Experis Blog

Increasing the number of remote-workers opens up a gateway to your data, systems and, ultimately, your organisation. 60% of companies are being attacked since they implemented remote-working. Most take an average of 6 months to realise, and suffer large financial losses. Do you know how secure your business, customer and employee information is? Here are 7 secrets and lies about remote-work cybersecurity: If you need to protect the information of your company, customers and employees, in Experis we have developed simple and effective solutions to help you overcome the challenge of Remote-Work Cybersecurity. Get to know them at Experis.co.uk/cyber-risk-service Download the infographic in PDF format here. To find out more about Experis’ remote-work cyber risk service and get in touch, visit this page.

In today’s changing jobs market, we are seeing shifts in what employers are looking for within the assessment and recruitment processes. There is a new trait that is being prioritised when hiring that will help organisations build teams to get the most out of new technologies and their employees – and that’s the Learnability Quotient (LQ). What is LQ? While the terms IQ (intelligence quotient) and EQ (emotional quotient) are well known today, LQ, or learnability quotient, may be a new phrase to many. Gaining increasing recognition, LQ refers to an individual’s desire and ability to quickly grow and adapt their skillset to remain employable throughout their working life. Today, professional success is determined by an individual’s capacity to adapt to new challenges, change their mindset when dealing with different tasks as well as their willingness to take charge of their own career progression. LQ represents a new way for employees and employers alike to assess their learning styles and recognise an individual’s ability to learn new skills and adapt quickly. LQ is becoming an important employment metric The speed of change within the modern workplace, driven by the constant introduction of new and evolving technologies and wider market forces, is making the capacity to learn even more important. Employers want people who are agile enough to thrive in their working environment now and in the future. At the same time, employees should also be looking to learn and accumulate new skills in a bid to remain relevant and employable. Learnability can also be a good indicator of career mobility. An individual who shows signs of being a quick learner is likely to be agile and work their way up in a company. As organisations seek to invest and develop their best talent, taking advantage of the opportunities your organisation offers to upskill will not only help you enhance your performance but also prepare for future challenges and career opportunities. Chris Gray, Brand Leader at Manpower UK, highlights that moving forward, “it will be more important than ever before for employees to be able to demonstrate flexibility, as well as a willingness to learn and adapt to new skillsets, with emerging technologies increasingly influencing how we work.” Demand for digital Demand for IT skills is growing, and rapidly. Companies continue to need talent to support with their digital transformation process, but at the same time, tech talent is scarce. And, with technology evolving at pace, employers are trying to build a pipeline of talent ready to work with emerging technologies. Individuals who are eager and have the capacity to learn will stand out. As even the most traditional roles are being augmented by new technologies, securing long-term employment will be less about what you already know and more about a person’s capacity to learn, adapt and grow with this progression. There are many resources which can help candidates upskill and become better equipped to anticipate what skills will help their career as well as the companies they work for. You can even test your own LQ online. Use your CV to not only show an employer your background, but also the transferable skills which you can further develop to best meet the challenges of tomorrow. Further reading: Starting a new job remotely 22/06/2020 When you're starting a new role, your typical first day might consist of meeting with your new manager, picking up [...] Read More 0 Upskilling from home – Career development resources 11/06/2020 We all know that today regular upskilling is the new normal for workers hoping to stay relevant and employable [...] Read More 0 Transferable skills to highlight on your CV 04/06/2020 The economy has shifted at a rapid place, with some sectors losing workers, while others can't add talent fast [...] Read More 0

