Advocate Winter 2015/16 by advo

advocate The magazine from the leading employee benefits advisory

investors in people an interview with thomas bale page 14

aviva health & vitalityhealth The joint venture to deliver more affordable hospital treatment page 18

unum long-term sickness absence costs UK business £4.17 BN a year page 12 cover feature

advo group celebrating 2015’s best of the best

“Our focus has always been people and technology but we realise that ultimately our success rests firmly with our employees”

page 08

Issue #16 WINTER 2015/16

advogroup.co.uk | who we are

who we are and what we do... Advocate Magazine is produced by ADVO Group and published quarterly.

community, please follow http://issuu.com/advogroup

Speak to ADVO for any specific query concerning: ADVO Group Ltd is an independent employee benefits advisory with a broad-based clientele. Our objective is to be • UK & International Private Medical Insurance seen as the UK’s most trusted adviser on employee benefits and • Online multi policy management online management. • Total Reward Statements and Flex and Benefit selection portals ADVO can test prospective clients’ arrangements against our • Cash Plans connectedhealthTM benefit benchmark. Please be in touch for • UK & International Group Life & Dependents further details. cover • UK & International Group Income Protection We also offer a bespoke interactive online system for multi • UK & International Group Critical Illness cover policy management and amendments. Employees can also be • Dental & Optical cover given access to their personal benefit details, Total Rewards • Health Screening and Flex Benefits and benefit selection portals. • Staff Wellness • Occupational Health sourcing Please follow http://soc.advogroup.co.uk for more information. T: 0845 2578833 F: 01622 769211 For general information, and/or to join our online HR E: info@advogroup.co.uk

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advogroup.co.uk | what’s inside issue #16

“what’s inside issue”#16

This edition of the magazine highlights some major industry news following AXA announcing that is will be acquiring Simplyhealth’s private medical insurance business

Welcome to the Winter 2015/16 edition of Advocate magazine, the quarterly digital publication from ADVO Group, one of the UK’s leading employee benefits consultancy.

employees who have gone above and beyond our high expectations.

This edition of the magazine features an interview with Investor In People’s Thomas Bale who provides his expert insight into the recent findings that many employees will seek new jobs in 2016 due to discontentment with their current employers. We also highlight the key awards and accreditations that we have picked up over the previous twelve months in addition to being listed as finalists at the upcoming 2016 Corporate Advisor Awards for a total of three categories. We’re also highlighting our annual ‘best of the best’ celebrating the efforts of our

We also feature a number of the biggest human resource and occupational health stories including the research that indicates that long term sickness absence costs the UK an estimated £4.17 billion a year, the survey that reveals four in five employees prefer new benefits or perks to pay rises and how businesses are failing to use employee feedback to drive strategic change. Advocate magazine will be back again in the Spring. Subscribing to Advocate magazine is completely free at Issuu.com/ advogroup.

meet the team at advo group

For more information visit www.advogroup.co.uk

larry bulmer chief executive

colin boxall commercial director

kevin crew it director

gill mateo operations director

Larry Founded ADVO Group in 1997 and remains fully involved in the day-to-day running of the business.

Colin joined ADVO Group’s board in 2008 and has over twenty years employee benefits experience.

Kevin oversees our award winning online service and is further developing staff and flex- benefit platforms.

Gill joined ADVO in 2006 becoming Operations Director in 2013.

lbulmer @advogroup.co.uk

cboxall @advogroup.co.uk

kcrew @advogroup.co.uk

gmateo @advogroup.co.uk

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advogroup.co.uk | contents

CONTENTS ISSUE #16 | WINTER 2015 advo news Page 06

ADVO Group’s 2015 award wins and accreditations and 2016 finalist listings

Page 08

Celebrating ADVO’s Best of the Best 2015

HUMAN RESOURCES news Page 12

Long term sickness absence costs the UK an estimated £4.17 billion a year

Page 14

An interview with Thomas Bale, Investors in People

Page 24

Glass door survey reveals four in five employees prefer new benefits or perks to pay rises

Page 30

Businesses failing to use employee feedback to drive strategic change

Page 32

Three in four UK companies predict skills shortages

Page 34

aviva health & vitality health join venture page 18

UK productivity undermined by rule-heavy workplaces which stifle employees’ initiative and ideas

HEALTH NEWS Page 26

Rising numbers of adults in the UK misjudge their health as obesity crisis grows

MEDICAL INSURANCE NEWS Page 18

New Aviva Health and Vitality Health joint venture will deliver more affordable hospital treatment to customers

OCCUPATIONAL HEALTH news Page 20

One in three employers say more staff are going into work despite being ill

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three in four uk companies predict skills shortages page 32

advogroup.co.uk | contents

an interview with thomas bale, investors in people page 14

UK productivity undermined by rule-heavy workplaces page 34

Long-term sickness absence costs uk businesses an estimated ÂŁ4.17 billion a year page 12

say more staff are going into work despite being ill page 20 advocate winter 2015 | advogroup.co.uk | 05

advogroup.co.uk | ADVO’S AWARD WINS AND 2016 FINALIST LISTINGS

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advogroup.co.uk | ADVO’S AWARD WINS AND 2016 FINALIST LISTINGS

ADVO group’S 2015 AWARD WINS and accreditations and FINALIST LISTINGS for the 2016 corporate advisor awards www.advogroup.co.uk ADVO had a fantastic year at some of the industries biggest award ceremonies. The 2015 Corporate Advisor awards saw ADVO awarded the title of ‘Healthcare Adviser of the Year’. Additionally, ADVO were also shortlisted for an array of other highly revered categories including ‘Best Use of Technology by a Corporate Adviser’, ‘Best Member Communication Strategy’ and ‘Corporate Adviser Firm of the Year 2015’. To be selected as winners for any of the award categories was a particularly significant achievement given that this year’s event saw a record number of entries received. Key awards were also won later in the year. The Cover Excellence awards, which took place 1st October at the Victoria Park Plaza, London, saw ADVO awarded for the title of ‘Employee Benefits Intermediary of the Year’. Later in the month, ADVO were ‘highly commended’ as the ‘Best Group International PMI Intermediary’ at the 2015 Health Insurance Awards, which took place on 15th October at ‘The Great Room’ in London’s prestigious Grosvenor House Hotel. In addition to these established ceremonies ADVO was also recognised in global online business magazine ‘Wealth & Finance’s’ 2015 Insurance & Reinsurance Awards for the category of ‘Corporate Health Insurance Provider of the Year & Best for Employee Benefits – UK’. With 2016 only a few week s away, the new year already looks to be off to a fantastic start as ADVO have been listed as finalists for the three categories 2016 Corporate Advisor Awards; ‘Best Member Communication Strategy’, ‘Best Use of Technology by a Corporate Adviser’ and ‘Corporate Adviser Firm of the Year 2016. This year’s ceremony is due to take place at London’s Lancaster Hotel on 11th February and will be hosted by comedic writer and presenter Danny Wallace. One of the key underpinnings behind ADVO’s recognised use of technology is ‘ADVO Online’. This service enables everyone covered by an insurance policy

