Advocate | Autumn 2013 by advo

advocate the magazine from the uk’s leading employee benefits advisory

visit us on your smartphone advogroup.co.uk

autumn 2013 | issue#7 | advogroup.co.uk

macmillan the rise in cancer patients facing workplace discrimination page 18

advo group shortlisted at the health insurance & cover excellence awards page 38

wahanda

exclusive interview with wahanda ceo, lopo champalimaud page 06 ‘there’s more awareness around the idea that if people optimise their health and wellbeing their performance will be significantly enhanced’

meet the team at advo group larry bulmer chief executive Larry Founded ADVO Group in 1997 (as Health Decisions) and remains fully involved in the day-to-day running of the business

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advogroup.co.uk | editor’s note

We are also delighted to announce that we have been shortlisted for a total of six upcoming industry awards with three category nominations for both the Health Insurance Awards and the Cover Excellence Awards

lbulmer @advogroup.co.uk

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colin boxall commercial director Colin joined ADVO Group’s board in 2008 after the merge with e-Xcellenthealth and has over twenty years healthcare experience.

cboxall @advogroup.co.uk

kevin crew it director Kevin is constantly working to make sure that ADVO Groups awardwinning ADVO Online service is the best it can possibly be.

kcrew @advogroup.co.uk

chris mc cracken director Chris co-founded e-Xcellenthealth with Colin Boxall in 2000 having previously worked previously in wider financial services.

cmccracken @advogroup.co.uk

gill mateo operations director After working with senior management at Insurer Groupama for over 12 years Gill joined ADVO in 2006.

gmateo @advogroup.co.uk

Editor’s note Welcome to the Autumn 2013 edition of Advocate magazine bought to you by ADVO.

In this edition we are bringing you an exclusive and indepth interview with Lopo Champalimaud, Wahanda’s CEO. Wahanda is an online information hub providing comprehensive listings of spas, salons and health centres. The website is also full of range of useful health tips and advice. In our interview we discuss the the most common workplace health issues, the increasing value on health and wellbeing within the workplace and much more.

We are also bringing you an insightful article highlighting recent research from insurer Canda Life which shows that more than third of office workers have claims to put on weight as a direct result of their profession. We are also delighted to announce that we have been shortlisted for a total of six upcoming industry awards with three category nominations for both the Health Insurance Awards and the Cover Excellence Awards, both due to take place in the nation’s capital. For all the award details jump to page 38. In addition, we have a huge range of articles looking at the biggest current issues in occupational health and human resources. For example, the rise in cancer patients facing discrimination at work, the potential generational tensions that may present themselves in the workplace, how a lack of management training is stalling business growth in the UK and much more.

chris fiander marketing manager cfiander@advogroup.co.uk

advogroup.co.uk | who we are

advo group who we are and what we do... Advocate magazine is produced by ADVO Group

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Advocate Magazine is produced by ADVO Group and published quarterly.

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ADVO Group Ltd is an independent employee benefits advisory with a broad-based clientele. Our objective is to be seen as the UK’s most trusted adviser on employee benefits solutions.

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advocate autumn 2013 | advogroup.co.uk | 03

advogroup.co.uk | contents

contents issue#7 autumn 2013 occupational health Page 06

Page 14

Page 10

Page 16

Exclusive interview with Lopo Champalimaud, Wahanda Ministers to end work experience health and safety confusion Workers pile on the pounds because of their jobs

Exclusive interview with Paul Walker, Yoga Matters

human resources Page 18

Page 24

Page 28

Page 32

Page 36

Page 20

Page 26

Page 30

Page 34

Rise in cancer patients facing discrimination at work CEOs’ lack of engagement may be harmful to British business Optimised flexible working could add billions to the economy

UK’s workforce’s engagement and productivity lags behind the rest of the world Lack of management training stalls UK business growth Poor communication is costing UK business an astronomical £2.7 billion a year Do you text in sick?

Generational tensions may surface as employees postpone retirement

Adopt Apple-like innovation if you want employees to stick around

other advo group news Page 38

Page 42

Page 40

ADVO Group shortlisted at the Cover Excellence Awards 2013 ADVO Group’s brand new range of websites

Exclusive interview with Colin Boxall, ADVO Group

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page 08 exclusive optimisedinterview flexible working fiona couldsummerville add billions to the rsukoccupational economy health page 24

advogroup.co.uk | contents

rise in cancer patients facing discrimination at work page 18

ukâ&#x20AC;&#x2122;s workforce & productivity lags nehind rest of the world page 26 workers pile on the pounds because of their jobs page 14

advocate autumn 2013 | advogroup.co.uk | 05

advogroup.co.uk | exclusive interview with lopo champalimaud, wahanda

lopo champalimaud, wahanda advocate autumn 2013 | advogroup.co.uk | 06

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advogroup.co.uk advogroup.co.uk | exclusive | exclusive interview interview with lopo withchampalimaud, lucy irvine, advo wahanda group

there’s more awareness around the idea that if people optimise their health and wellbeing their performance will be significantly enhanced lopo champalimaud, wahanda wahanda.com

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Wahanda is an online information hub providing listings of spas, salons and health centres with useful health tips and advice. In the latest in our exclusive series of interviews we caught up with CEO Lopo Champalimaud to discuss the the most common workplace health issues, the increasing value on health and wellbeing within the workplace and much more. Do you think it has become more important than ever to take time out to focus on health and relaxation? Absolutely, people’s lives are increasingly busy and one of the consequences of this is the need for some ‘me time’. I think people used to view treatments as a decadent treat, but are increasingly inclined to schedule them in as a ‘must-have’ part of their overall approach to health and wellbeing.

A general focus on wellbeing is a global trend that’s definitely gaining momentum, both within organisations and for individuals. Whilst spa and fitness is still a huge factor in how people relax and try to maintain their health, we’ve also seen a rise in maintenance treatments – be it massages, exercise classes or holistic therapies. Wellbeing is no longer about escaping to a spa retreat once a year (although that’s wonderful, too) – people are building it into their everyday lives.

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A general focus on wellbeing is a global trend that’s definitely gaining momentum

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week.

Do you think employers are starting to place a greater value on focusing on the health and wellbeing of their employees?

I do – corporate wellbeing is a growing global trend and I do think there’s What do you think is the most common health problem or cause of more awareness around the idea that stress with people in the workplace if people optimise their health and wellbeing their performance will be today? significantly enhanced, which is critical to business success. Sitting at a desk all day doesn’t help so I try to get up and move around the office regularly – talking to colleagues We’ve recently seen some of the larger global conglomerates put some quite rather than emailing. I also find a real innovative and exciting initiatives in benefit in exercising with a personal place – ebay in the US, for example, trainer weekly to keep me motivated. encourages employees to go to their inWhen you’re busy it’s easy to snack on office gym, or participate in a (ebay quite unhealthy foods, so we always have a supply of healthy snacks and fruit in the office. I’m also a fan of regular massages as I find that this really helps relax tight shoulders and generally unwind me after a busy

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advogroup.co.uk | exclusive interview with lopo champalimaud, wahanda funded) yoga class at lunchtimes and ad-agency McCan-Erickson’s London office arrange regular massages for their employees. Other big organisations such as Danone and ScotRail offer diet and nutritional training and physio/massage and chiropractic care. Google’s ‘Optimise your life’ initiative includes free bikes, organic meals, on-site massage and a ‘home, health and happiness’ service, to help people maintain a healthy work/life balance.

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We’ve recently seen some of the larger global conglomerates put some quite innovative and exciting initiatives in place

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Wahanda has a huge social media following. What kind of content can we expect to find on the company’s different social media channels?

We embrace social media as a method to directly interact and create dialogue with our customers – it’s an invaluable format to inform, educate and discuss current trends. We use it as a platform to be the very first to share all the very latest beauty, health and wellbeing news – everything we’re really excited about from across the globe, so our readers are absolutely at the forefront of trends. I think it also enables a glimpse into who we really are – social media channels are a great way for getting a real feel for a brand’s personality. What tips could you give employees looking to make some initial improvements to their health and wellbeing?

