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How to avoid staff joining the ‘I quit’ trend?



Staff quitting his work in the office
Poor management and lack of prospects are driving employees out of the office in 2022

People have been quitting their jobs in record numbers, partially due to re-thinking of priorities over the past couple of years. However, it’s also partly due to bad management or employees having no plans of returning to working in an office five days a week.

“All industry sectors are grappling with a wave of resignations as people re-evaluate how they work and who they work for. Gallup found that 48% of America’s working population is actively job searching or watching for opportunities. However, the “great resignation” is the outcome of a long-term underlying “great discontent” – the highest quit rate is among disengaged workers.” – points out Lars Hyland, Chief Learning Officer at Totara Learning, a provider of enterprise learning, engagement and performance management technology.

“Flexible working has become much more prevalent and desirable. All told, some studies show that up to 83% of workers want to go hybrid after the pandemic. However, the actual experience of remote or hybrid working, and its perceived trade-offs, differs between job roles, industry sectors, and where you are in the management hierarchy. Many are not getting it right as creating an effective, motivating work environment that offers equal opportunity for those working at home or in the office requires changes to the workplace infrastructure – in terms of culture, processes and supporting technologies”, adds Hyland, who has over 27 years of experience in the design and implementation of large-scale learning programs and performance improvement solutions. Throughout his career, he has worked with a wide range of international organisations, including Tesco, Nestle, Deutsche Bank, American Express, British Airways, Virgin Atlantic and Vodafone, amongst other companies.

For Danny Gutknecht, co-founder and CEO of Pathways, workplace culture expert, and author of the book “Meaning at Work and Its Hidden Language“, with the pandemic keeping employees away from offices politics, they had more time to re-think the old trade-offs of time and work:

“During the first wave of the pandemic in 2020, layoffs topped 40 million. Fast forward to July 2021 and four million Americans quit their jobs. In the matter of a year, Americans went from being laid off to walking away from jobs. People are either exhausted from a meaningless exchange of trading time for dollars, or they feel like they are a walking contradiction balancing ambition with not living a life that’s congruent with themselves. The pandemic forced people to face themselves. Suddenly the drama, office politics, and pretend busyness were gone. All that was left was work. Initially, productivity saw a big boost then we saw widespread burn out. America’s work models were already ripe for massive disruption and the pandemic accelerated its pitfalls. The Great Resignation is ultimately the result of a crisis of meaning. Looking ahead, there is a vast opportunity for organisations to create environments where employees can share meaning with the organisation.”

Gutknecht, who has spent decades decoding and mapping the journey between an organisation and the employee, believes that “Unless the employee understands their talents and passions, and the kind of work that’s meaningful to them today, having a conversation about where they want to go in the future will be like roulette.” Through his research he has discovered that a breakdown in communication and expectations is typically at the centre of most conflict related to (current or prospecting) employees and employers.

Although, historically, companies were used to keeping tabs on their workers to make sure they were getting the job done, new times asks for a new approach – or businesses risking seeing valued members of staff walking way to get the job done elsewhere, often with a competitor.

“What about taking stock of workers’ opinions about the workplace, policies, and general feelings about their jobs, instead?” – suggests Sean Behr, CEO at Fountain, a San Francisco-based company whose technology was used to hire more than 2 million hourly workers in 2021.

“Some companies administer “pulse surveys” to take a temperature of their workers and analyse their overall satisfaction at work. In a similar vein, “stay interviews” are another option to gauge how workers feel about their jobs and clue employers into how they can keep their workers motivated and happy. With a record number of workers quitting their jobs, stay interviews can serve as preventative measures to improve retention rates and keep workers on staff.

According to Behr, unlike periodic performance reviews where managers are responsible for evaluating the worker on specific tasks, stay interviews usually involve asking your workers questions regarding their experience with your company. Question topics can range from schedule preferences, to co-worker collaboration and management’s handling of certain issues.

“Stay interviews allow you to spot any potential issues among workers or within the structure of the workplace and remedy them before they become unmanageable. It is a tool employers can use to better understand why top-performing employees choose to stay at or leave a company.” – adds Sean Behr.

In the end, clear communication between employers and employees may clear the air about a member of staff deciding to stay or moving to another company – before it can amount to further losses:

“Employee engagement is very closely linked to workplace productivity—and satisfaction, which avoids the whole “I quit” trend. Consequently, a lack of engagement is very costly. The lost productivity is equal to 18% of their annual salary. Replacing these workers when they leave requires one-half to two times the employee’s annual salary. It makes business sense to ensure that your organisation offers the best possible employee experience to retain and maintain high-performing people. This does not necessarily mean focusing on rewards, perks, and quirky workplace environments. In fact, recent research points to focusing on the basics of good management practice, and respectful communication has the most impact on engagement, resilience, commitment, and performance.” – completes Fountain’s Sean Behr.