arranged through ADVO to access vital information specific to their policy. Kevin Crew, IT Director at Advo Group commented “We are living in an age where information is key and access needs to be instant, people no longer want to make calls and wait, they want access to their information 24/7, 365 days a year. ADVO Online empowers our customers & their employees by giving them direct access to the information they most commonly need when they need it” Colin Boxall, Commercial Director at ADVO Group also commented on ADVO’s award shortlistings “ADVO’s aim is to deliver traditional services with added value, a philosophy to be different and invaluable. We like to think we achieve this by focusing on our people and technology. Our own in-house technology allows us to be better. Better in managing and better in communicating. But we recognise that it’s our people that deserve the credit, without their expertise, care and diligence all would not be possible.

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ADVO’s aim is to deliver traditional services with added value, a philosophy to be different and invaluable

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He continued “It is therefore very pleasing to have this recognised by our peers at Corporate Advisor magazine and so are delighted to be finalists in the communication and technology categories. “ADVO Online is quick and easy, saves time and gives total control with realtime data. For employers it solves the challenges of how to manage multiple staff-benefits effectively and ‘buy-in’ from staff without spending prohibitively large sums of money”. The 2016 will look to continue the sucess ADVO achieved at the 2015 event where they were awarded the title of ‘Healthcare Adviser of the Year’ in addition to being shortlisted for a selection of other highly revered categories including ‘Best Use of Technology by a Corporate Adviser’, ‘Best Member Communication Strategy’ and ‘Corporate Adviser Firm of the Year 2015’. For the latest news on ADVO Group’s awards and for the latest human resource and occupational health news visit news.advogroup.co.uk

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advogroup.co.uk | ADVO’S best of the best 2015

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It feels wonderful that all the hard work that I’ve put into the company this year has been recognised, not only by my peers, but also by ADVO’s directors

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nicola rice senior administrator, advo

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advogroup.co.uk | ADVO’S best of the best 2015

ADVO group’S best of the best celebrating the efforts of those who have gone above and beyond expectations www.advogroup.co.uk ADVO has a reputation for placing its employees at the heart of the company. The high levels of expertise and customer service provided by its staff have been frequently recognised at some of the industry’s most respected award ceremonies. Additionally, ADVO’s commitment to developing its employees has also been recognised through their ‘Investors In People’ Silver Accreditation. A further example of ADVO’s employeecentric approach is its ‘Best of the Best’ Awards presentation. The event highlights key achievements of its staff and celebrates efforts of those who have truly gone above and beyond expectations. The annual presentation also culminates in naming ADVO’s ‘Employee of the Year’. With such a strong performance from all staff throughout 2015, naming the employee of the year was not an easy task. Commercial Director, Colin Boxall commented “Deciding on the employee of the year is always a hard task but it has been particularly difficult this year with us deciding to also highlight two ‘highly commended’ individuals. Our focus has always been people and technology but we realise that ultimately our success rests firmly with our employees. I truly believe that if we took any of our employees there would be a compelling reasons as to why they should be considered”.

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Our focus has always been people and technology but we realise that ultimately our success rests firmly with our employees

”

The ‘Employee of the Year’ title is decided by ADVO’s Directors, taking into consideration submissions from both managers and individual staff members. Not only does the winner receive the richly deserved recognition from their colleagues, but also a cash prize. This year’s winner was ADVO’s Senior Administrator, Nicola Rice, who edged just ahead of Account Managers Nadiya Gregory and Jamie Tuffield, who were in turn named by the company as ‘Highly Commended’.

It feels wonderful that all the hard work that I’ve put into the company this year has been recognised, not only by my peers, but also by ADVO’s directors. Were you surprised to be awarded this title or was it something you were really striving to achieve?

It was really unexpected so I was over the moon when it was announced. Now that I’ve had time to let it sink in, I’m really honoured as I know how much effort and commitment the whole team have put in ADVO’s Operations Director, Gill Mateo over the year. commented on selecting Nicola as the employee of the year Why do you think ADVO decided to “Nicola was a very popular choice with present you with the award this year? all recognising her contribution that has impacted so positively with everyone ADVO are a very personable company whom she works alongside”. where the directors and managers get to know employees really well. Because of The yearly ‘Best of the Best’ presentation this, I think they they’re able to recognise also reflects ADVO’s relaxed and and appreciate the efforts individuals go cohesive company culture. Gill Mateo to in order to reach deadlines and provide commented the best possible service for our clients. I “The awards reflect the ADVO culture of feel that I’ve really dedicated myself to, professionalism but with a smile”. and grown in to the role this year. There CEO, Larry Bulmer also commented have been a number of changes within “We try and instil a high degree of my team and at ADVO in general. This professionalism and knowledge but strive has led to challenges but I believe it’s to retain a family firm atmosphere. We these that have really helped me improve. demand a lot from our people but also I think the daily cups of tea I make for expect them to enjoy working here.” the CEO could have potentially helped to secure his vote too! We caught up with Nicola Rice and asked her some key questions on being named What are some of the key projects or as ADVO’s ‘Employee of the Year’ for events you’re looking forward to this 2015. year? How did it feel being awarded ‘Employee I always look forward the annual ADVO of the Year’ by ADVO? conferences and can’t wait to find out

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advogroup.co.uk | ADVO’S best of the best 2015 where this year’s one will be. Last year all the staff were taken to Athens for a long weekend. It’s great that we have the opportunity to come away from the office for a couple of days and spend time on a more social level as a team and explore a different culture. Everyone always comes back to work with a real boost and raring to go again!