Like many of us, I was surprised and impressed at just how adaptable the UK workforce proved itself to be in its first response to the Covid-19 health crisis, with many businesses up and running remotely in a matter of days. Now, as we carefully descend the other side of the curve, we face a new set of challenges. As people, businesses and economies around the world start thinking about a return to “normal”, essential planning is needed to normalise the workplace, limit damage to the economy and help people make a meaningful living. This means implementing new safety measures and ways of working on an unprecedented scale to ensure employees feel safe and confident when the time comes to head back to work. But with such fundamental changes needed, I appreciate it can be hard to know what to do – and when. This is a moment for collaboration – not competition. As three of the world’s leading staffing firms, this year has seen ManpowerGroup form an Alliance with The Adecco Group and Randstad UK, to use our collective experience and expertise, as well as data and insights from across our extensive combined client base, to investigate potential solutions to our shared problems and compile a complete guide for return-to-work best practice. In the UK, we have taken what we have learned and translated it into a checklist-style guide of approximately 80 different measures to support, complement, and expand upon government rules and decisions, which, of course, should always be adhered to carefully. Developed in consultation with organisations from across the Alliance’s global client base, as well as key industry bodies and other recruitment players, this menu of protocols has been designed to be tailored to the needs of individual businesses. In this way we aim to provide businesses with actionable insights that can be applied when making changes to secure their own operations. I’m happy to say the work started by the Alliance is now being taken forward by the World Employment Confederation, which will further disseminate these best practices across the world and co-ordinate the next steps in implementation. And yet, it’s also important to remember that there is no rush. While it goes without saying that many of us are interested in getting back to work and restarting the economy, we can’t forget the reason we are here in the first place. Our first priority has to be creating working environments that employees feel good about coming back to. There is no one-size-fits-all approach, and it is inevitable that the shape of this journey will look different from business to business. Once the planning is in place, the real challenge begins. Coordinating an effort on this scale means involving different businesses, temp workers, staffing firms and suppliers. Now, more than ever, we must rely on strong communication – making sure that all staff, whether temporary or permanent, know what is expected of them before they arrive on site. We need to make sure that employees know that business owners have their wellbeing front-of-mind. This communication should be a two-way street. We’ve found that effective planning and communication requires a mixed approach; top-down from leaders to staff, middle-out from middle managers to their teams, but also bottom-up, where we leverage data and insights from our colleagues and customers most likely to be affected. If nothing else, this year has taught us to think globally; as a global business, we have also been able to tap into insights from our markets where those first waves of Covid-19 swept through and use them as a rough guide to the kind of steps we should be taking. We need to listen to the concerns of individuals – accepting that there will be many. While plenty of employees are keen to get back to normal, this isn’t a given; our research shows that as many as 50% of the workforce say they don’t want to come back to work. Speaking personally, I have no great urge to get back on public transport, but there will come a time when I do feel ready. Our HR function has proven essential in helping us understand the needs of the individual, giving us a platform for that constructive conversation where we can incentivise and motivate people. Finally, it’s vital that we don’t forget the basics. Health and safety in the workplace has gone from something that, in the past, was perhaps seen as being overcautious, to a primary influencer in terms of employee confidence. As we enter a new phase of this crisis, we must honour and respect government guidelines – at the moment, social distancing remains at 2m, although we now know that is reducing to 1m+ in the very near future. Hand washing and sanitisation remain absolutely key in the ongoing effort to keep our staff safe and our workspaces open for business. By adopting this comprehensive, many-layered approach, we can now invite our people to feel confident as we head back to not just a “new normal” – but a better normal. The feedback we’ve had on the report has been overwhelmingly positive. To find out more, watch our recent webinar here. How is your team managing the return to work? What’s the overall feeling within your organisation? I’d love to hear about your experiences – please share your thoughts with me on LinkedIn.

