the magazine from the uk’s leading employee benefits advisory
advocate winter 2012 | issue#4
visit us on your smartphone advogroup.co.uk
advogroup.co.uk
felix baumgartner how the heart copes with jumping from the edge of space? page 06
advo group exclusive interview jean crew, training & development co-ordinator page 26
rs occupational health
exclusive interview fiona sommerville, founder & co-director page 08 ‘The reduction of red tape to enable occupational health practitioners to do their work is important’
advogroup.co.uk | editor’s note
meet the team advo group larry bulmer chief executive lbulmer@advogroup.co.uk colin boxall director, corporate cboxall@advogroup.co.uk chris mccracken director, commercial cmccracken@advogroup.co.uk sharon harwood-davis consultant manager sharwood-davis@advogroup.co.uk yvette butterworth corporate manager ybutterworth@advogroup.co.uk
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...In this issue we are looking back at the huge year that 2012 has been for ADVO group. We have compiled a list of the top milestones and moments for the company over the last twelve months
”Editor’s note Welcome to the Winter edition of Advocate magazine bought to you by ADVO Group! In this issue we are looking back at the huge year that 2012 has been for ADVO group. We have compiled a list of the top milestones and moments for the company over the last twelve months. Originally intended to only include the top ten moments, we realised that so much has happened over the last year that the list had to be extended to the top fifteen moments.
One of these top moments is actually the planning of an excellent brand new service we are going to be launching in early 2013! Based around building the overall health and fitness of your employees, ‘healthylife’ is something we are very excited to be working on but you will have to wait until the new year to find out more, so watch this space! Another retrospective included in this edition of Advocate is looking back at the explosion of our social media landscape over the last year. We want to say a huge thank you to all the new social media followers that have joined our ever expanding online community in 2012. As usual we are also bringing you all the latest occupational health and human resource news including exclusive interviews with Fiona Summerville, Owner, RS Occupational Health, Catherine Albert, Workfuture and Jean Crew, Training & Development Co-Ordinator, ADVO Group. In our interview with Jean we look at the training that has taken place and how ADVO Group has cemented its reputation for excellent customer service. Something we also had to look at was one of the most must-see bits of footage in recent memory, Felix Baumgartner’s awe-inspiring leap from the edge of space. We look at the strain that much an amazing feat will put on the heart and also the potentially hugely valuable data that was collected from the jump for medical and healthcare advancements. We will of course be back in the Spring with another edition of Advocate, until then have an excellent Christmas and a very happy new year and we will see you in 2013.
scan for more team info
chris fiander online marketing manager cfiander@advogroup.co.uk advocate summer 2012 | advogroup.co.uk | 02
advogroup.co.uk | who we are
advo group who we are and what we do... Advocate magazine is produced by ADVO Group
find us online
Advocate Magazine is produced by ADVO Group and published quarterly.
web advogroup.co.uk
ADVO Group Ltd is a mid-sized 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. ADVO can test prospective clients’ arrangements against our connectedhealthTM benefit optimisation benchmark. Please be in touch for further details. We also offer a bespoke interactive online system for policy updates and amendments. Members may also be given access to their personal benefit details. Please follow http://soc.advogroup.co.uk for more information. For general information, and/or to join our online HR community, please follow http://issuu.com/advogroup Speak to ADVO Group for any specific query concerning: • • • • • • • •
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advogroup.co.uk | contents
contents issue#4 winter 2012 occupational health Page 06
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How does the heart cope with jumping from the edge of space?
Page 08
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Exclusive interview with Fiona Summerville, RS Occupational Health
Page 14
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Stress at work is believed to cost Britain £14 billion a year
Page 18
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Many are not getting access to occupational health services
Page 20
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Exclusive interview with Catherine Albert, Workfuture
Page 24
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IOSH announces 2013 flagship ‘fit for the future’ conference
human resources Page 26
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Exclusive interview with Jean Crew, ADVO Group
Page 30
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Fall in absence could be marking deeper problems in the workplace
Page 34
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Managers are running scared of getting to know their staff
Page 36
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Is human resources really the weak link round your boardroom table?
Page 38
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World’s most sought after employers are revealed through LinkedIn data
Page 40
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‘Never a more interesting time to be in human resources’
Page 42
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Bupa stresses the importance of private medical insurance as an essential employee benefit
other advo group news Page 44
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Fifteen of ADVO Group’s key moments and milestones of 2012
Page 52
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The rise of ADVO Group’s social media landscape in 2012
Page 54
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See you in the Spring for the next edition of Advocate
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page 08 exclusive interview fiona summerville rs occupational health
advogroup.co.uk | contents
page 44 fifteen of advo groups key moments & milestones in 2012
page 06 how does the heart cope with jumping from the edge of space?
page 26 exclusive interview with jean crew advocate summer 2012 | advogroup.co.uk | 05
would richard branson yourjumping ideal boss? advogroup.co.uk | how does the heart copebewith from the edge of space?
how does the heart cope with jumping from the edge of space? cutting edge technology monitors felix baumgartner’s descent & provides healthcare research news.advogroup.co.uk Felix Baumgartner recently made headlines across the world for his astonishing jump from the edge of space at a toal height of 128,100 ft, hurtling through the sound barrier with a velocity of 833.9mph, and then safety touching down to Earth. Apart from the obvious danger of the jump itself, another concern for those involved was how Felix’s heart would withstand such a feat.
British-based company Equivital, supplied the technology that would monitor Felix’s health statistics for the duration of the skydive from the stratosphere. The piece of technology, called the Equivital LifeMonitor, was able to record statistics such as ECD, heart rate, heart rate variability, respiration rate, body temperature, body activity and acceleration. The LifeMonitor took the form of a simple plate that was attached to the chest through being incorporated into a belt-like design.
I had to maintain consciousness because I needed to stop this spin, and I did. I had to use all of my skydiving skills to perform well in those four minutes and twenty seconds. The problem is you have to find a solution for how to stop the spin because you cannot practice for supersonic speed. You either go for it or you don’t.
Andy Walsh, High Performance Director at Red Bull Stratos, commented “A critical part of the performance management program at Red Bull, and In a recent interview with the BBC, specifically the scientific program for Red Anmol Sood, CEO of Equivital, explained Bull Stratos, is our requirement to have the results of the acute monitoring of a detailed understanding of the physical Felix’s heart during the record setting loads and stress on the body. In order to free-fall to Earth. It was found that his ensure that we have the most accurate heart rate during the launch stage, where and reliable information, we examined a the balloon was ascended, was only at wide range of physiological monitoring 60 beats-per-minute (bpm). This was systems and in the end decided that the particularly astounding given that it is Equivital system was the most suitable equivalent to the heart rate expected of for the rigorous environments we work a male of Felix’s age in a very relaxed in. We needed to have a device that state of rest. The measured heart rate could withstand the extremes of the then rocketed, however, during the first environments our athletes are exposed third of the jump to between 160-180 to but at the same time deliver researchbpm which was the maximum expected quality data at a level we require.” measurement. Part of the reason for the rapid heart rate during the early stage of the free-fall may have been due to the vicious spinning that Felix suffered before later regaining control of his flight. In an interview with TODAY magazine, he explained ‘When you spin so violently, what we call the rapid onset, all your blood goes into your brain and there’s a lot of pressure.
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A critical part of the performance management program at Red Bull, and specifically the scientific program for
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Red Bull Stratos, is our requirement to have a detailed understanding of the physical loads and stress on the body
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As well as the gathered data being vital for ensuring the safety of Felix during his dive, it may also be able to serve a number of other key purposes. It is thought that fields such as healthcare and medicine could end up benefiting greatly from the data that was successfully gathered. This further implication for the data is summarised by Equivital CEO, Anmol Sood ‘As a British technology company we feel proud to be a part of this mission. This is a truly global collaboration. We believe this mission will push advances not just in aerospace medicine but also in healthcare and other arenas where measuring and monitoring human performance is critical.’ For all the latest news on healthcare and the most groundbreaking of technologies be sure to subscribe to the ADVO Group news feed for FREE. Subscribe now at news.advogroup.co.uk/subscribe.
advogroup.co.uk |how does the heart cope with jumping from the edge of space?
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We believe this mission will push advances not just in aerospace medicine but also in healthcare and other arenas where measuring and monitoring human performance is critical anmol sood equivital
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advogroup.co.uk | fiona summerville interview
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advogroup.co.uk | fiona summerville interview
The reduction of red tape to enable occupational health practitioners to do their work is important fiona summerville rs occupational health rsoh.co.uk
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Established in 1999, RS Occupational Health is one of the leading occupational health companies based in the North East of Scotland and serving the whole of the UK. The company employs about 50 people and is owned and run by Fiona Sommerville and Dr Andrew Goodge. RS Occupational Health clients are across many sectors including oil and gas, retail, engineering, manufacturing and the public sector. The company is in the unique position of holding the contract to administer the registration of all oil and gas doctors, worldwide, on behalf of Oil & Gas UK (OGUK). RS Occupational Health is headquartered in Aberdeen with clinics in Inverness and Great Yarmouth which are backed up by nationwide network of approved doctors. In the latest in our exclusive interview series, we caught up with Fiona Sommerville to discuss, amongst other things, the risks in the oil and gas industries, the issue of red tape, and much more. What is it that makes RS Occupational Health unique?
a full and complete occupational health service dependent on their needs; however attendance management is The company is unique for several a hot topic. This has become more so fundamental reasons. It was founded in the current economic climate which and continues to be wholly owned by necessitates an increasing need for occupational health professionals – effective performance levels – and that myself and Dr Andrew Goodge. We feeds back to people being fit and well bring to the business considerable to do their job. Whilst there is greater first-hand expertise and experience from general understanding of managing the corporate environment, contracting absence and supporting people to and NHS and this unique mix enables remain in the workplace, the challenges us to understand the business needs and of the economy have changed the way aims of our clients. From the outset, we companies do business and that, in have focused on quality and, because turn, has affected staff attendance. At our company continues to be owned RS Occupational Health we take our and run by Andrew and myself, we have clients back to grass roots, talk about more flexibility in maintaining levels strategy and give advice on health issues of quality and reinvestment to take the according to industry needs. If you have business forward. Providing quality-led an effective attendance management services was our key ethos and that has policy and people feel well supported been retained, as has our belief that we by good occupational health provision, will continue to adhere to our founding it can make a crucial difference to principles. employees especially when employing someone with chronic illness such as What is the most popular/indiabetes, epilepsy or Multiple Sclerosis demand service you currently offer for example. If you have a very highly to clients? Why do you think this skilled person recruited from a small is? pool of available people, chronic illness should not be a deciding factor against We are able to provide our clients with their employment because effective
occupational health management can help manage any future absences and that is important for the welfare of both the individual and the business. The company also advises and supports clients in the application of the Disability Discrimination provisions of the Equality Act.