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It’s great that we have the opportunity to come away from the office for a couple of days and spend time on a more social level as a team and explore a different culture

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elements that make ADVO unique, with regard to customer service and the company’s approach as a whole?

“Throughout my four years at ADVO I have worked within different departments dealing with a wide range of clients from I really enjoy working for ADVO and individuals through to large corporates. I think one our approach to business is A recurrent theme is customer experience one of the driving factors for this. The and relationships is at the core of what Account Mangers and Administrators get we do. There is very much a team to know their clients in the same way that atmosphere everyone takes a keen the Directors and Managers get to know interest in each other’s and ADVO’s our staff. This makes a real difference success. To ensure my clients receive with regard to the dynamics between a high quality service I am continually clients and ourselves. looking for ways to develop my skills and widen my market knowledge”. The focus is always on what is best for each of our clients as an individual Jamie Tutfield commented business, rather than what’s best for the “It was easy to see the fantastic team majority. This knowledge comes from ethos when I first started working at building a relationship and understanding ADVO. The ‘best of best’ presentations of what each client requires. It’s great to are really the embodiment of that be part of a business that is constantly company culture and to recognised as evolving and striving to offer more than highly commended by the company is an the average services provided by other excellent way to begin the new working firms. My role has already changed so year.” much in the two years I’ve been with ADVO and I can’t wait to see where I am in the next two!

I’m also hoping for another ADVO sports day this year! I’m in training already so I Account Manager Nadiya Gregory, can steal the trophy back from the boys! who was ‘highly commented’ at this year’s event with Jamie Tuffield, also What do you think are some of the commented

ADVO Group in Athens 2015

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discover our award winning customer service speak to one of our employee benefit advisors today on 0845 2578833

For more information on Advo Group Limited, visit our website www.advogroup.co.uk Advo Group Limited, ADVO House, St Leonards Road, Maidstone, Kent, ME16 0LS is registered in England (No. 4500663) and is authorised and regulated by the Financial Conduct Authority.

advogroup.co.uk | sickness absence costs £4.17 billion a year

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To avoid these preventable business costs, employers should implement a strategy which mitigates the impact of sickness absence

peter o’donnell, unum advocate winter 2015 | advogroup.co.uk | 12

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advogroup.co.uk | sickness absence costs £4.17 billion a year

Long-term sickness absence costs uk businesses an estimated £4.17 billion a year according to report by the Centre for Economics and Business Research & unum www.unum.co.uk A new report from the Centre for Economics and Business Research (Cebr) estimates the cost of long-term sickness absence – absences of six months or more – at £4.17 billion to private sector businesses in the UK. And with an estimated 1 in 4 people now experiencing mental health problems at some point in their life – causing over 70 million working days to be lost each year – mental illness represents a significant proportion of this cost: some £1.17 billion a year. The report, commissioned by employee benefits provider Unum, shows the cost of long-term sickness absence is a growing problem: increasing from £3.13 billion in 20122 and, as the make-up of the workforce changes and the number of older workers increases, it is set to reach £4.81 billion by 2030 – a 15% increase. However, businesses can take measures to protect themselves from these costs. The research demonstrated that stepping in early to provide support at the first signs of a health problem, before it becomes more serious, reduced the duration and associated costs of longterm sickness absence. Actively using early intervention services such as vocational rehabilitation can reduce the average length of absence by 17% for all conditions, with those with mental health conditions seeing the biggest impact with a reduction of 18%. That means a reduction of more than a year (60 weeks) for the average long-term absence of seven years or turning an absence of seven months into six. Crucially, the Cebr study shows that in monetary terms, early intervention services could contribute an additional

£270 million worth of ‘payback’ to private sector businesses. Overall, through avoiding Occupational Sick Pay and other costs associated with sickness absence, Group Income Protection (GIP) and associated early intervention services can result in an estimated £3.95 billion being returned to businesses. This means that for every £100 an employer spends on a GIP policy, which provides a financial back-up plan for employees in case of long-term illness or injury, with actively-used early intervention services on offer, they get £66 back. Peter O’Donnell, Chief Executive Officer, Unum said; “To avoid these preventable business costs, employers should implement a strategy which mitigates the impact of sickness absence. An effective way to do this is through early intervention services which help employers step in when employees show the first signs of having a health problem, and often come as part of a Group Income Protection package.

provide their employees with these early intervention services as part of a Group Income Protection plan and, more importantly, ensure that employees take advantage of the services on offer to them.”

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Ensuring your employees are healthy and happy isn’t just the right thing to do – it also has a direct impact on the bottom line

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For more inform ation on Unum visit www.unum.co.uk For more information on the Centre for Economics & Business Research visit www.cebr.com

“Ensuring your employees are healthy and happy isn’t just the right thing to do – it also has a direct impact on the bottom line. Smart businesses should

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advogroup.co.uk | thomas bale, investors in people

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Employees across the country are complaining of high workloads, and over a quarter are unhappy with their levels of pay

thomas bale investors in people advocate winter 2015 | advogroup.co.uk | 14

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advogroup.co.uk | thomas bale, investors in people

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Issues around poor management and how valued people feel in their work continue to make UK workers miserable thomas bale investors in people

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www.investorsinpeople.com

Investors in People (IIP) is the well-known Standard for people management, working with thousands of top businesses across the country. The organisation recently released its ‘Job Exodus Trends 2016’ report which uncovered that many employees plan to find new jobs in 2016 as a result of discontentment with their current employers. In this latest interview, Thomas Bale, Assistant Director at IIP, provides some further insight into this report, discussing what areas of employment most workers would like to see changed and the key improvements managers and employers can undertake. Your new report ‘Job Exodus Trends 2016’ found that almost half the UK workforce will be looking for a new job in 2016. What are some of the key factors that you think have led to this being such a high figure? Our report has uncovered many key factors for employees looking to move jobs. Employees across the country are complaining of high workloads (19%), nearly a quarter are concerned by a lack of career progression (23%) and over a quarter are unhappy with their levels of pay (27%), these are all factors that prompt a potential mass exodus. The report also found that nearly a third of workers were ‘miserable’ in their

jobs. Do you think this is a relatively recent development or do you think the report has uncovered a strong disillusionment that has been prevalent for quite some time? This is the third year that we have run this survey and happiness levels have increased very slightly this year. Therefore this is not necessarily a ‘recent’ development, I think many of these issues, such as poor management, have been prevalent for quite some time. One of the key points highlighted from the report was that an increased salary was a less attractive option to employees than ‘non-remuneration benefits’. Did this surprise you at all?

