As if Covid-19 hasn’t been tough enough…rewind to the 1st of January 2021, the UK now has a new immigration system. What once seemed like a never-ending headline is now a reality and it’s making its arrival known with some industries feeling the effects more than others.

One early victim, the hospitality sector, not only are they still reeling from the pandemic but now also amid a recruitment crisis. I suppose this was a sort of double trauma caused by both employees leaving the industry due to lack of reliable work during Covid-19 and a change in immigration rules making it harder for businesses to employ migrant workers. 

In some ways, the above also applies to the UK construction sector, with the exception that construction trades kept working throughout, but it still suffered, and mostly at the hands of Brexit. Part of the cause? An over-reliance on the healthy flow of migrant workers pre-Brexit, and a lack of vision/inclusivity in the future workforce. This meant the lake of available talent became essentially a large pond with too many fishermen and not enough suitable fish. As a result a classic supply and demand scenario and costs went up. 

But it’s not all doom and gloom, the problem itself should be short term and the sector is now rising to the challenge. Just this week the CTIB published Rethinking Recruitment – Constructing a more Attractive Industry an in-depth analysis on what the industry needs to do to address its skills and labour shortages and to widen its appeal to alternative receptive audiences. The report also explores what the industry must do to attract and retain the right talent to supply its future needs.

In fairness, all businesses should consistently plan for their future skills and workforce needs including development of their existing workforce. Good businesses analyse, they analyse where the existing talent and ambition lies in their company and invests in development accordingly. Where this is not an option, they consider a variety of sources to supply the future workforce, they know that variety is key because talent comes in many forms. 

In addition to planning, analysing and ensuring inclusive recruitment, loyalty is a big factor here, after all, no sensible business casts aside its best customers…and this is comparable to your employees. Think about the loyalty cards that clog up your purses, wallets and now your phones, it’s not all about the free coupons! It’s about engagement and keeping customers close, it’s the inside knowledge and the relationship that counts. It’s much easier to sell to existing customers than to find new ones. 

Employee loyalty isn’t overly different…I’m not saying they can simply be ‘bought’ with free discounts, just that your existing employees should be valued in the same way your ‘best customers’ are. This is because it’s far more time efficient, easier and less costly to keep your existing talent than it is to secure new ones. Just like a customer’s love for a brand, long term loyalty really pays off, the longer they stay the more valuable they become, they are the ambassadors and the eyes and ears of your business.  

Employee loyalty starts right at the beginning, when new employees join the business, do you drop them in the deep end, a sink or swim scenario and wonder why they don’t stay? or do you take the time to know them, check in on them, share your business vision and keep communicating with them? Do you involve them in future plans, allow their contribution, watch out for their wellbeing and help them become their best self? 

Some employers will rightly say, that’s what we do! and likely see the rewards of their efforts, it’s true that employees will think twice about leaving a business that rewards, recognises and provides the security and work-life balance they need to thrive personally too. 

Of course it would be silly to say by doing all of the above you’ll never lose a good employee, that’s just not reality, and just like good customers, sometimes they just want to try something new…in this instance you can be happy in the knowledge you’ve helped them to progress. 

The lesson here is simple:

Put people at the heart of your business, make them priority and a major part of your strategy for success.

Easier said than done you say… well yes, for some it’ll take work, and yes larger businesses may have more resources to play with, but small businesses listen up, you are agile, you can make this work. 

Is there help to do this?

Yes! Help is readily available through a zero-cost scheme launched by the North of Tyne Combined Authority, the Good Work Pledge. It recognises employers doing the right things by their employees and helps others to make improvements. 

What does good look like?

The pledge consists of 5 pillars each featuring a criteria that spells out what good practice is, the pillars are:

· Valuing and rewarding your workforce 

· Promoting health and wellbeing 

· Developing a balanced workforce

· Effective communication and representation 

· Demonstrate a social responsibility

How does a business go about receiving an accreditation? 

Applications are made through a straightforward online portal accessed through our web page. Business are then required to answer a specific set of questions that relate to each pillar and upload an appropriate case study/evidence. Applications are then assessed, and the appropriate award is confirmed, good work is a journey and applications can be re-submitted if further information is required before an award can be made. 

At what level can my business apply for?

Accreditation is available at 2 levels, Standard: where a business needs to meet or actively work towards any two of the five pillars and Advanced: where the same applies but for all five pillars. 

What are the benefits of accreditation?

Once a busines is awarded either level of the pledge they will join a ‘community of good work’ a community of businesses who are a force for good. In addition accredited businesses will also feature in our ‘Gallery of Good Work’ an online display of business brands and level of accreditation. 

As membership of the pledge grows so does the future plans for its development with activities in the shape of networking, learning, mentoring and more in planning. Businesses can also benefit from exposure from the exclusive communications relating to pledge membership and its mission.  

To summarise

The visible traumas of Brexit and Covid-19 will stay with us for some time yet, but wounds are healing and to fully recover we need to make work better for everyone. The only way forward is to plan for the future, build back better and embrace change, the future is ours to re-mould and re-invent. 

Success in business means putting your people first, the ones that do will front the line of opportunity holding the right resources for success.