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attendance management is a hot topic. This has become more so in the current economic climate which necessitates an increasing need for effective performance levels
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Are there any key differences or trends between providing occupational health services for clients in the public and private sectors?
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advo individuals website relaunched advogroup.co.uk | fiona summerville interview
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Whilst there is greater general understanding of managing absence and supporting people to remain in the workplace, the challenges of the economy have changed the way companies do business and that, in turn, has affected staff attendance
through Dr Andrew Goodge we have been closely involved in that process, including assisting in the writing of medical guidelines for fitness to work offshore. Our work with Oil & Gas UK ensures we are at the forefront of continuing to be involved in the development of the profession, not least because we register and train doctors in oil and gas medicine.
To lead innovation is a great place to be and a great example of that is a large client who runs a specific wellness programme where specially developed algorithms are used to look at an individual’s health in a holistic way. Our staff have been involved in designing and delivering a system which covers everything from medical and psychological to social and cultural aspects of the individual. We are looking Earlier this year, we were delighted company. Every day is different, from to start work on a three-year contract the people you meet to the things you do. forward to the roll out of the program with Highland Council. This is a It is all fascinating and I never tire of it. I because it will be an exceptional learning significant contract for RS Occupational think you know when you’ve found your process for us all. RS Occupational Health, not only because of the scale niche when you wake up in the morning Health has been involved in the design, delivery, training of personnel and, at the of the service, but it involves the local and look forward to finding out what end, the evaluation of the program. authority outsourcing services for the the day holds. I am very fortunate that first time. This signaled a significant it has turned out that way for me and it shift in our business because when gives me the time to indulge in my other What are some of the major industry events you would we began the company in 1999, there passions such as sheep farming and recommend for those in the was a gap between how the public and being active in my local community – I private sectors approached services such am lucky enough to sit on the committee occupational health industry over the next year? as occupational health which existed of the Friends of Duthie Park in for many reasons. That gulf has now Aberdeen which is currently involved in a narrowed and the differences between multimillion pound revamp of one of the The top event in my diary at the moment is the annual safety seminar hosted the sectors are noticeably reduced. city’s most popular green spaces. by Oil & Gas UK. This year’s title is: Today, the public sector is acknowledging “Practical Occupational Health” and lessons learned by the private sector in the event will take place at Aberdeen areas such as ours and this is one of the Exhibition & Conference Centre on reasons we decided to tender for public Tuesday, November 20th. The seminar sector services. We knew that their offers an invaluable knowledge sharing awareness of what they could gain was opportunity thanks to a range of greater therefore knowledge transfer influential speakers covering a range of becomes easier and public organisations important topics. To find out more visit are much more open and willing to take www.oilandgasuk.co.uk information from private sector which is a significant change. RS Occupational Health has over ten years of experience, how has We also have the added advantage the company evolved or changed of local knowledge due to our well direction in that time? established presence in Inverness and are experienced in delivering services The company has evolved hugely in where geography and the diverse needs You mention that adverse health many ways but has stayed true to its of a workforce can be a challenge. effects could be a particularly founding principles. Whilst we have Outsourcing involves a large shift in prevalent issue in the oil and gas grown to offer a nationwide service from thinking and when we won the Highland industries. What are the main clinics in Aberdeen, Inverness and Great Council contract we were delighted adverse health effects these because we knew just how much we industries in particular can have on Yarmouth, there has never been any change or faltering in our delivery of a could bring to the organisation and their workforce? quality-led service. the people working within it, based on our experience in the private sector. It Oil and gas is traditionally a frontier What are the future plans for the is very exciting to be working with an industry in hostile environments and company? Will there be any change organization which is open and willing to the medicine that has grown up with it in focusing on a particular area(s)? look at things in a different way. mirrors that.
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In short, there isn’t a typical day and there never has been – that is one of the reasons I love what I do and why I am still doing it 13 years after we started the company
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What does your typical day at RS Occupational Health involve? In short, there isn’t a typical day and there never has been – that is one of the reasons I love what I do and why I am still doing it 13 years after we started the
Today, it is much safer and healthier and, interestingly, was one of the first industries to take up occupational health because of its unique situation and requirements. Because of the nature of the industry, it has often been at the forefront of occupational health and
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We will continue to aim for ongoing organic growth whilst staying true to quality and this will allow us to maintain the personalised, high quality service which our clients expect. Basically our ethos works so let’s keep doing it!
advogroup.co.uk | fiona summerville interview
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Oil and gas is traditionally a frontier industry in hostile environments and the medicine that has grown up with it mirrors that. Today, it is much safer and healthier and, interestingly, was one of the first industries to take up occupational health Is there any government legislation that you would like to see in place to help employers become more responsible to their employees from an occupational health perspective? At the risk of being slightly controversial, it’s about less rather than more. I think there is too much legislation, most of which comes from Europe, and I firmly support the government in its move to
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reduce red tape and allow us to do what we are good at. So rather than more, we need less but effective legislation without compromising on the quality of service within the industry. What would you say is the most pressing issue that occupational health needs to currently address in the UK? E.g. certain industries, long working hours, etc.
The reduction of red tape to enable occupational health practitioners to do their work is important. We see drug abuse as one of the most important issues because we find that, whilst lots of employers understand alcohol issues, many of them do not understand drug issues in the workplace.
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advogroup.co.uk | fiona summerville interview
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I firmly support the government in its move to reduce red tape and allow us to do what we are good at. So rather than more, we need less but effective legislation without compromising on the quality of service within the industry
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advogroup.co.uk | fiona summerville interview These problems may not be well recognized but they exist in large numbers because the majority of drug addicts are ably functioning in society and don’t fit the extreme stereotypes we see so often. The effects of alcohol abuse are often more easy to detect whereas drug use tends to be more secretive, often done away from the workplace so one is much more obvious than the other. We are much more knowledgeable about alcohol abuse but the situation with drugs is different – I often still see posters showing addicts in doorways and talking about needle exchanges and although that does reflect a portion of those affected it is not reflective of the real situation. There is a lot of learning still to be done.
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If you can put private medical insurance in place you can cut time down, get the person seen sooner and get the person back into work sooner and everyone benefits
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What would you say are the most common barriers preventing companies from recognising and implementing occupational health solutions in their workplace and can these carries be easily addressed? The most common barrier is a general lack of knowledge as well as how and where to access information that is pertinent to that particular company, especially in smaller organizations. There is also a lot of confusion and misinterpretation of what occupational health is and what the benefits are – as well as what the legal compliance for a lot of companies is. The HSE has done an excellent job in helping companies to realise the benefits, understand associated legislation and how to go about getting advice and information. A great way of getting advice is to contact your local HSE inspector who will advise you of how to determine your level of risk and help you get the right advice from the right supplier. What are some simple tips employers can remember for how to improve the health of their workforce for free? E.g. discouraging people working during holiday periods etc. One of the best and easiest things to do is to pinpoint your overall strategy of health as being crucial to the running of your company. Safety is traditionally first on the list but I would suggest that health should be treated in exactly the same way making it part of the overall strategy of a company to put the health and welfare of people above profits.
up and the top down. With occupational health looking at the health of a workforce as a whole, how important do you think it is for employers to offer private medical insurance to their employees as an employee benefit?
person seen sooner and get the person back into work sooner and everyone benefits.
To find out how ADVO Group can support you and your business’s employee benefit needs contact us today by speaking to one of our expert and fully independent advisors on 0845 I think it is important to consider it if you 2578833 or email us at can afford it. One of the things we often info@advogroup.co.uk. find is that, if we see someone we can get For a few pounds you can do things like back to work, we often have to deal with Healthy Working Lives (see NHS and HSE websites for more information) and NHS waiting times and sometimes the longer you wait, the bigger the risk of the this can be applied to any company of any size. Occupational health should be person having a more limited recovery. an integral part of business planning and If you can put private medical insurance should exist at all levels, from the bottom in place you can cut time down, get the
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advogroup.co.uk | stress at work may be costing £30 billion a year
Stress at work is believed to cost Britain £30 billion each year P3 People Management’s briefing helps employers learn how to manage stress in the workplace p3pm.co.uk Following National Stress Awareness Day earlier this month, human resource experts P3 People Management hosted a complimentary breakfast briefing for employers keen to learn more about managing stress in the workplace. Stress at work is believed to cost Britain £30 billion each year in lost productivity, according to The British Academy, although other estimates* put this figure as high as £100 billion. National Stress Awareness Day on 7th November served as a reminder that this issue is more relevant than ever, with the current economic climate putting unprecedented strain on employees, as a result of factors both within and beyond the workplace.
Last year, stress became the number one providing a designated “quiet room”, or cause of work-related absence for the setting up a buddy/mentoring scheme to first time, according to the CIPD’s annual give staff support.” survey and current figures suggest that this will remain the case, both in the public and private sectors. In 2010/11 10.8 million working days were lost** to mental health issues and according to research, one in four of us will suffer a mental health problem during our lives, whilst 12% are suffering from depression at any given point in time. Mental distress or illness takes many forms including depression, anxiety and paranoia, with a spectrum from mild to severe. When the distress is becoming more severe, the impact in the workplace can be manifold, including poor performance, poor timekeeping, increased absence, lower confidence levels and lack of concentration. Human resource expert Charlotte Gallagher of P3 People Management commented, “Companies across all sectors are seeing a huge increase of stress-related issues as a result of the continuing economic pressure and it’s a problem that employers really need to start tackling with strong support. Solutions needn’t be costly or require major changes – it may be simply allowing more flexible working hours,
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Solutions needn’t be costly or require major changes – it may be simply allowing more flexible working hours
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At the workshop, Charlotte was joined by guest speaker Mike Guttridge; a chartered, business and coaching psychologist from Smith Guttridge and Associates. He began by highlighting the impact stress has on businesses and why stress is on the increase. Mike commented, “Recent figures from the CIPD give a clear, and worrying, indication of the levels of ‘excessive pressure’ citing that 41% of staff say they are under excessive pressure twice a week, with that figure even higher in the public sector. Interestingly, this survey indicated that middle managers often suffer more stress than a CEO, because a CEO will have a greater support network and more opportunities to delegate.
