Manager’s guide to offboarding – the complete kit
An employee resignation can be a stressful time - but getting it right is essential to maintaining team performance.This kit takes you through the leaving process step by step, ensuring you cover all of the vital actions, gather valuable information from the departing team members, and keep morale high while minimizing disruption."If handled incorrectly, someone leaving can result in a missed opportunity - all that information just walks out the door."This kit will help you toMinimize disruption and keep morale high with a stress-free offboarding processFuture-proof your team from resignations with actionable feedback from the leaving employeeRecruit, reallocate, or restructure? Find the best way to deal with your vacancyThe kit containsAn expert guide featuring a step-by-step offboarding plan, failsafe handover process, information on effective exit interviews, and how to fill the team skills gap assessment.Time-saving tools and resources include an offboarding checklist, a nine-box succession planning grid, announcement email templates, and an exit interview template.
Ultimate guide to employee benefits
Ideas about employee benefits are changing. Gone are the days of a free eye test and 20 days’ annual leave cutting any ice. A new generation is demanding more – and getting it – from fertility benefits to performance bonuses, and long-service rewards in the shape of cars and luxury holidays.Our ultimate guide to employee benefits illustrates the latest popular and emerging benefits around the world. Download your free copy today for ideas that will benefit your workforce.While not every business may be prepared to offer high-end perks, those that can are seeing the pay-off in employee retention and attraction.At the end of 2022, Reed carried out a survey of 5,000 professionals, asking for their thoughts on work, from salary to job security, and the all-important benefits in between.Shockingly, the survey revealed a huge number, 28%, said they do not receive any organisational benefits at all. Flexi working was the most common perk received, as indicated by 23% of workers, among a list that included life insurance, performance bonus, and the ability to purchase additional annual leave. Second and third most commonly-received benefits were financial: annual salary increments (19%) and a company pension higher than the required amount (18%).In comparison to the perks those respondents said they wanted in these testing economic times, financial benefits ranked unsurprisingly highly – with 43% placing it top of the wishlist. However, flexi working and a four-day week tied in second place with 36% finding them desirable, indicating the importance for employers to take a more relaxed approach to physical workplaces and hours. With millions of desk-based roles successfully undertaken remotely throughout the pandemic, a demand for a full return to the office can be off-putting to jobseekers anticipating greater flexibility in their working day.It’s wise to research what your existing workforce most values before grabbing the coattails of any passing trend that could end up unaffordable and underused. Run regular employee surveys to find out their concerns and desires, and as a way of improving employee engagement. When you understand what motivates your workforce, you’ll be in a stronger position to help them, attract new workers and keep them. By downloading this eBook, you will discover our pick of benefits that most inspire the workforce, with expert insight and tips.Content includes: Employee recognition programmes Health and wellbeing Staff discounts Career and life coaching Learning and development Pensions Get your free ‘Ultimate guide to employee benefits’ today.
Employee satisfaction: building a happier workforce
In the wake of the Covid pandemic, Reed decided to investigate the subject of employee satisfaction to find out what people most want from their working lives. We surveyed 2,000 employees in a variety of sectors to do this.Key findings from the survey revealed:24% of workers are planning on changing jobs in the next two yearsOver a third (36%) feel their pay is too low for the work they doWorkplace friendships are the most satisfying element of working for their current company (45%), with flexibility of working hours (40%) and salary (33%) closely followingTwo thirds (65%) stated their company does not offer rewards for good performanceThis eBook looks primarily at the ingredients of employee satisfaction: the measures to which managers should aspire to keep their workforce satisfied, also addressing the more aspirational theme of engagement. Throughout, experts in the field share their insight and methods for raising staff satisfaction, using tried and trusted ideas that might be useful to integrate into your organisation. Experts featured in this eBook include:Carolyn Nevitte, Director, People InsightMatthew McDonnell, Director of Employee Experience, Willis Towers WatsonKatie Whitehouse, HR Director UK&I, ServiceNowChris Brindley, Head of Reward & Co-member Experience, ReedNiamh Macaskill, Head of People and Experience, CamelotA happy workforce is a productive one and listening to employee views is the first step employers can take to make changes for the better.By downloading this eBook, you will understand:What employee satisfaction meanAs well as in their day-to-day tasks, staff satisfaction is closely linked to how an employee feels about a company’s style of management and organisational culture – the traits that define the business such as internal communication, staff development policies, and recognition of employee performance.Key considerations in raising employee satisfactionFor satisfaction at work, employees need a direction and a sense of purpose that keeps them going. Therefore, leaders must be clear about their strategy and goals to help employees feel connected, valued and fulfilled. Best practice in designing a satisfaction surveyA well-designed, well-timed employee satisfaction survey can reap rewards for your business in the long term, maintaining a workforce that can be trusted to deliver. Surveys shouldn’t just be saved for times of hardship.How to use survey data to implement changeOne way to generate high employee satisfaction is to focus directly on those areas that matter most to employees – and regularly review them to ensure they remain relevant.The future of employee satisfactionTo be an ‘employer of choice’ in the future, employers cannot merely offer competitive rewards, development opportunities, and healthy company culture. They’ll need to provide a consistently positive employee experience as well.