Marcio Delgado is a Journalist, Producer and Influencer Marketing Manager working with brands and publications in Europe, America and Asia.


BT lands £70m IT services deal with South West Police



Police woman standing next to a police car
Ten-year contract with Devon & Cornwall Police and Dorset Police will see BT manage IT services for the two forces.

BT today announced it has secured a ten-year, £70m IT services deal with Devon & Cornwall Police and Dorset Police. Together, the two police forces handle more than a million emergency and non-emergency calls and respond to more than 118,000 incidents of recorded crime each year. The new long-term agreement will strengthen the forces’ technology estates by creating a future-fit infrastructure to support more joined-up policing, with the potential to extend the contract to neighbouring forces in the South West region.

The managed service contract will underpin a range of the police’s information, technology, and communication demands, including field mobile, airwave vehicle and handheld connectivity for emergency services – alongside security and customer service desk applications.

It will see BT work with both police forces to support public contact and staff collaboration platforms, delivering efficiencies for 101 and 999 services, whilst improving intelligence gathering and data sharing for staff. Frontline officers will benefit from improved connectivity for devices such as mobile phones, body-worn cameras and vehicle radio systems, delivering benefits for local policing by giving officers access to critical real-time information.

BT will also assist the forces in staying compliant with security frameworks, supporting measures to strengthen their security protocols against external threats. Together, these services will support Devon & Cornwall Police and Dorset Police with their digital policing strategy and strengthen crime prevention efforts, whilst also delivering expected financial efficiencies.

More than 5,100 police officers and 3,500 police staff work within the two forces, and they employ more than 550 Police Community Support Officers (PCSOs) and special constables. As part of the contract, BT has agreed to progress social value initiatives for both forces, implementing measures to improving transparency on the environmental impact of police activities in the South West.

“Efficient and resilient technology infrastructure is crucial to support the police in tackling both current and emerging threats – so we’re proud to have the back of South West police forces by delivering exactly that. This new managed service from BT will help future-proof connectivity in all areas of policing, from those on the frontline to behind-the-scenes support staff, helping them to protect the public and keep pace with the changing nature of crime,” says Ashish Gupta, Managing Director, Corporate and Public Sector at BT.

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12 steps to create inclusive presentations for any audience



Encourage questions from the whole crowd. This fosters engagement from players who are not as confident or remote.

A varied work environment requires presentations that everyone can enjoy and learn from. And In today’s diverse and interconnected world, providing inclusive presentations is more important than ever, as they can ensure that all audience members, regardless of their backgrounds, abilities, or learning styles, can engage with and understand the content.

Besides aligning several levels of expertise and increase audience engagement, as everyone feels respected and able to participate fully, inclusive presentations also enhance productivity, as audience engagement, as everyone feels respected and able to participate fully in any setting.

Here experts at a presentation design agency share essential tips on how to build engaging presentations for all audiences, regardless of background, abilities, or learning styles. These inclusive habits can help you improve your communication skills and create a respectful, inclusive atmosphere.

Understand your audience

To provide an inclusive presentation, first understand your audience. This requires investigating your target audience’s age, culture, career, and any limitations. Understanding these elements enables you to personalize your presentation to meet their individual needs and experiences.

Customizing Content to Meet Different Needs

Tailor your content to your target audience’s demographics. Use inclusive language and avoid technical jargon unless everyone knows it. Consider your target audience’s cultural and educational backgrounds to avoid alienating them via content or delivery.

Knowing your audience enables you to provide a more informed and engaging presentation. This first step establishes the presence of your presenting style.

Making content accessible

Making your information accessible goes beyond words. Speak plainly and simply to individuals with diverse backgrounds and skill levels. Summarize complicated concepts and provide handouts or visual aids to supplement the spoken information. Make your papers screen reader accessible and provide various formats for visually challenged audience members.

Planning your content around these features can make your presentation more inclusive and maximize the event’s advantages for everyone.

Making Slides Accessible

The visual style of presentation slides determines their accessibility and efficacy. Learn how to make presentations that everyone can comprehend.

Visually Accessible Slide Design Tips

To help visually challenged folks, use high contrast text and backdrop colors. Black text on white, or vice versa, is simple to see.

Simple Designs: Avoid layouts that are distracting or confusing. Use white space around text and pictures in a tidy way.

Use big letters for easier reading from a distance. Headings should have a larger font size than body text, which should be 24 points.

Selecting fonts and colors

Color schemes: When choosing slide colors, keep color blindness in mind. Avoid hazardous color pairings like green and red.

Choose readable fonts. Sans-serif types like Arial and Helvetica are ideal for screen readability.

These features allow you to design presentations that are attractive and accessible to everyone in your audience, even those who have visual impairments.