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“Meanwhile the Chartered Management Institute’s Quality of Work Life survey shows that job satisfaction is down from 67% in 2007 to 55% in the private sector, and even lower in the public sector. Managers are working longer hours – with the average of 1.5 hours extra each day equating to 46 days annually – whilst junior managers are less committed and overall psychological wellbeing has declined.” There are various contributors to stress in the workplace, including lack of control over workload, longer working hours, the constant access which smart phones provide, making it difficult to switch off, reduced workforces creating heavier workloads, increased financial pressures and so on. Stress affects people in many ways but some of the signs of stress which employers should be attuned to are headaches or migraines, muscle tension, poor sleep or insomnia, indigestion, irritability and mood swings, high blood pressure, anxiety and depression. Ways of coping with stress will vary for each individual but some of the measures which can help include meditation or yoga, positive thinking, a balanced diet, regular exercise, social support and counselling.
advogroup.co.uk | stress at work may be costing £30 billion a year
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Companies across all sectors are seeing a huge increase of stressrelated issues as a result of the continuing economic pressure and it’s a problem that employers really need to start tackling charlotte gallagher p3 people management
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Charlotte added, “Managers need to be consistently vigilant to the possibility of employee stress, since every individual is different in terms of coping strategies. An organisation that is free from complaints of workplace stress is not necessarily one in which no stress problems exist. This is possibly because few employees will admit to stress because they may feel embarrassed about it , or fear that they will be perceived by management as weak or incompetent.” Below are P3 People Management’s tips for managing stress in the workplace:
1. Educate managers to be aware of the common causes of workplace stress The most common causes of workplace
stress are excessive workloads, overlong working hours, lack of support or insufficient training, bullying, problem relationships at work, feelings of isolation and fear of change. Key factors that often contribute to stress are feeling a lack of control and not having much say in how the work is done.
experience poor health and reduced job satisfaction during times of change and peaks in workload. A supportive manager can therefore “buffer” the impact of work stresses, as can support from peers and colleagues.
3. Examine working practices 2. Create a supportive culture
Begin by having a policy of preventing workplace stress by consulting staff to A supportive work culture is one where identify problem areas. Examine current employees feel they can speak openly working practices to establish whether about stress, and where asking for or not any aspects of the working help is not seen as a sign of weakness. environment are placing excessive Research consistently shows that the most effective support comes from direct pressure or demands on any specific managers. Employees who feel their line employees and whether any individuals are especially vulnerable to stress. manager is willing and able to support Risk assessments should, as a matter them suffer fewer negative effects of stress. In contrast, those who do not have of course, take into account risks to the benefit of their manager’s support employees’ mental health.
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advogroup.co.uk | stress at work may be costing £30 billion a year 4. Tackle excessive workloads With businesses under pressure to do more with less, this will automatically cascade to the employees. So employers should review each job and the way it is done with a view to introducing improvements wherever possible. Aim to cut out all unnecessary or duplicated work and ensure workloads, targets and deadlines are realistic. Talk to all employees to review whether or not the demands being made on them are within their capabilities and give individuals more control over their work wherever possible.
5. Manage working hours Do you have a long hours or presenteeism culture? If there is evidence of pressure on employees to consistently work long hours, take action to change the culture. Ensure that line managers make sure that every employee restricts his or her working hours to a reasonable level and takes regular breaks and holidays with targets set for improvement. Consider offering employees flexibility with working hours and working patterns whenever possible and encourage employees to achieve a work-life balance and respect those who wish to limit their working hours to a reasonable level.
6. Provide support and training Recognise that individuals vary with regard to the amount of support and training they need. Set time aside to support employees whenever they need it, for example after a period of absence or when newly promoted, Ensure that employees receive sufficient coaching and training to enable them to perform their job effectively and confidently and offer employees training in personal stress management.
7. Encourage two-way communication
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Managers are working longer hours – with the average of 1.5 hours extra each day equating to 46 days annually Mike Guttridge Smith Guttridge and Associates
or her performance. Take positive steps to ensure that employees are informed, involved and, where appropriate, consulted, especially during periods of change.
Make sure that each employee knows how their job fits in with the organisation as a whole. It is important for staff to 8. Prevent bullying understand the value they add to the business. Ensure you have an anti-bullying/ harassment policy and complaints Ensure staff are clear about what is procedure, making sure that everyone expected of them in terms of objectives, knows that bullying and harassment will job responsibilities and work standards, not be tolerated and that all instances of so have regular one-to-ones to provide such behaviour will be viewed as gross regular feedback to each employee on his misconduct. If any instances of bullying
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occur, take all complaints seriously and act on them promptly. For all the latest news of employee stress management be sure to subscribe to the ADVO Group news alerts at news.advogroup.co.uk/subscribe. To find out how ADVO Group can help you combat employee stress levels and put in place an excellent employee benefit package speak to one of our expert and independent advisors today on 0845 2578833 or email us at info@advogroup.co.uk.
improve your employees’ health
find out more now by contacting sharwood-davis@advogroup.co.uk info@advogroup.co.uk advogroup.co.uk
advogroup.co.uk | many not getting access to OH services
Many are not getting access to occupational health services according to analysis of Department for Work and Pensions statistics by Legal & General legalandgeneralgroup.com An analysis of Department for Work and Pensions (DWP) statistics, by Legal & General, has shown that many people are not getting access to occupational health services that could help them at work. The figures show that over half of people referred to occupational health support services under Fit for Work Service pilots would not have otherwise accessed those services. The Fit for Work Service is a support service which assesses the need of employees with health problems that inhibit their ability to work. The service can then refer employees to specialist occupational health support services. The service also provided advice and support for employers. The data showed that many are in a position where needed occupational health resources are still not available. It was revealed in the data that:
work. The pilots found that over 95% of those who sought advice while still working were still in work at the end of the first years pilot. 74% of those who had been unable to work when they sought advice, were back at work within the first years pilot. Commenting on the findings, Diane Buckley, Managing Director of Legal & General Group Protection said
Over half of people who were referred ‘These findings suggest that many people to occupational health support services still are not getting access to occupational would not otherwise have accessed them. health services and other support services that can make a huge difference At the high end, over seven tenths of in keeping people in work.’ those who accessed support services related to their job, such as ergonomic She further went on to say assessment, said they would not have otherwise accessed this service. ‘The Fit for Work service pilots save clearly been successful at improving In contrast, nearly seven tenths of those access to support services, and this is who accessed physical therapy said they very welcome. We hope that the Fit for would have anyway. Work Service will be expanded across the country, to help millions of people access The findings suggest that the Fit for the support they need to stay in work.’ Work Service has the potential to play a big role in improving access to occupational health and other support services which could help people stay in
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We hope that the Fit for Work Service will be expanded across the country, to help millions of people access the support they need to stay in work
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For all the latest occupational health news be sure to subscribe for FREE news alerts at news.advogroup.co.uk/ subscribe. To find out how ADVO Group can help with the occupational health needs of your employees then speak to one of our expert and fully independent advisors today on 0845 2578833 or email us at info@advogroup.co.uk.
advogroup.co.uk | many not getting access to OH services
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These findings suggest that many people still are not getting access to occupational health services and other support services that can make a huge difference in keeping people in work diane buckley legal & general
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advogroup.co.uk | catherine albert interview
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private medical insurance can help deliver rapid access to diagnosis and treatment catherine albert, workfuture
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workfuture.co.uk
WorkFuture is an Occupational Health Provider based in Nottingham and specializing in absence management and ergonomics. The company works in a range of sectors but primarily in the education sector where absence is a major issue for employers. We caught up with Catherine Albert, Director of Workfuture to discuss what are the major factors affecting employees health, the future of the occupational health industry and much more.
What is it that makes Workfuture unique? Customer service in nutshell. We are a small Occupational health provider and what our customers want is immediate and direct access to professional advice and assistance from an individual that they know and trust, and a flexible delivery of service that suits their business. That might include providing home-visits, working evening shifts as well as the large range of on-site workplace services we offer. Our aim is to provide a one-stop Occupational Health shop so whatever they need to help manage the health and wellbeing of their employees we can provide it.
which means employers are needing to think how their business manages employee wellbeing
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The government has published a number of papers on the importance of employee wellbeing and benefits to businesses so this has focused publicity on the area of employee wellbeing
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What are the future plans for the company? Will there be any change in focusing on a particular area(s)? What does your typical day at Workfuture involve? The awareness in wellbeing means there is more focus on employees with My day is a mixture of planning wellbeing days, health screening, , health what direction the business is going seminars, fitness and workplace massage. with identifying sales and marketing strategies. Quality assurance with Will any of these changes be driven reviewing our processes, meeting with by external factors based on the customers to develop a particular type wider industry such as merging of service that the customer wants market trends? or working with my team to improve delivery. Twice a month I like to go out The government has published a number and actually deliver our Ergonomic of papers on the importance of employee services as this is of particular interest of wellbeing and benefits to businesses so mine. Sometimes this is giving lecturers this has focused publicity on the area of at conferences, training other health employee wellbeing. On top of this there professionals or getting involved in is an awareness of the growing problem managing complex disability issues in of obesity and a lack of exercise on the the workplace. Of course you also need population together with cuts in the NHS to keep an eye on the business side
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including finances and investments to make your own business a success. What is the most popular/indemand service you currently offer to clients? Currently there seems to be a demand for fit for work medicals in the construction industry and wellbeing services in office based sectors. Why do you think this is? I think the government has put in place tighter controls to improve the health and safety of the construction sector and has promoted wellbeing through various government initiatives. The Health and Safety Executive has recently launched a consultation on proposals to simplify the process or reporting injuries, diseases and dangerous occurrences regulations (RIDDOR). Do think there are wider areas of occupational health that require simplification? Do you think a proposal to simplify RIDDOR is misguided or unnecessary at all? Simplification of RIDDOR has helped to close loopholes and improve clarity which in the past has been a cause of confusion. The changes to extend RIDDOR to over 7 days since April 2012 will bring it in line with fit notes which is excellent as it provides much needed
advogroup.co.uk | catherine albert interview
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Currently there seems to be a demand for fit for work medicals in the construction industry and wellbeing services in office based sectors catherine albert workfuture
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advogroup.co.uk | catherine albert interview consistency and helps to prevent misuse. There is, however, the concern that RIDDORS triggers H&S inspections and are therefore a valuable way of ensuring safety which will be curtailed.
relationship?