Encouraging employees to leave their desks at lunchtime sounds like a small change, but I think it’s a positive step in helping ensure optimum efficiency – get some fresh air, talk to colleagues, have a walk – these little things and short breaks away from your desk can really help make you feel refreshed and be more productive for the rest of the afternoon. How valuable a perk do you think it is for employees to be offered access to health centres, gyms etc as part of

“Encouraging employees to leave their desks at lunchtime sounds like a small change, but I think it’s a positive step in helping ensure optimum efficiency” their work benefit package? Valuable for some, but not everyone enjoys the gym – some people might prefer dance classes/yoga/meditation/ running outside or massage therapies. It’s also not just about having a gym membership – it’s about using the facilities in the right way to optimise the benefits. Does Wahanda have a particular area of health that it focuses on more than others (e.g. massage and fitness) and will this focus change over the future?

We focus on a huge cross-section of health, beauty and wellbeing and let our users make decisions on which option they choose based on the comprehensive review platform, which allows consumers to make an informed choice about what to have and where to have it. What is the most popular service

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you currently offer and why do you think this is? The popularity of services can vary depending on the time of year, although massage is a very big category for us, and an area in which we have seen a marked growth since the launch of our appointment booking facility. Now that people are able to book appointments online 24/7 it’s far easier for people to make an impulsive decision – tough day at work, aching shoulders? Log-on and book an afterwork massage Make sure your employees are happy and engaged by providing them with the best possible employee benefits package. ADVO Group offers advice on a multitude of employee benefit solutions Get in touch today with one of ADVO group’s expert and fully indepependent advisors on 0845 2578833 or email us at info@ advogroup.co.uk.

discover what makes advo stand out from the crowd... speak to one of our expert 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 |ministers to end work experience healh & safety confusion

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ministers to end work experience health & safety confusion according to latest yougov survey gov.co.uk (As published on gov.uk) The latest stage of the Government’s commitment to debunking health and safety myths, and slashing burdensome rules, has seen Ministers recently outline plans to make it as easy as possible for employers to take on work experience students. Employers have been hampered in the past by thinking that they have to do special risk assessments for young people, and even having to repeat the same assessment for every young person they give a chance of work experience, even though the circumstances were exactly the same. In an open letter to employers, Mark Hoban, Vince Cable, Matthew Hancock, Oliver Letwin and Michael Fallon voiced their commitment to putting an end to this kind of health & safety bureaucracy – building on progress already made by the Red Tape Challenge. The Health and Safety Executive has also issued revised guidance to employers and the Department for Education have worked with Ofsted to publish guidance on how Ofsted will inspect Health and Safety. And to give employers peace of mind, the Association of British Insurers will also be reassuring them that they don’t have to take out special insurance policies to cover students on work experience. Minister for Employment Mark Hoban said: “We know that work experience gives young people vital insights into the world of work, encourages them to

aspire to great things, and helps them to prepare for their future”. “Too often in the past, the crazy cornucopia of confusing rules discouraged employers from taking young people on. That’s why we have been working across Government to make sure the rules are clear and easy to understand”.

Minister for Skills, Matthew Hancock said: “The new guidance radically reduces the burdens placed on schools and local businesses. ‘Sensible questions’ will replace the mountains of paperwork which has resulted in many businesses refusing to offer work experience to young people. It makes clear that it is not the responsibility of schools to check health and safety on work placements, and that companies need do no more than they would do for one of their own employees”. “Work experience is vital for young people and employers. It bridges the

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advogroup.co.uk |ministers to end work experience healh & safety confusion gap between school, college and work, helps young people make decisions about their future and develop new skills whilst at the same time giving employers the chance to spot good new recruits. I am sure employers as well as schools and colleges will welcome these changes. They are badly needed and will create much needed opportunities for young people and employers”.

“Work experience is vital for young people and employers”

As a result of cross-government action: The insurance industry has committed to treat work experience students as employees for the purposes of insurance against bodily injury, and confirmed that simply giving work experience opportunities to students will not in itself impact on insurance premiums. HSE has issued guidance providing clarity on employers’ obligations with regard to risk assessments – making it clear that if workplace risk has already been assessed with young people in mind, a business does not need to repeat this for each new student. DfE and Ofsted have published a guide to clarify the health and safety responsibilities for educational establishments organising work experience opportunities. Otto Thoresen, Director General at the Association of British Insurers, said: “There has been too much confusion for too long in relation to whether work experience students are covered by employers’ liability insurance. As part of the insurance industry’s ongoing commitment to help business, we are pleased to provide reassurance to them that they need not buy additional insurance policies when taking on work experience students”. Judith Hackitt, Chair of the Health and Safety Executive, said: “Work experience is an important step in preparing young people for the world of work. Our revised guidance makes it clear – and easy – for employers and work experience organisers to understand what they need to do”.

“There is no need for lots of paperwork or an over-cautious approach. Employers who are already managing the risks in their business effectively for employees are unlikely to need to do anything in addition for work experience. Schools and colleges just need to ask a few questions to ascertain that appropriate measures are in place. There is no need to

conduct their own risk assessments”.

John Wastnage, Head of Employment and Skills at the British Chambers of Commerce said: “Work experience is a chance for young people to experience a very different environment from school. As well as getting a taste of a particular industry, they learn that work can be both exciting and boring, and for many it will be the first time they work alongside people of different ages and backgrounds”.

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Work experience is a chance for young people to experience a very different environment from school

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“Work experience is an important part of preparing young people for their adult lives and this guidance will help schools, employers, parents and young people to agree placements with

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minimum bureaucracy. Employers are willing to invest time and resources in educating young people about the workplace, but many such opportunities are currently blocked due to risk-averse attitudes on all sides”.

“The commitment from the insurance industry to include work experience students within existing Employers’ Liability Compulsory Insurance will also reassure business owners that they offer help in an easy and responsible way”. As originally published on https:// www.gov.uk/government/news/ ministers-to-end-work-experiencehealth-and-safety-confusion

Make sure your employees are happy and engaged by providing them with the best possible employee benefits package. ADVO offers advice on a multitude of employee benefit solutions Get in touch today with one of ADVO’ expert and fully indepependent advisors on 0845 2578833 or email us at info@advogroup.co.uk.

discover what makes advo stand out from the crowd... speak to one of our expert advisors today on 0845 2578833

advogroup.co.uk | workers publice sector pile onworkers the pounds arebecause the leastofconfident their jobs

advocate autumn spring 2013 2013||advogroup.co.uk advogroup.co.uk||3214

advogroup.co.uk | workers pile on the pounds because of their jobs

over a third of uk workers say they pile on the pounds because of their job according to latest survey canadalife.co.uk Over a third (36%) of the UK workforce claim to have put on weight as a result of their job, with the average weight gain clocking in at 7lbs, according to a new survey from Canada Life Group Insurance. A combination of bad eating habits alongside a largely sedentary workforce means 44% of UK workers surveyed would not recommend their career to someone who wanted to live a healthy lifestyle. With 36% directly blaming their job for putting on weight, it comes as no surprise that where you work can have a considerable effect on your waistline. IT workers were found to be the most prone to work-related weight gain, with over half (56%) believing they have put on weight because of their current working environment. Employees in the financial sector (53%) and lawyers (52%) were not far behind. Workers in these sectors, along with those in Marketing and Media, also have the highest proportion of employees who say they spend most of their time at work sitting down, which suggests more sedentary jobs could lead to weight gain. Winning the battle of the bulge are teachers, those who work in retail and hospitality, tourism and sport employees –significantly, professions that involve spending time on your feet.

With an office setting arguably the unhealthiest, many workers find themselves prone to bad eating habits while they are at work. Although 40% say they bring in a healthy lunch that they have prepared in advance, a third (33%) will eat lunch at their desk while working (compared to 30% in January 2012*). A fifth (20%) intend to eat a healthy lunch but end up skipping it altogether or relying on convenience foods when they are stressed or busy. In addition, 30% will fall victim to the office feeder, snacking on cakes or biscuits brought in by colleagues – up 25% since 2012. Meanwhile, the proportion who rely on junk food to break up the working day has leapt from 8% in 2012 to 14% in 2013. A

quarter (25%) say that unhealthy food is readily available at their workplace, while long working hours prohibit a fifth (20%) from exercising as much as they’d like to.

