Experis Blog

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.

Running efficient meetings can be a difficult task under the best of circumstances. When all attendees are remote and reliant on technology, the challenge can be even greater. Here are tips for how you can help ensure your virtual meeting runs smoothly. Set an agenda It’s second nature to interpret physical and facial cues in person, but this becomes harder when you can’t easily see everyone’s screen at once or if there is a lag in audio or video. This can lead to uncertainty about who should be contributing or people accidentally talking over each other. An agenda can help clarify a meeting by sharing ahead of time who is starting a conversation and who is contributing. Over time, the flow will become more natural. Encourage participation While teams are social distancing, it’s important to still connect with others on a human level and encourage active participation. Getting everyone to speak up in a remote setting can feel like a challenge since it’s easier to ‘hide’ on video or phone calls. First, provide time to talk socially, even putting aside time at the beginning or end of the meeting to share personal stories and small wins. Especially when there’s no physical place to gather, everyone needs a virtual watercooler. Use meeting chat – politely In a physical meeting, attendees can bring hand-outs, charts or slides. These aids do not need to be forgotten now that you’ve moved to virtual meetings. Items like these can be uploaded and shared as links or attachments in the chat channel of a meeting for context around the topics at hand. The chat channel can also be used for texting and asking questions while another person is speaking. But be sure to use these channels politely and not dominate a conversation in the chat, just as you wouldn’t speak over someone in an in-person meeting. Use the chat function to supplement conversations, not replace them. Set up office hours and take breaks Not every virtual interaction has to be a formal meeting. Many online meeting tools like Microsoft Teams and Skype for Business allow you to set a status, where you can open up your virtual door and let others check in to ask work questions – or just to chat. If possible, don’t schedule back-to-back meetings which can lead to virtual meeting fatigue. Take a break away from the screen to give your brain a chance to switch gears between meetings. Finally, remember to be patient with colleagues and with yourself as you adapt to virtual meetings. It will be an adjustment for many people. And when someone forgets to mute their mic – inevitably – just politely remind them that everyone can hear. We’ve all been there. 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:

As we all settle into new ways of remote working and collaborating, now is a good time to take stock of which professional skills you have that increase your value as an employee, and which skills may need to be updated to meet changing demands. While some of the more traditional professional development opportunities, such as workshops, conventions and conferences, have been cancelled or postponed, you can still use this time effectively to build and hone your skills. “If you’re not earning, use this time to be learning,” Becky Frankiewicz, President of ManpowerGroup North America, recently said in an interview with Cheddar. “The economy will come back and you can position yourself now to ensure that you have the right skills and capabilities.” Here are a few options for virtual learning that can be done anywhere, anytime. Webinars and online training Many conferences that have been forced to cancel in-person events have provided alternatives through webinars and virtual forums, often at reduced prices or no cost. Even if you weren’t planning on attending any upcoming events, the abundance of affordable and accessible webinars that provide star power and high talent is worth considering. Online learning is another option, through platforms such as LinkedIn Learning and Percipio. Currently, Skillsoft is offering 60 days of free access to Percipio, for those interested in online learning. Listen to podcasts In podcasts you’ll find authors talking about their books, researchers expounding on their discoveries and experts discussing techniques to improve any professional field. Search in Google Play or Apple’s iTunes for keywords related to what you’re interested in learning for work, such as public speaking tips, advice for management or productivity hacks. To make sure you’re hearing from an authority on your chosen topic, look for podcasts that are hosted by someone with credentials that you trust. Virtual networking Coffee meetings don’t need to stop just because you can’t physically meet for coffee. In fact, there are more possibilities available if you open yourself up to virtual coffee meetings with people across the country or world. Reach out to mentors or colleagues to ask questions, learn from someone more experienced and keep your networking skills sharp with virtual coffee. Re-read classic business books Libraries and bookstores are closed in the UK. And yes, you can still order new business books online or access them on an e-reader. But you can also use this time to re-read (or finish) older business books that you have on your shelves gathering dust. Consider what lessons you learned in the past, and if you have been following or have absorbed them over time. With the rapid pace of change, it can sometimes feel like getting through each day is enough. But there has never been a greater need to pursue continuous professional education. There has also never been a better time to learn for those who want to develop their skills and keep growing. 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:

As UK businesses begin to prepare for the end of the lockdown, we want to ensure you and your organisation have the necessary tools to implement a successful and safe return to a new normal. Our latest Safely Back to Work guide provides an overview of collected measures and best practice health and safety protocols, that can be used to support a safe return to workplaces throughout the UK when the time is right. The result of a global alliance between Adecco Group, Randstad NV and ManpowerGroup, we've also consulted with the Government, key industry bodies and employers while developing the guide to ensure the COVID-19 protocols we outline offer a well-rounded perspective of the situation and possible roadblocks.   Key insights include: Global best practice advice drawn from the Health & Safety expertise of three global companies 75 suggested protocols which can be implemented into UK business practice and process Overview of People, Premises, Organisational and External best practices for the coming weeks and months Illustrative examples of practical measures that can be taken to incorporate multiple protocols The continued importance of mental wellbeing and employee support   Helping organisations to get their employees back to work safely, securely and when the time is right is our ultimate goal. We hope this new report will help your business to adapt to this new normal. Download your copy today.  