Inclusive Language and Delivery

Using inclusive language and careful delivery makes everyone in the audience feel valued and involved. How to do this in presentations.

Language Matters in Inclusivity

Avoid jargon: Use clear, straightforward language that all audience members may comprehend. Avoid utilizing technical or industry-specific jargon unless it is explicitly explained or clarified in the presentation.

Use Gender-Neutral Language: To neutralize gender-specific phrases, use “they” instead of “he/she” and “team” instead of “guys”.

Cultural awareness: Cultural variations might affect how your message is perceived. Avoid using idioms and words that may lose significance between cultures.

Clear and Respectful Communication Methods

Clear, Moderate Speech: Maintain a moderate speaking tempo so that everyone can grasp the information, particularly those who process auditory information slowly.

Pause to emphasise: After making crucial statements, pause momentarily to ensure that your audience understands them. This increases understanding and accentuates the point.

Restate To help you remember crucial points, repeat them throughout the lecture.

Inclusive language and thoughtful delivery improve the accessibility of your presentation and make attendees feel appreciated.

Using various learning styles

Recognizing and engaging audiences’ learning styles improves presentation inclusiveness and effectiveness. How to Support Multiple Learning Styles:

Engaging Everyone with Your Delivery

Use a range of teaching strategies in your presentation to suit various learning styles. Use imagery, narrative, and interaction.

Polls, question periods, and small group discussions make presentations more appealing to interested students.

Notes and takeaways: Provide attendees with specific handouts for use during and after the presentation. This allows all students to study and review at their own speed.

Accepting these many learning styles can help your presentation be more inclusive, memorable, and powerful for everyone.

Tips for Inclusive Q&A

Facilitating an inclusive Q&A session engages audience members while making them feel heard and appreciated. Here are some tips for making your Q&A sessions more inclusive

Set Clear Guidelines: At the start of the Q&A session, establish clear expectations for question handling. To encourage involvement, ask polite, concise questions.

Ask questions utilizing an audience microphone if one is provided. This elevates their voice and ensures that the whole audience hears the query.

Always repeat the audience’s questions before responding. If some people did not hear the question, this will help them to comprehend it.

Encourage all attendees to participate.

Encourage questions from the whole crowd. This fosters engagement from players who are not as confident or remote.

Provide other questioning methods: Throughout the session, attendees may submit written or digital inquiries. Shy people or those who dread public speaking may benefit from this.

These ideas will improve the effectiveness and inclusivity of your Q&A sessions by enabling everyone to participate.

Use assistive technology

Assistive technology may help make presentations more accessible, enabling everyone to participate. Integrate these technologies effectively.

Feedback Collection and Use

Continuous progress demands feedback, especially for inclusive presentations. Discover how to gather and use feedback to make future presentations more interesting and accessible.

In today’s globalised society, presentations must reach and engage a wide range of audiences. This article’s eight phases, which range from audience knowledge and content production to assistive technology usage and feedback, provide a thorough approach to inclusive presentations. Presenters may utilize these techniques to make their message more accessible, resulting in a welcoming and polite environment. In order to accomplish ongoing progress and flexibility, input must be solicited and absorbed. Take the following measures to enhance your presenting abilities and promote inclusion in your professional community.

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Fred Olsen Cruise Lines awarded for beekeeping tour



Fred Olsen Cruise Lines awarded for beekeeping tour
Georgina May, PR Executive, Tabi Winney, Destination Experience Assistant, Martin Lister, Head of Itinerary Product Development | Photo: Michael Newington Gray

Fred. Olsen Cruise Lines have been awarded ‘Consumer Favourite for Excursions’ at the inaugural Sailawaze Excellence Awards 2024.

The cruise line received the award last night at a gala ceremony held in central London, attended and hosted by Patrick Grant, presenter of hit BBC show, The Great British Sewing Bee.

More than 150 entries were submitted across the award’s eight categories, which were then shortlisted by a panel of cruise line industry experts. The final shortlist was then voted for by consumers.

Fred. Olsen Cruise Lines’ rural beekeeping tour in Lithuania was highlighted by the award. This tour allows guests the opportunity to learn more about village life and the cultural significance of bees by visiting a family-run apiary to see how honey is produced, with the chance to sample various honeys and locally produced mead.

“We were incredibly proud to have received this award. It’s testament to all the work that our Destination Experience teams, both ashore and on board our fleet, put in to making each one of our guests’ excursions an incredible and unforgettable experience,” said Martin Lister, Head of Itinerary Product Development at Fred. Olsen Cruise Lines. “We believe it’s all about the people and we believe that giving our guests the opportunity to connect with credible local people, who aren’t just providing information on a subject, but are passionate about sharing their personal stories and insights into their real lives, is the best way of engaging our guests and the communities that we visit”.

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