These 6 Signs Mean It’s Time to Look for a New  Role
Naturally, we all go through periods of having exciting projects on at work which make us fall in love with our roles again; and times when finding motivation is harder.
But if the thought of the end of the weekend and another week in work fills you with dread, this could be a sign that something is seriously wrong.
Either you’ve outgrown your  role, your workplace has become toxic, or you realise that your passions lie elsewhere in a different position or with a new company with different values. There are some signs to look out for which indicate that it’s time to look for a new job.
Deciding on a career move can be a daunting thing, and that’s why many people try to ignore the warning signs that they should move on.
Today, we share the six undeniable signs it’s time to look for a new job (and how to find one).

1. You Have Stopped Enjoying Going to Work

There can be many reasons people are reluctant to leave the house in the morning, from a commute that is regularly filled with traffic to a lengthy train journey.
But generally, travelling to work should not be a time where you dread the minutes counting down until your morning start time.
Have you found yourself stopping off for a coffee to delay getting into the office; have you started taking the longer route to work; does the thought of work in the morning keep you from sleeping at night?
Of course, many more of us are working from home now, and so the physical act of going to work might soon become a thing of the past in many roles.
But this feeling of dread can become present in morning Zoom meetings, when you’re on a conference call or any time work-related messages pop-up on your screen.
A sense of dread when you think about your job is not normal – if this is happening to you, it’s time to make a change.

1. You Feel Disconnected From Your Role

High employee engagement is a characteristic of all excellent employers.
Great  employers will ensure that you have the right amount of work to do; that you’re not overworked or frequently find yourself with few tasks and unsure what you should be doing.
You should feel a passion and drive for your role, and a connection to your team and your employer which makes you want to give your best to the job – it was probably there when you applied for this position.
But over time, inadequate management can lead to employees feeling disconnected and then eventually stop caring. It is hard to find enthusiasm for your role when you have become disconnected. Will you ever trust that your employer truly cares about you even if things change in the short-term?

1. You are Taking Extra Sick Days

Taking extra sick days, or taking holidays simply to get away from your job is a sign that something is wrong.
It is estimated that 12.7% of all sick days are taken due to mental health problems, which can often be attributed to your current role in the first place.
If your mental health is being affected due to your job, first speak to your manager. They have a duty of care to you to ensure that your position is not causing you harm. Sadly, if the problems are out of your manager’s control, and they continue, it might be time to look for an employer who has an excellent wellbeing reputation.

1. You Don’t Get on With Your Boss (or Your Colleagues)

Having a great relationship with your boss and your colleagues is never a given in any role – it’s always a nice added bonus when you find a role you love, and you get on with your team.
But negative relationships with the people you work with every day can quickly become draining, and they can turn a once dream job into a nightmare situation.
There should always be avenues you can explore before it gets as serious as leaving for a different company, but sometimes that’s what it takes.
Toxic workplaces are sadly more common than you might think, and although your job might look great on paper, if your boss regularly puts you down, and the atmosphere in the workplace is continually negative and is holding you back from success in your job role and your whole career, it’s time to find a company where you not only feel fulfilled but also happy.

1. You’re Being Underpaid

48% of employees feel that they are underpaid for the work they do – does this sound familiar?
When you start a job, the expectations might have been clear, but what commonly happens in  workplaces is that over time, and as you become more experienced within the organisation, you are tasked with more and more duties.
And your remuneration rarely increases with the amount of extra work you are now expected to do.
It might be a simple case of your manager not realising how much extra outside of your role you are taking on – but this again is poor management on their part.
Suppose you are increasingly given extra tasks or are performing managerial duties and your employer tells you that you are not going to be paid any extra for it. In that case, this is a sign that your employer is taking advantage of you.
Not all  employers behave like this – now should be the time to find one who doesn’t.
 

1. You Feel Undervalued

Aside from being paid a fair wage for the work you do, it is also important that you feel emotionally valued and supported by your manager and your colleagues.
Signs that you are being undervalued by your current employer include:

• your work is overlooked,
• your performance and pay reviews are continually pushed back,
• you’re not trusted to have autonomy in your role,
• those around you are promoted, and you get left behind.

Being undervalued can be a sign that your current employer is not going to support you in your career and that things are unlikely to change unless the entire company has a management shake-up – but you don’t have to wait for this to happen.

Next Steps
Many people stay in roles that are making them severely unhappy and impacting on their mental health because they believe there is no other option for them.
The truth is there are always other options; you just might not know where to find them – and that’s where we come in.
Speak to us!– we will be able to offer advice and options, put you in touch with new potential employers and organise interviews for you – what are you waiting for? 01279 780 000

Employer Branding in a Post-Pandemic World
 
Why Employer Branding is Critical in Our Post-Pandemic World
If you haven’t been giving much thought to your employer branding recently, then now is the time to start.
All businesses have an employer brand, whether they actively work on it or not.
Your employer brand is the way the world sees you; from your products and services, your mission, your vision, your ethos and your team – yes, there is a lot to consider!