Here’s something to think about: When was the last time you changed the password on your home router? Given that only 7% of people ever do this, increasing the number of remote-workers is opening a gateway to your data, systems and ultimately, your organisation. Right now, we are all more vulnerable to data breaches, social engineering, ransomware, and extortion than ever before. Mirroring the growth in remote-workers during COVID-19, cyberattacks have also increased by over 80% during the pandemic – a trend which is only set to increase as lockdown measures remain in place and hackers develop more sophisticated ways of attacking business infrastructures. Our subject-matter expert, Sunil Bothra, recently led a webinar, which can now be watched on-demand, to discuss the present risks businesses are facing as well as possible solutions. Offering an overview of some of the biggest myths and unknown truths about remote-work cybersecurity, he also shared useful tips during a live question and answer section on how best to protect your organisation. Watch the webinar on-demand today and learn what steps you should take to prevent security breaches. WATCH THE WEBINAR ON-DEMAND NOW

Job-seeking looks different these days. With businesses practicing social distancing as much as possible, traditional interviews have morphed into virtual exchanges, with video taking centre stage. Here are ways to master the “new normal” of virtual interviews. Practice the “route” to avoid technical difficulties It’s common practice to drive to the location before your interview to make sure you don’t run into any issues or get lost. The same is true of a virtual interview. Make sure the appropriate software tool is downloaded, you have an account and are signed in, and you know how to use the technology. Virtual meetings can also be frustrating if they are hampered by freezing frames, lagging audio and dropped calls. Help ensure that your virtual meeting goes smoothly by asking others in your home to avoid using high-bandwidth activities like online video during the time of your interview. If wi-fi is still an issue, use hotspot data as a back-up. Many wireless carriers have added bonus hotspot data for free for the upcoming weeks. Pay attention to your presence During an era of working from home in casual wear, remember to dress up, look professional and be confident. Presentation matters in an interview, and in a virtual interview that includes having an uncluttered and professional background. Sit up straight and hold an upright body posture. Notice your breathing and inhale from your diaphragm, which prevents you from hunching over. Practice how you’re going to present eye contact, facial gestures and even your listening. Pay attention to how you are going to carry yourself, show enthusiasm and confidently lead with skills. Conduct a mock virtual interview Getting confident at interviewing takes practice, and this is also true for adapting to a virtual interview format. Practice by conducting a mock interview over video. Most college career centres provide services to alumni and often have services to conduct a mock job interview, and many are offering virtual services. If this isn’t available, rehearse with a friend before the interview process. Send a timely follow-up A timely follow-up can help highlight and reinforce your best impressions after the interview. Send an email note to recruiters saying what made you feel connected to the position and how the interviewers helped you understand the role. This can reinforce what others thought of you. You don’t need to say too much to stand out in the digital flood of information. In video format, many of the same interviewing techniques apply, while new challenges arise at the same time. Don’t expect perfection – interviewers are likely going through the same struggles. But preparation to adapt to the new medium will show another layer of skill and can work in your favour.

