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Author: Eventus

Eventus Recruitment Group > Articles by: Eventus
26Aug

Employee incentives to recognise, reward, motivate and retain staff

When I think of possible incentives to offer employees, so many come to mind. As a result, it could be overwhelming to businesses when it comes to making a decision on which incentives to offer employees. Or maybe you are creating an incentive programme to support your benefits package for the first time. This blog explores different incentives and things to consider when making a decision on incentives.

Why should you offer employees incentives?

There are so many reasons why businesses should offer incentives. Employee Incentives are great for:

  • Rewarding staff for their work and for keeping them motivated.
  • Improving company culture and retention.
  • Recognising employee achievements and celebrating reaching milestones and targets.
  • Team bonding.
  • Facilitating inclusion and a positive workplace environment.

Factors to consider when deciding on incentives

Before choosing think about:

  • Budget – ultimately budget will determine what you will be to able offer.
  • Your company set up – do your employees work from different locations? If yes, a good incentive may be to have regular meetups to facilitate inclusion and team bonding.
  • Company size
  • How your company works – is it target driven, sales orientated etc…

Incentives to offer

Here’s a range of different incentives you could offer, which are suitable for different budgets and company cultures.

Monetary incentives

Bonuses – offering bonuses work well in departments that are target driven but can also be rolled out company wide. For example, providing a company-wide bonus when the yearly income target is met or at Christmas to say thank you to your staff.

Vouchers – are a great way to encourage your employees to treat themselves to things they wouldn’t normally. Most retailers offer gift vouchers, so employees could have a choice as to which company they would like the vouchers for; directly helping with any purchases they are planning in the near future.

Team incentives

Award Ceremonies – this is a bit of fun for the whole company and gets everyone in a company interacting with each other. They can also be as a big or little as you would like. Done virtually or in one location.

Days out / Trips away – recently, here at the Eventus Recruitment Group, the whole company went to Edinburgh for a night. We were given £250 vouchers to spend in John Lewis, had a meal at Gaucho and went chocolate making. To us, this is a beneficial incentive, with us being a small company and based at different locations across the UK. It’s wonderful for everyone to get together in a relaxed environment, catch up and have a bit of fun.

Contact us to discuss incentives further

Employee of the month – having an employee of month scheme recognises the achievements of your staff and brings some healthy competition to the workplace. You can decide on the prize. Some rewards that businesses offer as a prize for the employee of the month include trophies, vouchers, extra annual leave and hampers.  Another option is to have a wheel that the employee spins to determine the prize.

 

Team building activities – great to boost morale, identify future leaders and improve communication and productivity in the company. Some ideas for activities include quizzes, competitions, office trivia, escape rooms and cookery classes. You could even create an office memory wall. Get the team to draw or print photos of memories and put on a wall to create discussion and camaraderie.

Buying breakfast or taking your staff out for lunch – this is a great option for thanking your staff personally for their work and to encourage team bonding in a relaxed environment.

Incentives to support health, well-being and work-life balance

Weekends away – again this rewards employees with something they may not do normally and encourages them to take some time for themselves.

Extra holiday days – people have realised the importance of a work-life balance and are valuing their annual leave more. However, if you do offer this as incentive ensure that the person’s workload is looked after. So, they aren’t returning to a desk piled up with work.

Health and Wellness – there are lots of incentives to offer surrounding health and wellness. For example, paying for mindfulness apps, food / meal subscriptions, health insurance, gym and social memberships. In addition, you could put on company classes or arrange a charity fundraiser to encourage your employees to complete a challenge together. For example, we have just signed up to walk, run, swim or cycle 100 km in September for our local Hospice.

Tickets for activities / days out at their leisure – cinema tickets, sport tickets, theme park tickets etc. Tickets for activities are great to encourage staff to do something different with their leisure time. Plus, they will come back to work with a story to tell.

Career development related incentives

Guest speakers – arranging for a quest speaker to come into the workplace or virtually to give a talk on something relevant to your employees or business, can be very motivational for your employees. The talk could be on a career development or sector related topic, mental health and well-being, or even a non-work related topic.

Funded courses – are good for helping people to progress and for incentivising them in their careers. However, courses don’t necessarily have to be work related. People might want to upskill in other areas. For example, property maintenance, crafts or cooking to name a few.

