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The office as we know it is changing. Remote work has reshaped the way we work, but it's not without its challenges.
To tackle the challenges and opportunities of modern work, speak to our HR Advisory experts at Michael Page to discuss how to optimise your people and culture strategy and drive productivity.
Find out more about HR Advisory
Recent talent insights from Michael Page indicate that remote work can positively impact productivity, work-life balance, concentration, mental health, and time management. A staggering 82% of professionals believe remote work has a positive effect on overall productivity. Additionally, 90% reported improved work-life balance, and 78% experienced increased ease of concentration.
However, the allure of remote work isn't without its drawbacks. Some employees miss the physical office environment, the sense of community, and the opportunity to collaborate face-to-face. In fact, 65% of candidates feel more connected to the company mission when working in the office, and 80% believe it facilitates teamwork.
The diverse perspectives on remote and in-office work underscore the need for flexible work arrangements that cater to individual preferences and organisational goals.
To optimise productivity and employee satisfaction, a flexible hybrid work model often proves to be the most effective solution. This approach allows for a blend of remote and in-office work, catering to the diverse needs and preferences of individual employees.
According to data from the UK’s Hybrid Work Commission embracing hybrid working patterns can help to expand the talent pool.
By embracing hybrid work, employers can tap into a wider range of talent and create more inclusive workplaces.
Prioritise employee well-being:
Mental health support: 70% of candidates reported remote work positively impacted their mental health. This comes as no surprise, with advantages like reduced commuting stress that frees up time to invest in your physical and mental well-being. Help your staff to support their mental health from home and in the workplace with resources like mindfulness programmes and flexible work arrangements. And if you’re unsure where to start, explore our guide to promoting mental health awareness in the workplace.
Ergonomic workspaces: Make sure your remote team has the right tools to work comfortably. A good chair, a decent desk, and a monitor that's easy on the eyes can go a long way.
Regular check-ins: Schedule regular one-on-one meetings with your team. It’s a great way to check in, see how they're doing, and address any issues before they become big problems.
Clear expectations: Be clear about what you expect from your team and when you expect it. And always be accessible to answer questions. Consider using the ‘What by When’, framework – coined by Ellie Middleton to help professionals in the neurodivergent community but useful for all – to make sure everyone’s on the same page whether working from home or in the office.
This can be especially useful for bottom-up thinkers who need to receive the finer details first before seeing the bigger picture take shape. When making a request, consider:
“What exactly do you need from me?” – Be specific about the tasks, deliverables, or outcomes you expect.
“When exactly do you need each of those things by?” – Set clear deadlines and milestones to keep everyone focused and on track.
“Why do you need that from me?” – Explaining the why behind a task can help your team understand its importance and prioritise accordingly.
By setting your expectations at the start, you can avoid mistakes, save time in the long run, and help your teams be more efficient.
Utilise collaboration tools: Use the right tools and software to keep everyone connected. Whether it's a project management tool, a chat app, or a video conferencing platform, make sure your team has what they need to work together efficiently.
Remote onboarding: Make new hires feel welcome from day one. A personalised welcome package, a dedicated buddy, and regular check-ins can help them settle in quickly.
Company values: Keep your company's values front and centre. Share stories about how these values have shaped your company's success and encourage your team to live them out in their daily work.
Social events: Organise team outings and social events to help your team bond. Whether it’s a virtual happy hour, a team lunch, or a company retreat. Having a strong, collaborative team aids productivity in the workplace.
Flexible work arrangements: Allow employees some level of flexibility in choosing their preferred work style and hours or consider alternative working models like job sharing to double the expertise you receive while unlocking flexibility for those who need it most.
Our Talent Trends report revealed that employees now expect to be able to control their own working patterns to a certain extent, and challenges to this autonomy are
causing dissatisfaction at work. 46% of professionals surveyed said they were currently looking or planning to look for a new job in the next 6 months. Of that group, their reasons include:
A significant portion of the workforce may view prescribed changes to their working patterns as a loss of autonomy. Organisations can help remove this feeling by instilling trust in your workforce.
Trust and accountability: 64% of professionals believe working more days at home would improve their overall productivity. Giving employees some flexibility to manage their workload and time, with clear goals for accountability, will help foster a positive environment where everyone feels valued, trusted, and inspired to be their best.
By striking the right balance between flexibility and structure, employers can create a productive and fulfilling work environment that empowers employees to thrive, both remotely and in the office.
For support through transformation, people and culture strategies, get in touch with our HR Advisory team.
Or if you’re ready to hire from diverse talent pools, fill the contact form to share your details with us and one of our expert consultants will be in touch.
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