Our tips to boost productivity and your career prospects
MORE than a QUARTER of businesses believe productivity has declined over the past five years.
UK output now lags behind the US, Germany and France — but could the answer be boosting staff skills, not their workload?
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Learning at Work Week, which began on Monday, is an annual event to help organisations build learning into their workplace.
In a new Open University study, 42 per cent of bosses blame the ongoing skills shortage as the biggest bar to work rate.
Boosting employees’ learning improves company performance and makes it easier for people to climb the career ladder.
Viren Patel, head of Employers and Partnerships at The Open University, said: “Increasing productivity isn’t about working employees harder for longer or recruiting more staff.
“It’s about embedding employee wellbeing, development of skills, technology and equality, diversity and inclusion. Improved productivity will not only benefit businesses and the wider economy but also work towards improving employees’ experiences.”
Margaret Hyde, from, Ashton- Under-Lyne, Greater Manchester, has used learning at work to progress from being a shorthand typist to a senior university lecturer.
Now a marketing tutor at Professional Academy, which provides in-company training programmes, the 67-year-old said: “When I started out, I never dreamed I would achieve what I have.
“Over the years, I have worked my way up to become a public relations manager, later becoming a senior lecturer in marketing at Manchester Metropolitan University before taking voluntary severance and joining Professional Academy as a part-time tutor two years ago.
“I achieved this through lifelong learning, including studying a Business Studies degree in an evening class over a five-year period while working full-time.
“At the same time, I achieved my Chartered Institute of Marketing postgraduate diploma and earned a masters degree in strategic marketing, again while working.
“At 52, I left my job to study a full-time healthcare PhD and on completion, I was employed by Manchester Metropolitan University as a senior lecturer.
“A few months ago, I acquired a Masters of Fine Art in Creative Writing and have written a novel.
“Lifelong learning can open up so many opportunities, both professionally and on a personal level.”
Led nationally by the Campaign for Learning, Learning at Work Week offers a chance to connect with colleagues.
Workers can discuss what they feel they need to progress or be more efficient with their line manager and HR department.
Workplaces of all sizes and types are taking part, from multinationals, charities and SMEs to public sector organisations and government departments.
Julia Wright, national director at Campaign for Learning, said: “To get on in work and in life, we all need to learn throughout our lives — whether it’s through formal education or wider activities.
“The workplace remains one of the most important and recognised contexts for developing ourselves.
“That’s why employers are so crucial in promoting the importance of lifelong learning.”
Sophie Muirhead is learning and development chief at Horizon Leisure, one of the firms taking part.
She said: “We’re running a schedule of activities across multiple sites, including sign language classes, stress management webinars, team-building, CPR training, wellbeing walks and fun sessions like UV dodgeball.
“Learning at Work Week allows different teams, departments and levels across the business to share their skills and deliver learning opportunities together.”
See learningatworkweek.com.
1. USE OpenLearn, the Open University’s free online learning platform. It offers 900 free courses, ranging from one to 24 hours in length.
2. Set up a LinkedIn profile or update your current one. Network with people in your sector and look for relevant courses on LinkedIn Learning.
3. Ask your HR department what professional courses it offers. You may have a “learning budget” you can use each year on training, as part of your employment package.
4. Does your organisation provide career coaching? Even a one-hour session with a professionally-trained coach can help you.
5. Consider becoming a mentor for others at work. Reverse mentoring sees more junior employees mentor senior staff and everyone learns in the process.
ONE in seven workers has suffered from poor mental health in the past year, according to reports.
So how can bosses best support staff? Sarah McIntosh, of Mental Health First Aid England, shares her advice.
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1) MAKE MENTAL HEALTH PART OF YOUR STRATEGY: Mental health and wellbeing should never be a tick-box exercise – they must be embedded across the whole organisation to create lasting impact. This includes strong leadership commitment, clear policies and access to professional support.
2) LEAD FROM THE TOP: Those who speak openly about mental health send a powerful message – wellbeing matters here. When leadership actively champions mental health it helps break down stigma and build a more connected, psychologically safe workplace culture.
3) MAKE INCLUSION A PRIORITY: Mental health support must be inclusive, accessible and representative. Ensure there is diversity across support networks including ethnicity, gender, sexuality, role level and lived experience, as well as understanding different cultural and individual approaches to mental health.
4) PRIORITISE MANAGER TRAINING: Bosses have a huge impact on the success of their teams. Equipping managers with the confidence to navigate conversations about mental health, performance and individual needs will help to create an environment where team members feel supported.
5) BUILD CONNECTION INTO DAILY WORKING LIFE: One in five UK staff experience workplace loneliness. Small things, such as encouraging catch-ups, celebrating wins or hosting wellbeing moments can increase belonging.
6) INVEST IN A VISIBLE MENTAL HEALTH FIRST AIDER: Simply training mental health first aiders isn’t enough – without boundaries, support and structure around them, they can feel underused. Employers should offer regular refresher sessions and recognise the value they bring.
A grape chanceRAISE your glass to a job in the booming British wine industry.
Currently taking place for the first time, National Wine Careers Week aims to uncork thousands of job opportunities.
The sector supports 413,000 jobs, with more than 1,000 vineyards nationwide.
The hectarage that has been planted is up by 123 per cent in just ten years.
As well as jobs in wine production, from grape growing and winemaking to importing, the week highlights transferable roles such as marketing, HR, accountancy, quality control, investment and logistics.
Jeremy Kerswell, principal of Plumpton College, said: “Ultimately, we want to showcase that wine isn’t just for drinking, but for working in too.”
See winecareersweek.co.uk.
EE is recruiting for retail advisers and store managers nationwide. Search at jobs.bt.com.
SAKS Hairdressers has positions for stylists, apprentices and beauty therapists. See saks.co.uk/careers/all-jobs.
MAKING time for schoolwork as well as work experience can be tough, so Aldi has introduced a virtual work experience programme to support young people into retail careers.
Open to students aged 13 and over, the free online course – created in partnership with Springpod – is designed to build skills and introduce young people to the wide range of careers available in retail – from warehouse and store jobs to office-based roles.
Upon completion, participants receive a certificate to enhance their CVs or future applications.
The budget chain has already had 2,000 pupils sign-up.
Find out more information at aldirecruitment.co.uk/early-careers/apprenticeships
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