“There can’t be many people who can say they haven’t fallen into bad eating habits at work. Whether its falling prey to the office feeder who just can’t resist bringing in naughty treats, eating lunch at your desk while working, or simply Perhaps most alarmingly, almost one forgetting about lunch altogether and in ten (9%) attribute their weight gain having to grab something unhealthy to the stress of their job, up from 6% in on the way home, all these bad habits 2012. Stress caused by issues at work add up to the tune of 7lbs a year for is an increasing threat, as over a third the average employee who has put on (36%) say that that work-related stress weight. Putting on a couple of pounds has caused them to become physically is one thing, but when a poor diet and unwell in the past. Lawyers and those weight begins to cause illness, alarm who work in marketing, advertising bells should start to ring. Perhaps most and PR (both 45%) are the most likely alarming is that work-related stress to have said stress at work has caused appears to be a significant cause of them to become unwell. weight gain, not to mention increased illness. Employees who are looking for a healthy, productive and happy workforce should be sure to implement and communicate initiatives that encourage a healthier lifestyle, or risk facing the inevitable fallout from an unhealthy, overweight and stressed out workforce.”

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Perhaps most alarmingly, almost one in ten (9%) attribute their weight gain to the stress of their job

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In addition, a poor diet and unhealthy weight have been a source of illness for 21% of UK employees surveyed. Despite this, almost a third (29%) of those surveyed receive no healthy lifestyle benefits or initiatives at their workplace.

Paul Avis, Marketing Director at Canada Life Group Insurance, comments:

Whatever industry you and your employees work in you can ensure they stay healthy with a employee benefit and health & wellbeing solution from ADVO. To find out just how much of an impact this can have on your business speak to one of our expert and fully independent advisors on 0845 2578833 or email us at info@advogroup.co.uk.

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advogroup.co.uk | exclusive interview with paul walker, yoga matters

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There’s been a big shift from simply working out in a gym to exercises that feature mindfulness. More employers are realising the benefits that mindful staff bring to the workplace paul walker, yogamatters yogamatters.com

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Yogamatters supplies retail and wholesale yoga products to UK and European customers and is renowned in the industry for it’s excellent customer service and authenticity. In the latest in our exclusive interview series we caught up with Managing Director, founder and former yoga teacher Paul Walker to discuss the significance of stress of the health on employees, employee perks and much more. What does your typical day at Yogamatters involve?

A lot of meetings and about 120 emails. Everything’s corralled using the Getting Things Done system – Yogamatters and I wouldn’t survive without it. I face the typical challenges that anyone running a retail business faces in difficult financial times: How’s the team? How’s revenue? How’re the margins? How’s the stock? How’s cash? And where’s the tea? What part of your role at Yogamatters gives you the most satisfaction?

Commercially, it’s devising our overall strategies and working out how to implement them. Staff wise, it’s being able to realise where people’s strengths and talents are, and helping them reach their full potential. I feel very lucky because Yogamatters is a sustainable business that supports

over 20 employees – and I still love going to work. Do you think employers are increasingly starting to place a greater value on looking at the health and wellbeing of their employees?

Overall I have no idea what the trend is. But we certainly meet a lot of employers who are doing just that, because they come to us for yoga supplies for the workplace. If more employers realised that healthy, happy employees who feel good about themselves are more creative and productive they’d also realise that great workplaces are great for business success too. How valuable an employment perk do you think it is to be provided with access to resources such as Yoga as part of an employee benefit package?

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We frequently hear from organisations on how popular their yoga at work programmes are. It’s good for staff wellbeing, enhances productivity, and helps with many of the problems people face at work.

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It’s good for staff wellbeing, enhances productivity, and helps with many of the problems people face at work

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What upcoming Yoga events would you recommend people attend? To try yoga I would recommend finding a good teacher near home or work (or even to visit work). There’s lots of help

advogroup.co.uk | exclusive interview with paul farmer, ceo, mind available to find teachers to visit the workplace. Most gyms and health clubs offer yoga now and can be a good place to start. Why do you think Yoga has become such an important resource for today’s workforce?

There’s been a big shift from simply working out in a gym to exercises that feature mindfulness – ways of calming the mind and bringing thoughts back to the present. More employers are realising the benefits that mindful staff bring to the workplace. What single workplace factor do you think is most damaging on employee’s health and wellbeing?

Stress – it gets in the way of clear thinking and decision making and undermines immunity. There may be little we can do to change the stressful situation itself, but there are many things we can do to help cope with it. Yoga and meditation are brilliant for this, of course.

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There may be little we can do to change the stressful situation itself, but there are many things we can do to help cope with it. Yoga and meditation are brilliant for this, of course

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What is it that makes Yogamatters unique?

paul walker, yogamatters

A real love and passion for the products that we sell, genuine care and providing the best service to our customers. We focus on our brand values rather than just making every sale and we have a brilliant range of yoga products under one roof.

with red flashing lights! Acquiring shareholders was pretty important – we had to up our game around monthly reporting to understand what’s really going in the business, and the extra brainpower’s really useful. Since the company’s establishment, A milestone I really look forward to is what are some of the key change and having resource dedicated to looking milestones that Yogamatters has after HR – then I’ll believe Yogamatters reached? has really come of age! Lots of ‘firsts’, like our first employee, the first warehouse, the first container of stock, the first telephone system

Making sure your employees are healthy and engaged is a vital component of any business startegy

but the choice of employee benefit packages or health and wellbeing strategies can be confusing.

Let ADVO Group make sense of the market by makling use of our expert and fully independent advise. Speak to one of our advisors noe on 0845 2578833 or email us at info@ advogroup.co.uk.

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advogroup.co.uk | rise in cancer patients facing discrimination at work

rise in cancer patients facing discrimination at work macmillan.org.uk There has been a rise in the number of people living with cancer experiencing discrimination at work – despite the introduction of the Equality Act, according to Macmillan Cancer Support. New research shows almost four in ten people (37%) who return to work after cancer treatment say they experience some kind of discrimination from their employer or colleagues – compared to just under a quarter (23%) in 2010. The YouGov survey of UK adults who returned to work after cancer treatment found that around one in 10 (9%) felt harassed to the point they felt they could not stay in their job. One in eight (13%) said their employer failed to make reasonable changes to enable them to do their job. Patients also report being denied time off for medical appointments, passed over for promotion or feeling abused by their employer or colleagues (for example by being given unfair workloads). Paul Ware, 46, from London*, was diagnosed with a blood cancer in 2010. He said:

“When I told my employer that I’d been diagnosed with cancer and asked to have some time off for treatment, I was given the sack. They said they couldn’t employ someone who was not a hundred per cent committed. It was a shock as I had a very successful career, and a fulfilling life.

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When I told my employer that I’d been diagnosed with cancer and asked to have some time off for treatment, I

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was given the sack

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“I took them to an employment tribunal through a solicitor. But it was costing so much I had no money left to fight for my legal rights. I was paid a financial settlement. It wasn’t a lot, and it’s gone just trying to keep the bills paid. It’s been a most soul destroying experience and I have never felt more alone than now, trying to regain my place in society with a new job.” Over 100,000 people of working age are diagnosed with cancer each year in the UK3, and for those in employment, returning to work can be a huge issue. Almost half of those who are working when diagnosed with cancer have

advogroup.co.uk | rise in cancer patients facing discrimination at work

to make changes to their working lives after cancer, with around four in ten changing jobs or leaving work altogether. Ciarán Devane, Chief Executive at Macmillan Cancer Support, says:

“Employers are risking prosecution by flouting their legal responsibility to protect people living with cancer from unfair treatment and stigma at work. “There needs to be far more understanding of cancer and how the effects of treatment may impact on people returning to work. Going back to work after treatment can be very isolating especially if someone has been off for a while and has lost confidence or contact with colleagues.

