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Careers & workplace advice from Hays

Your business will no doubt have already experienced some degree of digital transformation, whether you have recently invested in a new e-commerce website, increased your social media presence, or implemented a new CRM system to better run your business.

I’m sure you’d agree that without the technical skills of various teams across your business, these digital transformations would not have been possible, and perhaps not even dreamt up in the first place.

Continue reading Digitally transform your business with these soft skills →

Employee engagement is a cornerstone of organisational success, traditionally driven by competitive pay and attractive perks, but increasingly influenced by the ability of employees to experience and share a company-wide culture of purpose. Here are five ways businesses can engage staff in the work they are doing.

1. Manage culture

A 2014 study by Deloitte found that organisations that have developed a culture of purpose, focusing their energies beyond pure profit, to do better than those that have not. However, it also revealed that most executives and employees think that businesses are not doing enough to create this kind of culture.

Professor Mark Smith, Director of the Doctoral School at Grenoble École de Management, says: “Workplace culture exists in all organisations, whether it is managed or not. When it is managed, culture can help channel the efforts of employees towards a common cause for the organisation, acting as a kind of soft rule book so that employees know what is expected of them and what they should do. Linking culture to the purpose of the organisation by giving great service, innovating new solutions and raising funds for a good cause, can reinforce this link.”

2. Generational focus

There has been a trend to think that the need for meaning at work and an organisational sense of purpose is something that has arrived with the millennial generation, but that is not the case. Research completed a few years ago by cultural academic duo Rob Goffee and Gareth Jones talked about how a key aspect of building a high-performing organisation was to give employees meaning through purpose.  Their research covered multiple generations in the workplace.

However, according to Dr Chia-Huei Wu, Assistant Professor of Management at the London School of Economics’ Department of Management-there may be a generational trend behind this heightened sense of purpose which has been facilitated by the modern flexible workplace and smart technology.  He says “the younger generation has had more opportunity to explore and create an environment to support their ideas compared to their predecessors, because the business environment has become more flexible. Advancements in technology have also empowered people’s capability to find a place, either virtually or physically, to support their values and interests.”

3. Be goal driven

For all employees, the first step in knowing what they are working towards, and what that shared sense of purpose is, lies in understanding and identifying the reasons behind their specific work activities, which can be internal or external.

Dr Wu believes that “employees may find strong external reasons for their efforts such as monetary rewards, or strong internal reasons such as believing in the cause behind their work. They are more likely to experience a higher sense of purpose when they possess internal reasons to do their jobs because those reasons are not easily replaced or transferred elsewhere, and are central to how employees view and define themselves both inside and outside of the workplace.”

4. Give something back

Toyota Financial Services in Australia (part of a global network that offers Toyota customers services including car loans, insurance and roadside assistance solutions) is one organisation that has benefited from having a clearly defined and authentic sense of purpose, driven by its relationship with the community. Over the last three years, it has seen employee engagement increase by five per cent per annum, with a current level of 85 per cent. According to Head of Human Resources Laurence Halabut, this is an outstanding result for a financial services company.

He states that “what’s really important when you are talking about a sense of purpose is that people are aligned with not only what we are doing in the marketplace, but what we are actually doing for the community as well.  So, given the increase in engagement levels, we are on the right track.”

5. Create a level playing field

Purpose itself is nothing new, yet some organisations will be tempted to see it as something that can simply be incorporated into the mission statement. Framing words, though, is not the answer. The real impact on engagement is felt when it is part of other key elements in the organisational DNA, like the values that directly affect the employee experience.

Lee Cartwright, Managing Partner at accountancy firm Mazars LLP, has strong views on how a sense of purpose should manifest itself at a much more fundamental level of the company culture.

“Don’t refer to people as ‘staff’,” he says. “It’s a word that implies disempowerment, that they do as they are told. I call them colleagues, because the members of my team are my colleagues who work alongside me to deliver something, whether a strategy, a project; whatever it may be.”

If you enjoyed the above blog then you might also appreciate these other articles, which also originally appeared in previous issues of the Hays Journal:

View the Hays Journal online or request a printed copy from [email protected]

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Are you sabotaging your job search without even realising? Unsurprisingly, things like turning up late or swearing  during an interview are sure ways to ensure you definitely aren’t going to get called back for a final interview. However, we often find that it’s the smaller, seemingly insignificant things that damage a candidate’s chances of landing their dream job. 
Continue reading 10 less obvious reasons why you didn’t get the job →

The world of work is ever changing, requiring candidates to not only keep their skills updated, but also learn new ones. Although many employers offer both on-the-job training and the chance to take more formal qualifications, it’s still up to you to keep your skills sharp and abreast of developments in your field.

