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JGA Recruitment Group is officially one of UK’s Best Workplaces™ for Wellbeing!

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We are incredibly proud to announce that JGA Recruitment Group has been recognised as one of the UK’s Best Workplaces™ for Wellbeing by Great Place to Work®! 🎉

Great Place to Work’s culture experts analysed thousands of employee surveys, assessing people’s holistic experiences of wellbeing at work to determine the UK’s Best Workplaces™ for its Best Workplace Wellbeing list. The surveys asked employees to comment on how their company supports their work-life balance, sense of fulfilment, job satisfaction, psychological safety, and financial security. Evaluations also included assessing how well the organisation could consistently deliver employee experience across all departments and seniority levels.

To be recognised as one of the UK’s Best Workplaces™ for Wellbeing is a considerable achievement and a testament to JGA Recruitment Group’s commitment to create an environment where its employees can thrive. The company continues to prioritise employee wellbeing by offering equitable activities, support, and training to ensure everyone feels valued at work.

Employee engagement events ranging from charity days to trips abroad have further contributed towards fostering positive internal relationships which have helped develop a positive, supportive, and inclusive workplace culture within the firm.

When the founder of JGA Recruitment Group, Nick Day, was informed about the company’s inclusion on the list as one of the UK’s Best Workplaces™ for Wellbeing, he commented:

“At JGA Recruitment Group, we’re honoured to be recognised as one of the UK’s Best Workplaces for Wellbeing by Great Place to Work. A positive workplace culture fostering inclusion, wellbeing, and growth is critical to creating a sustainable and successful business. That’s why we’re deeply committed to investing in our employees’ mental and physical health and providing a nurturing and supportive environment for everyone in our business.

We are thrilled to see our initiatives’ impact on our workplace culture and are dedicated to continuing to improve and evolve. This recognition is a testament to our team’s hard work and dedication, and we’re proud to be included on this prestigious list. We’ll continue to prioritise the wellbeing of our employees because we know that when our team members thrive, our business thrives.” 

About Great Place to Work®

Great Place to Work is the global authority on workplace culture. Since 1992, they have surveyed more than 100 million employees worldwide and used those deep insights to define what makes a great workplace: trust. In 2022, they launched the first-ever annual UK’s Best Workplaces™ for Wellbeing list of organisations that delivered exceptional wellbeing support for employees across all levels and departments. For more information, visit www.greatplacetowork.co.uk

Contact JGA Recruitment Group

Contact JGA Recruitment to find out more and discover how in partnership, we can locate the top talent for your business and take positive steps to create a sustainable, brighter future for all: [email protected].

Visit our website here

JGA Recruitment also publishes two leading business podcasts: The Payroll Podcast and The HR L&D Podcast.

A strategic approach to mental health and wellbeing at work

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As we navigate a new world of work in a post-pandemic era, so many of us are impacted by the mental health at work narrative.

Whether we personally are struggling with burnout or anxiety ourselves or whether we’re supporting or managing others who are struggling, this topic has gained traction globally – however, we still have a long way to go in reducing stigma and creating workplaces where people can thrive.

A strategic approach to mental health at work isn’t just about having a fancy document stored in the cloud or the latest wellbeing app or even extensive benefits and resources, these days it’s about culture.

It isn’t just a focus on when people are struggling but instead, helping us think about creating hybrid and flexible environments that enable people to take personal responsibility for their health which will of course, help with productivity, performance and retaining talent longer term.

So, if you’re responsible for wellbeing or interested in creating a sustainable approach to this topic, here’s a few tips to get you started:

1.   Find your allies and influencers

Even the industries or companies who thought no one would be interested in this topic, perhaps classing themselves as old-school, male dominated or simply too busy – when you start talking with people, you’ll find there are plenty of people who want to help make a difference in the culture.

Talking to people at all levels of the business (including your exec team) will help you identify your allies and influencers. These people can either help you craft your strategy or crucially, they will help you bring your strategy to life over time.

2.   Write your strategy

No need to overthink this. It is likely to evolve over time, however – there are a few principles to keep in mind. A strategy is different to a wellbeing action plan, it’s different than mapping out the awareness days for the year and then putting on an event. This stuff can be great, but it’s basically part of how you bring your strategy to life.

A strategy should have some blue-sky-thinking. Ask yourself questions like what do we want to be known for as a business in 5-10 years? What kind of talent do we want to attract? What is the environment we need to build in order to help people work at their best?

You should think about prevention, culture as well as access to support or resources when people are struggling – but challenge yourself to think ten steps before people get to that burnt out, absent, less productive place. Once you’re there it’s going to cost your business money so invest in prevention more than anything else.

You can then audit your resources and review whether they are fit for purpose. Are people even engaging in them? Do they know where to find them? Is your intranet user journey user friendly? Can you reposition some budget to where it will really count? What data are you gathering to enable you to track progress and evidence the return on your investment to senior leadership?

3.   Bring your strategy to life

A strategy is only as good as the behaviours and role modelling that bring it to life and there are many ways to get started.