I think larger businesses do understand the important of investing in the wellbeing of employees. However, many SMEs still don’t understand the impact of poor health on productivity A recent study published in the at work. They usually feel that making annals of Internal Medical journal healthy choices is up to the individual, found that working long hours can not the business. They are not aware increase the risk of heart disease that these choices affect not only the by 67%. Do you think long hours health of individuals but also business are the biggest workplace factor through productivity and absence from than can effect employees health or work. This is partly because they don’t appreciate the role that an employer can there other potentially equally or play, they are not sure what they should even more damaging factors? be doing or where to get the information. And they underestimate the business Certainly long hours are an issue in benefits from investing in the wellbeing many businesses and are a significant of their employees. contribution to both workplace stress and difficulties with work-life balance. The evidence is overwhelming that humans perform better with breaks whether that’s a daily lunch breaks or regular holidays. We are more productive largely because we need time to process information so working more than 40 hours not only isn’t productive but is associated with poorer performance as well as increasing the chances of developing stress and relationship problems. Downtimes are an important way of recharging the batteries. And of course it isn’t just the hours you work. There is also evidence that long hours of commuting can affect relationships in the home and the constant availability with emails means that even when employees are on holiday or at home unwell, there is With occupational health looking at the health of a workforce as no time away from work. a whole, how important do you think it is for employers to offer Many of the risk factors for stress private medical insurance to their and ill health at work come down to employees as an employee benefit? management skills. Poor management skills create an environment with a high The most direct action a company can level of job stress. Long hours are just take to reduce long term absence is part of the culture of poor management and we know that stress is a risk factor to deal with the injuries promptly, as for depression in both men and women. soon as they occur, which can mean rapid access to medical investigations, physiotherapy, counseling etc. Private Then there is the issues of chronic medical insurance can help deliver rapid physical inactivity. Recent evidence access to diagnosis and treatment. from the University of Sydney suggests that you sit for more than 8-11 hours/ Your website features some great day you have a 15% increased risk of dying regardless of whether you engage case studies. Which particularly in physical activity or not. It will require stands out for you as being a some creative thinking to redesign sitting success? out of the modern office.
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many SMEs still don’t understand the impact of poor health on productivity at work. They usually feel that making healthy choices is up to the individual, not the business
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So in summary I think there are three main workplace risk factors that contribute to ill health – poor management skills, long hours, and chronic physical inactivity More and more employers seem to be starting to fully appreciate the significance that the wellbeing of their workforce will have on productivity. Do you think any barriers may still exist to employers understanding this
The recent case study where we took over the Occupational Health for a rapidly growing Academy in the East Midlands. They had problems with their previous provider in terms of customer service, response time to queries, speed of reports following assessments, and the quality of reports. Our focus on customer service has helped to ensure that the service delivery meets the expectations of the customer. So although we were significantly smaller we have been able to provide a quality
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service at a time when they were going through a rapid expansion and needed to be able to rely on their OH provider. Are there any changes that a business could make for free to improve the health of their workforce? It depends on what you mean ‘for free’. Encouraging management and employees to take regular lunch breaks, for example, requires people to be away from their desk and not working. However, you have to believe that lunch breaks are good for your business and good for your employees. It could be free but employees need a space to be away from their desk to relax or socialise, or sufficient chairs in the canteen so the principle is free but if you haven’t planned for it you may have to invest in changes. Encouraging in-house campaigns to improve activity levels in and out of work is free but it would be even better if the business invested in showers and secure cycle storage to encourage employees to cycle to work Many charities will come into the workplace to talk to employees for free, for example alcohol awareness but the employer would need the allow the employees time to attend the seminar or workshops. So there are things that can be done for free but to do anything well you need to invest at least some time into ensuring its an effective strategy. You could argue that if it isn’t important enough to invest in than why do it in the first place. What changes are affecting Occupational Health Providers? Occupational Health is trying to standardise itself with the introduction of SEQOHS. I don’t know if it will amount to simplification but it should make it clearer to employers as to how OH should operate. For example health surveillance should be based on risk assessments rather than providing a carte blanche service. By removing any discrepancies it will make it easier, particularly for SMEs wishing to introduce OH, and to compare services between providers. To find out how ADVO Group can help with the occupational health needs of your employees then speak to one of our expert and fully independent advisors today on 0845 2578833 or email us at info@advogroup.co.uk.
advogroup.co.uk | exclusive interview, indus occupational health
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info@advogroup.co.uk advogroup.co.uk advocate summer 2012 | advogroup.co.uk | 29
advogroup.co.uk | iosh announces flagship ‘fit for future’ 3013 conference
IOSH announces its flagship ‘Fit for the Future’ 2013 conference iosh.co.uk The world’s biggest professional health and safety organisation, IOSH, has announced details for its flagship annual conference and exhibition. IOSH 2013 will focus on how health and safety professionals can strike the right balance between promoting wellbeing in the workplace and safe work practices. It will look at how practitioners can influence the strategy of organisations. And, delegates will learn how they can communicate the real benefits of good health and safety to their businesses. Taking place at London’s ExCel on 26-27 topics and challenges the industry are February, the event promises to provide facing are covered over the two days. professionals with the right tools and knowledge to be truly ‘fit for the future’. More than 60 expert speakers will participate in the conference, with the This year, the IOSH Conference Rt Hon Stephen Timms MP, Shadow has been shaped by the industry, in Minister for Employment, providing the consultation with a working party and keynote speech on the first day. a comprehensive survey of more than Additional confirmed speakers include 3,000 IOSH members, to ensure that the Lawrence Waterman OBE, Head of
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Health and Safety for the Olympic Delivery Authority, David Ashton, Director of Field Operations at HSE, Dr Richard J L Heron, Vice-President Health and Chief Medical Officer at BP and Dr Todd Wright, Managing Director of Sellafield Ltd.
issues affecting all sectors, as well as consistently striving to improve safety standards. “The conference will bring together professionals from all over the world to share experiences and enhance knowledge. The program is truly inspirational and will help to further develop the profession and ensure it continues to be ‘fit for the future’.” As a new feature for the 2013 conference; the audience will be the judge in Compensation Claim: Live!, an interactive seminar that builds on the popular ‘in the dock’ sessions from previous IOSH Conferences. The focus for this will be compensation claims in the civil courts, the audience will be called upon to deliver judgement on issues of liability, contributory negligence, causation, legal costs and the amount of compensation to award. This will be led by Kevin McLoughlin, Keith Morton QC and Dominic Adamson, Barristers at Temple Garden Chambers. For Health and Safety practitioners with an international remit, or for anyone that wants to hear all about global trends within the industry, the International Question Time panel discussion will explore how health and safety professionals can tackle global issues and learn from best practice. The panel session will feature Danny Martland, Director for Safety, Health & Environment for BAE Systems with Andrew Page, Director of health and Safety for Tata Steel and Craig Notman from the Mines Rescue Guardsman , who recently featured on the award winning BBC Two Series Toughest Place to Be .. A Miner.
IOSH President Gerard Hand said: “In a fast-moving world, it is recognised that the health and safety profession needs to be ‘fit for the future’.
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In a fast-moving world, it is recognised that the health and safety profession needs to be ‘fit for the future’
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“The conference theme has been developed by professionals from a diverse range of industries in order to focus energy into the health
Additionally, The changing face of health and safety session will host Richard Pollock, President of the ASSE, Andrew Cooper, President for CSSE and Sue Pilkington, Chair of Safety Institute Australia, who will provide insight on the hot topics for the year ahead. The IOSH exhibition runs alongside the conference and offers visitors the chance to meet with leading companies showcasing their latest innovations, as well as advice and guidance on best practice and compliance. The exhibition is packed with a variety of free seminars led by keynote speakers, designed to provide topical content that will keep delegates up-to-speed with developments in the industry. For the latest news on the best upcoming events in 2013, subscribe to ADVO group’s FREE news alerts at news.advogroup.co.uk/subscribe.
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the leading events for 2013 OH Legal and Professional Update 21 January Central London atworkpartnership.co.uk/conferences/ OH_legal/
HR Directors Business Summit 22-23 January ICC Birmingham hrevent.com
CIPD Employee Engagement Conference 29-30 January London cipd.co.uk/cande/employeeengagement/
Fitness for Work - Fitness For Life 26 Feburary Cheltenham Race Course wwt.uk.com/eventsall/2/2013.aspx
IOSH Conference 26-27 Feburary London Excel iosh.co.uk
CIPD HR Analytics Conference 19-20 March London cipd.co.uk/cande/hr-analytics/
EG 2013 | HR & Talent Management Conference 20 March The Brewery, Moorgate, London www2.askgrapevine.com/events/
Occupational Hygiene
25 April Hilton Deansgate, Manchester bohs.org/oh2013/
safety & health Expo
14-16 May NEC Birmingham safety-health-expo.co.uk
For all the latest event information be sure to keep an eye on news.advogroup.co.uk
advogroup.co.uk | jean crew interview
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advogroup.co.uk | jean crew interview
what does it take to maintain a multi award-winning level of customer service? jean crew, advo’s group’s training & development co-ordinator, sheds a light on the secrets advogroup.co.uk Jean Crew has experience in training going back over twenty years including working for a range of household brands and businesses. Working as the Training and Development Co-ordinator at ADVO Group, Jean is working to ensure that the customer service ADVO Group prides itself on remains second to none. We caught up with Jean to hear exactly what she has been up to at ADVO Group, the importance of every phone call, the key principles of communications training and much more. Outline the work you do at ADVO Group I came onboard with the business at the beginning of 2012 as a freelancer to provide training support for the Telemarketing Team primarily. That has now blossomed into a permanent parttime position working as the Training & Development Co-ordinator under the Operations Team to offer training support to the business . Why is this such as important area for the business as a whole? I think training and development and the ongoing continued development of staff is key. I believe businesses miss out if they don’t continue to professionally develop their staff. Staff are the biggest asset of any business and making sure they have the key knowledge and skills they require and that they are motivated and engaged is really important to business success. It adds to core business objectives and means businesses have the potential to reach those objectives quicker. Providing clarity regarding what you want someone to do and the standard to which you want them to do it is vital and training and development has
a really important role to play in that. What can customers expect when they pick up the phone and call ADVO Group? We’d like to think that here at ADVO Group, customer care is at the heart of this business. It’s at the core of how we want to be perceived by the market. In a very competitive market, the level of customer care that ADVO provides is exceptional and sets us apart. When a customer rings into ADVO Group, we would like to believe they receive the message that they are valued and important regardless of their standing, whether they be a CEO, Managing Director, or an individual ringing in to talk about their particular policy or plan.
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In a very competitive market, the level of customer care that ADVO provides is exceptional and sets us apart
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Do you believe that communicating with a customer over the phone is the most valuable communication channel as opposed to say email, and if so why so? Communicating with customers as a whole is key in business today and learning how to communicate using all the different methods that are available, so I wouldn’t put any one communication method any higher that another. The message and what you communicate should be consistent regardless of the platform so if you’re talking to someone on the phone, they get the same feel about you, and through you the business, as they would if you communicated through email. People believe that emails don’t convey personality, feelings or emotion but I think they do. I believe that emails, phone, letter, whatever you’re using, needs to say the same about your business - you are valued and you matter - and that needs to come across in every client communication regardless of the method that things are communicated by.
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advogroup.co.uk | jean crew interview
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at advo group, customer care is at the heart of the business. it’s at the core of how we want to be perceived by the market And I think that in a very competitive market, the level of customer care that it provides is exceptional and sets us apart
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Would it be beneficial for any company to initiate the type of communications training that you provide? Knowing how to communicate with your customers is absolutely key for any business. It’s really important that we don’t lose sight of the human aspect of communication as so much communication becomes reliant on technology. To pick up the phone and actually speak to someone, let alone the effort to actually go and see somebody, is not always necessary these days. We need to make sure that we maintain a good level of knowledge regarding what customers want, what they need and how they want to be communicated with. For any business, the message that you put out to your customers, from the smallest phone call asking for advice to a really complex piece of negotiation, should be
consistent and I think customers have the right to expect that.