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advogroup.co.uk | thomas bale, investors in people Not massively, with increased salaries over recent months, it is clear that pay is less of a gripe for UK workers. But longstanding issues around poor management and how valued people feel in their work continue to make UK workers miserable, suggesting there is more to be done by employers. What were cited as being some of the most sought after alternatives to pay increases? Did this vary between different age groups etc? A third (34%) of employees said they would prefer a more flexible approach to working hours than a 3% payrise, nearly a third (28%) said they would rather have a clear career progression route and a quarter (24%) would rather their employer invested in their training and development more. Interestingly, over a quarter (26%) of 18-24 year olds said they felt they had no clear career progression in their current role. How best do you think UK businesses can address the core cultural and managerial problems that are currently causing so many employees such discontentment? I would urge businesses to address the factors highlighted in the ‘Job exodus trends 2016’ report. Simple actions can make all the difference. When asked what one thing their employer could do to increase their happiness in their current role, one in 8 (13%) just wanted to be told ‘thank you’ more, nearly 1 in 10 (9%) would prefer more flexible working hours and 1 in 16 (6%) simply

wanted more clarity on what their career progression options are. Therefore, it is clear that small steps could help to address these bigger issues. Do you think we are likely see an improvement in management and workplace culture over the course of the next year? I would hope that many employers will take these statistics as a stark wakeup call and take action as soon as possible. It is clear that if businesses do not invest in their staff they risk them losing them in 2016. Poor management issues are longstanding, although there are some simple solutions that can be taken according to employees. Our 2017 Job Exodus Trends report launched next January will be the true test as to whether action is taken. What effects do you think the shape of the UK economy will have over the issues highlighted in the report over the next twelve months? As mentioned previously, if the economy remains stable and salaries continue to grow at a steady rate, it is likely that pay will be less of a gripe for workers and consequently they will be looking for other qualities in their ideal employer. Similarly a continuing growing jobs market may mean movement is likely, therefore employers need to take action to ensure they retain their best talent. 2016 has been cited as the year that will see the candidate have the power within the jobs market with employers needing

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if the economy remains stable and salaries continue to grow at a steady rate, it is likely that pay will be less of a gripe for workers

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to work harder to attract the best talent. How strongly do you agree with this? With 49% of people keeping an eye out for other job opportunities in 2016; it suggests that people are clearly more confident in the economy and are thinking about either changing careers or finding better roles elsewhere. According to ONS figures the UK’s unemployment rate has also dropped to a record low for 7 years, suggesting the jobs market is stronger than ever. Therefore I do believe the candidate has a large amount of power in 2016, consequently employers need to step up and do more to invest in their people to attract and retain the best. What are some of the other core human resource issues that you think will play a major role in 2016? I think the gender debate is another key HR issue that will continue to play a major role this year. With the pledge for parity campaign and predictions that the gender gap won’t close entirely until 2133, this is a key issue that employers clearly need to wake up to. ADVO became one of the few UK employers to achieve the standard Investors in People qualification in 2004 and has since worked hard to become one of only 2% of IIP accredited businesses to achieve Silver, which was awarded in 2014. For more information on Investors in People visit www.investorsinpeople.com

discover your perfect dental plan with advo group speak to one of our employee benefit advisors today on 0845 2578833

advogroup.co.uk |aviva & vitalityhealth joint venture

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This new venture will improve the value Aviva customers receive from their private health cover

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mark noble managing director, aviva health

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advogroup.co.uk | aviva & vitalityhealth join venture

New aviva health & vitalityhealth joint venture will deliver more affordable hospital treatment to customers www.aviva.co.uk Aviva Health and VitalityHealth have formed a joint venture company for the procurement of hospital treatment on behalf of their private medical insurance and trust customers. The joint venture will enable the two insurers to secure more affordable healthcare for their customers through their combined purchasing efforts, while maintaining the quality and breadth of their individual offerings. The new joint venture, Healthcare Purchasing Alliance (HPA), will enable Aviva Health and VitalityHealth to purchase a variety of health services from UK private and independent hospitals.

Neville Koopowitz, CEO of VitalityHealth, said:

“We are pleased to be partnering with Aviva on such a great initiative. By working strategically with the hospital groups, HPA will further strengthen our Other functions will continue to be ability to innovate in the products and operated separately and will remain the services that we offer our members. responsibility of each individual insurer. This is particularly important in light of the consolidation taking place within Tania Baker has been appointed Chief the private medical insurance funding Executive Officer of HPA. Tania has market.” extensive experience in the healthcare market, having most recently been Tania Baker said: CEO of Dr Foster, a leading provider of healthcare analytics. “I am excited to be involved in the creation of HPA and I am looking Mark Noble, Managing Director of forward to working collaboratively with Aviva Health, said: healthcare providers to the benefit of customers and all stakeholders.” “This new venture will improve the value Aviva customers receive from their private health cover. This is a significant opportunity to grow the Aviva Health business and health insurance market overall by offering affordable health insurance.”

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advogroup.co.uk |more staff going to work when ill

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Flu not only effects individuals in terms of their own health and ability to work, but as it often effects large groups of people at the same time dr. charles levinson, doctorcall

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advogroup.co.uk |more staff going to work when ill

1 in 3 employers say more staff are going into work despite being ill according to the CIPD / Simplyhealth Absence Survey www.cipd.co.uk Nearly a third of employers have reported an increase in people coming to work while they are ill, according to the annual CIPD / Simplyhealth Absence Management Survey. The survey of nearly 600 employers finds that 31% of employers have seen an increase in so-called ‘presenteeism’ in the last 12 months. It also shows that presenteeism is more likely to have increased where there is a culture in which working long hours is seen to be the norm, and where operational demands take precedence over employee wellbeing. Employers that have noticed an increase in presenteeism are nearly twice as likely as those that haven’t to report an increase in stress-related absence, and more than twice as likely to report an increase in mental health problems amongst its staff. However, despite this, nearly three-fifths (56%) of organisations that have reported an increase in presenteeism haven’t taken any steps in order to discourage it.