First of all, start with you. Many times those of us creating these strategies support other people to open up and invest in themselves but are terrible at doing it themselves! This isn’t about perfection but you are the most powerful advert for your mission so make sure to start with you!

Remember those influencers and allies you nurtured? There will be different ways that they can help. Giving your exec team easy wins is a great place to start – for example, encouraging them to show in their calendars when they are doing things to invest in themselves and supporting them to talk about how we work with their teams, not just what we do.

Wellbeing champions – having a cross-section of people from all levels in the business and backgrounds to help support you in bringing the strategy to life is crucial. Make sure your training and ongoing support is about becoming internal activists, role modelling and supporting culture change – rather than just a focus on training them up in signs and symptoms of poor mental health.

And finally, managers. This group is on the frontline of modelling your values and behaviours so it’s imperative that they understand your wellbeing strategy and their part in bringing it to life. This will include role modelling themselves but also boosting their confidence and skill level in showing empathy and having supportive conversations with employees – again, not just to focus on what’s wrong but to challenge individuals to invest in themselves and boost the culture collectively.

Written by Petra Velzeboer, CEO of PVL, a mental health consultancy that supports businesses to create a mentally healthy culture. If you would like more information email her at [email protected] or find out more at https://www.petravelzeboer.com/

Contact JGA Recruitment Group

Contact JGA Recruitment to find out more and discover how in partnership, we can locate the top talent for your business and take positive steps to create a sustainable, brighter future for all: [email protected].

Visit our website here

JGA Recruitment also publishes two leading business podcasts: The Payroll Podcast and The HR L&D Podcast.

Webinar: How modern HR & Payroll systems drive operational efficiency

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This is the second of five webinars as part of the HR & Payroll Foundations series from SD Worx.

The free webinar, on Wednesday 22nd February @ 11am, will address crucial topics that HR & Payroll leaders can’t ignore, as they seek to create the right people management ecosystem for their business.

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17 Actionable Future-Proof Tips for Payroll Professionals

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As the corporate world becomes more complicated and competitive each day, the function of payroll has grown to be valued more than ever.

Payroll is also becoming more strategic than ever. We are in the middle of a payroll transformation.

If you want to stay ahead of the curve in this rapidly changing payroll landscape, you will need to keep up with the changing trends.

Here are 17 tips shared by Nick Day on The Payroll Podcast:

  1. The payroll processing environment is rapidly changing. Payroll process automation is becoming increasingly common, enabling power professionals to concentrate on more strategic activities and enhance productivity.
  2. On-demand pay is one of the hottest topics in payroll today.  This is inspired by the desire to relieve workers of financial stress, resulting in happier, more productive, and better-engaged employees. Companies investing the maximum in this area focus on the employee experience for attraction and retention purposes. Nick also predicts that by the time he records the 200th episode, the traditional pay cycle will no longer exist!
  3. As companies continue to attract and retain top talent, employee experience will become increasingly critical. Remote workers are shaping the future of payroll as companies move toward hybrid or even fully remote models.  Start considering leveraging technology to create new and improved ways for employees to access their pay information and take control of their payroll.
  4. The payroll world has been changing at an accelerating pace. The need for knowledgeable payroll professionals will become even more essential as time goes on because of new regulations and legislation affecting payroll. Payroll professionals need to stay informed about these latest trends, and the Payroll Podcast is the perfect place to ensure that happens.  Meanwhile, using a niche payroll recruitment agency like JGA Recruitment Group can ensure you hire the specialist payroll talent you need to help your business scale.
  5. Stay ahead of the curve through continuous education and professional development. With the rapidly changing landscape in the payroll industry, you must stay up to date on laws, regulations, and software systems.
  6. Companies are increasingly shifting to a remote working model, which means more complex payroll processes and the need for more innovation. This shift means that your payroll practices must keep up with global taxes and regulations. It also means having a system that can handle pay rate changes based on location.
  7. The role of artificial intelligence and machine learning in payroll is growing. There are chatbots, ChatGPT, and other AI platforms hitting the market. AI and ML is also being used to improve efficiency in several ways, like automating repetitive tasks, providing insights that can contribute to supporting broader strategic objectives.
  8. Integrating artificial intelligence, machine learning, and payroll processes will become more prevalent. It will provide new opportunities for automation, data analysis, and optimization.
  9. Smart interactive payslips will allow employees to view their earnings history, compare their wages and support financial health planning.  Providing more transparency to employees will also improve workforce engagement.
  10. The use of cryptocurrency for payroll employees is growing. There are 300 million people out there with digital wallets. Expect to will see more and more crypto solutions hitting the market and infiltrating the payroll marketplace.
  11. Cloud-based payroll systems are becoming increasingly popular because they provide increased flexibility, scalability, and security for those with remote payroll operations.
  12. Many companies are looking for ways to improve their payroll processes and make them more efficient, but they’re also focusing on creating positive payroll experiences for their employees.
  13. Cybersecurity and data privacy is becoming increasingly important in payroll operations. It is because ransomware attacks, IT problems, and other cyberattacks are increasing daily. And these hackers are getting smarter by the minute, so we need to stay on top of our cybersecurity measures to protect your employees’ data.
  14. The adoption of pay-on-demand models will increase. These models will require payroll professionals to adapt to new processes. Such services can improve employee retention.
  15. The future of payroll will demand strong leadership and vision. It will be essential to have transferable skills, such as bridging the gap between roles or the gap between HR, Finance and Reward.
  16. We no longer live in a world of command and control.  The new world of work is focused on outcomes and creating inclusive, unmuted coaching cultures. If you want to leverage the best out of your employees, a coaching mindset is required.
  17. Focus on building resilience into your payroll processes.  The pandemic showed that the world is unpredictable, so testing systems and building in resilient processes will enable your payroll process to adapt to future unexpected changes.

