November Monthly Briefing: Making Work Work for Everyone Our views on what matters |
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As this tumultuous year nears its end, we take a look at trends in the labour market, post-pandemic, and see encouraging signs that the world of work is ‘working’ for more people. By focusing on the needs of individuals, and by being more flexible, employers are finding it is working for them too, albeit for some through gritted teeth.
My own hunch is that the ‘great resignation’ is overstated – more of a reshuffle as older workers exit the labour market and demographic changes such as migration create other shortages. The impending economic slowdown will test whether this is a real shift, or more of a blip. Lasting trends are likely to be an acceleration of pre-existing latent factors, rather than a dramatically new direction.
What isn’t in doubt, is that the pandemic has altered expectations and possibilities about flexible working, even if we should be careful not to overstate the range of jobs where this is possible. Significantly, it has also changed customers’ expectations, whether that’s shopping habits or services such as virtual medical consultations.
In all the talk about a win-win for employees and employers, what I’ve yet to see is a full analysis of whether we’re also experiencing a big shift in the methodology of management – from the old hierarchical command-and-control approach, to one based on empowering small teams to achieve results, orientated around a strong corporate purpose. That’s not a new concept, but a step change in that direction would at least be one bonus from the pandemic. Certainly, we need to find ways to compensate for the loss of ‘corporate glue’ and learned behaviours that result from sitting at home all day alone in front of a screen.
Meanwhile, colleagues this month provide our usual round-up of news and analysis, and our guest contribution from Virgin Money offers a useful benchmark of what’s possible, if you are truly focused on getting and keeping the best talent out there.
Mike Tuffrey |
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|  | Flexible working: why boundaries matter What are the potential risks that flexible working exposes employees to? Expectation to ‘always be online’? Blurring the lines between work and personal life? Or limiting opportunities for traditional learning & development and peer support? |
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 | Menopause Leave, or women will With the private and public sectors understanding the importance of education and support, women’s wellbeing is considered at the forefront of learning & development. With many companies now including paid leave for women who experience painful menstrual symptoms, it looks like women are starting to be heard. |
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 | Making Work, Work for Everyone 2022 has been another tumultuous year for companies, many of whom are still battling to retain their talented workforce and grow their business. To realise the benefits of a content workforce, companies should look to engage with three key challenges. Read More |
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 | A Life More Virgin: Making Work, Work for Everyone This month’s guest contributor, Gill McNeill, Head of People Services at Virgin Money, describes how A Life More Virgin is aiming to provide a better work-life balance to its employees. Read More |
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