Ben Willmott, Head of Public Policy at the CIPD, the professional body for HR and people development, commented: “This is the fifth year in a row in which thirty per cent or more of employers have reported an increase in employees coming into work when they are ill. It’s a real concern that the problem of presenteeism is persisting, as we might have expected it to drop during the economic recovery as people tend to feel more secure in their jobs. The The CIPD / Simplyhealth report problem may well be a hangover from found that the problem of absence the recession but we need to address and presenteeism is particularly acute the issue of presenteeism head-on. The in the public sector, where pressure message to businesses is clear: if you is mounting on employees to deliver want your workforce to work well, you services in the face of austerity cuts. The have to take steps to keep them well research also reveals that while there is and this means putting employee health little change in overall levels of absence above operational demands.” (up from 6.6 days per employee per year in 2014 to 6.9 days in the 2015 survey), The CIPD believes that more the public sector has seen a bigger organisations should be developing increase, from 7.9 days to 8.7 days. employee wellbeing strategies in order However, this level of public sector to promote good health and combat absence is still noticeably lower than presenteeism in the workplace. There the figures the CIPD recorded before the should be a clear focus on values and recession. organisational culture, quality

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advogroup.co.uk |more staff going to work when ill of leadership and management, as well as early access to good quality occupational health and rehabilitation support. A key emphasis should be on training line managers to equip them with the skills they need to manage people in a way that gets the best out of them, whilst supporting their wellbeing.

wellbeing benefits and services in place that both encourage employees to look after their health and provide support when they need it.”

Further highlights of the survey include: Stress-related absence: Two-fifths (41%) of all organisations reported that stress-related absence has increased, Corinne Williams, Head of HR at rising to half (51%) of organisations in Simplyhealth, commented: “It’s the public sector. Workload remains the interesting to see how much of a problem most common cause of stress, followed presenteeism still is, but also how little by non-work relationships / family, is being done about it. It’s key that management style and relationships organisations look at their culture, the at work. Just under three-fifths of behaviours may create and the impact organisations (56%) are taking steps this may have on stress levels, as well as to identify and reduce stress in the overall employee health. Organisations workplace. should actively discourage presenteeism as part of a wider and carefullyIllegitimate absence: The report found an considered wellbeing strategy, as well as increase in the number of organisations exploring the root causes of this trend. reporting illegitimate absence as one of It’s important for employers to have the most common causes of long-term

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It’s interesting to see how much of a problem presenteeism still is, but also how little is being done about it”

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absence. It was the most common cause of long-term absence for 6% of nonmanual workers in 2015 (2014: 0%), and among the top 5 causes for 14% of nonmanual workers (2014: 3%). Causes of absence: Minor illness remains the most common cause of short-term absence, followed by musculoskeletal injuries, back pain and stress. The most common causes of long-term absence are acute medical conditions, stress, musculoskeletal injuries, mental ill health and back pain. Dr Jill Miller, research adviser at the CIPD will showcase key findings of the report and explore absence management and employee wellbeing trends on 1415 October at the CIPD’s Resilience Conference and Workshop.

advo group are fully independent, private medical insurance experts speak to one of our employee benefit advisors today on 0845 2578833

advogroup.co.uk | employees prefer benefitds to pay rises

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Recruiters should take note that touting the benefits and perks offered can help win talent of different demographics, industries and occupations

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rusty rueff, glassdoor advocate winter 2015 | advogroup.co.uk | 24

advogroup.co.uk | employees prefer benefitds to pay rises

Glassdoor survey reveals four in five employees prefer new benefits or perks to pay rises’ www.nuffieldhealth.com Nearly four in five (79 percent) employees would prefer new or additional benefits or perks to a pay increase, according to the Glassdoor Q3 2015 U.S. Employment Confidence Survey. Conducted online by Harris Poll on behalf of Glassdoor, this survey evaluates four key indicators of employee confidence: job market optimism/rehire probability, salary expectations, job security and business outlook. In addition, this quarter’s survey examines the value employees place on benefits and perks in lieu of pay raises. Specifically, looking at the 79 percent of employees who reported they want benefits and/or perks over an increase in pay, the most preferred benefit is healthcare insurance (40 percent), followed by vacation/paid time off (37 percent), performance bonuses (35 percent), paid sick days (32 percent) and a 401(k) plan/retirement plan/pension (31 percent). More women (82 percent) than men (76 percent) prefer benefits/ perks to a pay raise. In addition, younger employees aged 18-34 (89 percent) and 35-44 (84 percent) prefer benefits/perks to pay raises when compared to those aged 45-54 (70 percent) and 55-64 (66 percent).

employers should be communicating clearly about non-traditional compensation

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At a new high since this question was first asked more than six and a half years ago in Q1 2009, 54 percent of employees (including those selfemployed) report confidence that if they lost their job, they would be able to find a job matched to their experience and current compensation levels in the next six months, up 2 percentage points since last quarter (52 percent). Of those “As the U.S. economy continues to unemployed but looking for work, expand and job market confidence rehire probability confidence is down 6 continues to rise, there is no doubt it is a percentage points to 40 percent since last job seeker’s market. This is a clear signal quarter (46 percent), but up 7 percentage to employers that in order to compete in points compared to last year (Q3 2014, today’s labor market, it’s not just about 33 percent). In fact, younger employees salary and compensation, employers (including those self-employed) aged 18should be communicating clearly about 34 years old (60 percent) are significantly non-traditional compensation. Recruiters more optimistic in their ability to find should take note that touting the benefits a job in the next six months when and perks offered can help win talent compared to employees aged 55-64 (44 of different demographics, industries percent). and occupations,” said Rusty Rueff, Glassdoor career and workplace expert. As employees report confidence in

“

In order to compete in today’s labor market, it’s not just about salary and compensation,

the job market at new highs, pay raise expectations continue to rise. For the first time since this question was first asked in Q4 2008, half (50 percent) of employees expect to receive a pay raise or cost-of-living increase in the next 12 months, up 3 percentage points from last quarter (47 percent). Pay raise confidence among women increased 7 percentage points from last quarter (42 percent) to

49 percent, while pay raise confidence among men ticked up 1 percentage point to 51 percent compared to last quarter (50 percent). Employees are also less worried about layoffs, with 15 percent of employees reporting concern they may be laid off in the next six months, down 2 percentage points from last quarter (17 percent). Also down 2 percentage points from last quarter (24 percent), 22 percent of employees are concerned about coworkers being laid off in the next six months. Younger employees (aged 18-34) are more concerned about being laid off in the next six months (22 percent) compared to employees in other age groups: 35-44 (12 percent) and 55-64 (7 percent). And, men are significantly more concerned about being laid off in the next six months (19 percent) than women (9 percent). With layoff concerns down, 48 percent of employees (including those selfemployed) believe their company’s business outlook will get better in the next six months, which is down slightly since last quarter (51 percent). Forty-six percent believe it will stay the same, while 6 percent believe it will get worse, down slightly from last quarter (7 percent).