The question is – how should your employer brand be positioning your company in our post-pandemic world?
The sector has changed, and it is more crucial than ever that your employer brand is positioning you above your competitors.

What is Employer Branding?
Your employer brand is your talent attraction magnet – it is the beacon to the potential pool of candidates to be drawn on that want to work for your company.
It is also the way your customers view your business – the reason people interact with your organisation and the way the wider world views your company.
But for the purpose of today’s article, we are going to be focusing on employer brand in terms of talent attraction.
And specifically, employer branding in our post-pandemic world.
What worked pre-pandemic will not necessarily work now; the best talent is looking for certain things from your post-pandemic employer brand, so let’s look at what they are.

A Considerate Brand
The pandemic has brought down barriers in ways that we could never have expected.
Now more than ever what people are looking for from the organisations they interact with, and specifically the organisations they want to work for, is that they have a personal, considerate approach to being an employer.
People are now looking for reassurance and support wherever they turn – from their friends, their family, and especially their employer.
Transparency is key here too. If you have had to make redundancies in certain areas, but senior management have received bonuses, how will this look to candidates who are researching your brand?
It can be tricky getting the balance here right, but everyone is aware of how tough things have been during the pandemic. Being honest and transparent about the decisions your business has made is key – candidates are increasingly turning away from brands that are seen to be dishonest about their practices.
 
A Focus on Health and Wellbeing
A big focus for candidates that you must consider in your post-pandemic employer brand is how much of a focus you now have on health and wellbeing.
Wellbeing and particularly mental health have been gaining traction in the employment world for some time, but the pandemic has skyrocketed their importance.
Your post-pandemic employer brand needs to ensure candidates that you are treating the health and wellbeing of your workforce with the utmost importance.
This includes-

• Prioritising clarity and caution – the virus hasn’t gone away yet, and brands who maintain an excellent focus on physically protecting their employees with excellent Covid-19 procedures will be viewed by candidates favourably.
• Offer flexible working (where possible) – allowing employees to work from home and being flexible on the matter is what the best candidates will be looking for.
• Offering real help to support employee health and wellbeing – do you encourage physical health in your employees by providing fresh fruit in the workplace (where it is safely possible) or cycle to work schemes and gym memberships? Do you champion mental wellbeing and strive to be a compassionate employer – if so, will candidates know this from looking at your website or social media?

Showing that you are dedicated to health and wellbeing is not about bragging about it on social media – it’s about demonstrating your values in a way that’s easy for candidates to find and communicates your wellbeing offering in an honest and transparent way.
 
A Communicative Brand
Communication was the one thing that kept us together during the pandemic, and the way you continue to communicate with candidates during the ongoing crisis and afterwards will be a significant part of your employer brand going forwards.
Your social media channels are the first port of call for candidates to contact you, and your followers (which will include potential future candidates) are still the number one place to maintain your employer brand.
But some organisations stepped away from posting anything on social media during the pandemic. Some thought it insensitive; others simply did not know what to post during the highly changeable time.
But posting online to maintain your employer brand does not always have to be about self-promotion.
There are many different types of content you can share on your social channels to alert candidates to what type of employer you are, and what your company is focusing on in our post-pandemic world.
This can include:

• News and industry updates
• Helpful articles which could be of interest to employees and candidates including think pieces either from your own company or from a  thought-leader
• Updates about your company – have you launched new products or services? Have you celebrated a milestone recently? Moved office? People love to see ‘human’ updates from real people about real people (your team).
• And of course – your latest job vacancies.

Giving Candidates a Sense of Purpose
Finally, a sense of purpose is another major factor that great candidates are now looking for in their post-pandemic employers.
Meaningful work is increasingly what millennials are looking for – and this section of workers now makes up the largest part of the worldwide workforce.
The Deloitte 2020 talent survey states that employers should provide meaningful work or they will struggle to attract and retain their workforce.
What is it about your company that makes your employees feel as though they are making a positive difference to the world?

Finally
If you are looking for new talent for your organisation and are struggling to find the ‘Perfect Match’ – we can help.
Get in touch with us on 01279 780000 or email us info@mosaic-recruitment.com and we will help you find the “perfect Match” that you have been looking for.