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It’s really important that we don’t lose sight of the human aspect of communication as so much communication becomes reliant on technology
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What do you think are the most important lessons to be learned from communications training? Can you provide three key principles? The three things that I would say are,
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firstly, remember that you are talking to a human being. These people have busy lives, they have calls on their time, they have their own expectations as to what they want from you as well as what you want from them so it’s very important that at all times, you maintain that human aspect and element. You appreciate the ‘invisible pressure’ that there may be on that person, and also what you may be feeling, but you don’t let that affect the quality of your communication. So the human aspect is one thing. The second thing I would say is clarity of communication. Communication is a two-way thing, it takes two people to communicate and when it’s phone or email reliant, clarity can get lost because so many of the messages we receive when we communicate are from visual stimuli: what we see and how we hear it, how it is
advogroup.co.uk | jean crew interview perceived. When you send an email or a letter you need to bear in mind that the receiver can’t see you, they can’t hear how you are saying what you are communicating so clarity is absolutely key. That would be number two.
the industries you have trained in before?
I think communications is communications and although the message varies depending on the business or market you’re working Number three would be to make sure in, there are basic foundations about that communications are necessary. I communicating that apply regardless think a lot of things are communicated to the sector. I think its absolutely that don’t need to be communicated necessary that regardless of the type of in such a verbose or complicated way. business you’re in or the type of product Along with clarity, its about keeping to you’re selling, you remember the key the message and not allowing things to facts referred to earlier: that you’re become any bigger or indeed any smaller talking to a human being, that you need than they need to be. Say what you need to get across what you need to say and to say, say it clearly, and remember that it needs to be communicated clearly you’re speaking to a person. - I don’t think the business or sector you work in actually brings anything to What would be the next step bear on that. There are certain areas or for employees in their training businesses where following on from communications training? The communications training here at ADVO was particularly focused on phone communications, giving the best possible service that we can. When a customer calls in, what is that customer’s experience like and making sure that regardless of who they get through to, they receive the same standard of treatment. The message we want to get across is that ’you are valued’ . Moving on from that, we need to make sure that we carry this message consistently through all methods of communication, be that face-to-face presentations, email or sending out a letter. It needs to be consistent so that regardless of how someone interacts with ADVO Group, they get the same feeling and type of message, regardless of the method of communication. We want everybody that we communicate with to say ‘I felt valued by that business’. The next logical step following on from the phone training would be to move on to faceto-face training. That’s something that the business is looking at at the moment, introducing in the Spring focused presentation training.
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When a customer calls in, what is that customer’s experience like... The message we want to get across is that ’you are valued’
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How does the industry that ADVO Group sits in tie in with
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communications can rely more heavily on technology than the human aspect, but particularly for ADVO Group, we are about people and we need to remember that in the way we choose to communicate. If somebody bothers to pick up the phone and speak to you then they want to communicate in a way other than email so it’s important to recognise that and take your lead from the customer rather than imposing your preferred method of communication on them. For all businesses, regardless of sector, communications remains key. To find out more about the impact Jean can have your business and to find out more about the work she does at ADVO Group contact us now on 0845 2578833 or email us at info@advogroup.co.uk
advogroup.co.uk | fall in absence masks deeper problems
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advogroup.co.uk | fall in absence masks deeper problems
However, the fall in absence levels coincides with almost a third of employers reporting an increase in the number of people going into work ill. The threat of redundancies and concerns over job security are shown to contribute to such ‘presenteeism’, with organisations that are expecting to make redundancies in the next six months more likely to report an increase in employees going into work when unwell, than employers that are not expecting to cut jobs. Stress-related absence also appears to be on the increase, with two-fifths of employers (40%) reporting a rise over the past year and only one in ten (10%) reporting that the problem had decreased. Stress continues to feature as the most common cause of long-term absence, for the second year running. The level of reported mental health problems, such as anxiety and depression, among employees is also on the increase. More than twice the number of employers reported an increase in mental health problems in 2012 than did in 2009 (2012: 44%; 2011: 39%; 2010: 38%; 2009: 21%).
fall in absence could be masking deeper workplace problems news.advogroup.co.uk The average level of employee absence has fallen compared with last year from 7.7 days to 6.8 per employee per year, according to this year’s Chartered Institute of Personnel and Development (CIPD)/Simplyhealth Absence Management survey...
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According to the survey, organisations who have noted an increase in presenteeism over the past year are more likely to report an increase in stressrelated absence over the same period (52% compared with 38% of those who did not report an increase in people coming in to work ill). Similarly, they are more likely to report an increase in mental health problems, such as anxiety and depression (62% compared with 35% of those who did not report an increase in people coming into work ill). The suggested link between presenteeism and both stress and mental health problems underlines the need for organisations to take pre-emptive action to address employees’ concerns in times of challenge, uncertainty and change. Commenting on the survey findings, Dr Jill Miller, Research Adviser at CIPD says: “On the face of it, the findings from this year’s survey present some positive news. But we must air caution before celebrating lower absence levels because they may be masking deeper problems in the workplace. This year sees a continued increase in presenteeism which can have a damaging effect on organisations’ productivity. Not only can illnesses be passed on to other colleagues, but ill employees are likely to work less effectively than usual, may be more prone to making costly mistakes and take longer to recover from their illnesses.
advogroup.co.uk | fall in absence masks deeper problems “Continuing economic uncertainty and fears over job security appears to be taking its toll on employees. We are seeing employees struggling into work to demonstrate their commitment, suggesting presenteeism can be a sign of anxiety. Failing to address employees’ concerns is likely to confound the issue, impact on morale and commitment and may cause or exacerbate stress or mental health problems. “We urge employers to examine whether lower absence levels within their own organisations are as a result of more effective absence management or if they reflect the negative impact of presenteeism. Overall, a proactive approach to supporting employee wellbeing and managing absence, which includes training managers in how to manage people properly and early access to occupational health services, remains critical for success.”
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Increasing workloads coupled with worries about job security and financial challenges could be a contributory factor to stress and mental health issues being highlighted as two of the most common causes of long term absence in the workplace helen dickinson simplyhealth
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of organisations now have one in We urge employers to 55% place compared to only 30% in 2008. means that there is focus on doing examine whether lower This what’s best for employees and improving business health. The vital role of line absence levels within managers within wellbeing strategies be disputed. Early detection of their own organisations cannot health issues and ensuring the correct support is in place helps people with are as a result of more health problems stay in or return to work.” effective absence management or if they Last year saw stress reflect the negative become the number one impact of cause of workplace presenteeism absence for the first Helen Dickinson, People Director, time, and that trend has Simplyhealth, says: “It’s fair to say that the double dip recession is continued this year having an impact on business health
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as well as employee wellbeing, with this years survey showing a clear rise in presenteeism. The link between presenteeism and job insecurity is unsurprising. Increasing workloads coupled with worries about job security and financial challenges could be a contributory factor to stress and mental health issues being highlighted as two of the most common causes of long term absence in the workplace.
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Other findings include:
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Decreases in absence levels are most stark in public sector services, falling to their lowest level in ten years, with a figure of 7.9 days per employee per year. This compares to 5.7 days for workers in the private services industry, where absence levels have also fallen since 2011 Stress is currently the most common cause of long-term absence for nonmanual workers (30%) and the joint top “Last year saw stress become the number cause for manual workers (21%) one cause of workplace absence for the Identifying the main causes of stress first time, and that trend has continued at-work, the survey revealed that this year. In contrast, it’s good to see workload is an increasing problem, with well-being strategies increasing amongst 57% of organisations listing it in the top businesses, with the survey showing three most common causes, compared
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to 48% in 2011. Employers also listed considerable organisational change/ restructuring (31%) and management style (36%) as top causes for stress, suggesting that employers could be doing more to reduce stress in the workplace The survey also found that despite the increasing problem of stress, almost of a third (31%) of respondents report that their organisations are not doing anything to reduce it. The proportion of organisations with an employee well-being strategy (or similar) has continued to increase with 55% of respondents reporting one was in place, compared to 46% in 2010 and 2011 and 33% in 2009. Organisations that evaluate their wellbeing spend are significantly more likely to have increased their spend this year (44% compared with 16%) and are more likely to predict it will increase in 2013. This confirms findings from previous years and appears to imply that evaluations of well-being spend generally conclude that investing in employees’ well-being is worthwhile. To find out how ADVO Group can help with issues of both absenteeism and presenteeism and generate a more engaged workforce, speak to one of our expert and fully independent advisors now by calling 0845 2578833 or email us at info@advogroup.co.uk.
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advogroup.co.uk | managers scared on getting to know their staff
managers are running scared of getting to know their staff according to recent study from the employers network for equality & inclusion news.advogroup.co.uk A new study by the Employers Network for Equality & Inclusion (enei) suggests that the politically correct climate inside wellintentioned companies may actually be damaging their business. Sponsored by BT, the research on unconscious bias and staff / manager relationships showed that managers were often anxious about having conversations with employees that involved talking about their differences. Staff members were also anxious about saying the wrong thing to their colleagues and causing offence. This lack of openness leads to misunderstandings and anxiety which, in turn, is shown to have a damaging effect on working relationships which are so critical to business success. One of the key findings is that this anxiety, or the concern about causing offence leads to ‘social distancing’ behaviours between managers and staff members. This is seen to have a negative impact on businesses as employees, and the individuals they report to, often fail to capitalise on more informal relationships within the workplace. The research also shows that managers and staff often have a ‘bias blind spot’ where they assume they are treating everyone the same, but in fact are favouring people who look or sound most like them. It found that managers often develop better informal relationships with staff members that were more similar to them and that those staff members enjoy better ‘sponsorship’ within their companies. Dan Robertson, enei’s diversity & inclusion director said: “We have known for some time that making people anxious about what they can ask their colleagues actually increases the chances of any biases playing out as behaviour in the workplace. Our study says that the culture inside organisations of not mentioning the ways in which we differ for fear of saying the wrong thing actually has the opposite effect. It leaves people confused and anxious, but also creates social distance between staff. We also know that the closeness of working relationships between managers and their staff predicts employee
performance.”
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We have known for some time that making people anxious about what they can ask their colleagues actually increases the chances of any biases playing out as behaviour in the workplace
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The findings suggest that managers try to treat everyone the same and ignore differences such as sex, race, religion, sexuality and bodyweight. However, in reality, more than one in five have biases which were operating unseen and unintentionally, below the fairness radar of managers. Caroline Waters OBE, Director, People and Policy for BT says: “Inclusion is not about treating people the same, but about embracing, celebrating and learning from the differences between us and responding to these in a way that ensures our society benefits from our combined abilities. It is important
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to recognise that we all have biases but not to let them, or our fear of causing offence, get in the way of relationships at work. If we do, we miss the opportunity to enrich our lives and bring success to our businesses through understanding diversity.”