If you would like discuss incentives and benefits packages further with us, do get in touch. Everyday, we advise businesses on their recruitment and retention strategies.

If you could have any incentive, what would be at the top of your list? Please comment below.

Written by Emma Guy, Marketing Executive at the Eventus Recruitment Group.

Further Reading

The employee benefits your employees want

How to avoid The Great Resignation affecting your business

We can always rely on Erin to find us good quality candidates in a short timeframe no matter what we throw at her. Erin is incredibly professional, diligent and friendly and we couldn’t recommend her any more strongly. – Robert, Practice Manager.

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24Aug

Meetings – do we have them too often? And how to make sure they’re effective.

Sometimes it is necessary to have meetings in order to discuss ongoing and upcoming projects, review targets, share ideas and discuss how to solve challenges. However, is your firm having too many meetings? Do you feel like you always have a meeting to attend?

Why we have meetings in the workplace

Meetings are a common thread through every organisation, giving colleagues and managers the time to collaborate, discuss goals, review and establish projects amongst many other topics. It’s important that attendees understand the purpose of meetings to make them effective.

In order to achieve certain goals it is often the case that there will be collaboration: with colleagues; other teams or departments; and sometimes external stakeholders who aren’t always in a room together; Therefore meetings are required so that everyone can get together in order to share ideas, discuss progress and get things done.

Meetings often help colleagues and other stakeholders to build relationships. It’s much easier and quicker to build strong working relationships with people you see face to face. Decisions are often made quicker when everyone attends a meeting to contribute rather than emailing or phoning around to get things over the line.

In my career I have been in hundreds, maybe even thousands of meetings but I have to say that with most of them it was important I was in attendance. They helped me to build strong relationships, especially with colleagues in different departments, and provided insight into how each department aligned with the company vision and values. It’s also interesting to understand another point of view when meeting with colleagues who carry out a different role or function. During a meeting it is surprising how much you can learn about other parts of the business and what it actually is that other people within the business do.

Don’t be afraid to check whether your attendance is necessary

However, I have also attended and been invited to meetings where my presence wasn’t necessary, and I have felt that I could’ve been much more productive elsewhere. This is a valuable lesson and a few years ago I always checked the agenda before a meeting to make sure that it would be useful and productive for me to attend.

There certainly are times when we can feel that there are too many meetings but don’t be afraid to ask for the agenda. Or to ask the chairperson what it is they think you can bring to the table, if you aren’t sure why you have been invited. This is especially the case if you have tight deadlines and a huge to do list. Don’t be afraid to ask whether your presence is required. Your colleagues are likely to understand that you have to manage your time as much as they do.

Keeping meetings effective

Here at Eventus Recruitment Group we have one full team meeting on a weekly basis discussing successes and market knowledge, sharing ideas, reviewing targets and WIP along with our marketing plans. We genuinely find the meetings useful as everyone brings something different to the table and we get chance to celebrate each other’s success, support each other’s challenges and plan ahead.

However, we can be a little bit of a chatty group if we aren’t kept in order so to ensure our meetings run smoothly and efficiently here are my top tips:

  1. Have an agenda – most importantly stick to it
  2. Nominate a chairperson – ideally put this on the rota so it isn’t the same person each time
  3. Note and distribute agreed actions – include who is responsible and deadlines
  4. Make time for Any Other Business at the end of the meeting – encourage attendees to send their AOBs to the chairperson prior to the meeting so that they can stick to the schedule

I enjoy an effective meeting, often coming away feeling positive and inspired. Especially after spending so long working alone at home during those lockdown days. It’s great to get around the table with my colleagues and collaborate.

Written by Nikki Phillips, Legal Recruitment Consultant covering Lancashire, Cumbria, Greater Manchester, Cheshire, Merseyside and Wales.

01Aug

How to ensure your recruitment process is engaging

In today’s market, hiring can be very competitive. Top professionals will be wanted by multiple firms, so it’s important to ensure your recruitment process is engaging and attracts top talent over your competitors. Candidates now often have multiple options and aren’t just applying for one company at a time. So, this blog contains advice on how to make your recruitment process stand out and make sure you a professional’s first choice.

Let’s start at the very beginning…

The Advert

This should be very clear.

Job Description – It’s imperative that the job description attracts the talent you are seeking.