Employee satisfaction – sample survey questions (downloadable template)
To understand the needs of your workforce, it’s important to ask the right questions. A mix of questions that require yes/no answers is good to achieve definitive results, but it’s also useful to include ones that offer multiple choice answers or encourage the respondent to provide extra detail about why they feel a certain way. This data can help managers pinpoint areas to address and raise awareness of issues they may not have considered.Choosing what to ask in your satisfaction survey will depend on whether you’re running a focused survey or want more general findings. The time you launch your survey may also affect the type of questions you ask, such as if there are seasonal factors to consider or imminent changes to the organisation are on the cards.It goes without saying that in times of organisational stress, the best employers will focus on reassuring their workforce with focused and transparent internal communications. Any uncertainty, especially around job security, is liable to draw knee-jerk responses from an anxious workforce, so consider launching a survey in calmer waters.10 ways to improve your survey response ratePick the right time to launch the survey Communicate effectively throughout Have a great user experience and make it easy to complete Use incentives or competitions (if right for your organisation) Keep an eye on response rates in real-time Create time and space for all staff to complete it in work time Have leaders, managers and champions help demonstrate how important participation is Ensure people believe and trust the confidentiality of their responses Only survey at the rate you can take action Commit to acting on the results Most employee surveys focus entirely on traditional workplace topics like engagement, leadership, and manager effectiveness, or lifecycle surveys focus on traditional workplace milestones like onboarding, promotion, and exit. When you consider a new definition of employee experience, one that includes the human experience at work, a much broader spectrum of employee listening is required. The ways we listen to employees, gathering their input and perspective, need to change too.Employee surveys need to pivot to also assess how your employees feel about their preparation for retirement or how they are managing life with a newborn baby. They need to seek to better understand what your organisation can do to help. Survey pitfalls to avoidThere are many pitfalls to avoid with employee surveys. Here are some examples of mistakes that can set organisations back in their research, according to employee engagement experts People Insight: Managers aren’t kept in the loop Your survey comms falls flat It launches at the wrong time A poor response rate Employee surveys are seen as ‘an HR thing’ Missing the bigger picture in your survey results Only sharing the positive feedback Nothing happens next…
Induction checklist for new staff (downloadable template)
Inductions are vital to ensuring new staff settle into an organisation and make a positive impact. Using a straightforward induction checklist can make onboarding simpler and more effective.A concise and well-structured induction checklist for new staff can heighten the entire induction process, helping any new member of the team to get up to speed quickly and efficiently.An induction checklist can remove some of the pressures that managers and HR professionals face when effectively onboarding new team members.Our downloadable induction checklist includes:First day tasksFirst week tasksFirst month tasksTasks after three monthsTasks after six monthsWhile checklists are helpful in ensuring best practice and a thorough employee experience, they shouldn’t turn the induction into a tick-box exercise. Our free induction checklist template is designed to simplify the onboarding process and support your new starters through their first six months.Whether you are looking for guidance to use across your own company, or interested in learning more about what you need to include, this comprehensive checklist is an indispensable tool to help you and your new employees.
Build a more diverse and inclusive technology team: downloadable eBook
Our eBook, ‘Making tech inclusive: strategies for developing a more diverse workforce’, has been designed to help you reflect on what’s working and what’s not when it comes to your I&D policies, and improve in areas you may have overlooked.There will always be room for improvement when working to achieve an equal and inclusive environment for everyone, as needs change over time. This comprehensive guide can help you gauge the needs of your workforce and allow you to attract and retain the best talent in IT.By downloading this free eBook, you will find out:How diverse the technology sector isWhat diversity and inclusion mean and why they’re differentWhat workplace challenges people from minority backgrounds faceHow to eliminate bias from your recruitment processWhy inclusion and diversity benefit your businessHow upskilling can contribute to inclusivityTips on expanding and diversifying your talent poolHow to improve attraction and retention through inclusionThe value of offboarding correctlyDeveloping a robust diversity and inclusion strategy doesn’t just help employees who are outside the societal norm, but everyone in your company. It will also have a positive impact on your bottom line. Here are some of the dos and don’ts of inclusive recruitment – you can find out more in the guide:This guide is for:Tech employers who want to widen their talent pool and diversify their workforceBusiness leaders who have policies in place but believe they can do more for their employeesAnyone interested in adopting a more inclusive mindset."Removing the invisible barriers to inclusion by showing that your company is open to all will inevitably help you form a more diverse network, customer base and talent pool."