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Inclusion is not about treating people the same, but about embracing, celebrating and learning from the differences between us
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For all the latest human resources, occupational health and medical insurance news stories subscribe for news alerts for FREE at news.advogroup.co.uk/subscribe. To find out more about ADVO Group and the ways in which we can help improve the health and level of engagement of your employees, speak to one of our expert and fully independent advisors today on 0845 2578833 or email us at info@advogroup.co.uk
advogroup.co.uk | managers scared on getting to know their staff
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It is important to recognise that we all have biases but not to let them, or our fear of causing offence, get in the way of relationships at work. If we do, we miss the opportunity to enrich our lives and bring success to our businesses through understanding diversity caroline waters obe people & policy for bt
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advogroup.co.uk | is human resources a weak link?
is human resources really the weak link around your boardroom table? new research throws up major questions against human resources news.advogroup.co.uk A recent report carried out by the Economist Intelligence Unit has argued that human resource teams are unable to keep to with the pace of changing business demands. The report argues that not only is the human resource function predominantly seen by many business executives as a non-essential department, but that this trend is likely to continue into the future if it is unable to meet the challenges presented in today’s ever fast-paced business environment. The report also puts forward the case that human resources needs to make move away from a tendency to rely on historically based data and move towards a modes modern technologically driven sets of analytical findings.
The study, entitled ‘Rethinking HR for a Changing World’ analysed the view of over four-hundred business executives. Some of the major statistics from the study were that 17% of those questions said they believed that human resource departments do a good job. Three quarters of those studied said that their organisations were becoming increasingly global with increased emphasis on being flexible and in many cases heavily utilising the virtual domain. But juxtaposed with this was the fact that only 25% of those studied reported that human resource teams within their organisations were particularly effective at both sourcing and retaining international talent. It was found that 60% of the businesses represented in the study had significantly increased their utilisation of virtual workspaces over the last three years and had moved towards more flexible and temporary workers. Yet, it was found that over three quarters (76%) of the business leaders studied reported that the human resource department in their companies were quite poor at supporting these increasing virtual and flexible sets of employees.
survey shows that, at the very least, HR has a perception problem, though in some cases it may have actually failed to deliver real value. Given the high unemployment rates in many countries you would be forgiven for thinking that retention is an easy task for HR, but with employee engagement levels an increasing concern, more effort must be put into understanding staff needs before today’s employees become tomorrow’s alumni.’
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This survey shows that, at the very least, HR has a perception problem
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The report has highlighted the importance of human resource teams utilising analytical data to direct the future strategy of the business. It is believed that a large number of human resource departments are now utilising social media and smartphone apps Robert Bolton, Partner in KPMG in order to gather essential data. A Management Consulting (who sponsored significant number of respondents in the research) commented by saying ‘This the study cited the benefits of their
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human resource departments taking this approach of focusing of data. Robert Bolton commented again on the issue of a analytical, data-centred approach for human resource departments ‘Taking full advantage of data is not something that can happen overnight. HR needs to develop its abilities in a data-centric environment and then educate the business about how to analyse the available information. It’s a long process because, although companies are submerged in data, transforming it into meaningful and intelligent information is a greater challenge. HR teams must now seize on this as an opportunity to shift from being seen as providers of operational delivery to advisors providing counsel on business direction and strategy’. The study has, however faced comment from Vanessa Robinson, Head of HR Practice and Development at the Chartered Institute of Personnel and Development (CIPD). Vanessa comments ‘HR professionals are in a unique position to be able to spot the hard and soft factors in organisations that represent either risks, or opportunities, for driving sustainable performance. The need for HR practitioners to
advogroup.co.uk | is human resources a weak link?
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Three quarters of those studied said that their organisations were becoming increasingly global with increased emphasis on being flexible and in many cases heavily utilising the virtual domain
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demonstrate their ‘business savvy’ The most effective HR professionals have ability was highlighted in CIPD research, the courage to ask questions and look for published earlier this year. explanations even when the knowledge required seems masked in technical Our report, Business savvy: giving HR or professional jargon. It us up to the edge, showed that the majority of HR individuals to ensure that this business professionals get this and continually savvy behaviour is constantly practiced and instinctively step up to the challenge. and reflected upon if the HR function is Business savvy HR practitioners to become embedded at a strategic level understand where value is created and within organisations. Initial findings destroyed within their organisations from the latest CIPD HR Outlook report, and are able to identify people-related due to be published later this year, show improvement points which drive value that although cost management and and enhance organisational performance. belt-tightening in the current economic
climate are still the primary focus for the majority of organisations, HR needs to look beyond these immediate priorities for opportunities to truly add business value for the long term. This includes helping the business to innovate and work more smartly and will rely on HRs ability to visibly demonstrate their impact on the business via relevant measurements.’ For more HR news subscribe for news alerts FREE at news.advogroup.co.uk/ subscribe.
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advogroup.co.uk | linkedin’s most sought after employers
World’s most sought after employers are revealed through LinkedIn data google, apple & microsoft take poll’s top spots linkedin.com If there is one thing that LinkedIn has an abundance of, it’s data. In fact, according to the company’s blog ‘data is their DNA’. This incredibly useful data has recently been used to compile an extremely comprehensive list of the world’s most attractive employers. The highly sought after number one spot was given to Google, followed by Apple, and Microsoft in third place.
The findings were based on the online actions of over 175 million LinkedIn members. This many employees can potentially provide an astronomical range of data relevant to understanding a company’s position and perception within the market. For example, it is believed that last year alone there were more than 15 billion online interactions between LinkedIn members and companies.
taken by tech companies. The second key trend was that a brand being a household name will certainly be advantageous to being sought after but it is certainly not the deciding factor for employees as a range of lesser known brand names were able to claim some surprisingly high rankings within the overall results.
again, followed by Microsoft and then Facebook. Finally, for students and recent university graduates, Google yet again took the prized number one spot, with Apple and Microsoft taking second and third place.
This isn’t the first time this year that Google has found itself taking the The third key finding is that the size of number one spot for the working The LinkedIn study compared their data the existing workforce of a company environment it creates as a major with a range of surveys to identify key doesn’t necessarily bear a correlation to employer. In the Autumn edition of activities that are undertaken on the how sought after a company is for future Advocate magazine it was reported that networking site which will show certain employees. To illustrate this point, it was Google had taken the number one spot companies to be more attractive than found that half of the top one-hundred at the 2012 Leap Awards. These awards others as potential employers. These listed companies have a workforce of less were designed to celebrate the companies actions were found to be ‘connecting with than seven thousand employees. that had made the biggest overall employees’, ‘viewing employee profiles’, improvement in the happiness levels of ‘visiting company and career pages’, and Other findings from the research were their employees. ‘people following companies’. that the UK had more companies in the overall global list than any other Will Google be making the headlines as Amongst the range of findings from the European country with eight in total. one of the world’s leading employers in data, a few key trends stood out. This was followed by France which had 2013? To find out, make sure you catch five companies in the list, Germany with all the latest headlines by subscribing to Firstly, the jobs in technology are four and Switzerland with three. the ADVO Group news alerts for FREE currently incredibly sought after. The at news.advogroup.co.uk/subscribe. software industry was more repented There were also differentiated categories You can also subscribe to Advocate on the list that any other industry. for which employers were top which magazine itself to be notified when the In the global rankings twenty-one regard to specific careers. latest edition is released by subscribing technology and software companies to ADVO Group’s official Issuu page at were represented which was followed For marketing professionals, it was found Issuu.com/advogroup. by twenty retail and consumer product that Google was top, followed Unilever companies, sixteen professional and then Microsoft. For those working in For the full top fifteen global and services companies, ten oil and energy accounting and finance, Deloitte was top, national istings of how the world’s top companies and eight healthcare and followed by PxC and Ernst & Young. employers ranked according to LinkedIn, pharmaceuticals. In addition, the top simply take a look at the stats shown to three overall global positions were all For software engineers, Google was first the right.
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advogroup.co.uk | linkedin’s most sought after employers
Global
UK
USA
Canada
Brazil
India
Australia
Netherlands France
Vale
Acceture
Rio Tinto
Rabobank
L’Oreal
Apple
BBC
Natura
HP
ABN Amro
Microsoft
Microsoft
Unilever
The Walt Disney Company Facebook
Suncor Energy Google
Unilever
Oracle
Shell
Apple
Petrobras
IBM
Shell
HP
Unilever
BP
Apple
Odebrecht
Microsoft
KLM
Accenture
GE PepsiCo
Microsoft Apple
Accenture Air Canada
Microsoft General Motors
Accenture Worley Parsons Qantas Thiess
Sanofi LVMH
John Lewis Burberry
Ahold Deloitte
Danone IBM
The Coca-Cola Company
HP
The CocaCola Company The Boston Consulting Group Microsoft
HP
Gerdau
Dell Bharti Airel Limited Infosys Tata Consultancy Services Google
Accenture Unilever
P&G Mc Kinsey & Company
Salesforce. com PepsiCo Mc Kinsey & Company Nike Accenture
Leighton Contractors John Holland Microsoft
Philips
Research In Motion Microsoft
KPN
Total
Shell
IBM
Wipro
National Australia Bank HP
PwC
Orange
IBM
Cisco
Lend Lease
IBM
Deloitte
Amazon
Lululemon Athletica
Johnson & Johnson Dell
HCL
Mahindra Satyam Cognizant Technology Solutions
Australian ASR EADS Broadcasting Corporation Santos NationaleUbisoft Nederlanden CommonASML Oracle wealth Bank
The Walt Disney Glaxo Smith Company Kline Nike Salesforce.com
Marks & Spencer Goldman Sachs
SNC-Lavalin HP RBC AmBev
Barclays
Bell
Accenture
Shell
Accenture
Razorfish
Electronic Arts
PepsiCo
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advogroup.co.uk | ‘never a more interesting time to be in hr’
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advogroup.co.uk | ‘never a more interesting time to be in hr’
‘never a more interesting time to be in human resources’ according to CIPD conference cipd.co.uk An ambitious articulation of a new, ‘broader purpose for HR’ forms the centre piece of Peter Cheese’s first address to the Chartered Institute of Personnel and Development (CIPD) Annual Conference, since taking on the role as Chief Executive earlier this year. Marking the end of his first 100 days in the role, his speech to the conference sets out the framework for the strategic direction he is shaping for the Institute and the profession.