We are living through unprecedented times: times that are testing individuals, businesses and essential services. While some sectors have seen their operations temporarily shut down, others are seeing that an organisation’s ability to flex and adapt is making the difference between those thrown into chaos and those that are thriving – all despite the daily challenges we’re facing. While many organisations have expanded their logistics capabilities to meet changing market conditions, another emphasis has naturally been on an organisation’s digital offering. From independent retailers moving catalogues to new online platforms, to the large supermarkets having to implement an unprecedented type of digital crowd control to ensure fair access to their food delivery services, we’re seeing huge spikes in demand for developers right now. Since the beginning of March, we’ve seen a considerable 20 per cent of our total requirements take shape in the developer space, with 10 per cent specifically for Infrastructure Support roles. The Growing Demand for Digital Of course, with so many individuals now working remotely, the digital workspace is now proving its worth now more than ever. Organisations who were early to adopt flexible working practices have a head start, but even they may find their systems under strain. Network architects, analysts and engineers are battling to optimise these systems to keep employees both connected and protected. These pressures are compounded by the growing influence of gaming, entertainment and digital media services. With many of us now more reliant on our home networks than ever, the pressure to maintain the frictionless streaming experiences we’re accustomed to is increasingly difficult to fulfil. Network infrastructure specialists are naturally highly sought after to lighten the load, as operators vie for the right talent offset the spike in demand for digital skills. The cyber space is also naturally seeing a surge in requests. The speed of change we’ve seen in the last few weeks – where decentralised working has fast become the norm – has elevated the importance of having an extensive cybersecurity support operation. Increasing volumes of phishing emails have been reported since the outbreak. Incidents of malware on fake websites are on the rise, designed to steal user’s credit card data. These all greatly increase the risks to firms endorsing remote working and are propping up the need for cyber security analysts imminently. Technical support is another area seeing an uptick, from home broadband and online content providers to digital services and software, increased use is leading to increased support requirements. Those without user friendly self-service help or chatbots are seeing call volumes and chat requests climb ever higher. Attracting the Right Talent Attention now turns to how these organisations find, attract and secure the people needed to drive the pace of their transformation. These were talent short areas before the outbreak, but what is happening with that talent now? While some projects have been put on hold, much more likely is that the talent shortage has intensified through sickness and increased demand. We find ourselves back in familiar territory in many ways in how we handle talent shortages. In a candidate-led market, employers need to work harder to sell their opportunity to potential candidates, recognising the aspects of the project, role or organisation that are most appealing. They also need to strategise the best ways of acquiring the skills to deliver their objectives. One pool of talent that may be easier to mobilise at this point is contractors. With the IR35 regulations that were due to come into force on the 6th April, a number of contractors deemed in-scope had already left their assignments; the recently announced delay provides a little breathing room for those individuals and the organisations that might utilise their skills. Another option to quickly evolve their IT services is to turn to project RPO (recruitment process outsourcing) or an employed consultant model, where they engage external specialists to fulfil their staffing needs on a project basis. This delivers the skills required by IT departments to deliver digital solutions at speed, combined with the flexibility to control the right headcounts for the short-term spike. Whatever approach an organisation pursues, the past month has emphasised both how much we rely on digital services and how an organisation’s digital capabilities can differentiate them in a time of crisis.

In a matter of just a few weeks, the coronavirus outbreak has prompted perhaps the largest ever experiment in remote working. Across all six continents, we’ve seen a significant portion of businesses moving their operations online at speed, with many workers being instructed to switch their workstations from the usual confines of the office, to the comfort of their own homes. For many, it’s a transition that can present challenges, particularly when it comes to maintaining our mental wellbeing. Working in increasingly isolated environments, without the level of human interaction we are accustomed to, can be problematic for any worker – and especially for those currently living by themselves. We’ve seen a host of articles and information providing tips to help people deal with the changes – all geared for us to make the most of our home office and look out for our wellbeing. Here, we’ve distilled some of the information you need to help support your mental health through the changes: Coronavirus and your wellbeing – Though having bad mental health can be debilitating, experts agree that small incremental changes can be a vital step in boosting your mood. This is where the UK’s leading mental health charity Mind provides some invaluable resources, with practical pointers you can implement to improve your mindset. The organisation also provides extensive resources for employers for this period, helping them ensure the wellbeing of their teams is looked after during this time of change. 3 tips to avoid WFH burnout – As the lines between your work life and your personal life become increasingly blurred, ensuring you are not overstretching yourself is paramount to keeping your wellbeing intact. Here, the Harvard Business Review shares three instrumental ways workers can successfully compartmentalise their lives – all with the goal of keeping your mental health on track. How to look after your wellbeing while at home – Some helpful insights from mental health specialist Joshua Fletcher, detailing some of the steps you can put in place to ensure your home is a happy one through this transition. From tips on living in a confined space, the importance of reassuring yourself, and being mindful of your own boundaries, these insights are geared to help you make sense of your new work surroundings and boost your happiness levels in them. Coronavirus and isolation: support yourself and your colleagues – Keeping in regular communication with your colleagues is not just good for your work, it’s also important for your state of mind. Mental Health at Work has produced a number of toolkits to this end, which highlight the role of keeping conversation rates high at this time, with additional materials that are tailored for staff of all experience levels. If you’re interested in learning further about how you can foster better mental health practices in the workplace, read up on our Welcoming Workplace Wellness in the Digital Age blog.