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Going back to work

after treatment can be very isolating especially if someone has been off for a while and has lost confidence or contact with colleagues

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“As our population grows and ages, and the retirement age rises, cancer will become an increasingly common issue for employees and their managers. It’s vital they are equipped to help people with cancer stay in work. It isn’t difficult and it is likely to be cheaper and easier than recruiting a replacement or defending a discrimination claim.”

Macmillan Cancer Support is calling for employers to fulfil their obligations to people returning to work after cancer treatment under the Equality Act 2010. These could include making reasonable changes to their work environment or hours and ensuring they have a back to work plan. Make sure your employees have protection in place against the biggest illnesses by implementing the ideal employee benefits package. ADVO offer expert and fully independent advice on employee benefits and health & wellbeing. Speak to one of our advisors today on 0845 2578833 or email us at info@advogroup.co.uk and discover the impact that an employee benefits package can have on your employees. Also be sure to visit advogroup.co.uk for more information.

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advogroup.co.uk |ceoâ&#x20AC;&#x2122;s lack of engagement may be harmful to british business

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ceo’s lack of engagement may be harmful to british business according to latest research from ashridge business school ashridge.org.uk In a new research report, CEOs from a cross-section of UK business express a belief that a lack of engagement among the country’s bosses may be having a harmful effect on British business. Some of those interviewed talked about the culture and system that operates within the nation’s businesses being a barrier to engagement, quoting outdated styles of leadership and the system’s focus on short-term results. Some also believe that hierarchy within organisations prevents honest conversations between employees and management. The report, Engagement through CEO Eyes, was conducted by Ashridge Business School, on behalf of Engage for Success, a Government-sponsored movement on employee engagement. It involved in-depth interviews with 16 independently sourced CEOs from public, private and not-for-profit organisations.

The research sought to get under the skin of the CEO, to find out how leaders define engagement, what stops them from engaging, the factors that get in the way and why engagement is not happening more in the UK? With only around 1 in 3 UK workers being actively engaged, there is a lot of untapped potential which could make a big difference to the performance of the economy.

Amy Armstrong, Research Fellow, at Ashridge, who undertook the research, said: “Through engagement, we can release the potential in all of us at work and with estimates of up to £26 billion being lost to the UK economy because of dis-engagement every year, it is critical that our business leaders recognise their role here.”

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through engagement, we can release the potential in all of us at work

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advogroup.co.uk |ceo’s lack of engagement may be harmful to british businessment Stephen Dando, Operating Partner at Bain Capital and Chair of the group who commissioned the report, said: “Tomorrow’s CEOs may look very different, which is likely to have significant implications for how we identify and select leaders.”

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Tomorrow’s CEOs may look very different, which is likely to have significant implications for how we identify and select leaders

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In the report, current leadership models, which value attributes such as control and toughness, were described by some of the CEOs interviewed as deficient. Also, some talked about how command and control models of leadership are flawed, as is the allknowing, all-powerful ‘hero’ leader. Instead, some called for different ways of leading, where people, not just financial results, become the heart of organisational performance, particularly given the differing expectations of a multi-generational workforce.

“big corporations have got a massive challenge if they think they’re going to retain talented people through command and control and not including them into decision-making and creative processes”

One CEO in the report said: “I think big corporations have got a massive challenge if they think they’re going to retain talented people through command and control and not including them into decision-making and creative processes early on.”

However, a number made the point that they find it difficult to lead in an engaging way because, in the current climate, viability and survival has become their sole focus. Others believe that this makes it easier to ignore engagement, while some felt it was an excuse for poor leadership behaviours. CEO’s recognise themselves as a potential barrier to engagement, that is to say some attributes within a CEO’s personality lead to disengaging leadership behaviours, such as acting in self-interest or an inability to show personal vulnerability.

Some leaders from large corporates voiced a fear that engaging styles of leadership within their area of the business would be viewed as “weak” or “holiday camp” leadership by other parts of the organisation. Some talked

about how prevailing ideas of ‘good’ leadership are so entrenched, that experimental ways of leading are viewed with scepticism.

Ultimately, the report concludes, through engagement, there is a better way to work that releases the full capabilities of people at work, to

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enable organisational growth and ultimately economic growth for Britain. So, could it be that the catalyst British business is really missing to compete more strongly is CEO Engagement with its employees?

find out how cash plans can help everyday expenses speak to one of our employee benefit advisors today on 0845 2578833

advogroup.co.uk ||employers optimised flexible missing an working opportunity could add billions to uk economy

optimised flexible working could add billions to uk economy vodafone.co.uk UK organisations could enjoy cost reductions and productivity gains running up to £8.1bn, or 0.5 percent of GDP, by optimising their approach to flexible working, according to a report published by the think tank RSA and Vodafone UK. The potential net value of £8.1bn is the same amount it would cost to build 400 new secondary schools or employ over 200,000 nurses per year. The Flex Factor, based on a national survey of 2,828 employees and employers, finds that employees estimate they could gain on average five productive hours per week (for instance from commuting) through better ways of working, which equates to around £4,200 per employee per year. While the majority (77 percent), of UK employees work in organisations that offer some kind of flexible working, more than one in ten (13 percent) who want to work flexibly aren’t being offered it, or don’t know they can ask for it. The report reveals that better ways of working are a key driver of productivity, performance and organisational innovation as well as employee satisfaction and wellbeing. 64 percent of those with experience of flexible working say it has enhanced their job satisfaction – providing tangible evidence that personal and performance benefits are closely linked.

The Flex Factor challenges the private, public and voluntary sectors to invest in better ways of working to reduce costs and optimise space, time and resources.

Jeroen Hoencamp, Enterprise Director at Vodafone UK said: “The traditional workplace is dead and British business needs to adopt a new mind-set. Flexible working isn’t just working from home and these findings reveal that, with an optimised approach, businesses can overcome any downsides and greatly increase efficiency and productivity, as well as boost their bottom line.”

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“

The traditional workplace is dead and British business needs to adopt a new mind-set

”

The report states that to realise the full benefits, there needs to be a culture of mutual trust and commitment between employers and employees. It’s a psychological contract and success is achieved when both personal and organisational benefits are recognised.

advogroup.co.uk | optimised flexible working could add billions to uk economy

Hoencamp, added: “We want to see organisations and their employees work well and live well. In the global race for growth, organisations should embrace better ways of working consciously as a strategy for success as opposed to ignoring them. Companies can see real, tangible benefits by taking this approach, as this research demonstrates.”

economic and social prosperity, both now and in the future.”

Productive hours gained: £6.9bn net potential gain per year (based on closing that 13 percent adoption gap The Flex Factor highlights some of and an conservatively estimated 50 the costs and downsides associated percent implementation cost) with flexible working, but also the real Workstation and printing savings: benefits, not just to the organisational £1.2bn per year (based on closing bottom line, but also in terms of wider the 13 percent adoption gap and an society and even the environment. 11 percent reduction in office time, meaning reduced workstation and The research finds that flexible print overheads, at a conservatively Julian Thompson, Director of working is linked to better use of estimated 50 percent implementation Enterprise at the RSA added: “Our employee skills, innovation and cost) report aims to capture some of the personal productivity. By harnessing 77 percent of employees work in value better ways of working can bring this potential our economy could organisations that offer flexible at all levels of the economy. It’s got to become more competitive, innovative working, of which half have formalised be something that organisations and and effective. their practices employees develop together as part of 46 percent of employers provide their a strategy to increase the value of their The report shows; In total, allowing the employees with access to a work work. Our findings show that there is 13 percent of employees who want to laptop, one in four employers provide no ‘one size fits all’ approach, and that work flexibly right now to do so has a a smartphone and one in ten are now there are costs to be considered. But potential net value of £8.1 billion to the providing tablet computers. enabling people to work flexibly can UK economy, once costs are taken into make a significant difference to our consideration:

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advogroup.co.uk | uk workforce’s engagement & productivity

uk workforce’s engagement & productivity lags behind the rest of the world rightmanagement.co.uk

Low employee engagement and lagging productivity is the greatest HR challenge facing UK business in 2013, according to new research from talent and career management specialist Right Management. The global research found that this was the key concern for one in three (31%) UK HR professionals compared to a global average of just one in five (21%) HR professionals, suggesting that after years of economic uncertainty and doing ‘more with less’, the UK workforce has reached a productivity impasse. Right Management’s research surveyed 2,600 senior HR executives across 14 countries and found that the UK’s concerns about staff engagement and productivity levels were in sharp contrast to other countries and emerging markets in particular. In China, employee engagement was seen as the biggest challenge for only 11% of respondents and this figure drops even lower in Brazil, to just 8%. Out of the 14 countries surveyed, the UK’s pessimism was only beaten by Belgium where 35% of HR professionals cited productivity and staff engagement as their greatest challenge.