The approach is rooted in a rearticulation is changing, as is the workplace. Our of the CIPD’s core purpose as an workforce is more diverse than it has organisation: ever been, and we need to get better at maximising the benefits for our ‘The CIPD’s purpose is to champion organisation, while also meeting the better work and working lives, through challenges. How do we attract, retain improving people management and and engage younger workers, but also development practices to build greater retain the valuable contribution of older value for organisations, for the benefit of workers as they transition out of work? economies and society’. These are systemic changes, and we have to think more strategically about how Peter Cheese, CEO at CIPD, said: “There we respond as we build the workforce of has never been a more interesting time to tomorrow – what skills and capabilities be in HR. Changes in the nature of work, will we need and how do we best develop the diversity of the workforce, and even them? changes in the workplace, all within the context of a volatile, uncertain, complex “HR occupies a powerful space at and ambiguous environment, create a the intersection of the business and greater need than ever for our profession the people dynamics on which future to step up. success relies. On everything from productivity to technology and social “There are now so many critical business, media, it is HR that has the opportunity economic and social issues that are and the capability to create more agile genuinely strategic and that we, as a businesses, capable of continuous profession, have to engage with and have innovation and always geared to the the confidence to talk to. needs of customers and the societies in which we operate. “Issues such as rebuilding purpose and aligning to values that create the right sort of organisational culture – not only to engage with employees, but to engage with the communities and societies we work in and impact more positively. Rebuilding trust in leadership is a vital part of this process, and has been significantly damaged through one crisis after another. Our Employee Outlook survey, released today, shows 40% do not believe corporate values are worth the paper they are written on and only just over 50% believe the stated values have any positive influence on behaviour. Peter Cheese also used his speech to set out the key strategic priorities for the “But to be effective as a profession, CIPD as a membership body serving we also have to look beyond the the HR profession, adding: “We must boundaries of our organisations at the remain relevant – building up our bigger workforce issues we face. Work focused research and thought leadership
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HR occupies a powerful space at the intersection of the business and the people dynamics on which future success relies
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on behalf of the profession. We need to extend our outreach and collaboration, getting better at partnering to maximise the depth and impact of our insight. We’ll continue Jackie Orme’s vision of better top level connections to HR, but also to business leaders and policy makers. “But there are areas where I also know we need to do more. We need to be more inclusive – supporting SMEs, engaging with consultants who are a critical driver of change, ensuring we support the L&D community, for example. I also want to build a stronger regional structure to better support the branches to support their local HR membership. All alongside a firm commitment to strengthening our core business of HR practices, qualifications and accreditation, learning and CPD, and membership – helping to more clearly support different groups and communities, building HR careers, and aligning membership offers. “Finally, I’m today announcing our intention to turn 2013 into a year of celebration of the CIPD’s Centenary year. We’ll be drawing on our 100 years of history and our renewed purpose to generate a high profile celebration of the contribution of HR to the world of work. But then turning our eyes to the future, we’ll be using our celebration of the last 100 years to set a clear sense of a broader purpose, confidence and ambition for what HR can deliver in the next 100 years.” For the latest HR news sign up to free news alerts from ADVO group at news.advogroup.co.uk/subscribe.
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advogroup.co.uk | bupa workplace stresses relationships importanceunder of medical straininsurance
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advogroup.co.uk | bupa stresses importance of medical insurance
bupa stresses the importance of medical insurance as an essential employee benefit and calls for the removing of tax based disincentives bupa.co.uk In a major development for the health insurance market, Bupa has launched an range of health and wellbeing solutions for businesses of all sizes, enabling companies to bring the benefits of healthcare to more of their employees. Bupa Business Health Solutions is a complete suite of products which allows companies to choose a level of cover for every level of employee. Providing healthcare as a staff benefit can boost productivity in a business, raise employee engagement and attract talent. It remains the most valued benefit among employees – in fact research has shown that people would sacrifice a small salary increase for healthcare.[1] However, most businesses only offer it to senior staff – research released today by Bupa found that out of the companies that offer health insurance to their staff, only three in five (59 per cent) of them make it available to all employees.[2] Tony Wood, sales and marketing director, Bupa Health and Wellbeing (pictured left), said: Healthcare isn’t just for managers and directors. Everyone experiences health problems, and if one person isn’t performing at their best, even the most junior person, it can have a significant impact on the productivity of the whole business. By extending healthcare benefits to the wider workforce you can improve the performance of the business as a whole. We know that many clients would like to offer healthcare to more of their employees, but until now their options have been limited. The one-size-fits-all
approach no longer works, as employers have different concerns with each part of their workforce. Bupa Business Health Solutions gives employers flexibility to address all of these concerns. Just as our occupational health, on-site health services and Health Assessments fulfil a range of needs, now our insurance products cover the whole spectrum too.
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Healthcare isn’t just for managers and directors. Everyone experiences health problems and if one person isn’t performing at their best, even the most junior person, it can have a significant impact
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doing so.[3] Employers and employees currently have to pay National Insurance and Income Tax on the cost of employerfunded healthcare, which makes it unaffordable for many companies and individuals, despite its importance in helping to reduce absence and improve workforce productivity. Bupa is calling on the government to remove such disincentives from workplace health benefits. [1] The Value Engineers UK SME Segmentation Research 2011. Base 726 UK SME decision makers [2] Bupa report:Getting Britain Fit for the Recovery, September 2012 [3] Bupa report:Getting Britain Fit for the Recovery, September 2012 To find out more about all the partners we work with at ADVO Group and why a private medical insurance policy can make such an impact for employee engagement contact one of our expert and fully independent advisors today on 0845 2578833 or email us at info@advogroup.co.uk.
Bupa has found that cost and tax are the top barriers preventing businesses from offering healthcare to more employees. Seven in ten (71 per cent) employers who do not provide workplace health support cite taxes as a consideration in not
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advogroup.co.uk | 15 key moments & milestones
fifteen of advo group’s key milestones & moments in 2012 2012 has been an incredibly busy year for ADVO Group. With so much having taken place we’d like to present some of the defining moments of the year. With so many to choose from we managed to narrow it down to fifteen of the biggest milestones and monents from the past 12 months. From comapny acquisitions and social media campaigns to new members joining the team and web application launches, the best moments for ADVO Group from the past year show an incredibly wide range of different types of growth and development for the company. What all of the key moments have in common, however, is that
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they all show a significant level of growth for the company, whether it be our position within the marketplace and our highly coveted repuation or our internal growth and the range of services we can offer.
advogroup.co.uk advogroup.co.uk | 15 | the key future moments of &mindfulness milestones
#01
the award winning clarity service goes mobile
Mobile Clarity for employees works as a web-based application created for ADVO Group’s customer’s employees to access their policy information from a mobile device. Just as with the non-mobile version of Clarity, you won’t find it anywhere else. It’s an award winning technology service that you will only find with ADVO Group. To visit their mobile version of Clarity visit http://soc.advogroup.co.uk
#02
health insurance awards 2012 shortlisting
ADVO Group were delighted to be shortlisted for the category of Best Cash Plans Intermediary at the 2012 Health Insurance Awards. This year’s ceremony marks the thirteenth year of the awards and will look to be bigger than ever. ADVO Group have been winners at the Health Insurance Awards before but have never won this particular award so will be keen to add this title to those previously awarded.
#03
acquisition of oxfordshire based health care plus
The acquisition earlier this year of Oxfordshire-based Health Care Plus further strengthened ADVO Group’s portfolio and reputation as one of the leading independently owned specialist health intermediaries in the UK. Health Care Plus’ Sue Smith commented “Health Care Plus is delighted to become part of the ADVO Group, a company that is tremendously well respected by both intermediaries and insurers. This is an exciting opportunity and I look forward to working with ADVO and contributing to its future growth and success whilst continuing to offer a high level of service to my clients.”
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advogroup.co.uk | 15 key moments & milestones
#04
in the press
2012 saw several members of staff here at ADVO Group appear in a range of media. Larry Bulmer, CEO at ADVO Group and Sharon Harwood-Davis, Consultant Manager, appeared in a number of Health Insurance & Protection’s ‘Boardroom Briefings’. The latest of these focused on employee productivity and absenteeism. ADVO Group’s Corporate Director, Colin Boxall appeared in Cover Magazine back in July to discuss the best PMI options for those with pre-existing heart conditions. Sharon HarwoodDavis also appeared in Corporate Advisor’s Cash Plan Forum back in April to discuss the corporate cash plan market. Finally, Chris Fiander, ADVO Group’s Online Marketing Manager also appeared in Corporate Advisor Magazine back in June to discuss the importance of having a social media presence for PMI intermediaries.
#05
advocate magazine launches on issuu.com/advogroup
Spring 2012 saw the launch of Advocate magazine , the official magazine from ADVO Group, on Issuu.com. The online publication of the Autumn 2012 edition of the magazine saw the readership of the magazine suddenly sky rocket. With the magazine due to go from strength to strength in the coming year, it has well and truly established itself an an invaluable online resource for those in the occupational health, human resource and private medical insurance industries.
#06
cover excellence awards 2012 shortlisting
ADVO Group were incredibly proud to announce earlier this year that they had been shortlisted for three separate award categories at the 2012 Cover Excellence Awards. ADVO Group’s shortlisting was confirmed for the categories of Employee Benefits Intermediary of the Year, Healthcare Intermediary of the Year and Customer Service. ADVO Group’s Corporate Director, Colin Boxall, commented on the incredible triple award nomination by saying ‘ADVO is already one of the very few intermediaries to receive multiple awards, but to be winners two years running at the Cover Excellence Awards and then to be shortlisted again is an incredible achievement. Of the three awards we have been shortlisted this year the one that means the most to me personally is the customer service award.’
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advogroup.co.uk | 15 key moments & milestones
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ADVO is already one of the very few intermediaries to receive multiple awards, but to be winners two years running at the Cover Excellence Awards and then to be shortlisted again is an incredible achievement Colin Boxall ADVO Group
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advogroup.co.uk | 15 key moments & milestones
#07
wearing it pink & growing moustaches for charity
ADVO Group kept up with their now annual tradition of wearing it pink to raise funds for the Breast Cancer Campaign. Be sure to check out the ADVO Group facebook page for all the photos from the day including some rather bizarre outfits! This year also saw the ADVO Group chaps grow their best tashes as part of Movember. Movember is only in its third year this year but the popularity of taking part has spiraled to monumental proportions and ADVO Group had great fun in taking part and raising money for protate and testicular cancer initiatives.
#08
the launch of the news area on news.advogroup.co.uk
If an article is in Advocate magazine, our monthly newsletters or on our social media channels then the chances are that you will find all the details of the story on the news section of the ADVO Group website. Launched early in 2012, the news section, which resides at news.advogroup.co.uk, is updated daily providing the biggest stories form the human resources, occupational health, private medical insurance, employee benefits and health industries into one indespensible online information hub. If you haven’t done so then make sure you subscribe for free email alerts to keep up to date with all our news posts.