In conclusion, there is no doubt that the role of payroll professionals is shifting toward more strategic roles, providing insights and analysis to business leaders that can significantly impact organizational success. Payroll professionals should take these actions to enable them to prepare for the future world of work, which will be filled with automation, analytics, machine learning and AI.

 

Contact JGA Recruitment Group

Contact JGA Recruitment to find out more and discover how in partnership, we can locate the top talent for your business and take positive steps to create a sustainable, brighter future for all: [email protected].

JGA Recruitment also publishes two leading business podcasts: The Payroll Podcast and The HR L&D Podcast.

 

Written by Nick Day, Managing Director at JGA Recruitment Group – The UK’s Premier Payroll & HR Talent Partner.

JGA Recruitment Group | Payroll & HR Recruitment

E-Mail: [email protected] | Tel: 01727 800 377

Copyright©: JGA Recruitment Group 2023

10 Strategies to Improve Recruitment Diversity Post-Pandemic with Margaret Ochieng #46

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Many studies behind current recruitment strategies highlight weaknesses that need to be addressed if businesses want to improve their processes for attracting and retaining diverse talent.  Many of these processes are embedded in the cultural values, strategies, and behaviours of organisations.  Margaret Ochieng and Nick Day discuss 10 Strategies to Improve Recruitment Diversity Post-Pandemic and explore why it is essential businesses and talent leaders recognise the value behind building a robust diversity recruitment strategy.

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Diversity & Inclusion

Diversity & Inclusion Thought Leadership with Margaret Ochieng #017

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Margaret Ochieng is a Business Psychologist and Diversity & Inclusion expert who designs workplace solutions that enable people and organisations to adopt “a village culture approach to inclusion”.  Margaret’s approach to D&I helps individuals and organisations to identify and remove barriers to inclusion, performance and creativity posed by silos, “clans” and “tribes” that often emerge explicitly or implicitly in social groups including workplaces.  Let’s evolve organisational cultures!

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The HR Algorithmic Leader: 10 Principles for Leadership Success

The HR Algorithmic Leader with Mike Walsh – #006

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The HR Algorithmic Leader: 10 Principles for Leadership Success.  In this episode of the HR L&D Podcast, Nick Day from JGA HR Recruitment. is joined by Futurist and global nomad Mike Walsh who has synthesized years of research and interviews with some of the world’s top business leaders, AI pioneers and data scientists into a set of  “10 principles about what it takes to succeed in the algorithmic age”.

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Disruptive HR

Disruptive HR for Progressive Transformation – with Coreyne Woodman-Holoubek– #005

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Disruptive HR for Progressive Transformation was recorded with Coreyne Woodman-Holoubek, a strategically focused GLOBAL HR LEADER and HR ORGANIZATIONAL DEVELOPMENT professional and President of Disrupt Milwaukee & Disrupt Madison; Co-Founder of Contracted Leadership and the Creator behind the hugely popular Progressive HR blog! With over is 17 years of global business and human resource leadership expertise gained living and working in the United States, the United Kingdom, and Spain, Coreyne was listed as one of the BRAVA 2018 “Woman to Watch” and she is particularly passionate progressive disruptive HR business professional who believes that “It’s time we progressed HR and L&D processes through digital disruption and transformation”.

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Content Curation

Content Curation for L&D Professionals – with Stephen Walsh #001

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In this “Content Curation for L&D Professionals” episode of the HR L&D Podcast, we take a deep-dive into Stephen’s 20-plus years in learning technology and communications to discover how learning and development practitioners can achieve a culture of continuous learning and content curation its workforce

 

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Blockchain

Blockchain, Cyrptocurrency and the Future of Payroll & HR – with Anita Lettink – #09

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In this special Payroll Podcast, we interview Anita Lettink, SVP, Strategy & Alliances at NGA HR to learn more about what blockchain and cryptocurrencies are, and more importantly, how these technologies will impact the future of Payroll and HR.  We attempt to demystify blockchain and cryptocurrencies and separate the hype from the reality to understand how these relatively new technologies could impact the payroll & HR departments of tomorrow

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