When you’re starting a new role, your typical first day might consist of meeting with your new manager, picking up your equipment, trying to learn the names of your co-workers, and working out where the post room, toilets and printers are. But what if your new job is remote? How will you get to know your colleagues, get up to speed on your role, or know who to contact when you have questions? Here are a few ways to make your first remote day on the job a great success. Understand the onboarding process Reach out ahead of time to your line manager or HR contact to find out what onboarding will look like. The organisation might mail a laptop to you, or they may ask you to use your own device. They might take you through an induction on your first day via Zoom, Skype or Microsoft Teams, or perhaps they will email you an employee handbook. The company itself may still be trying to formalise its remote working procedures, so the process may not be as smooth as usual. Make sure you discuss the logistics of the onboarding process beforehand and fully understand what to expect. Practice the “route” It’s common to travel to the location of your new job before your first day to make sure you don’t run into any issues or get lost. The same is true of a virtual first day. Start to log on early to allow yourself plenty of time in case of technical difficulties. Make sure all the appropriate software is downloaded ahead of time and you know how to use the technology. Pay attention to your presence It’s likely that your first day will consist of at least one virtual meeting with your manager or your team. While you may be used to working from home in casualwear, remember to dress professionally in order to make a good first impression. Pay attention to your virtual environment, including the lighting in your room, items in the background, and try to minimise external noise. Find out how your team communicates It’s important to learn how your manager and your wider team prefer to engage with each other. Do they rely heavily on email, or do they tend to utilise video or voice calls? Do they use any internal networks such as Teams, Slack or Yammer to keep in touch? With regards to your manager, do they like to receive queries as they come up via email, or would they rather tackle everything in a weekly one-to-one call? Are there particular times of the day or week that they prefer not to be disturbed? Keep in mind that your colleagues might still be trying to work out their preferences as they adjust to their new routine. But knowing your colleagues’ communication styles will help you integrate with the team more quickly and foster positive interactions. Make yourself known Usually when you start a new job, you’d immediately be introduced to lots of people in the office and learn what they do. You’d also find yourself bumping into new people in the elevator or the kitchen and forging new relationships that way. This process is likely going to take a bit longer and require more effort when you’re starting remotely. Let people know you’re the new person in any online networks like Slack or Yammer, or by sending some short emails to other people in your division. If there’s a team meeting, try to find a moment to introduce yourself and your role. You might even need to remind people who you are when contacting them by email or on a conference call, since they won’t be seeing you on a day-to-day basis. Before making a comment on a group call, simply state who you are and mention that you’re new to the company. Find work buddies Since you’re not going to be chatting to colleagues in the kitchen over a cup of tea or having a welcome lunch, it’s a good idea to proactively reach out to individuals to get to know them better. Set up a virtual coffee chat to find out about their roles, the projects they’re working on, and anything they think you should know about the organisation. Share any questions you might have and ask for recommendations on other individuals you should get to know within the business. What insights can they share with you about the culture of the organisation? Seek out opportunities The pandemic is causing workplace disruption like we’ve never seen and circumstances are evolving rapidly. Due to the fast-changing situation, you might find yourself not as busy as you expected, or even that certain projects you anticipated working on have been shelved and other tasks prioritised. Don’t complain, but rather try to identify opportunities where you can add value. Reach out to others to offer your help, and speak up in meetings to suggest ideas. Think about the additional value you can bring to the business. There’s no doubt that this is a difficult time to transition into a new role. But by being proactive, patient and flexible, you can smoothly integrate with your new team and prove your worth to the organisation.

We all know that today regular upskilling is the new normal for workers hoping to stay relevant and employable throughout their career. Career development and upskilling requires consistent effort, and when you work remotely there are certain things that you should keep in mind. You shouldn’t feel the need to jump into a rigorous study programme if you’re not changing careers entirely. Rather, it can prove more beneficial to pick a single skill to learn at a time. Once you have finished your first course, or series of exercises, you’ll be better able to gauge what you can personally take on, making it easier for you to select the appropriate learning method the next time around. In order to keep your skills competitive, we recommend you find a schedule that works well for you and keep a record of new areas to address going forward. In doing this, you will develop a career-long habit that will ensure you remain valuable to your existing company and that your CV stays on the top of hiring managers’ desks. Below is a list of online resources you can use to upskill whilst working remotely and beyond. Be sure to check back as this list will be updated as we find new resources that we think would be helpful. General Assembly – Offering some of the best free courses to upskill on the market, General Assembly provides both online and on-site workshops. Google Analytics Academy – For anyone looking to get marketing, tech or advertising jobs, Google Analytics is a tool you should spend some time investigating. Luckily, Google run a free academy, with a host of valuable free online courses that will show you the fundamentals of the tool. Coursera – Using top instructors from world-class universities and companies, hundreds of free courses offer access to on-demand video lectures and exercises to help you excel within a wide range of industries and professions. Skillshare – Centered around a wide array of topics including design, web development and leadership skills, Skillshare is an online learning platform with thousands of classes available to watch on-demand. FutureLearn – A digital education platform that provides a variety of online courses and degree from leading universities and organisations. You can access their full range of Professional Development courses here. Codecademy – With coding being one of the most in-demand skills in 2019, websites like Codecedemy have taken off. Dualingo – With foreign languages amongst the most in-demand skills globally, learning a second language in your spare time is a great way to upskill for free. TED talks – TED offers over 3400 talks on a wide range of topics, which can help you develop the soft skills you need to excel such as Your body language may shape who you are. Audible – Audible offers a wide selection of audiobooks and podcasts related to business and personal development which can provide useful insights to workers. You may also want to look at other places where podcasts and audiobooks are available, include iTunes.