#09
advo group’s social media landscape explodes
LinkedIn groups with over 400 members, a lively Facebook page, a YouTube account, a LinkedIn company profile, countless reads on Issuu.com, a daily updated Google+ account and a Twitter account with over seven and a half thousand followers! 2012 saw ADVO Group’s social media landscape erupt on an enormous scale! The number one success story of the year for our online activity has to be our Twitter account, which you can find at @advogroup. ADVO Group’s Twitter presence is truly leading the industry. With daily updates on our exclusive interviews, company news as well as all the wider news from the HR, Occupational Health, employee ebnefits and PMI industries, our Twitter account looks to continue to lead the way into 2013.
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advogroup.co.uk | 15 key moments & milestones
#10
the relaunch of the individuals website
There has never been a better time to protect yourself with a private medical insurance policy. Whether a traditional private medical insurance policy, international private medical insurance or a cash plan, you will find all the information you need at individuals.advogroup.co.uk. The new individual focused website provides great information about a range of individual products. An excellent additional feature to the new individuals website is the ability to be able to get a quote for all of the mentioned policy types by simply entering your details. View the individual website now at individuals.advogroup.co.uk.
#11
mobile version of advo group website released
The mobile version of the ADVO Group website offers all the content and information that you are used to but now enabled to easily display on your mobile browser. The navigation of the mobile version of the site is also incredibly easy to follow. Links to all of our social media sites, for example, are easily accessible via the ‘social’ button within the main menu. The news section of the website has also undergone a major transformation for the mobile version of the site. The news feed is instantly updated in real time to make sure that you don’t miss any of the industry’s breaing news stories.
#12
health in the office solutions planned for 2013
A big project is currently underway at ADVO Group and planned for release early into the new year. We will be launching a range of occupational health and general fitness solutions working with a range of industry leading partners. Watch this space to find out more in the coming year and be sure to subscribe to our news feed at news.advogroup.co.uk/subscribe to make sure you’re the first to know when our new service is launched!
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advogroup.co.uk | 15 key moments & milestones
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I really enjoy working for a company which has the clients’ best interests in mind at all times and where going the extra mile for people is the standard behaviour nadiya husan advo group advocate summer 2012 | advogroup.co.uk | 50
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advogroup.co.uk advogroup.co.uk | sainsbury’s | 15 key&moments the 2012&paralympics milestones
#13
company changes
There have been a range of changes within ADVO Group this year including Gill Mateo’s move to Operations Manager of the company. Gill commented ‘I have been in my new role as Operations Manager for just two months and it is proving to be very exciting. There are several projects in the pipeline which I am very much looking forward to starting, and although my desk appears to have more paper on it than before I am enjoying every minute. This is a new role for the company and is very much looking towards the future, and the challenges it holds for all of us. I am very pleased to have been given the opportunity to be able to add value to ADVO Group and to drive new initiatives forward for the benefit of our customers and staff.’
#14
new members join the advo group team
Amongst a multitude of new additions to the ADVO team this year is Nadiya Husan, who comments ‘My role as Individual Sales Consultant involves dealing with all new individual clients. Over the past few months I have learnt a great deal more about all the different aspects of PMI and the importance of treating each client as an individual. I really enjoy working for a company who have the clients best interest in mind at all times and where going the extra mile for people is the standard behaviour. In the future I hope to continue with the promotion of Advo Group, heighten awareness of cash plans as well as continue to grow the individual client portfolio.’
#15
a range of new, happy clients
2012 saw ADVO Group take on a multitute of new happy clients ranging from individuals, to SMEs and large corporations. ADVO Group’s Corporate Manager Yvette Butterworth commented “We have had the pleasure of taking on a range of fantastic clients in 2012 and we very much look forward to continuing to work with them as we head into 2013”.
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advogroup.co.uk |social media summary
the rise of advo group’s social media landscape in 2012 One of the biggest changes for ADVO Group in 2012 has been the online presence. Underpining this has been an explosion of social media activity. Whether it be an enormous Twitter following or an engaged LinkedIn community, ADVO Group have extended their repuation to include an industry leading online presence. Here you will find a detailing of all the sites we have had an impact on and how you can connect to us on any of our social media sites. many people and companies who want to Our Twitter acocunt also enables us to know the latest news from ADVO Group. share information from others that want to pass on to our online community. For It isn’t just the latest company news, example, if one of our medical insurer Perhaps the flagship of ADVO Group’s however, that we’re sharing with our partners holds and online chat forum or social media presence in 2012 is the company Twitter account (@advogroup). followers. The range of different types of webinar, or launches a new service we news that we tweet reflects the different will always make sure we re-tweet this This account has seen phenomenal industries that we connect with on the information onto you. Dont just take levels of growth over the past year with site. We are sending out information our word for it though, check out these over 7,500 followers now receiving our that will interest people working in testimonial tweets Tweets. occupational health, human resources, private medical insurance, employee ‘Check out @ADVOGroup for great The company’s Twitter following is so benefits, medicine and health and fitness articles and news related to employee useful for allowing such a quick and healthcare benefits’, direct means of communications with so to name just a few key areas.
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advogroup.co.uk | social media summary also find us very active on two separate discussion groups. We decided not to create any subgroups and keep our groups as entirely separate entities due to the identifyably different industries that each group represents and caters for.
search engine has now made it so that our official Google+ page will display when you type ‘ADVO Group’ into a search. Our website and homepage and Google+ account have also recently been linkedin by Google so that a +1 vote on the Google+ page counts as a +1 vote on The first of these two groups, entitled, our website hompage, and vice versa. “Health Insurance Industry UK’ aims to This account verfication process from providing the very best news, discussions Google shows the recognition that we’ve and polls for those who work in, or are been working hard to create a Google+ simply interested in the domestic private account that will stand at the forefront of medical insurance market. Since the our industry. launch of the group the membership has consistently risen to now over 400 Over the next coming year we expect the members! Not only do members of this ADVO Group Google+ page to become group get all the latest industry news one of the major areas of our online from us here at ADVO group as well as activity and rival our Twitter presence. the posts of others, the group also acts as an excellent networking hub. You’ll find senior figures from leading insurancers, medical profesisonals and more in the groups member list.
YouTube
Our second group is still relatively new on LinkedIn and and acts as a dedicated area for human resource professionals to congregate and receieve the leading HR news stories as they happen. As for the previous group, it’s also a great networking area with discussions, polls and comments. The target for the group, called simply ‘HR UK’, will be to become the biggest group on LinkedIn for human resource professionals in the UK.
facebook The ADVO Group Facebook page (facebook.com/advogroup) is our chance to be able to be able to provide a more rich, intercative multimedia environment. The news section on our website has it’s own area within the Facebook page so all you need to do to check in on the latest news is click the ‘latest news’ tab and you’ll get the feed pulled in directly from our website. If you’re not on our mailing list then our Facebook page is also a great way to take a look at our newsletters. Simply click @ADVOGroup You all are definitely on on the ‘Latest Newsletter’ tab to view top of your content. You’re a social media the monthly newsletter in its full form. inspiration. (Of course, the best way to receieve our newsletter is by signing up at news. advogroup.co.uk/subscribe). We have also embedded all of our company videos into the Facebook page. Whether its backstage at award ceremonies or videos ADVO Group’s LinkedIn presence is split showing what you can find in the latest copy of Advocate, you’ll find it in the across three main channels. The first Videos tab on our Facebook page. port of call for finding us on LinkedIn is our company profile. Unlike so many company company profiles you will come across on LinkedIn, there are no cobwebs or dust on our page. We strictly update our page on a daily basis so you will always find something of interest when We have been putting content on our you stop by the page. Google+ company page for about as long as it’s been possible to do so and Google In addition to our company page you can seems to have recently taken notice. The
google+
Full length face-to-face interviews, tutorials on using Clarity, our award winning technology service, promo clips showing what’ll you find in our issues of Advocate, award footage... it’s all available on our YouTube channel. Simply visit youtube.com/advogrouptv to view any of our video uploads. We are planning to focus far more on interview videos in 2013 so be sure to subscribe to our channel so as to not miss these when they get uploaded.
Issuu One of the most cutting edge social networks and one that sets ADVO Group apart. Our presence on Issuu shows our commitment to focusing on the production of Advocate magazine as a full length quartly publication. Don’t forget to utilise the social networking features that Issuu has to offer by subscribing to our Issuu channel. We also want to hear your thought on Issuu; if you have suggestions for the magazine, want to be interviewed or think you have a story that we should cover in the next edition, simply leave a comment on our channel or on one of our magazines and we will get back to you as soon as we possibly can.
Dont forget that as well as all over our digital channels you can still get through to us through phone and email. Speak to one of our expert and independent advisors today on 0845 2578833 or email us at info@advogroup.co.uk.
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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 Winter edition of Advocate magazine. Advocate will be back once again in the Spring 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 but you will also be able to find the magazine within our Facebook page at Facebook.com/advogroup.
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 youcan get in The next, Spring edition of Advocate touch with any of them on the contact magazine providing all the latest news as details below. the industry enters the new year. Also, we will be fully launching our brand new Larry Bulmer health and wellbeing based service which Chief Executive will be able to prove an all-encompassing lbulmer@advogroup.co.uk approach to improving your employees health. Colin Boxall Director, Corporate The best way to stay in touch is by cboxall@advogroup.co.uk subscribing to the news section on the ADVO Group website. You can do this by Chris McCracken entering your email address at Director, Commercial news.advogroup.co.uk/subscribe. cmccracken@advogroup.co.uk The subscription process is incredibly simply and best of all; it’s absolutely free! Sharon Harwood-Davis Consultant Manager If you’ve got a story that you think sharwood-davis@advogroup.co.uk belongs in Advocate magazine, whether it’s news focusing on PMI, HR, Yvette Butterworth occupational health, if you’d like to Corporate Manager be interviewed or if you think you can ybutterworth@advogroup.co.uk provide a fascinating prediction for the industry as we move towards 2013 then don’t hesitate to get in touch. Send in your inquiries to You can also get in touch by calling us on cfiander@advogroup.co.uk 0845 2578833, faxing us on 01622 769211. We also have three offices Just to remind you about who we are across the country. and what we can offer, ADVO Group is a multi award winning employee Head office: health benefit advisory looking after ADVO House the requirements of many customers, St Leonards Road from small businesses right up to multi Allington national corporations. Whatever youre Kent private medical insurance or employee ME16 0LS benefit needs, we are here to help. We offer entirely indepent, free and expert advice so don’t hesitate to pick up the
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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 online marketing manager advo group
advogroup.co.uk | thanks for reading
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we will be fully launching our brand new health and wellbeing based service which will be able to prove an allencompassing approach to improving your employees’ health
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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 Services Authority.