Can workplace friendships aid business growth? ?? | Learning at Work Week 2024 ?? | The JARS guide to navigating a difficult job search ??

Do you have a ‘workplace bestie’? Here’s why your organisation might be rather happy about this…

Workplace relationships have long dictated how people feel about their jobs. When people enjoy spending time, and working, with their colleagues they are often more inclined to stay in a role, whereas if a relationship sours, this can, in some instances, see employees heading for the door.

Gen-Z are particularly vocal in their support for the ‘workplace bestie’, with 63% confirming they’d say they have a best friend at work, however the recent pandemic, and the resulting shift to remote and hybrid working, has some calling into question if having close workplace friendships is soon to be a thing of the past…

A recent article from Fortune has suggested that since flexible working patterns became the norm, the concept of a ‘work bestie’ has become somewhat redundant, calling on data which shows a slight decline of 3% in workplace friendships between 2019 and 2022.

Reasoning behind this decrease is the fact that remote work removes the spontaneity of an office environment which allows people to get to know each other better. Of course, in 2024, some workers have never met their colleagues in person at all. Those in favour of the return to office have therefore often cited this as reasoning for employees to head back, as these moments can all help boost collaboration and a feeling of community.?

A spokesperson for culture and recognition firm O.C Tanner comments, "Friendships at work are all part of a thriving workplace community. When there's a strong community, there's a powerful sense of belonging and employees crave belonging at work - more than an increase in pay, better benefits, or even work-life balance. Every employee wants to be part of something bigger and to feel they matter. In fact, 42% of employees say that the biggest incentive to work in the office is interaction with their work friends.

A strong workplace community has a number of powerful business outcomes including 100% higher odds of aspirational levels of great work, a 58% lower probability of employees actively looking for a new job and 785% higher odds that employees feel like they belong.”

But with many of us now working from home more often, how can we nurture workplace friendships and that human connection? Jon Clifton, of the Harvard Business Review , suggests increased facetime, whether digital or not, is the answer - ‘‘The best way to connect is to see each other — even if it’s on Zoom or FaceTime. But at a minimum, coworkers need to talk more and email less. Email will never live up to face-to-face dialogue. Plus, it’s much easier to misinterpret what someone means over email. Business leaders need to set an example: Communicate in person more and email less.’’

But why should business leaders be concerned about keeping the ‘workplace bestie’ alive? Here’s just 5 reasons that encouraging workplace friendships can aid organisational growth:

? Increased Employee Engagement: Having a close friend at work can enhance employee engagement as it fosters a sense of belonging and connection to the workplace. When employees feel connected to their peers, they are more likely to be invested in their work and the company's success.

? Enhanced Job Satisfaction and Retention: Employees who have close relationships with their colleagues, especially a workplace bestie, tend to have higher job satisfaction. This increased satisfaction can lead to higher retention rates, as employees are more likely to stay in a job where they feel valued and supported by their peers.

? Stress Reduction and Support System: Work can be stressful at times, but having a workplace bestie provides emotional support and a sounding board for dealing with challenges. This can help reduce stress levels and contribute to a healthier work environment overall.

? Knowledge Sharing and Skill Development: Workplace besties often share knowledge, skills, and experiences with each other. This informal exchange can lead to individual and collective skill development, as well as the spread of best practices throughout the organisation.

? Increased Creativity and Innovation: Close relationships at work can facilitate brainstorming sessions and the exchange of ideas, leading to increased creativity and innovation. When employees feel comfortable bouncing ideas off each other, they are more likely to come up with novel solutions to challenges.

Jon Clifton goes on to confirm, however, that while it’s positive to encourage workplace friendship, ‘’you can’t make people be friends. You don’t want your employees to start hating the very thought of company parties’’. Organisations must also be mindful to monitor relationships which may be blurring boundaries between the professional and unprofessional, such as those which may be deemed as favoritism, or behaviors which veer towards being cliquey, when supporting workplace friendships.?

Has having a ‘workplace bestie’ enhanced your employee experience? Maybe this is something you encourage within your business? Join the conversation in the comments???

Learning at Work Week 2024: 'Learning Power'???

Did you know next week marks Learning at Work Week? This is an annual event which is led by Campaign for Learning in order to put the spotlight on the importance and benefits of continual learning and development at work. The theme of this year's campaign is ‘Learning Power’, exploring how lifelong and continual learning gives us the power to change, grow and achieve individual, team and organisational goals.?

This follows concerning recent reports that over 55’s are being ‘locked out’ of workplace skills training, according to new research, with experts warning that some older workers are subject to ‘ageist’ assumptions that they lack the ambition to further their careers or the ability to adapt to new tech.

These reports cite stats from a study by UK skills training provider Corndel , whose Workplace Training Report highlights statistics that more than half of over 55s had not received any management or leadership training in their current role, compared to two thirds (67%) of workers in the 23-38 age bracket. The study also found that 55% had not received any technical skills training on how to use digital tools and technologies from their employer in the past 12 months – more than twice the number of younger adults aged 18-25 (27%) who had not received training in these areas in the past year. This comes despite the fact that 54% of over 55s consulted said that professional development was an important factor in their decision to stay with an organisation.?