The ManpowerGroup Employment Outlook Survey for the third quarter 2020 was conducted by interviewing a representative sample of 1,056 employers in the UK. All survey participants were asked, “How do you anticipate total employment at your location to change in the three months to the end of September 2020 as compared to the current quarter?” Interviewing was carried out during the exceptional circumstances of the COVID-19 outbreak. The survey findings for the third quarter of 2020 are likely to reflect the impact of the global health emergency, and may be notably different to previous quarters. The survey results for this quarter report that: UK employment Outlook for Q3 2020 falls to -12%, least optimistic ever Many employers expect hiring to return to pre-Covid-19 levels within the next 12months Hiring intentions are down across every major sector While businesses across the country have started the process of coming out of the Covid-19 lockdown, employers are reporting the weakest Outlook since records began in 1992. Hiring intentions for the third quarter of 2020 are down to -12%, with a sharp drop across all major sectors. However, employers remain cautiously optimistic that this will be temporary with over half (57%) of employers expecting to return to pre-Covid-19 hiring levels by this time next year. The research reveals the huge impact of Covid-19 on UK businesses. Nearly half of employers report that 50% or more of their normal business activities have been suspended. The difference across sectors is stark: while 40% of companies in the Financial and Business Services sector have seen significant levels of disruption, that rises to 72% in Retail and Hospitality. Mark Cahill, Managing Director, ManpowerGroup UK says: “While there’s no getting away from the challenges that lie ahead, the data underlines the resilience of UK employers.” Cahill continues: “It is worth reiterating that around three quarters of employers we spoke to expect to retain current staffing levels in the coming quarter and just over half expect to return to pre-Covid-19 hiring levels during the beginning of next year. The level of disruption is unprecedented and many will be looking closely at what happens next with how Covid-19 progresses, how consumers respond and what all this means for their own operations.” ManpowerGroup Employment Outlook Survey Report ManpowerGroup Employment Outlook Survey Infographic

Here’s something to think about: When was the last time you changed the password on your home router? Is this something you considered could affect your company’s cybersecurity now that you are working from home? During this ambiguous time there are many aspects of business which seem uncertain but knowing how to deal with cyber threats doesn’t need to be. Sunil Bothra, our global subject-matter expert, recently held a webinar designed to relay important information on the cybersecurity market as well as statistics on how remote working is affecting the online safety of employees and clients. The discussion covered topics such as cyber threats when transitioning to the ‘new normal’ way of working, supply chain health, contact tracing apps and how to be prepared to protect against ransomware threats. Sunil also shared: The 5 biggest cybersecurity traps to the return from the COVID-19 lockdown Useful tips on how to protect your organisation in these uncertain times If you would like to catch-up on the conversation and learn about the best ways in which you can protect your organisation, the webinar is now available to view on-demand. VIEW ON-DEMAND NOW We also discussed how Experis can help support your company during this transitional period whether you’re an SME or a large corporation. To find out more about our service options and how we can help you add value to your organisation please get in touch at consulting@experis.co.uk or call 0203 122 0426.