UK HR executives also held a particularly austere view of hiring intentions and growth in comparison to most territories outside Europe. Just a third (31%) of UK HR professionals expect 2013 to be a year of growth and recovery marked by stepped up investments in new talent development initiatives; 31% expect that this year will prove to be similar to 2012 with sluggish or postponed

HR initiatives and a further third (31%) expect the year to be marked by general stagnation. In contrast, HR professionals in emerging economies have a significantly more positive outlook on the months ahead, with 78% of HR professionals in India, 70% in China and 66% in Brazil expecting growth and investment in new talent development. Mark Hodgson, talent management practice leader, Right Management, comments: “There’s a stark contrast between levels of optimism and engagement in the UK and Europe, compared to the Americas and AsiaPac. It seems many organisations in the UK are still stuck in recession mode but the fact is, the economy is in recovery. Businesses need to start talking about growth and start

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investing in and inspiring their workforce; putting talent initiatives on hold simply isn’t an option. Pressing pause will only lead to more stagnation and make it even more difficult for employees to find meaning in their work and make a real contribution to the business. Now more than ever, it’s time for organisations to understand their workforce priorities, take stock of their talent management initiatives and make sure they have the right processes in place to make staff feel engaged in the business and confident in their career trajectories.” To improve the health and wellbeing of your employees speak to ADVO’s expert and fully independent advisors on 0845 2578833 or email us at info@advogroup.co.uk. Visit advogroup.co.uk for more information.

give your employees a reason to smile! speak to one of our employee benefit advisors today on 0845 2578833

advogroup.co.uk | lack of management training stalls uk business growth

lack of management training stalls uk business growth news.advogroup.co.uk

Almost two-thirds (64%) of employers agree weaknesses in leadership and management skills in the UK are holding back company growth, according to new research published by Cranfield School of Management and learndirect. Despite this admission from employers, the report highlights that only four in ten companies offer their staff training in these crucial skills. The joint report â&#x20AC;&#x2DC;The new vocational currency: investing for successâ&#x20AC;&#x2122; examines the value of vocational qualifications to both individuals and employers and also looks at the

issue of management skills in the UK, drawing on new research from YouGov. The study revealed that more than two-thirds (68%) of UK employers agree that weaknesses in leadership and management skills are also preventing employees from reaching their full potential. As a result, the report recommends making

advocate autumn 2013 | advogroup.co.uk | 28

management skills mandatory for all apprenticeship frameworks at level 3 and above.

Dr Emma Parry, Reader in Human Resource Management at Cranfield School of Management and report coauthor said: â&#x20AC;&#x153;This research clearly shows that

is having a negative impact on business growth

”

Gill Craven, Director of Service Development at learndirect, said: “There’s no doubt the government focus on vocational qualifications, particularly Apprenticeships, is the right one to build a skills base for the UK which is fit to compete in the twenty-first century.

“However, there is also no doubt the issue of poor leadership and management is holding back the success of both companies and individuals. With the huge amounts of public funds being channelled into Apprenticeships it makes sense to tackle this issue as well and make management a mandatory element at level 3 and above.”

“

the issue of poor leadership and management is holding back the success of both companies and individuals

”

Other recommendations in the report include:

Improving the status of vocational education and training in the UK – for example through a national government-led campaign and introducing a new duty on schools to provide information, advice and guidance on the full range of vocational options The Department of Business, Innovation and Skills (BIS) to work with industry bodies to improve UK management – including ensuring new government ministers and their shadows receive management training. employers agree a lack of management qualifications positively, so now has training is having a negative impact on never been a matter time to study a vocational qualification.” business growth and yet only four in ten companies offer their staff training in these crucial skills. It is British businesses have an opportunity to broaden their talent pool by recruiting more people who hold vocational qualifications and may have been overlooked in the past due to not having a degree. This research shows that employers regard vocational

“

This research clearly shows that employers agree a lack of management training

Making sure your employees are healthy and engaged is a vital component of any business startegy but the choice of employee ebnefit packages or health and wellbeing strategies can be confusing. Let ADVO make sense of the market by makling use of our expert and fully independent advise. Speak to one of our advisors now on 0845 2578833 or email us at info@advogroup.co.uk. For information about ADVO be sure to visit advogroup.co.uk.

advocate autumn 2013| advogroup.co.uk | 29

advogroup.co.uk | poor microsoft communiaction appoints first is costing femaleukchief businesses financial ÂŁ2.7bn officer a year

advocate spring 2013 | advogroup.co.uk | 36

advogroup.co.uk |poor communiaction is costing uk businesses £2.7bn a year

poor communication is costing uk businesses an astronomical £2.7 billion a year! according to new research from city university london city.ac.uk Failing to tell staff about the benefits on offer is costing UK companies £2.7bn every year, through increased staff turnover and sickness absence, according to new research from Cass Business School, part of City University London. And companies who’ve invested in good employee benefits, but haven’t told staff what they are entitled to, are no better off than if they hadn’t provided the benefits in the first place. Employee retention and engagement is lower amongst staff who are unaware of the benefits on offer, and as a result are more likely to call in sick or leave the company altogether. The cost of replacing a member of staff equates to a year’s salary due to recruitment and training costs, combined with lost productivity. For companies that fail to communicate about employee benefits, this costs almost £1.5bn a year. And, this rises to around £2.7bn when higher workplace absence costs for this group are included. The research: Money Talks: Communicating Employee Benefits was commissioned by income protection specialist, Unum. It reveals that 64% of businesses have invested in good employee benefits, but don’t tell staff what they are entitled to. As a result, they are no better off than companies that don’t provide the benefits at all.

This ‘communications chasm’ exists for productive and loyal workforce, and managers, as well as non-managers. the bottom line benefits are evident.” Strikingly, people that need employee benefits the most, such as working mums, remain equally unaware of what they are entitled to.

However, amongst Communications Champions who communicate regularly about benefits, sickness A typical organisation with 1,000 absence rates and the level of staff employees that offers good benefits turnover is lower. Employees are more but fails to communicate them (Silent likely to remain with a company where Types) spends £470,000 a year more they know they will receive financial on staff turnover and sickness absence protection, and this has become ever than those companies that have more important since the recession comparable benefits packages, but began. have good communications practices (Communications Champions). Peter O’Donnell, CEO of Unum UK, said: “Money Talks shows that simply The research uses data from the offering a great employee benefits UK Government’s 2011 Workplace package isn’t enough to promote Employment Relations Survey wellbeing and financial security (WERS), the most authoritative amongst employees. Our experience source of information on employment shows that contrary to employers’ relations in Britain, and includes data beliefs, communicating with staff about collected from both employers and financial protection and well-being employees from 2,680 workplaces. It initiatives such as Income Protection demonstrates a gap in understanding and Private Medical Insurance, leads between what employee benefits an to lower absence rates and reduced employer provides, and what their time off sick. Having an open dialogue employee thinks is available. between employers and employees about benefits builds a more

“

Having an open dialogue between employers and employees about benefits builds a more productive and loyal workforce

”

Professor Nick Bacon who conducted the research, commented: “With the cost of living rising more quickly than many peoples’ income, and employers struggling for growth, staff retention is a vital issue. When organisations can’t easily increase salaries, they need to identify other ways to build staff engagement – and a good benefits package does this. However, our research shows that even if companies are offering good benefits, if they fail to tell staff what’s available, it’s no better than not offering these benefits at all.”

