Tackling persistent low pay and the lack of opportunities for individuals to progress in work are two of the biggest challenges facing the UK employment market. Below, you can find robust recommendations on how to improve the working conditions for staff with lived experience of mental health distress.
Effective recruitment is not just about filling an immediate vacancy but about having an impact on the long-term success of your organisation, using workforce trends, and planning to understand what skills are needed your organisation.
Ensuring that your organisation is attracting candidates who have the skills needed to be successful is easier said than done.
In this section, you can find support on how to maximise your recruitment efforts.
Being an open recruiter
What makes an ideal role?
It is important to say progression is not strictly about pay and promotions: Improving skills, building autonomy and development a better work life balance are all equally valid considerations to employees in the 21st century when thinking about in-work progression.
Understanding progression in your organisation
Barriers to progression
Barriers to training and development
Supporting staff with pay
Put simply, many people leave their jobs because they are dissatisfied with their current situation, or potentially feel unable to continue.
Every organisation needs to have a strategy in place to support retention of staff.
Ignoring high levels of employee turnover can be very costly; it lowers internal morale, and it could harm an organisation’s external reputation. So, understanding the importance of staff retention is vital.
Benefits of employee retention
Mental health in the workplace has changed significantly in recent years. However, there is still more work to be done, particularly by employers.
Employees who feel their manager and the wider organisation care about their personal development are more likely to stay and want it to succeed.
Mental health has also become an important issue to potential customers and stakeholders. Organisations seen to have little interest in the well-being of staff are looked upon negatively. Individuals, and other businesses, are increasingly making consumer decisions by looking at the ethos of an organisation.
Creating a supportive work environment
Supporting employees return to work