, harassment, discrimination, and abuse of power. Sadly, incidents like these are not rare, emphasizing the urgent need for businesses of all sizes to adopt a comprehensive and proactive approach to employee well-being and safety. Spend 5 minutes learning how to take meaningful steps to improve your workplace culture with this essential read, which covers the complexities of workplace culture, compliance, and employee relations. The full blog here -> https://lnkd.in/gTQJNhwy If you want to have a free, complimentary conversation with Kirsten to discuss toxic workplace culture further, call us today at 1300 620 100. See the full article -> https://lnkd.in/gqCe-d9v   #blog #hrpartners #humanresources #toxicculture #workplace #workplaceculture

3

This is a really interesting article about succession planning and the 9 box grid assessment method. I've been speaking to many HR and Talent Leaders over the last few months and it seems a lot of organisations still use this method, or a variation of. In my opinion there isn't a one size fits all method to talent assessment. Thoughts?

3

Pushing your team to innovate is exciting—until the risks start piling up. If you want to balance bold ideas with careful risk management under my guidance, take a look at what I suggest. Month 1-2: Assess Your Current State First, we’ll take a look at your current projects and initiatives. Are you overextending your team? Are the financial risks too high? Together, we’ll evaluate where innovation is thriving and where it’s putting your company at risk. My goal is to help you develop a safe space for innovation, without endangering your business long term. Month 3-4: Implementing Risk Management Frameworks Next, we’ll design a framework for balancing said innovation with financial stability. This includes risk assessments for each major initiative and setting clear thresholds for what level of risk is acceptable. I’ll show you how to give your team room to innovate without threatening the bottom line. Month 5-6: Optimizing Innovation Processes We’ll have fine-tuned your processes. You’ll be able to move forward with new projects confidently, knowing you’ve got the right checks and balances in place to handle the risks. 📞 If you’re feeling like you’re pushing the team too hard but require it for innovation, let’s create a six-month plan that balances bold ideas with sustainable growth. ------ ✨ Helping UK Tech CEOs improve their team performance, retain top talent, and stay compliant while scaling. 📅 Book a call with me: 🔗 DM me for tailored solutions and strategies! #TechLeadership #ScalingTech #HRStrategy #TalentRetention #TechCEOs #FractionalCPO #LeadershipDevelopment #ComplianceMatters #WorkplaceCulture #PeopleManagement #UKEmploymentLaw

3

A bit of a passion of mine! So critical to business success! Thanks for the chat, Chris Ashmore and to Business Essentials Daily Podcast 🎧 Listen now at bit.ly/be-daily for hosting me!! #HRleadership #businessstrategy #thrivingworkplace #shiloconsulting

29

3 Comments

The stage has been set, managing HR in your business is about to get tougher. The first few months of the Labour administration have seen them present their Employment Rights Bill, and it is packed full of measures which will make life more complicated for you as a typical SME business owner. It will not be an impossible landscape to navigate though, once the Bill is enacted. With the right knowledge and insight, you will be able to steer clear of the pitfalls and focus on running your business. Bringing in outsourced HR could be the perfect solution for you. Read our full blog to learn how outsourcing your HR could fit the needs of your business https://bit.ly/4h9ojql

2

1 Comment