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advogroup.co.uk | “why are we waiting?”

do you text in sick? news.advogroup.co.uk

One in five British workers is choosing to deliver bad news by email and an even more worrying one in ten is using text messages (this is according to a recent survey of 2,000 business professionals in the UK commissioned for the launch of a new communications system, Orbit, from Intercity Telecom). Surprisingly, women are 20 per cent more likely than men to turn to text, email or instant messaging to deliver bad news. Andrew Jackson, Group CEO of Intercity Telecom, commented on the launch of Orbit: “Choosing the right way to communicate can make all the difference to the relationships that we build and helps avoid being misunderstood and email certainly isn’t the only way to communicate.”

“

Choosing the right way to communicate can make all the difference to the relationships that we build and

wouldn’t have the courage to sack someone face-to-face, choosing the phone, email, or even text to deliver the life-changing news. Half of people (52 per cent) would use text or email With such a wide choice of to end a business relationship, rather communications methods being used than plucking up the courage to pick in the modern office the study revealed up the phone. that 69 per cent of UK workers have actually lost track of a conversation as Shockingly, more than a third (38 per it switches between different channels. cent) of British workers have texted

helps avoid being misunderstood

”

The variety of communications tools available means modern workers are having to choose the appropriate one for different situations, with the study highlighting some key trends. For example, more than one in ten (13 per cent) respondents declared they

advocate autumn 2013 | advogroup.co.uk | 32

or emailed in sick, with 22 percent admitting this was because they were pulling a sickie and were feeling too guilty to call. The survey also revealed that nearly half of all British workers (47 per cent) email someone every day who they’ve never actually spoken to.

discover how working with advo impacts on employee engagement speak to one of our employee benefit advisors today on 0845 2578833

advogroup.co.uk | generational tensions

advocate autumn 2013 | advogroup.co.uk | 34

advogroup.co.uk | generational tensions

generational tensions may surface as employees postpone retirement according to latest survey kpmg.com Many of the UK’s youngest workers believe that older colleagues are in danger of stifling their career prospects by retiring later according to a survey by KPMG, and that the prolonged presence of Baby Boomers and Generation X in the workforce could damage productivity. As the number of over 65s in the labour force tops one million*, a UK-wide survey of 1,500 people reveals that these tensions may rise, with the need for employees to stay in the labour force for longer growing due to social and financial pressures. Carried out for KPMG by OnePoll, the survey suggests that many believe the interests of younger employees are could increasingly become pitted against those of their older colleagues, with nearly half (46%) agreeing that older members of staff need to retire so that younger workers have a genuine chance of career progression. Questioning their contribution to the workforce, nearly half of those surveyed agreed that a much older workforce would drain productivity. Worryingly, only 20% of respondents believe that employees will want to retain older workers to learn from their experience – the suggestion being that many of those employed recently are unconvinced about the benefits that older workers can bring.

Yet, while younger employees feel they may bear the brunt of their older colleagues’ extended stay in the workplace, there is also a growing acceptance that older workers will have to continue working for longer. The vast majority of respondents believe that insufficient pensions will become more commonplace due to longer life expectancy, with 81% saying that as a result of living longer, more people will end their lives in poverty. As rising long term care costs drain retirement funds, two thirds also believe that people will be forced to work until they die.

constitute a larger proportion of the workforce. Although this may breed the pernicious perception that the younger generation will lose out, this does not have to be the case. Far from it – an older workforce brings a wealth of experience and Baby Boomers can potentially adopt the invaluable role of coach or mentor to those entering the workplace. The companies who succeed will be those who take advantage of what older workers can bring to the table, in a way that is both innovative and inclusive. They will be the ones who can find a way for the Baby Boomers in their workforce to be enablers for the young rather than blockers,” says Robert Bolton, partner and co-lead of KPMG’s HR global centre of excellence. The survey goes on to suggest that a generational divide is also emerging in terms of attitudes towards work.; 58% of those from Generation Y, for example, are more likely to be content earning ‘enough’, rather than constantly striving for more – a figure that drops to 48% amongst Baby Boomers.

Ethical credentials of a company also seems to matter more to younger generations than their older counterparts, with 55% of Generation Y saying that the CSR record of a company would influence their choice of employer, compared to 45% of “As people remain in the workplace for Generation X. longer, older workers will inevitably

Driven and self-confident, younger generations are also less likely to be attached to a single employer and their objectives. One in four (24%) Generation Y respondents believe that “individuals will increasingly challenge and question their organisation’s purpose”, compared to a mere one in ten (12%) of Baby Boomers. Moreover, nearly 40% of Generation Z believes that individuals will increasingly work for more than one organisation at the same time, compared to just 25% of Baby Boomers.

Yet it is not all bad news for employers. The survey suggests that some aspects of what makes a company a great place to work never change – flexibility in the workplace is important for all generations, with two thirds saying the option to work beyond the narrow nine-to-five boundaries drives their choice of employer.

Bolton concludes: “New entrants to the jobs market are unafraid to challenge the status quo, with many refusing to accept that things should be ‘done this way’ just because the current method has always been the one to use. Some employers may be concerned about the changing attitude, but the truth is that good leadership is about challenging, about innovating and about striving to boost performance. Employers should welcome these traits as, properly guided, they suggest that in the long-term today’s challengers will be tomorrow’s leaders.”

advocate autumn 2013 | advogroup.co.uk | 35

advogroup.co.uk | adopt apple-like innovation if you want employees to stick around

adopt apple-like innovation if you want employees to stick around news.advogroup.co.uk

Employers worldwide received a clear message from their staff today in a global study from Futurestep, a Korn/Ferry company specializing in high impact talent solutions: “think bigger on innovation in HR if you want to keep us onboard”. Exploring the potential impact of innovative methods in recruiting, engaging and developing staff, the study of more than 4,000 skilled workers from around the world reveals that nearly half are prepared to quit a job they’re happy in if they feel they are being let down on promises around innovation. With 44% of those surveyed admitting that they are “likely” to look around for another role if innovation fails to materialize, equally worrying will be the news that the clock is ticking. Employers have a window of just six months to deliver on innovative ways to engage and develop their people according to the majority. A further four in ten confirmed that ‘phantom innovation’ would make them feel negatively about the brand as a whole.

and willing to give back:

…49% say they would be more likely to take a job advertised or offered in an Big Demands: innovative way… … and 51% believe that innovative Over ¾ expect employers to be approaches to recruitment would make innovative in the way they retain and them feel more positively about that engage their staff… company overall …72% expect employers to be The study confirmed that in today’s innovative in the way they develop competitive employee market people… innovation will turn the head of the … but only 36% think that their current happiest employee. Two thirds of company is innovative in those fields employees said they would leave a Big Returns: role if they were targeted with a job Citing companies including Apple, that offered more innovative benefits, Google, Coca Cola and Facebook 79% agree that innovative approaches while 55% would leave a role they are as their ‘innovation idols’, while to engagement and development happy in if approached in a particularly workers around the globe want to see would make them more likely to innovative way. innovation from day one, they’re ready perform better in their jobs…

advocate autumn 2013 | advogroup.co.uk | 36

“The idea of innovation clearly sparks the imagination of today’s professionals,” says Byrne Mulrooney, CEO of Futurestep. “Workers define innovation as three things; change, improvement and forward thinking, and they’re looking for employers to demonstrate all three of those from Day One. What is increasingly important, particularly for global companies is that the way you communicate with future, current and former employees can have a huge impact on how they think of your brand as a whole. It goes beyond employment and can actually affect the way they think about your brand as a consumer too – and they’ll share that view with friends and family too.”

“

The idea of innovation clearly

sparks the imagination of today’s professionals. Workers define innovation as three things; change, improvement and forward thinking, and they’re looking for employers to demonstrate all three of those from Day One

more than 800 recruitment and talent management professionals, found that 74% of them believe that their organization needs to be doing more to demonstrate innovation in their recruitment and talent management. While 78% believe innovation in recruitment and talent management is key to delivering growth targets across the business.

Making sure your employees are healthy and engaged is a vital component of any business startegy but the choice of employee ebnefit packages or health and wellbeing strategies can be confusing. Let ADVO Group make sense of the market by makling use of our expert and fully independent advise. Speak to one of our advisors noe on 0845 2578833 or email us at info@advogroup.co.uk. For information about ADVO be sure to The global report, which also surveyed visit advogroup.co.uk.

”

advocate autumn 2013 | advogroup.co.uk | 37

advogroup.co.uk | advo group is shortlisted at the 2013 cover excellence awards

advo group is shortlisted at both the health insurance and cover excellence awards advogroup.co.uk

ADVO Group, one of the UK’s leading employee benefits consultancies, have been shortlisted for a total of six upcoming industry awards. The award nominations see three category nominations each for both the Health Insurance Awards and the Cover Excellence Awards, both due to take place in the nation’s capital. The Health Insurance Awards, to work to the best of my ability which due to take place on 17th October enables me to provide my clients with at Grosvenor House, Park Lane, the highest level of service possible”. London, sees ADVO shortlisted for the categories of Best Dental Benefits Intermediary, Best Group International PMI Intermediary and Best Individual Impact by a newcomer for the work of ADVO’s Nadiya Hasan. Nadiya Hasan commented on the shortlisting “I am very to happy to have been short listed for the best individual impact by a newcomer award. Advo Group is a great place to work, my colleagues are very encouraging of each other and consistently recognise and congratulate each other on achievements. I feel this positive environment gives me the opportunity

“

Advo Group is a great place to work, my colleagues are very encouraging of each other and consistently recognise and congratulate each other

”

advocate autumn 2013 | advogroup.co.uk | 38

ADVO has had great success in the past at the Health Insurance Awards including winning the overall awards of UK’s best intermediary.

ADVO have also been shortlisted for three awards at the 2013 Cover Excellence Awards including Healthcare Intermediary of the Year, Customer Service Award and Employee Benefits Intermediary of the Year. ADVO’s Colin Boxall commented “To be once again highlighted by our peers as one of the UK’s best is a tremendous & humbling achievement and testament to ADVO’s commitment to putting the client first. We are particularly pleased with the recognition for customer service as this is at he heart of

advogroup.co.uk | advo group is shortlisted at the 2013 cover excellence awards

everything we do.”

ADVO Group’s IT Director, Kevin Crew, also commented on the award short listings highlighting the role that technology plays in ADVO being able to offer the best customer service possible “We have recently updated our technology offering making it easier for our clients to access key information via ADVO Online on a mobile device, this ensures that our clients have access to their information 24/7. This offering helps ADVO stand out from the crowd and helps our continued approach to give excellent customer service by giving our clients ADVO Group have a long history of being recognised for their commitment the tools they need at any time of the day or night.” to providing excellent customer service. For example, back at the 2010 Cover Excellence Awards ADVO Group were highly commended for the customer service award category in addition to winning the category for ‘Healthcare Intermediary of the Year’.

“

To be once again highlighted by our peers as one of the UK’s best is a tremendous & humbling achievement

”

“

We have recently updated our technology offering making it

easier for our clients to access key information via ADVO Online

”

Make sure you keep up to date with all the news at ADVO Group by subscribing to our news feed at news.advogroup.co.uk/subscribe. You can also keep up to date with the latest industry news by finding us on our various social media channels. For more information please visit advogroup.co.uk/social media.

advocate autumn 2013| advogroup.co.uk | 39

advogroup.co.uk |advo group’s brand new range of websitese employment

advo group’s brand new range of websites your perfect employee benefit solution is easier than ever advogroup.co.uk ADVO Group has launched its new range of re-designed websites. Services clients have come to expect from ADVO remain, but using our various web services is easier and more intuitive than ever before. The new look ADVO website provides the same information about us, information on making a claim on your healthcare policy, information about our insurer partners as well our news section (news.advogroup. co.uk) which will continue to bring you daily doses of the biggest healthcare, employee benefit, human resources and occupational health news. The new website does, however, look completely re-vamped and re-styled! We are sure that the new look will make the website a more attractive place than ever to find all the information you need about ADVO Group. One of the major changes has been the relaunch of ‘ADVO Online’, formerly known as ‘Clarity’. The new name gets across the simplicity of the service that makes it work so well. ADVO Online is is the area powered by ADVO Group where, as a client, you can log-on and view all your essential policy information. This includes being able to quickly and efficiently look up what your policy covers you for, where the nearest hospital is for treatment, accessing essential contact numbers and much more. Having all this information at your fingertips really empowers you to make the most of your employee benefit policy. As well as being restyled and make more user friendly and intuitive than ever before, ADVO Online now also has a range of instructional and tuitional videos for group secretaries to make

sure that they are able to get the absolute most from the service with complete ease. These videos provide a step by step guide through access and menus, product amendments, adding a new employee, making employee amendments, employee product amendments and total reward statements. It is also now easier than ever more to make the most of ADVO Online when on the move due to our redesigned mobile version of the service. ADVO Online is now designed to allow you to easily utilise the service at any time whether in front of a computer or on your smartphone on the go.

In additional we have also redesigned the Personal Healthcare website found at personalhealthcare. advogroup.co.uk and the Healthylife website at healthlife.advogroup. co.uk. The personal healthcare website is where you will find all the information you need about policies for individuals and families including UK and international health insurance, international insurance, cash plans and more. Healthylife, by contrast, is our information hub for our employee health and wellbeing service. This includes information on services such as insomnia and burnout prevention, healthy eating, hydration, gym membership, smoking cessation, lifestyle consultations, health coaches etc. As with the ADVO website and

advocate autumn 2013 | advogroup.co.uk | 40

ADVO Online, the Personal Healthcare and Healthylife websites both also have fully redesigned mobile versions of the websites. Make sure you stay up-to-date with all the latest news from ADVO by subscribing for free to our news section at http:// news.advogroup.co.uk/ subscribe/.

Making sure your employees are healthy and engaged is a vital component of any business startegy but the choice of employee benefit packages or health and wellbeing strategies can be confusing. Let ADVO make sense of the market by makling use of our expert and fully independent advise. Speak to one of our advisors now on 0845 2578833 or email us at info@advogroup.co.uk. For information about ADVO Group be sure to visit advogroup.co.uk.

advogroup.co.uk | advo groupâ&#x20AC;&#x2122;s brand new range of websites

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advogroup.co.uk | exclusive interview colin with paul boxall, farmer, advoceo, group mind

advocate spring 2013 | advogroup.co.uk | 10

advogroup.co.uk | exclusive interview with colin boxall, advo group

“

All employers can benefit from a cash plan without exception. They work well as a stand alone policy or working along side other policies such as pmi colin boxall, advo group

”

advogroup.co.uk

After working in wider financial sector Colin specialised on health insurance in 1993 and joined ADVO Group’s Board in 2008. As the Group’s Commercial Director, Colin’s focus is on larger employee schemes. Colin is well-known within the health insurance industry and has been recognised as the UK’s ‘Intermediary of the Year’ on a number of occasions. In the latest in our interview series Colin discusses, amongst other things, exactly how medical insurance schemes and other employee benefits can be an advantage for employers and their employees. What is it that makes ADVO Group unique?

and ‘nice to work with’ is never enough are charging. Our involvement can and need to ensure clients are always often mean staying on the same or receiving value from us. better levels of cover at a lower cost Two things, our people and technology. with the same insurer. The starting point is to have people With so many employers, especially with knowledge, empathy and ability those based in London, having a PMI Because we are transparent we and give them responsibility and policy of some form, how likely is maintain excellent relationships with access to technology to allow them to it a review of their policy will yield providers allowing us to be better be the best they possibly can. savings for the company? How can placed to negotiate price and added these savings be achieved? services. ADVO Online is offered free allowing services and capabilities not available The market has never been so Increasingly it can be better to run two to competitors including on-line multi- competitive. Larger insurers have been or more policies together to get better policy management and Total Reward busy buying up the smaller ones, many benefits and lower current and future Statements to all clients, including desperate to increase market share. costs. Often sharing the risk across two smaller SMEs. Smart-Phone access was With focus on acquiring new clients policies, such as encouraging lower recently added. attention seems to be wanting on their cost claims via a cash plan can provide existing clients. cost stability while giving wider ADVO also leads with social media, popular staff benefits. spread across social networks with Clients can get used to the high cost of the largest following of any UK health PMI and year-on-year increases and What would you say are the most insurance company, Intermediary or are more accepting of above inflation effective cost control options for an Insurer. In fact, for Twitter alone (@ price rises than other insurances. It is employer looking to introduce a PMI advogroup), over double Bupa UK (@ very rare for a review to be undertaken policy for their members of staff? bupauk). without better terms being found. Once challenged with the results of the We strive to adapt the best of new wider market view the holding insurer ideas recognising that being effective will often look again at the price they

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advogroup.co.uk | exclusive interview colin boxall, advo group

â&#x20AC;&#x153;Increasingly it can be better to run two or more policies together to get better benefits and lower current and future costsâ&#x20AC;?