Continue reading Nine ways to upskill yourself outside of the office →

In today’s global workplace, working abroad is becoming more and more appealing. According to a survey by PWC, 71 per cent of respondents said they wanted to work internationally at some point in their career, with the main attraction being the chance to travel and further their skills and experience. So, if your dream is to one day live and work abroad, you will be pleased to hear that this is now more attainable than ever before.

Continue reading Ask yourself these 8 questions before relocating internationally for a job →

There is no longer such a thing as a job for life. Very few people stay in the same job or business for their entire career.

 

When anyone leaves a business it can be unsettling for fellow team members; quite often, you could find yourself questioning your colleague’s decision, and possibly your own future at the company.  If the individual is your boss, that feeling of unease can be even greater and involve fears over the wider impact within your organisation.

Remember that change is good

Change within an organisation can be a positive thing, yet very few welcome it. You might fear the unknown, recall other negative experiences of change and generally assume the worst.

The key to coping well if your boss resigns is to take a step back to assess the situation, embrace the likely change this will bring and adapt your own role and attitude with readiness. Here are some tips which will help make this possible.

Don’t panic

It will be natural for you to feel worried about what will happen to you once your boss leaves. What will your new boss be like? How will your role change? Did your boss know something about the company that you don’t – and will you be out of a job soon if you don’t leave?

Questions like these are a natural reaction to a major change at work, but it is important not to let negative thoughts run away with you. Work on facts not fears, accept that uncertainty is just the nature of the beast. Keeping morale high is important – negative comments and shared anxieties amongst a team can quickly poison the atmosphere at work.

It’s not personal

No one should ever stay in a job solely because of who they work with, and nor should they leave for this reason. Colleagues and bosses are transient and should not form the basis of a major life decision such as a job change.

People generally move jobs because they want to improve their lot in life and progress their careers. Remember, your boss isn’t leaving because of you and won’t have taken the decision to leave lightly.

Could this be good for your company?

Are you putting your boss on a pedestal? You may have liked them as a person, but realistically, were they the best person for the job?

Think about how passionate they were about the company, did they inspire you? Were they culturally aligned to the business? Did they do all they could to develop you? If not, then in the nicest way possible- this could be a good chance for an upgrade!

On the other hand, if they really were that great, then be grateful that you were able to learn from them, remember and implement the key lessons that they taught you.

View this as an opportunity for growth

Be proactive in seeking out a discussion with your boss’s boss, to find out what this means for your future career. Ultimately, think how you could use this inside information to push your own career forward in a subtle and professional manner.

This could be your chance to move up to the next level, to really get your ideas heard, to showcase your talent and ambition.  Make it known to the powers that be, that stepping into a more senior role is of interest to you, and that you are committed to the future success of both the team and the company.

Be seen as being helpful during the recruitment process

If the decision has already been made to replace your boss with somebody other than you, be proactive in assisting with this process.  See if you can determine the qualities your boss had which worked particularly well in your team and company. If you have a say in the replacement process, use this insight to your advantage.

Ensure your boss gives you a good handover

Whether you are stepping into your boss’s shoes or simply want to help their successor as much as possible, take the opportunity to get as much information as possible from your exiting boss before they leave. Your new boss will be grateful for any tips you can provide or practical assistance you can give over the day-to-day running of your team plus you will experience a much smoother transition.

Don’t be bitter

If you feel you have been passed over for promotion by not being asked to replace your boss, it is better that you have an open discussion with senior management. Explain that you feel you are able to step up a level and hope there is scope for you to do so. If not, you may feel that it is time for a complete change. Perhaps your boss’s departure was just what you needed to motivate yourself to find a new challenge elsewhere?

Either way, this is a good chance to re-evaluate your goals, more so, the necessary steps to achieving them.

In summary, when your boss resigns, it is essential to maintain a positive attitude. Positivity is infectious; it will do wonders for team morale, as well as your own. You will also be able to see the personal opportunity in the situation, learning important lessons about your organisation, your ambitions and your future.

Worried your career is going in the wrong direction? Our career management tips will help you get back on track

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The tech sector is gearing up for Europe Code Week, taking place between 15th and 23rd October, in which countries from around the world will focus on coding through a number of grass roots events held over the course of the seven days.