 

As we are now living in a world that has been changed by the pandemic, your employee retention strategy must be better than ever.
A pre-pandemic Retention Report by the Work Institute (2019) found that “one in three workers would voluntarily leave their job by 2023”. And this has only increased due to significant shifts in the market due to Covid-19.
The effects of the pandemic are going to be felt within organisations for years to come, and so employee retention needs to be a key focus in order to ensure you are keeping your team engaged and satisfied in their roles.
Hiring for replacement team members is not something any organisation wants to be doing right now, and so an excellent employee retention strategy is essential.

1. Discover Who You’re Overlooking
2.  

To ensure you are providing excellent leadership for your entire team and making them feel valued, first, it is essential that you find out if you are overlooking anyone in your team.
Teams will naturally include individuals with all manner of skills, experience and personality types.
But in most teams, there will also be team members who shine brighter than others – extroverts tend to get noticed more than introverts, some team members are more likely to speak up if they have a problem, whereas others will try to work through challenges on their own.
As a leader, it is essential that everyone is getting the right amount of support that they need and that you are not overlooking anyone.
Leaders will naturally look to middle managers and other higher-profile employees, but to be a great leader, you must ensure the highest level of employee retention – remember that each and every team member must feel valued and supported.

1. Create Unlimited Opportunities for Growth
2.  

According to a recent LinkedIn Workforce Learning Report, 93% of employees would stay longer with their employer if they invested more in developing their careers.
Many employers will get to the point where they have a great team in place and think that their job is ‘done’.
But continual engagement, training and development is a key part of every employee retention strategy, and we find that talented candidates who look for new roles often cite a desire to develop themselves and their career further as a reason for leaving.
No-one wants to be stuck in a role where they feel as though progression is an unlikely possibility.
So, invest in robust training and development for your team – it can be anything from personal development training to allowing them time to learn new skills.
 
Demonstrate Excellent Values and Ethics

The most desirable employees are looking for employers with impressive values and ethics.
And this has been accelerated by the pandemic. We are all thinking much more about what is really important to us and working for a company they believe in is high on every employee’s list of priorities. 
Employees are more empowered than ever, with social media and online review culture creating an environment where the need to be honest and transparent is more crucial than ever.
How active is your company at demonstrating your values and ethics? Do you champion diversity and inclusion? Are you financially transparent?
Fail to demonstrate excellent values, and you risk losing your employees to a more ethical company.

1.  
2. Give Employees a Purpose
3.  

It is not enough to give employees a fair remuneration package – employees are increasingly looking for a greater sense of purpose in their work.
The best way to find out if your employees feel a sense of meaning and purpose in their work is to talk to them.
Ask them what is important to them in their roles and make any alterations you can to help them feel a greater sense of purpose. This could involve introducing tools to make their jobs easier, and thus, more valued, or working together to improve your products or services to give greater customer satisfaction.
Create a mission statement which helps employees to understand how their work positively impacts the world.

1.  
2. Enhance Your Employer Brand
3.  

Your employer brand is the thread that links employees to the organisation – all employees want to work for a company which they feel aligned to.
Look closely at what your competitors are doing – if you slip in terms of promoting and maintaining an excellent employer brand, this gives employees the opportunity to look elsewhere and to be tempted to leave and work for a brand with a better reputation and culture.
Your digital footprint is key in creating a strong employer brand which your employees will feel proud to be a part of.
Think about what you post and how often. Employees like to see that their employer is actively engaged in current topics, is invested in the wellbeing of the team and is a transparent and communicative employer.
Get your employees involved in team strengthening events, use your social media to champion your current employees – celebrate birthdays, life events and little wins within the organisation.
And finally, let’s look at how a great recruitment strategy is always essential when it comes to employee retention.  

1.  
2. Get Your Recruitment Strategy Right
3.  

Employee retention all starts with your recruitment process.
When you start your employees off on the right foot with an excellent recruitment and onboarding process, this sets the tone for a mutually beneficial employer-employee relationship.
Studies reveal that the better the onboarding process, the lower the turnover.
A shocking 20% of employee turnover happens within the first 45 days, and this is mostly down to a poor onboarding process.
Onboarding is part of the recruitment process, and yet many employers believe that recruitment stops the moment the candidate accepts the job offer.
Invest in your recruitment and onboarding process, and you will start to see a higher rate of employee retention.

Finally

A certain amount of staff turnover is unavoidable.
But follow the steps in this guide to improve unnecessary employee turnover in your organisation.
It is never easy to lose a great employee, but when you work with a professional recruiter, they can help you create the right recruitment and onboarding process to ensure your retention rates remain high, increasing employee engagement and lowering your overall costs of recruitment.

To find out how we can help you find your next talented employee, get in touch with us on 01279 780000 or e mail susan.curran@mosaic-recruitment.com
Susan Curran
Operations Director – Mosaic Recruitment