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advogroup.co.uk |obesity crisis growing

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SMEs may need to invest and be willing to change their working practices to remain attractive

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gareth oakley, lloyds bank commercial banking advocate winter 2015 | advogroup.co.uk | 26

advogroup.co.uk | obesity crisis growing

Rising numbers of adults in the UK misjudge their health as obesity crisis grows according to research aviva www.aviva.co.uk Growing numbers of UK adults are misjudging their health, according to Aviva’s Autumn Health Check UK Report. Over a third (36%) of UK adults who are classified as obese – with a Body Mass Index (BMI) of over 30 – believe they are in very good or excellent health, despite being at a higher risk of developing life-threatening diseases such as type II diabetes and heart disease. This figure has risen by four percentage points in the past 18 months from 32% (Aviva Health Check UK report, Spring 2014), suggesting more UK adults are ignorant of their current health status. Among those UK adults considered overweight – with a BMI between 25 and 29.9 – more than half (53%) believe they are healthy, up from 49% in Spring 2014. Only two fifths of UK adults have a healthy weight (43%) – equivalent to a BMI of 18.5 to 24.9 – down from 44% 18 months ago. The report also suggests that only a small number of those with unhealthy BMIs are seeking help from their GP to manage their weight. Less than one in ten (8%) obese people sought this form of help in the last year, compared to 12% in Spring 2014.

ago. Additionally, over a third (37%) of those classified as obese do not see the need to improve their weight – rising sharply from Spring 2014 when 28% did not list this as a health ambition. Figures show that over the past five years, the NHS has spent at least £7million on adapting services and equipment to cater for obese patients. This also includes services dealing with the causes, prevention, and treatment of obesity.

There is a growing gender disparity between those considered a healthy weight and those who are overweight. Despite half (50%) of UK adults being Almost half of women (46%) have a classified as either overweight (31%) healthy BMI, the same proportion as or obese (19%), only 36% overall wish in Spring 2014. However, only 39% of to lose weight or improve their BMI men in the UK fall into this category, compared to 39% 18 months ago. down from 41% 18 months ago. The increasing proportion of men considered According to Aviva’s research, over half overweight – from 35% to 38% – over (51%) of those considered overweight, the past 18 months accounts for this based on their BMI, have no desire to shift as fewer men are considered lose weight, rising from 47% 18 months healthy than before.

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advogroup.co.uk | obesity crisis growing According to Aviva’s report, barely one in five (22%) UK adults are eating the suggested target of five portions of fruit or vegetables per day. This has slightly improved from 20% over the past 18 months, however it still leaves a large majority who are failing to maintain a healthy diet. Nevertheless, diet habits amongst UK adults have improved in some areas. Fewer are consuming five or more shots of caffeine per day, falling from 28% to 22% over the past 18 months. In addition, the percentage who eat a portion of chocolate or crisps every day has fallen from 34% to 32% and those who drink a fizzy drink every day has dropped from 26% to 23% in the same period. Worryingly, over two fifths (42%) of UK adults said they were uncertain how much exercise they should be doing, up significantly from 35% 18 months ago. Diet is only half the battle of having a healthy lifestyle; exercise should also play a key role.

The NHS recommends that adults aged 19-64 should carry out at least 150 minutes of moderate aerobic activity each week, equating to 30 minutes every week day. However, almost a fifth (17%) say they never exercise, the same level as 18 months ago. Boredom and tiredness are becoming the greatest barriers preventing adults from exercising. Almost three in five (59%) claim they know they should be doing more exercise but find it boring or hard work, rising from 56% in Spring 2014. Over two in five (43%) say they are too tired to exercise, compared to 39% 18 months ago. Dr Doug Wright, Medical Director for Aviva UK Health says, “Health issues continue to be a daily conversation among adults in the UK, with lots of discussion around diet and exercise. However, these conversations do not always equate to how we actually

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Health issues continue to be a daily conversation among adults in the UK, with lots of discussion around diet and exercise”

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live our lives. “The research for our Autumn Health Check UK Report shows worrying numbers have major misconceptions of their own health that sadly do not align with reality. We are seeing more and more adults considered overweight, with a BMI of over 25, who are not being proactive in improving their health through exercise, diet or by seeking advice. “There are many ways to find information to improve your health, from online guides on trusted websites (such as the NHS Live Well site) to visiting your local GP. Taking simple steps, such as increasing your daily fruit and vegetable consumption or walking part of your daily journey, can quickly put you on track to a healthier lifestyle. It is really important that those with an unhealthy weight start to take control of their own health, as being overweight can lead to serious long-term illnesses like diabetes.”

discover how advo perks can help your employees with their weekly shop find out more now on 0845 2578833

advogroup.co.uk | businesses failing to use employee feedback

Businesses failing to use employee feedback to drive strategic change news.advogroup.co.uk Organisations see the importance of listening to employees, but are failing to collect feedback often enough and are only using it tactically, rather than strategically. These are the headline findings of recent pan-European research carried out by enterprise feedback management software provider Questback. 70% of respondents said that employee feedback contributes to the delivery of business strategy and 82% believe the content of staff surveys is aligned with corporate priorities. At a time when most business sectors face continual business change, the insight staff provide is increasingly valuable, as recognised by the fact that 96% discuss it at senior management meetings. However, the vast majority (90%) still carry out employee surveys annually (48%) or every two years (42%). This is far too infrequent given the fast-moving nature of business, and the desire of staff to give and receive more regular feedback. This is contributing to a realisation that simply running surveys annually is no longer frequent enough – 25% of managers surveyed felt that current timescales were insufficient, with

a further 5% unsure on frequency. Once it is collected, feedback is being used tactically, rather than to support strategic business goals. 81% used employee insight to improve the working environment, with 73% seeing it as a way to encourage dialogue between managers and employees. Under half (45%) used feedback to ensure that employees are aligned to strategic priorities and goals