 

 

 

 

Some 46 countries took part in last year’s event. It is clear that governments across the world are coming to understand the importance of coding, specifically for the generation of young people still in learning institutions – their world in 20 years’ time could have a different make up, and coding is likely to be at the heart of online activities as we continue to see the dominance of the internet when it comes to both market platforms and sales strategies.

Back to the here and now, software developers need to be aware of coding trends in order to keep their skills current and realise opportunities on projects they are working on. Here we take a look at the top 10 emerging coding trends you need to know about:

1. React

The explosion of social media platforms seems to have been the biggest single internet development over the past decade or so. Right in the engine room of the movement is the JavaScript library React, which is used for creating user interfaces on platforms such as Facebook and Instagram. React is a coders’ firm favourite and knowledge of it could be essential in the majority of social media led projects.

2. Docker

In the age of hybrid cloud and other infrastructures designed to streamline several systems, applications such as Docker could be called into action increasingly. Docker allows for the packing of software into one of its ‘containers’, allowing a user to view system tools, code and everything in between. Docker runs a partner programme which allows companies and specialists to upskill themselves and then tutor less advanced Docker users.

3. Grunt

Grunt is a JavaScript task runner, which is able to save you from repeating tasks through an automated system, which also works with a number of plug-ins built for the platform. It cuts down on the coding time drain, and an impressive client list featuring the likes of Adobe and Twitter speaks volumes about its effectiveness. For any organisations in which development workflow is a priority, IT personnel may be required to have a working knowledge of Grunt.

4. Elasticsearch

is an open source search engine developed in Java and based on Lucene, the open source software library. It essentially ties to Lucene and makes its features available through JSON and Java API. Among its users are Mozilla, Facebook and Soundcloud. For companies that require reliable full text search, those with ElasticSearch skills could be in high demand.

5. Ansible

If you are involved with any kind of configuration management, cloud provisioning, intra-service orchestration or application deployment, you might find life becomes a whole lot easier with the use of the IT automation engine, Ansible, designed for multi-tier deployments. DevOps engineers and platform engineers could be asked to show evidence of Ansible skills.

6. Scala

Scala is known as a ‘scalable language’, making use of simple syntaxes to make IT processes easier – with its object orientated characteristics making it suitable for large mission critical systems. Running on JVM, Scala is designed to improve your functionality across the board. Mid-level developers might not be specifically required to have Scala skills, but they should be prepared to learn them.

7. Apache Cassandra

One of the key facets of Apache Cassandra is the lineal scalability which it provides, and the ability to replicate across multiple data centres makes it suitable for medium to large organisations. If you are using a number of commodity servers, Apache Cassandra provides robust support for clusters. Developers hired to work on a large chunk of modern business applications could be required to have Apache Cassandra skills in their armoury.

8. Tableau

Tableau is a programming language which combines function with logic – if you are dealing with large amounts of data on a daily basis and wish to map it out more effectively, you can use Tableau to produce some attractive graphs and scatter charts. Tableau runs its own Data Analytics Learning Partnerships, as well as a ‘classroom training’ programme, meaning all the resources are there for developers to upskill themselves.

9. RabbitMQ

If you are looking for an effective message function for your data, RabbitMQ could be of interest. Released under the Mozilla public licence, it provides gateways for streaming text oriented messaging protocol, HTTP, and MQTT protocols. Its Shovel plug-in performs the tasks of replicating and sending messages from one broker to another. Meanwhile, the Management plug-in ensures the necessary monitoring and control over clusters. If a new role requires complex event processing or storage solutions, RabbitMQ could well be a requirement.

10. Twitter Bootstrap

Compatible with all the major browsers, Twitter Bootstrap was originally Twitter Blueprint, and was created by employees at the social media network in order to improve its interface development. Twitter Bootstrap has now reached its fourth edition and is one of the most popular open source frameworks in the world. Organisations that are aiming for speedy and clean web development might make Twitter Bootstrap an essential for incoming developers.

These are skills that employers will increasingly focussed on when assessing candidates in the hiring process. Unlike many other areas of IT, it is accepted that there is a large amount of self-learning for software developers. In the case of IT Contractors they are expected to bring current and relevant skills to an organisation without learning on that organisations time. So the best developers use a variety of tools, whether they be specialist websites, YouTube, Stackoverflow or GitHub to ensure that they have the skills to remain relevant.

Hopefully you found this blog interesting. Here are some other IT articles which you also might enjoy:

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