The first step is to understand the health of your company and employees. Then decide what you want to achieve. Then recognise what the options are. Wrong choices can be expensive and once implemented and difficult to remove.

Putting draconian barriers in the way of claiming can significantly reduce your PMI premiums, a very visible saving, but could be causing problems elsewhere by stopping access to badly needed treatment. Managers may be able to afford high excesses but lower paid but essential staff may be deterred.

Higher PMI premiums are the result of high claims but could be saving large amounts of money elsewhere in the business by ensuring staff are back at their desks as quick as medically possible.

Accurate recording and management of absence is essential which can assist in analysing trends showing on your PMI. Often we find some shared responsibility of a smaller excess leads staff to value their policy more while

deterring frivolous claims or those easily supported via the NHS. But until there is an understanding of the health and aims of the company it would be difficult to advise. Cash Plans have become increasingly popular in recent years as an employee benefit. Why do you think this is and what type of company can most benefit from them?

All employers can benefit from a cash plan without exception. They work well as a stand alone policy or working along side other policies such as PMI.

Cash Plans are extremely popular with staff, effectively becoming a salary increase as they pay for those everyday health items such as optical and dental while giving access to a wide range of therapies and diagnostics. They are easy to use and often allow self-referral bypassing the need for a GP appointment. Employers find them an essential tool in controlling one of the largest causes of absence, musculoskeletal (aches & pains). As cash plans often include an EAP another major cause of absence, stress

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related illness can be addressed while covering off legal requirements. Cash plans are low cost with stable pricing and would be an excellent addition to staff benefits if money is tight for pay rises. What are the advantages of running a cash plan along side a more traditional PMI policy for employees?

There are many advantages due to the synergy that exists between the two policies. For example recent improvements by some cash plan providers now include the payment of a PMI excess.

An example of how this could be used would be to apply or increase an excess to an existing PMI policy. The reduction in premium is then used to fund a cash plan which would not only cover the excess in full but also replace other existing policies such as dental and EAPs. This arrangement often reduces renewal costs while considerably widening staff benefits.

advogroup.co.uk | exclusive interview with colin boxall, advo group Although there is an overlap of benefits cash plans cover areas excluded by PMI such as chronic conditions and routine monitoring. Direct referral allows HR to refer staff with aches, pains and bad backs direct to physiotherapists cutting down time to treatment. Catching conditions earlier often leads to quicker results. Because cash plans are ideal for smaller claims they can help spread risk taking pressure off the PMI claims fund helping to control future costs.

Why do you think it is that companies’ international medical policies are particularly prone to not being reviewed for cost savings? Reviews should be undertaken to control costs but also to ensure benefits fit local needs or legislation. The wrong policy from the wrong insurer can in some parts of the world result in fines and loss of their Visa.

“it (twitter) gives regular interesting and relevant information to all sectors. If you are a twitter user I would urge you to follow us”

With costs I believe there is a greater acceptance that International policies have to operate independently from any state healthcare system and so with the additional benefits such as primary care (GPs), A&E and maternity the price will be higher. The focus is more on levels of benefits and quality rather than price. With overseas postings the PMI, although a high cost when compared to UK domestic policies it is a comparatively small part of the relocation package. It is also often managed by the UK head office but does not come under the same scrutiny as domestic staff policies.

However periodic reviews can bring startling results. It is not uncommon for significant savings to be made without any loss of quality. Employers or some less experienced advisors may concentrate on a brand name to give the reassurance of quality. Sometimes this is the case but depending on the part of the world the employee is based a wide range of insurers and options may be more suitable.

method of communication is one of our successes. Our own magazine, daily newspaper, interesting news stories and exclusive interviews are a lead over our competitors. If I was to suggest just one this would be our twitter. It gives regular interesting and relevant information to all sectors. If you are a twitter user I would urge you to follow us…

system. ADVO are busy on plans for more acquisitions wider uses of our technology. More news soon!

Make sure your employees are happy and engaged by providing them with the best possible employee benefits package. ADVO Group offers advice on a multitude of employee benefit solutions. Get in touch today with one of ADVO group’s expert and fully What major planned changed does indepependent advisors on 0845 ADVO Group have in the pipeline for 2578833 or email us at ADVO Group has a huge social media the rest of 2013 that we should keep info@advogroup.co.uk. following across a range of channels. our eyes open for? If could recommend people take a look at just one, which one would There are many planned changes, some you recommend? happening soon such as the unveiling Our social media reach rivals many larger PLCs. Our understanding and development of this new and exciting

of our new website and ‘advo look’ and ongoing improvements to our unique ADVO Online management

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advogroup.co.uk | thanks for reading

thank you for reading see you in the winter for the next edition of advocate magazine! issuu.com/advogroup Thanks for catching up with us here at ADVO Group for this Spring edition of Advocate magazine. Advocate will be back once again in the Autumn 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 Issuu.com will continue to be the primary home for Advocate magazine.

The best way to stay in touch is by subscribing to the news section on the ADVO Group website. You can do this by entering your email address at news.advogroup.co.uk/subscribe. The subscription process is incredibly simply and best of all; it’s absolutely free! If you’ve got a story that you think belongs in Advocate magazine, whether it’s news focusing on private medical 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 cfiander@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 private medical 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.

In case you missed our key contacts at the start of the magazine you can get in touch with any of them on the contact details below. Larry Bulmer Chief Executive lbulmer@advogroup.co.uk

Chris Mc Cracken Director, Commercial cmccracken@advogroup.co.uk Colin Boxall Director, Corporate cboxall@advogroup.co.uk Kevin Drew Director, Advo SIS kcrew@advogroup.co.uk

Yvette Butterworth Corporate ybutterworth@advogroup.co.uk

Sharon Harwood-Davis Consultant sharwood-davis@advogroup.co.uk Emma Shaw Personal Healthcare eshaw@advogroup.co.uk

Gill Mateo Operations Manager gmateo@advogroup.co.uk

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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 London Office: Essex Hall 1-6 Essex Street London WC2R 3HU

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.

chris fiander marketing manager advo group

advogroup.co.uk | thanks for reading

find every copy of advocate magzine online at issuu.com/advogroup Issue #6 summer 2013 Exclusive interview with Paul Farmer, CEO at Mind, an insight into the Chinese healthcare system, Microsoft appoints its first female CFO and much more.

Issue #5 spring 2013 Yahoo! CEO, Marissa Mayer calls an end to working from home, ADVO Group launch ‘healthylife, London employers create healthier workplaces and how occupational asthma can be prevented

Issue #4 winter 2012 Felix Baumgartner’s jump from the edge of space, exclusive occupational health interviews, the top emplyers according to LinkedIn, the research that asks ‘is human resources a weak link at the boardroom table?’, the fifteen key moments and milestones of 2012

make sure you don’t miss a copy by subscribing to our issuu channel... its 100% free! advocate autumn 2013 | advogroup.co.uk | 47

Maidstone Office ADVO House, St Leonards Road, Allington, Kent, ME16 0LS

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