The economy has shifted at a rapid place, with some sectors losing workers, while others can’t add talent fast enough to keep up with demand. Fields such as logistics and customer service are fast-growing, and have plenty to offer. For workers who find themselves searching for a job, making the leap to a different industry is possible. Many of the skills you have acquired in your previous roles are hugely relevant and attractive to employers, even if your experience is in a different sector. Here are some transferable skills to highlight on your CV and in interview when searching and applying for new roles. Critical thinking As organisations make fast-paced changes in response to the global work environment, workers can take concepts learned in their previous roles and apply them to new opportunities. In your new role, you’ll need critical thinking to take your prior knowledge and apply it to this fresh workplace environment. When there isn’t a road map, the ability to think on your feet and consider long-term implications is essential and very much in-demand. Coordination and collaboration Project management skills will always be in demand, including the need to coordinate and collaborate among multiple people, skill sets and teams. In any workplace, you’re often expected to juggle multiple projects at once, often over a long-term timetable. Employers will always need people who can set goals, check-in on progress regularly, get feedback, and use the resources of others around you. Time management Every workplace has the same amount of this limited resource: time. People who can manage time and workload effectively will be valuable wherever they go. Managing your workload means understanding your own abilities and timeline, and also those of others around you. Those who know how to respect others’ time will always send out an agenda before a meeting, set timelines for projects, and create check-in targets to adjust if necessary. Active listening and communication More than half of employers (56%) say communication skills, written and verbal, are their most valued human strengths, followed by collaboration and problem-solving, according to a ManpowerGroup global survey. That’s why developing these skills are important for any workplace, and they’ll only become more necessary during change. Learnability Finally, above all learnability is needed over the long-term to adapt to an ever-changing economy. Learnability is the desire and ability to continually learn and grow throughout you career. Of all transferable skills, learnability is the foundation – and will help keep you in demand for the future. Be sure to nurture yours.

Take a breath. Rest your eyes. Get some fresh air. These are common sense actions, but teams that work remotely can forget to take care of themselves – especially if they feel isolated. Leaders can help foster a healthy team by actively promoting beneficial habits. Here are ways to boost healthiness with a remote team and prioritise mental wellbeing. Acknowledge the need for flexibility The invisible line between home and work life has all but vanished in recent months. Working families have always needed flexibility, and now that need has become visible for everyone who is trying to balance responsibilities. Instead of trying to pretend that it is business as usual, now is the time to embrace the idea of work and life fluidity. Reset the schedule Working from home can mean schedules are thrown off with family members around or other non-work obligations popping up. Managers can help by being understanding and flexible. If workers aren’t available first thing in the morning, that may mean they can be more productive at night. Expecting an at-home workforce to be available all the time is a recipe for burnout. Allow the team to work around their schedules as work is always at their fingertips, and set healthy boundaries where work stops for the day or week. Take breaks and recharge Working from home is not a vacation. In fact, additional stress can be felt as work seems ever-present. The human body and mind need downtime and regular rest periods. Employees who push themselves for long periods of time and then cram all their holiday time into one vacation – or don’t take their full allotted time off – aren’t receiving optimal recovery which can hamper long term productivity and morale. Cut down on email Inboxes may be filling up faster than normal when working remotely, since e-communication replaces many meetings and in-person conversations. Help ease the burden of email by taking tasks and to-dos for teams into a separate project management tool, or even a centralised shared document. When the responsibility of constantly checking emails is eased, workers can concentrate more meaningfully on assignments. Track progress Along with professional goals, managers should work with team members to define personal goals that help balance their pursuits outside of work. Then help them reach these goals and give them time and flexibility to work on this side of their development. Creating a roadmap to these goals will help realise tangible progress, meeting by meeting. Provide accountability Ultimately, a manager can’t be available for check-ins all the time. That’s were assigning accountability partners can help. Colleagues working together can look out for each other, send helpful check-in reminders throughout the day, and even take virtual fresh air breaks together to talk and socialise. Managers can encourage these peer-to-peer connections to foster a cohesive team. Want access to more remote working tools and advice? Sign up for our newsletter today and be the first to find out when new resources become available: hbspt.forms.create({ portalId: "4674640", formId: "b66a797e-e0d9-4949-ae76-a4620ddaaf26" });

As the UK establishes its plan to relax the lockdown measures and reduce restrictions, businesses are looking to create plans for the return to a new normal. However, whilst the Government will be providing guidance for organisations, the way forward is far from clear cut, with businesses needing to assess how they can support their employees to return to work. Now available to watch on-demand, our recent webinar, ‘Our New Normal: Returning Safely Back to Work’ offers expert insight and advice on how organisations can create the most efficient and safest plan for their organisation. During the conversation, Chris Gray, Director at ManpowerGroup, Jo Pursaill, Director of Talent at ManpowerGroup, and Kate Moore, Director at Darling Associates Architects, explain how organisations can best meet the challenges of reopening offices across the UK. Watch today to discover: Recommendations from Kate Moore, Director at Darling Associates Architectures, on how office layouts can be reconfigured to enable social distancing requirements What the offices of the future could look like as spatial requirements change How managers can best accommodate shifting commuting patterns The need for increased flexibility with your employees The conversations you need to be having to support your team in their return to work. WATCH THE WEBINAR ON-DEMAND NOW