This month many people find themselves in a completely new situation as they work and manage teams remotely. To help managers and team members navigate this new way of working, ManpowerGroup has compiled a list of three key strategies you can implement to help increase productivity and team collaboration from a distance. Embrace new ways of working Working remotely requires teams to rethink how they operate and manage output. Now is a great time to trial new technologies and procedures to see what works best for you. Schedule video meetings and informal check-ins to create structure for remote workers. This will encourage employee engagement and will help hold team members and managers accountable. Leverage smart tools and tech to help support remote workers and ensure teams remain able to communicate and collaborate. Focus on output, rather than online presenteeism. Too much emphasis can be placed on ‘being seen’ as a proxy for how committed an online worker is to an organisation. Ensure clear output targets are set as the measure, rather than being hung-up on specific hours. Enable collaboration but also ensure data security and privacy. Explain to workers that everyone is responsible for protecting data, while initiating practices and procedures that will strengthen data security within the business. Find digital platforms for more personal expression. Create a virtual water cooler (e.g. culturally dedicated Slack or Teams channels) where employees can run into each other and discuss non-work specific interests to boost morale. Think of remote work as not a challenge to overcome but a business advantage to achieve. By not tying work to a physical location we democratise opportunity and open up a range of new possibilities. Think long-term. The responses to COVID-19 will leave behind a legacy upon which teams can build new ways of working which more closely match the needs of people rather than prioritising presenteeism. Prioritise strong leadership Prepared and responsible leadership is critical in times of change, and it is important that leaders are equipped to react promptly and competently when issues arise. Lead by example. Leaders should be visible in online tools and channels, communicating proactively and engaging in timely conversations where they are happening. Trust teams to be more autonomous but with processes, responsibilities and clearly defined roles to measure results and readjust behaviour. Consider that new ways of working can contribute to industry transformation, redesigning business models and diversifying supply chains and markets that will benefit the business in the long-term. Remember that a good contingency plan is just the start to creating the basis necessary to seize the opportunities to rethink your company and its leadership in a context of great transformation. Stay focused on reskilling and upskilling Working remotely can increase the chances of team members feeling isolated. Working with teams and different employees to reskill and upskill can not only create new employee drive and focus but also boost moral through future goals. Help people learn, apply and adapt to new roles and new ways of working. Get ready for more training to move digital. Webinars and online tutorials can help ‘solve’ the preference of presenteeism. Quizzes and tests allow companies to verify learning and keep the engagement curve high. Create a culture that enables people to nurture their learnability and continually update their skills. The Skills Revolution we predicted is here and it’s happening now, ensuring people re-skill and upskill is how companies will stay competitive and people will be motivated and engaged, bringing value for the long-term. Want to see more tools and tips for remote working? Sign up for our newsletter today and be the first to know when new resources become available.

The massive shift to work-from-home models over the past weeks has made people and businesses especially vulnerable to cyber threats. The total number of areas that present risk for an organisation (also known as its attack surface) just expanded by an unprecedented scale. Devices, networks, passwords and data – they’re more exposed now than ever before. It’s easy enough to say that companies need to bolster cybersecurity protocols – but many don’t have the people to do it. IT and security operations teams have their hands full trying to get systems up and running to support the hundreds and sometimes thousands of people who are now working offsite. Here’s an example: A citywide stay-at-home order led a business services firm to transition the majority of its 300-person workforce to remote work. Internal IT resources are all focused on managing the sudden strain on the network, and there are few security protocols for remote work in place. The company uses VPN software, but it wasn’t set up to accommodate current traffic load and employees can access email and other resources separately. Company devices have encryption software, but it is unclear which devices it is enabled on or even if those devices have passwords. The risks in this scenario are high. The exposure of employee email leaves the company vulnerable to threats like phishing scams that mimic the tone and voice of those who can authorise funds transfers. Vulnerabilities in the firewall open the company up to ransomware and theft of confidential data and personal information. With so many of us using video conference capabilities these days, what kind of information can criminals get when they hack into an employee’s webcam through their Wi-Fi network? These are the types of issues companies of all sizes should be worrying about. So what should you do about it? Get help. Now is the time to augment internal resources with contract cybersecurity professionals to ensure the tools and processes are in place to protect company resources. These are contractors who specialise in ensuring systems and processes are up-to-date, running smoothly and able to identify threats. Here are some of the areas they should be addressing in the near-term: Cyber security audits that apply security frameworks, evaluate and catalogue data access, breach planning and penetration testing Two-factor authentication implementation and testing User training/education, including everything from securing home networks and enabling encryption software to training people to detect malware and phishing scams Extending endpoint security to employees’ home Wi-Fi. Even companies that aren’t planning to shift to a work-from-home model may find themselves with no other choice soon enough. In other words, the time to plan is now. Get in touch to find out how ManpowerGroup can help.