Commenting on the findings, James Kelly, Co-Founder and Chief Executive of Corndel, warned that “without providing access to adequate training opportunities, we are not allowing this group of the workforce to thrive”, going on to suggest that “businesses are potentially losing out on the huge value that this experienced group of the workforce can add if they have equal access to ongoing technical and management skills training''.

The LAW campaign promotes the support of inclusive learning experiences to reduce these statistics, encouraging employers to ensure that all employees have fair access to learning and the opportunities it brings.?

Statistics from the Oxford Learning College show that an estimated 20% of the workforce in the UK will be significantly underskilled for their jobs by 2030, and 27% of UK workers say that they lack the sufficient digital skills required for their job role, signally a clear requirement from employers to help upskill their existing staff and ensure the current skills gap within the UK doesn’t widen. Disregarding this can not only have impact at employee level in terms of low moral and a lack of engagement, but significant organisational impact including high turnover and loss of revenue.

Discussing the skills gap, Sarah Gilchriest, Chief People Officer at QA, said: “The UK has to completely re-evaluate its relationship with skills training. “The reality is that many people in the workforce do not have the right skills to adapt to new technologies and ways of working. This has a direct impact on productivity, business resilience and innovation.

“This skills gap is even wider for many older people and those that have been out of the workforce for a number of years. Everyone in the workplace ought to be equipped with the information and support to constantly upskill to adapt to new technology or reskill, particularly if their profession is at risk of becoming obsolete”

LAW invites organisations to use this upcoming focus week as a catalyst for change providing an opportunity to 'rebrand' or refresh learning and development opportunities and to reinforce the organisational commitment to staff development and celebrating learning that takes place all year round.?

Read more about Learning at Work Week 2024 here: https://www.learningatworkweek.com/?

Searching for a job can be both exciting and daunting. Whether you're a recent graduate entering the workforce for the first time or a seasoned professional looking for a career change, encountering obstacles in your job search is common. However, when the process becomes prolonged and discouraging, it's essential to regroup and approach the situation strategically. Here are some steps to take when your job search isn't going as planned:

? Work with a Specialist Recruitment Agency like James Andrews - First things first, register your job search with a specialist recruitment agency that focuses on placements within your industry or sector. Our team often have extensive networks and insider knowledge of job opportunities that may not be advertised publicly. By leveraging their expertise and connections, you can gain access to a broader range of job openings and receive personalised guidance throughout the job search process. A specialist recruitment agency can also provide valuable insights into market trends, salary expectations, and skill requirements specific to your field, helping you make informed decisions and stand out as a top candidate. Visit jarsolutions.co.uk to connect with a consultant in your area, or to view our latest vacancies.

? Reflect on Your Goals and Skills - Take a step back and reassess your career goals and the skills you bring to the table. Are you targeting the right positions and industries? Do your skills align with the job requirements you're pursuing? Reflecting on these questions can help you tailor your job search more effectively.

? Revise Your CV - Your CV is often the first impression you make on potential employers. Ensure this is up-to-date, well-formatted, and tailored to each job application. Highlight relevant experiences and skills that align with the job description to increase your chances of getting noticed.

? Expand Your Network - Networking is a powerful tool in the job search process. Reach out to former colleagues, classmates, mentors, and industry professionals for advice, referrals, and job leads. Attend networking events, industry conferences, and workshops to expand your network further.

? Upgrade Your Skills - Invest in upgrading your skills and knowledge to make yourself more competitive in the job market. Consider taking online courses, attending workshops, earning certifications, or pursuing further education relevant to your field of interest.

? Stay Positive and Persistent - Maintaining a positive mindset is crucial during a challenging job search. Rejection and setbacks are a natural part of the process, but staying persistent and resilient will eventually lead you to the right opportunity. Celebrate small victories along the way to stay motivated.

? Seek Support - Don't hesitate to seek support from friends, family, mentors, or professional career coaches during your job search journey. They can offer encouragement, advice, and valuable insights to help you navigate through difficult times.

A challenging job search can test your patience and resilience, but with the right mindset, strategy, and support, you can overcome obstacles and find success. Remember, every setback is an opportunity for growth and learning on your career journey. Good luck! ??

Working in collaboration with clients and candidates to deliver trusted recruitment solutions ??

Working collaboratively with our fantastic portfolio of clients nationwide to connect them with the right talent, at the right time, is what we do best, so if you’re looking for a new role, we’re the people for you! We specialise in a multitude of sectors nationwide, including HR, Legal, Finance, Procurement, Social Housing, Local Government and Property Management and work with high quality contractors, consultants and professionals in both temporary and permanent placements.

So, whether we’re helping you find the perfect candidate, or you're looking for your own next career step, you can be assured, as a trusted specialist recruitment partner since 2009, that we’re with you on every step of the journey.

To register a vacancy or discuss how we can help you find the perfect fit for your next permanent or temporary career step, you can find our regional contact numbers here. For more about our specialist team of consultants and read testimonials from our clients atwww.jarsolutions.co.uk.