​Most employees would say they don’t have the time to reflect on their personal goals and ambitions, to explore their values or what drives them in their careers – let alone spending time brushing up their skills or developing new capabilities. Being furloughed is a great opportunity to invest in ourselves in a way that we wouldn’t ‘normally’ allow ourselves to do. For many, this will be an anxious time, and having too much time to reflect and think may lead to employees wondering how to keep abreast and up to date with the world of work. Providing furloughed employees with the necessary resources and guidance to use their furlough time productively and to develop effective stress management techniques will help them remain connected to the organisation, and motivated to pick up where they left off upon their return to work. Providing support and demonstrating care Furloughed employees will inevitably face a range of challenging emotions during this uncertain period. Being separated from colleagues and losing access to work systems may create feelings of isolation and loneliness. It’s therefore paramount to maintain communication with this cohort, providing a means of connection and a forum for support, as well as signposting to mental health resources, if needed. Whether we like to admit it or not, so many of us are defined by our careers – and being temporarily separated from these labels may lead to a loss of identity or a lack of engagement and connection to the organisation. Your people will be paramount to your success when we return to the ‘new normal’, and it’s important that you demonstrate this value to your furloughed employees – ensuring they’re ready to hit the ground running when the time comes. Whilst employees may be unable to perform any work duties during furlough, you can still provide support and guidance around personal development. We’ve identified three key areas for support: Resilience With mental wellbeing at the top of the agenda for employers and individuals alike, many of us will be discovering that our resilience and stress-management skills need some strengthening. Strategies for handling a prolonged period of change and uncertainty can include: developing a positive mindset, understanding the change curve, identifying elements within our control, and techniques such as mindfulness and breathing. Whilst there’s a wealth of information available online, directly contacting your furloughed employees with advice and signposting on how to look after their mental health will demonstrate care and provide an additional level of support. Reflection Gone are the days when employees could rely on their employer to map out and manage their career for them. Now is the time for individuals to undertake a career ‘stocktake’, reflecting on past successes and identifying strengths and development areas to help plan for the future. It’s also a great opportunity to consider how their skills and aspirations align with the organisation, and to think about potential next steps – whether that’s developing in their existing role, gaining experience in another department, or taking on additional responsibilities. Learning Skills needs and requirements are changing rapidly – and whilst the post-pandemic world of work is still largely unknown, there’s never been a better time to upskill or reskill. Having completed their self-reflection, individuals may have acknowledged specific areas for improvement, or identified a new skill that could be useful moving forwards. Whilst training cannot be directly related to the employee’s specific job role, there’s a wealth of options for developing both hard and soft skills during this time – whether that’s brushing up on Excel techniques, completing a project management qualification or improving communication or lateral thinking skills. The UK government is providing a range of free training courses for individuals, and organisations can also support their employees with access to further learning resources. Our new solution: ReConnect With this in mind, we’ve created a virtual programme designed specifically to support your furloughed employees. ReConnect is all about using this time to reflect, upskill and prepare for the future. Using our market-leading career platform, RightEverywhere®, individuals are guided through a series of self-reflection activities and webinars on topics including resilience and personal discovery, with access to our entire catalogue of virtual training courses. The programme enables you to support your people and provide an area of focus during these uncertain times. If you’d like to learn more, please get in touch at CareerExperts@right.com.

Since the coronavirus outbreak, many people are finding their mental health and wellbeing affected in previously unforeseen ways. For many, the pandemic has brought about feelings of anxiety, stress and loneliness, while others are dealing with additional worries around finances and employment, or coping with bereavement. But there is help available. We have put together a number of resources you can use to support your mental health through the pandemic, and to access additional help where needed. Open the full PDF version for clickable links. For more mental health and wellbeing resources, visit the Mental Health Foundation or Mind websites.