In our penultimate interview blog with Dave Millner, @HRCurator, we discuss one of the biggest impact areas of employment legislation for the UK in 2016: the introduction of the National Living Wage. The introduction of an hourly payment of no less than £7.20, replacing the minimum wage of £6.70 for those over 25 years old.
Shaun Conning, Co-Founder and Director at tap’d Solutions asked Dave:
What can organisations do to remain competitive when the national living wage comes into force in April?
Watch the video or read on:
Dave said this is an interesting challenge for business which seems to polarise views across business. At one end of the scale it is seen as unaffordable and will result in increased pricing, a need to reduce costs or a reduction of headcount. Alternatively, some organisations are seeing it as the ethically right thing to do.
Dave commented that maybe it is those organisations who put employees at the heart of their businesses and see the fairness and transparency of earnings as important.
The key to this issue facing business in 2016 is how we drive better productivity from our workforce to cover the increased costs. To drive productivity, we need to make sure that we connect with our people whether they are full time, part time or casual workers.
They are representing your organisation. They need to feel proud about what they are doing.
To have overt fairness of reward and recognition can give organisations the opportunity to connect to their employees in a stronger way and to help them feel that they are adding something to that organisation and to the job they are trying to do on a daily basis.
tap’d’s opinion: Dave Millner raises the key issue surrounding the increased cost of people. Somehow productivity needs to be raised to counter balance this increased cost. Each organisation is different in some way but we have found that focusing on one or more of the following key areas can have a marked difference in desired output:
- Upskilling leadership in communication and emotional intelligence skills
- Rewarding and recognising a balance of results achieved personally and achievement of the greater team
- Creating dependencies between teams to foster trust and collaboration
- Creating a culture allowing people who try new things to fail on their way to success
- Removing needless bureaucracy, maximising the time people spend on value-adding work
- Seeking technology that either makes jobs easier or makes their career more interesting
I hope you liked this latest blog in this series. The @HRCurator will be answering more key questions soon in his final blog soon. Follow these blogs and please comment at: