We are hoping to bring some festive magic and spread some Christmas cheer with our latest charity fundraising idea.
The team at Contract Personnel are aiming to raise funds to help provide presents, essential items and festive gifts for the children’s wards at some of our local hospitals across Norfolk & Suffolk.
At a time where some children and their families face spending time in hospital over the Christmas period, we are raising funds for hospitals including the Norfolk & Norwich University Hospital, James Paget University Hospital, The Queen Elizabeth Hospital King’s Lynn and West Suffolk Hospital.
After speaking with some of the hospitals, the funds will be spent on presents for the children, along with essential items for the wards – including cot mobiles, gift sets for the older children, sensory toys, arts and crafts sets and much more!
We will then donate the prizes in our Christmas JOB BUS, which will be decorated with Christmas lights and feature Father Christmas!
Anything you can donate to our cause will be greatly appreciated. We will be sure to feature your company across our social media channels and website – along with inclusion in our PR articles.
And if you just wish to donate as an individual, we will really appreciate your kindness this Christmas!
More and more people are electing to take up an apprenticeship in Norfolk. The results for 2021/22 have seen an increase in the number of people who start an apprenticeship, figures which had been in decline since 2016. Many employers who are new to apprenticeships are unaware that apprenticeships are not just for school leavers aged under 19, and that there are also apprenticeships opportunities for all ages, including for existing employees who may be looking at upskilling current staff.
Across England, new apprenticeship starts were up by 8.6% compared with 2020/21, whilst in Norfolk new starts were up by 17.7%, demonstrating the impact of work which organisations in Norfolk are doing in helping to buck the wider trend.
One of the areas with the largest increase compared with the same period last year was in Information and Communication Technology apprenticeships, which saw a 90% increase of people taking up an apprenticeship compared to 2020/21.
Cllr Graham Plant, cabinet member for growing the economy, said: “Being or hiring an apprentice can be so rewarding for both parties – it’s a great way to expand your business while also passing knowledge on. There are so many different types of apprenticeship to explore, from agriculture to the arts, and engineering to tourism. These qualifications are offered at different levels: intermediate, advanced, and higher, so there is bound to be something for everyone on offer.
“Apprenticeships aren’t just for young people, with almost half of apprentices this year being over the age of 25. Not only does it help the individuals on the course, but it helps to expand the Norfolk economy by creating jobs and enabling companies to grow to meet the demand of the future.”
Apprenticeships Norfolk, a free and impartial service run by Norfolk County Council, offers a wide range of support for both apprentices and companies looking to take on an apprentice, including information and guidance, as well as financial support. The Access to Apprenticeships grant, which is funded through the European Regional Development Fund, offers businesses up to £500 to enable them to overcome barriers to hiring an apprentice. The grant can be used for a variety of things, such as providing travel expenses, or the technology required by an apprentice to complete their studies, or for purchasing specialist equipment which would be needed, but can present a barrier to companies thinking of hiring an apprentice.
One company who was awarded the grant was BH Trees, a tree surgery company based in Norwich. They hired a female apprentice in a typically male dominated industry, which presented a challenge for them as a lot of standard safety equipment is designed for men. This equipment would be ill-fitting, and she would have had to share it, but the Access to Apprenticeships grant enabled the company to purchase equipment specifically designed for females.
Ben Hogben, from BH Trees, said: “We used the Access to Apprenticeship grant to purchase a tree climbing harness designed for arborists and for the female shape. I found the application for Access to Apprenticeships grant very straightforward – it was a single sheet to complete.
“I would urge other businesses to take advantage of the grant, it’s available to fund a huge range of equipment. It’s certainly made a difference to our business, and it’s certainly made a difference to our apprentice.”
Apprenticeships Norfolk has been running the #MadeInNorfolk campaign, aimed at encouraging businesses to take on an apprentice or to upskill an existing staff member using an apprenticeship. The campaigns success was recently recognised at the regional Chartered Institute of Public Relations awards, winning both the Best Low Budget campaign and the Best Public Sector campaign categories. The campaign was also highly commended at the national Annual Apprenticeship Conference awards.
Greater Anglia is reminding passengers that there is a rail strike this Saturday – and advising them that a further eight strike dates have been announced for December and January.
Train drivers’ union ASLEF is striking this Saturday 26 November, with Greater Anglia only running trains between London Liverpool Street and Norwich, Colchester and Southend Victoria and on the Stansted Express service.
There will be no trains on any other routes – including between Cambridge and London Liverpool Street.
The company is advising people to avoid travelling on Greater Anglia trains on Saturday and to check before they travel on Sunday morning as the 24-hour strike will cause first trains on Sunday to start later than usual.
The RMT union has announced strikes on Tuesday 13, Wednesday 14, Friday 16 and Saturday 17 and Tuesday 3, Wednesday 4, Friday 6 and Saturday 7 January, which will severely impact Greater Anglia services and lead to a very reduced service.
Jamie Burles, Greater Anglia managing director said: “We are very sorry that our customers are once again disrupted by strikes and we are having to advise people to avoid travelling on our trains.
“We know how much people were looking forward to a Christmas without the Covid restrictions of the last two years and now they are having to plan around strikes.
“As a rail industry we are keen to get this dispute settled and talks will continue with the unions to do everything possible to reach an agreement.”
Services this Saturday
First trains will start later than usual and last trains will finish earlier than usual this Saturday.
First and last train times to London Liverpool Street from Colchester will be 08.13 and 20.13; from Norwich 08.00 and 19.00; and from Southend Victoria 08.13 and 22.00.
In the other direction, first and last trains from Liverpool Street to Colchester will be 10.00 and 22.00; to Norwich 10.30 and 21.30; and to Southend Victoria 09.47 and 23.45.
Stansted Express service first and last train times will be: from Stansted Airport to Liverpool Street 05.15 and 23.42 and from Liverpool Street to Stansted Airport 04.10 and 23.25.
Anyone who has booked a ticket to travel on Saturday 26 November will be able to travel either the day before or up to up to and including Tuesday 29 November instead, or they can contact their retailer for a refund or to change the date.
Trains not running due to the strike will not be replaced by buses.
RMT strikes
RMT members due to strike in December and January include Greater Anglia station, catering, revenue protection, train cleaning and conductor teams, along with Network Rail signallers and maintenance staff.
Greater Anglia is currently working on timetables but it is likely that only services between London Liverpool Street and Norwich, Colchester, Southend Victoria and Cambridge, along with the Stansted Express will run, with first trains from 07.30 and all journeys complete by 18.30.
An overtime ban by the RMT from Sunday 18 December to Monday 2 January could also affect services. Passengers are advised to check before they travel between these dates.
More details, including timetables and refund information, will be available on greateranglia.co.uk/strikes as they are finalised.
An award-winning East Anglian HR firm is celebrating the close of an exceptional year for growth, with an expanded Norfolk-based team of consultants.
MAD-HR, which was launched in 2014 by entrepreneur Carole Burman, has grown rapidly over the last eight years and won numerous awards for its customer service and its innovative approach to HR delivery through tech.
It was also shortlisted in the most recent EDP Norfolk Business Awards, and collected the Customer Excellence Award at the most recent Suffolk Business Awards.
This month, it has bolstered its team of Norfolk-based HR experts, and is now made up of a trio of specialists with a breadth of sector experience.
Victoria Smith, Robyn Littlefair and Jemma Caplin are are highly skilled HR experts and have a primary focus in serving businesses across the county of Norfolk, delivering HR advice and supporting matters associated with recruitment, retention, employment law, employee wellbeing and HR strategy.
The latest trio brings the MAD-HR total staff count to 12, with other team members based in Suffolk and Essex. Further expansion is on the horizon for the business in terms of additional headcount and geography.
“I am so delighted to have another three excellent HR specialists onboard as part of the MAD-HR offering in Norfolk,” said Carole, who jointly leads the business with co-director Charlotte Bate.
“We have seen a growth in the demand for our Make a Difference brand of HR in the county as many businesses are looking to scale. By continually investing in our team we are able our high levels of customer service from our team will be maintained.”
She added: “Collectively, our team has many decades of experience across the HR sector and each consultant is passionate about helping business owners and Directors ensure that they achieve their goals by delivering expert-led support on all employee, performance & development issues. We help clients achieve more, faster, and more efficiently
“Victoria, Robyn and Jemma are a great asset, and I know they already actively making a difference to many business leaders in the Norfolk area.”
The female driver event at Stratford Academy. Credit: Greater Anglia
The train simulator. Credit: Greater Anglia
Train operator Greater Anglia has held a special event to encourage more women to become train drivers.
Almost 40 women who currently work for the operator in a variety of roles including ticket office staff, conductors and train cleaners attended the bespoke event at Stratford Academy on 18 November.
The group found out about life in the depot, tried their hand at driving a train on the simulator, and took part in a Q&A session with nine of Greater Anglia’s current female drivers. They also learned about the recruitment process and assessments.
Across the railway, 16% of roles are currently filled by women, a figure which the industry is working to increase.
Earlier this year, Greater Anglia held two female driver events on International Women’s Day.
Katy Bucknell, Greater Anglia HR Director, said: “Our female driver event is very popular, and we have seen a 67% increase in applications as a result. Every year we are seeing more and more women applying for train driver roles and this event was a great opportunity for people to find out more about what the job entails.
“Currently 7% of Greater Anglia’s train drivers are female, which has increased from 5% over the last couple of years. We really want to boost this number and attract more women to the industry.
“Some of our female drivers have been here for decades, but we are always looking to recruit more women. We want women to know that being a train driver is a great career choice – the railway is a great place to work and offers several benefits.”
Greater Anglia is working to progress a sex and gender network group following the development of an initial women in rail forum which delivered a range of different development sessions for all employees.
This included inspirational women in leadership discussions, developmental webinars on imposter syndrome, emotional intelligence, building personal brand and menopause awareness, all of which continue to run throughout the year.
With the past few years of not only Christmas Parties but all company events being “cancelled” or switched to online, December 2022 is going to be “the time” for companies to bring their employees together.
Did you know happy workers are 13% more productive? Research by Oxford University’s Saïd Business School, in collaboration with British multinational telecoms firm BT, found a conclusive link between happiness and productivity!
Even if a company only cares about their bottom line that is surely enough to motivate leaders to look after their staff. With Oxford University facts and figures aside, there has been a surge in businesses and those running them wanting to support their staff from a multitude of perspectives, with happiness and wellbeing a huge trend over the last few years.
Working with businesses of all sizes and hearing very similar stories all the time, we’ve created a list of the top reasons why people should be bringing their teams together this Autumn and Wintertime.
Encouraging team bonding and feeling part of something. There’s no doubt about it, hosting an amazing event for your team or company will enhance team morale and help create a sense of unity. Even now, whether it’s remote working or geographical location, there are businesses with staff who have never met face to face. Whilst technology has helped people bond from a distance, many believe stronger relationships can only be formed in a physical environment, whether body language or a clink of a glass play a part, or just people’s ability to relax in conversation.
This also strongly ties into staff wellbeing, supporting personal relationships as well as helping combat loneliness and isolation. I’m sure many people can recall times they met people at events that they “clicked” with and formed relationships with beyond.
Celebrate successes and hard work. Rewarding staff and letting them know you’re proud of their achievements can be a hugely powerful and motivating tool. Whether this is individual awards for outstanding members of the team, or just a “thank you” party to reward staff. Rewarding staff leads to higher employee engagement, can support staff retention and also creates a more rounded working environment. Demonstrations of this (for example social posts or online articles) can also help with future recruitment, many people want to work for companies doing “more”.
Break the Ice. We’re not talking awkward circles and introducing ourselves, that would be painful, but we always recommend points of interest, activities or entertainment going on at events, especially if the group aren’t familiar with each other in person. This not only gives guests something to begin talking about at the event but also if it’s something completely unique, something they will talk about after the event too!
If the above isn’t enough to convince you that your business should be organising events for the team in 2022, then try speaking with the team to gain their feedback on what they would like to do, or if they’d like to be together, you may just be surprised.
PS Did you also know that these are tax exempt? Speak to your accountant to find out more about the specifics, but you can spend up to £150 per person.
For help from organising your whole Christmas event, conference, meeting, team building activities, exhibition to just some quirky activities, speak to the Huxley team.
Norwich and London based architectural practice LSI Architects has been named in the 2020 Sunday Times 100 Best Small Companies to Work for, the fifth successive year that the practice has made the prestigious list. LSI Architects placed 60th in the list and once again received Best Companies 3 star accreditation, awarded to companies that show ‘extraordinary’ levels of workplace engagement.
Director David Andrews commented: “We want to be the best employer in the construction industry, believing this is how we’ll become a better architectural practice. We’re very proud to be named in the Sunday Times 100 Best Small Companies To Work For, especially so for the fifth time in a row, because the results are based on what our team says about LSI as an employer, so it provides an excellent indicator that we are on the right path to achieving our ambition. Regardless of external conditions, we will continue to do things in a way designed to enable our people to become happier, healthier, more highly skilled and motivated.”
The Practice is also gold accredited by Investors In People and MIND’s Workplace Wellbeing Index, and has been a finalist for the AJ100 Employer of the Year Award in 3 of the last 4 years.
Grants to support innovation projects and plans for growth are available to businesses in Norfolk and Suffolk via New Anglia Growth Hub.
The Growth Through Innovation Fund offers grants of between £1,000 and £25,000 to help invest in innovation, research, and development and these can cover
up to 50% of the total eligible costs for your project.
Companies from a wide range of sectors have already benefitted from this fund and you can find out more here
Businesses can also apply for funding of between £1,000 and £25,000 from the Small Grant Scheme. These grants usually cover up to 20% of your total project costs and you can find out how to apply here.
For more information about the free, impartial business support available from the Growth Hub, call 0300 333 6536 or email [email protected]
TRIGGER WARNING – this episode contains mentions of eating disorders, miscarriage, child-loss, suicide, and self-harm.
If you’re a male business leader, this episode may be of particular interest. Our special guest is occupational health specialist Hilary Horton. Hilary has decades of personal and professional experience and insight into the complexities of women’s health. She chats to Mark about how managers and business owners need to educate themselves to better support their teams. Many modern businesses haven’t kept up with societal change, and women still face barriers in the workplace, particularly around maternity leave, depression, menopause, complex premenstrual syndrome (PMS) and even religious understanding.
Hilary highlights the importance of empathy and education for leaders, particularly male ones, as businesses that tap into the power of women in the workplace and embrace and support them, are the ones who are often more successful.
Hilary is a former military nurse, who learnt empathy and leadership in her very early years, as part of the ‘over-spill’ working class community in the West End of London. She made it to be Head Girl at school, and realised young that if you have a skill, it’s your duty to pass it on. After a spell of mental health issues during her broad and fascinating career working in prisons, hospitals and the military, and studying psychology, Hilary made it her life’s mission to advocate for better health support within the workplace.
Mark also chats to Hilary openly about his own personal experiences being child-free and how this impacts his life at work, and they discuss what leaders can do to support employees going through grief and loss of all kinds, from miscarriage to divorce, to the loss of a pet or taking time off because of menopause symptoms, and why these factors need to be considered in appraisals and in the construction of policy and procedures, as people deliver their best at work when they feel supported; we are all human after all.
Nearly a third of businesses in the region admit that the rising price of materials and products is one of their top concerns in the run-up to Christmas; supply chain disruption is also seen as a top challenge
Despite significant pressures, East Anglia businesses are more optimistic about business prospects going into 2023, compared to this time last year.
Rising costs for recruiting the best talent, together with the price of products and materials in the build-up to Christmas, are the top concerns for East Anglia businesses in the coming weeks, according to the latest report from accountancy and business advisory firm BDO LLP.
The bi-monthly Rethinking the Economy survey of 500 mid-market businesses has revealed that the rising cost of products and materials is causing the greatest concern for nearly a third of businesses in the region – with more than a quarter admitting that the demands of increased wages are adversely impacting on the cost of recruitment.
The survey showed that 29% see supply chain disruption as one of their biggest challenges in the final few weeks of the year, together with the ongoing effects of Brexit (29%), such as increased customs legislation, supply chain problems, and immigration restrictions impacting access to labour.
As businesses in the region face significant cost pressures and disruption to the delivery of products and services, many are taking proactive steps to address the latest challenges facing their business. According to the Rethinking the Economy survey, more than a quarter of East Anglia companies intend to pause international expansion plans, while a further 23% intend to seek investment to cover financial shortfalls.
However, despite the challenges facing businesses in the final month of the year, an overwhelming number of East Anglia businesses surveyed (87%) stated that they feel more optimistic about business prospects going into 2023, compared to this time last year, marking a shift in sentiment since COVID-19 restrictions were lifted.
Peter Harrup, Partner and Head of BDO LLP in East Anglia, commented:
“Hearing businesses report that they are in a better place than this time last year is a positive, but there’s no doubt that trading conditions remain extremely challenging for many East Anglia businesses, following a period of sustained pressure over an extended period of time.
“However, despite the concerns surrounding rising costs and supply chain disruption, there is a real resilience and determination amongst East Anglia businesses to ride out the economic storm thanks to a clear focus on growth.”
The Rethinking the Economy survey showed that 68% of East Anglia businesses have changed their approach to raising funding in the last three to six months due to the economic climate, with more than a quarter admitting that they are seeking funding earlier than planned to support new product and service development.
Harrup added: “This positive approach to funding and growth lays the perfect foundations for 2023. However, businesses in the region cannot do it alone. With rising costs set to be an enduring theme throughout next year, East Anglia businesses are calling for more targeted support to help drive growth in mid-market businesses – the engine of the UK’s economy.”
According to the survey, 23% of regional businesses believe the Government should be working towards new trade agreements to create opportunities for market growth and exports, with a further 23% looking to the Government for new policy frameworks for recruitment and workforce upskilling. The aim of the frameworks is to tackle labour access issues, increase access to overseas workers, as well as help businesses access the skills they need.
The first bus services to benefit from funding secured from the Department for Transport are in operation. The Coastliner 36 service, operated by Lynx, will continue to run its summer timetable throughout the winter months.
This means that on Sundays and Public Holidays there will be an hourly service running from King’s Lynn to Fakenham along the coast – (instead of every 2 hours).
There are also enhancements to the 35 service which runs from King’s Lynn to Hunstanton which means that buses will now run every 20 minutes on Sundays and Public Holidays (instead of every 30 minutes).
These are the first in a number of service enhancements which are being funded by the £49.55 million funding which Norfolk County Council was successful in securing from the Department for Transport (DfT) to use on improving bus services across the County over the next three years.
Approximately £12 million of the funding has been allocated to provide new or expanded bus routes and increase service frequencies on key routes, including more evening and weekend services.
More new and improved routes across Norfolk will start early in the new year and will be announced soon.
Cllr Martin Wilby, Cabinet Member for Highways, Infrastructure and Transport, said;
“Securing this money is a major boost for travel across Norfolk and it’s great to see our plans for improved bus services coming to life so quickly thanks to this funding. More services and increased frequencies are key to enabling people to travel around the county by public transport and hope that increasing this key service in the West will benefit many people throughout the winter months.”
Graham Smith, Commercial Manager at Lynx said;
“The enhancement of frequency to our Sunday/Public Holiday buses between King’s Lynn, Hunstanton and along the Coast towards Wells-next-the-Sea will be welcome news to existing and new customers alike. Whilst services are generally quieter in the winter months there’s still demand for travel and this funding is invaluable in ensuring access to employment, shopping and leisure facilities.”
Bus Minister Richard Holden said;
“People up and down the country deserve a clean, reliable and affordable public transport system. That is why we have provided Norfolk County Council with almost £50 million to boost its bus services.
Supporting Lynx in running its Summer timetable also through the Winter is great for local passengers, who will now benefit from new routes and more frequent services to make the most of the fantastic work, business and leisure opportunities Norfolk has to offer.”
The cost of living and the current economic environment is at the forefront of most people’s minds. For many thoughts are with key issues of keeping a roof over their families’ heads, putting food on the table and keeping warm. Those on the lowest incomes will be hit hardest.
Many employers are thinking about what support they can give to their employees and workers at this time.
This may come as a surprise, but not all support needs to cost money.
Here are our top items to consider:
Can you offer a cost-of-living-bonus? In this situation, you must assess the impact on all individuals, particularly for those receiving Tax Credits or Universal Credit, as this approach may prove consequential.
Flexible working to support individuals who need to take on a second job, however, remember to assess the implications for the business, particularly where you have restrictive covenants in place, as you want to avoid a conflict of interest or burnout.
Promote all the benefits you currently offer and how to make the most of them. For example, counselling services help with stress and anxiety.
Start to normalise conversations about money worries. Create an environment that makes individuals feel heard and understood. Train your managers to provide the right support to their teams.
Bring in the experts and provide workshops for financial management, financial planning, budgeting etc. You would be surprised how many people lack knowledge on these issues.
Get creative and find a way for employees to share ideas and practical advice to support each other through this difficult time.
It is worth noting that in-work poverty is real, and even before the cost-of-living crisis, it affected one in eight workers in the UK.
The problem is most prevalent in accommodation and food services, with construction, wholesale and retail, amongst others, not far behind. Other factors such as pay, hours, location and barriers to childcare and transport all play a part.
So, what can you do on a wider scale to support your workforce? Here is the outline of a three-pronged approach to address the key issues:
Review your reward strategy. Are you paying a fair and liveable wage allowing individuals to lead a dignified life with access to opportunities and choices?
Empower your workforce to support their own financial well-being as part of your wider well-being strategy.
Develop a learning culture to show individuals a clear path to progression by developing skills, removing barriers and challenging perceptions.