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and just 48% applied staff feedback to improve business processes. “When it comes to employee feedback, our research uncovered a gap between theory and practice,” said Frank Møllerop, Questback CEO. “On the positive side, senior management say they want to use the insight staff provide strategically – yet this is not translating into regular, integrated programmes

advogroup.co.uk | businesses failing to use employee feedback

that embed feedback into business decision making. Too many companies are stuck in annual survey cycles, rather than opening the two way, continuous dialogue with staff that is necessary in todayâ&#x20AC;&#x2122;s business world. Now is the time to change if they want to bridge this gap and reap the rewards of listening to staff, and acting on their feedback.â&#x20AC;? The tactical emphasis of many organisations was backed up by the other types of surveys they are carrying out with staff. The most popular areas were collecting feedback around training evaluation (64%) and exit surveys (60%). Very few are monitoring the entire employee lifecycle, with just 18%

conducting onboarding surveys and only 4% asking for feedback when there are major changes in the employee journey, such as around promotion, changing team, or being assigned a new manager. Organisations are beginning to take a more holistic view of employee feedback, with nearly two thirds (65%) able to link data from different surveys together. This will make it easier to gain a complete picture of what their staff are saying, and shows a marked improvement on research carried out by Questback in 2014. This found that just 36% of companies were able to integrate employee and customer feedback, with many blaming technical issues for

holding back their plans. Questback surveyed 2,000 senior managers involved with employee feedback from organisations across the United Kingdom, Norway, Germany, Denmark, Finland and Sweden. The online research was carried out in the second half of 2015.

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advogroup.co.uk | uk companies predict skills shortages

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Employers are facing a profound shift as baby boomers look to exit the workforce, compounding the existing skills gap

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phil sheridan uk marketing dorector, robert half advocate winter 2015 | advogroup.co.uk | 32

advogroup.co.uk | uk companies predict skills shortages

three in four uk companies predict skills shortages according to research from robert half www.roberthalf.co.uk UK employers are anticipating a significant skills gap when baby boomers retire over the next two to five years and are already taking steps to mitigate the risk. New research from leading recruitment specialist Robert Half UK reveals that 74% of finance directors are concerned that the skills gap resulting from widespread retirement of baby boomers will have a negative impact on their organisation over the next two years. An even higher proportion (77%) say that the departure of older workers will have a negative impact over the next five years. Born after the-Second World War and before 1965, Baby boomers represent a bulge in the workforce that will soon be at retirement age. Not only will employers need to consider the impact of the skills shortage that this mass-departure will create, but they will also have to accommodate different demands and expectations from younger Generation X and Y workers coming to replace them.

increasing mentoring programmes and knowledge transfer (25%), hiring seniorlevel talent to replace retiring employees (22%) and offering flexible and/or parttime work arrangements to attract and retain baby boomers (16%). Only 10% of finance directors said that they did not foresee a potential skills gap.

Phil Sheridan, UK Managing Director of Robert Half, commented: “Employers are facing a profound shift as baby boomers look to exit the workforce, compounding the existing skills gap. Finance directors in small businesses With employers challenged in finding looking further ahead are the the skills they need to grow their most concerned about losing their businesses, establishing a succession experienced baby boomers, with plan with a robust attraction and 84% predicting that the departure retention strategy will be critical to of older professionals over the next succeed in today’s economy.” He 5 years will have a negative impact continued “In some cases, offering on their business. This compares project or interim contracts to to 77% for medium businesses and employees nearing retirement will open 69% for larger businesses, where the up positions for aspiring managers impact of key leavers can be more to move up the career ladder, while easily accommodated. Companies still operating under the guidance of are already preparing for the loss of a mentor. However, it is important to older workers by increasing training recognise that younger generation X and and development programmes (45%), Y employees will expect different social enhancing benefit programmes to retain contracts with their employers and that baby boomers (32%), hiring mid-level this should form the second phase of talent to develop a skills pipeline (27%), any baby boomer transition planning.”

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advogroup.co.uk | rule heavy workplaces stifle ideas

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employers can help employees use their skills and ideas by focusing on developing leaders and line managers who empower rather than control staff

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dr. doug wright, aviva uk health advocate winter 2015 | advogroup.co.uk | 34

advogroup.co.uk |rule heavy workplaces stifle ideas

UK productivity undermined by rule-heavy workplaces which stifle employees’ initiative and ideas according to cipd www.cipd.co.uk Employers can unleash the productivity of their workers by allowing them more scope to use their initiative, create more stimulating work and reduce the burden of unnecessary rules and procedures, according to a new report which considers productivity from the employees’ perspective. The latest Employee Outlook Survey from the CIPD, the professional body for HR and people development, in partnership with Halogen Software, surveyed over 2,000 UK employees, asking what enabled them to be most productive in their jobs. The most common responses were interesting work (40%), being able to use their own initiative (39%) and being given tasks which complement their skills (25%). On the other hand, the most common hurdles to employee productivity were unnecessary rules and procedures (28%), not having the resources available to do their jobs (28%) and office politics (24%). The report highlights a need for organisations to consider how they can increase the amount of autonomy employees have at work to use their skills and ideas through more empowering leadership and line management, as well as improved job design. Claire McCartney, Research Adviser at the CIPD, commented: “Productivity at work has been a real focus this year for employers and policy-makers, but it’s easy to forget that the most important perspective on the productivity debate is that of employees themselves. This

survey gives us unique insight into what workers feel affects how well they work, and the answer is much simpler than many would probably assume. “Improving productivity is an ongoing, long-term project for the UK, but in the shorter term, employers can help employees use their skills and ideas by focusing on developing leaders and line managers who empower rather than control staff and by designing jobs which provide sufficient autonomy. Setting employees free to innovate and play to their strengths also involves an employment relationship based on trust and removing unnecessary and restrictive rules and procedures that get in the way of common sense and agility.” Engagement is also a key factor affecting productivity at work, and the proportion of engaged employees has dropped from 39% to 36% this year, with men more likely to be disengaged at work than women. Amongst those that are disengaged at work, 44% feel they are over-qualified – indeed the survey also found that overall, nearly three in ten employees (29%) think they are overqualified for their role.

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advogroup.co.uk | rule heavy workplaces stifle ideas Engagement also has an impact on productivity, as significantly more disengaged employees (17%) say they are less productive than neutral (5%) or engaged (3%) employees. The good news is that employees point to the solution to over-qualification themselves, with threefifths (61%) suggesting that broadening their job role would make better use of their skills and experience.

design can make a huge difference. The survey shows that many employees see the over-qualification issue as a rectifiable one, and employers should take advantage of this.”

Dominique Jones, Vice President of Human Resources at Halogen Software, said: “These results show a strong need for organisations to focus on career development, growth and stimulation McCartney continues: “There’s as a way to support job satisfaction undoubtedly a mismatch of skills existing and retention. Investing in employee in the UK workforce, and we can see development not only expands the here how damaging over-qualification employee’s capacity and ability to and skills mismatches can be to areas contribute, it can also translate into such as employee engagement, long-term a range of business results. Further, retention and, of course, productivity. when career planning discussions are The CIPD is already speaking out tied to regular, ongoing feedback it on this issue and we’ve called on the has a tremendous impact on employee Government to work with employers productivity and engagement. However, and other key stakeholders to develop line managers need support themselves a strategy to create more high-skilled and HR plays a critical role here in jobs and improve skills utilisation in the providing the guidance, tools and systems workplace. In the meantime though, a that enable managers to help their focus on empowerment and good job employees succeed.”

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we’ve called on the Government to work with employers and other key stakeholders to develop a strategy to create more highskilled jobs and improve skills utilisation in the workplace

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Further highlights from the survey include: Attitudes to senior managers have worsened across five areas of consultation, respect, trust, confidence and clarity of vision Many employees are feeling unfulfilled with almost a third (32%) saying they were unlikely to fulfil their career aspirations in their current organisation. This figure rises to 51% for 18-24 year olds. Just under half of employees (46%) say they receive limited or very little information about what is going on in their organisation Almost two-fifths (37%) of employees are under excessive pressure at work at least once a week

discover your perfect dental plan with advo group speak to one of our employee benefit advisors today on 0845 2578833

advogroup.co.uk | thanks for reading

thank you for reading see you in the spring for the next edition of advocate magazine! issuu.com/advogroup Thanks for catching up with us here at ADVO Group for this Spring 2015 edition of Advocate magazine. Advocate will be back once again in the Winter to provide you with the very best human resource, occupational health, employee benefit and private medical insurance news, interviews, features and more! ADVO Group’s account on In case you missed our key contacts at Issuu.com will continue to be the primary the start of the magazine you can get in home for Advocate magazine. touch with any of them on the contact details below. The best way to stay in touch is by subscribing to the news section on the LARRY BULMER ADVO Group website. You can do this Chief Executive by entering your email address at lbulmer@advogroup.co.uk news.advogroup.co.uk/subscribe. The subscription process is incredibly COLIN BOXALL simply and best of all; it’s absolutely Commercial Director free! cboxall@advogroup.co.uk If you’ve got a story that you think belongs in Advocate magazine, whether it’s news focusing on health insurance, human resources, occupational health or if you’d like to be interviewed then don’t hesitate to get in touch. Send your inquiries to info@advogroup.co.uk

KEVIN CREW IT Director kcrew@advogroup.co.uk GILL MATEO Operations Director gmateo@advogroup.co.uk

Just to remind you about who we are and what we can offer, ADVO Group is a multi award winning employee health benefit advisory looking after the requirements of many customers, from small businesses right up to multi national corporations. Whatever your health insurance or employee benefit needs, we are here to help. We offer entirely indepent, free and expert advice so don’t hesitate to pick up the phone and give us a ring on 0845 2578833. You can also email us at info@advogroup.co.uk.

advocate winter 2014 | advogroup.co.uk | 38

You can also get in touch by calling us on 0845 2578833, faxing us on 01622 769211. We also have three offices across the country. Head office: ADVO House St Leonards Road Allington Kent ME16 0LS Oxford Office: 8 Old Station Yard Abingdon Oxfordshire OX14 3LD You can also get in touch through any of our social media channels. You can find us on LinkedIn, Facebook, Twitter, YouTube and Google+. Thanks again for reading and see you in the Winter for the next edition of Advocate magazine.

advogroup.co.uk | thanks for reading

find every copy of advocate magzine online at issuu.com/advogroup Issue #15 autumn 2015 This edition of the magazine features an interview with Dr Charles Leninson of Doctorcall; ADVO’s new expert partners in providing flu vaccinations. This month’s cover feature explores the effectiveness of mindfulness at work as weinterview Vicki Curtis, from Nuffield Health, who have recently partnered with Mindlab to launch a mindfulness training programme for businesses.We also feature a number of the biggest human resource and occupational health stories including the population’s feelings on employee’s expressing their personal style within the workplace, the most common cause of wasted time at work being pinned on inefficient processes and duplicated efforts, and the research that suggests many of us find it easier to end a relationship with a partner than to ask for a pay rise.

Issue #14 summer 2015 This edition of the magazine highlights some major industry news following AXA’s announcement they will be acquiring Simplyhealth’s private medical insurance business. Simplyhealth’s Chief Executive Romana Abdin, and Keith Gibbs, Chief Executive at AXA PPP both comment on this significant development. We also look at the latest human resource and occupation health stories including research highlighting that 1 in 4 of us have ongoing difficulkt relationships at work and that those over the age of fifty may be routinely being overlooked for promotion. We are also bringing you the latest ADVO news including named Corporate Health Insurance Provider of the Year by Wealth & Finance International Magazine.

Issue #13 spring 2015 We discuss why more businesses aren’t getting involved in charitable work with Steff Lewis, from charitable shopping platform ‘Give As You Live’. We also discuss Bupa’s incredible new smartphone app ‘Bupa Boost’ with Patrick Watt, Corporate Director of Bupa UK. We also look at a range of other human resource and health stories such as how businesses are currently failing to fully utilise the entrepreneurial talents of their employees, how couples are more likely to get healthier together, how the UK’s middle aged group of workers are increasingly feeling ‘the squeeze’ and the report analysing workplace morale.

don’t miss a copy, subscribe to our issuu channel... its 100% free! advocate winter 2014 | advogroup.co.uk | 39

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