  • Provide an overview of the role and the day-to-day responsibilities, don’t forget to include some interesting information about the role.

Person Specification – Be as descriptive as you can, you want to attract the right candidates.

  • Include the level and type of experience the candidate needs to demonstrate.
  • What skills do they need for the role? Don’t forget soft skills that are required.

Benefits and Rewards – Candidates who are actively looking will be interested in what you have to offer.

  • Make sure you list all additional benefits included with the role. For example, enhanced holidays or pension contributions, healthcare benefits, death in service benefits.
  • Be sure not to include standard holidays or pension as a benefit, they’re statutory and shouldn’t be included. Of course, include them if you offer above the statutory entitlement, as this will be beneficial to candidates.

Company information – This is where you showcase your firm.

  • Talk about the team, awards and why it is such a wonderful place to work.

Proofread your adverts – Always check, check, and double check.

  • Always proofread your job adverts or get a colleague to double check them.
  • If there are mistakes in the adverts it can give a bad impression to professionals.
  • Job adverts often provide the first impression of your company to potential employees, make it count.

Always, we discuss all these points when working with you. So, we can produce an enticing advert and we can discuss all points with candidates as we approach them. Particularly, it’s important trying to engage with candidates who aren’t actively looking, as we want to present them with as much information about the opportunity and your business as possible. This way, your recruitment process is thorough from the get-go.

Advert Response

Once we have candidates apply and you have their CVs you need to be responsive.

  • Regardless of whether or not you want to take that candidate to the next stage it is important to give feedback. As, even though the applicant might not be right for your firm, they could know someone who could be perfect. If you ignore their application and don’t respond, they are unlikely to recommend your firm to others.
  • If you are looking to take the candidate to the next stage you need to get back to them within 24 hours. Otherwise, they could start looking at other roles and you could lose the candidate to another firm due to a slow response and a better recruitment process elsewhere.

The Interview

It’s important to remember this is a two-way process, as it is a vital part of the recruitment process.

  • Prepare conversation starters and questions that will make the interview feel like a conversation.
  • Consider what you want to know about the candidate, their experience and aspirations and use this as a basis for your conversation.
  • Ask them what they know about the firm. Add to this with anything else you feel is important for them to understand or that will make your firm stand out.
  • Talk about the team and the culture, why do people like working there.
  • Once you have gone through your questions and conversation starters, don’t forget to ask the candidate if they have any questions. This is great, as it will give you an indication as to whether the candidate has prepared for the interview.

Feedback

This stage is often forgotten but if you think that candidate might be the right one for you why would you leave them hanging?

  • Although you may not yet have made a decision you should give your candidate some initial feedback to keep them engaged (they could be interviewing elsewhere).
  • If you are working with us, we will have already spoken to the candidate and asked them how they feel the interview went.
  • Always provide feedback to all candidates you’ve interviewed. If you aren’t taking them further, be polite and provide them with constructive feedback. This will help them in their next job interviews.

The Decision

You should communicate your decision as soon as possible even if you aren’t hiring that particular candidate.

  • Give an indication of when the decision will be made.
  • Make the decision timely. It is understandable you may be interviewing other candidates but don’t leave it too long before making your final decision.
  • If it isn’t a positive outcome for that candidate, give some clear feedback as to why it is a no. This will help them understand your decision and help them improve.

The Offer

As mentioned earlier, the candidates could be interviewing at various firms and this could mean they have multiple offers. We are seeing this increasingly in today’s market.

  • Explain why you are making the offer and don’t just base it around their hard skills and experience also include why you think they will be a fantastic addition to the firm.
  • Make the offer clear and put it in writing – don’t forget to include the above information on the offer letter.
  • Don’t forget that the candidate is likely to be made a counter offer so make sure your offer stands out and shows the candidate how much you value them.

It doesn't stop here...

The recruitment process doesn’t end with a hire. When your chosen candidate starts, it’s important to have a thorough onboarding process and continue to keep engagement high. Otherwise, they could easily become complacent.

  • Regularly check in with your new employees to see how they are finding settling in and what accommodations you can make to make their jobs easier if needs be.
  • Set clear and defined goals with them so they are headed in the right direction and know what is expected from the get-go.
  • Offer a buddy programme so they have continuous support and feel part of the team quickly.

Engaging with new employees once they have started their new role is so important and effective, take a look at our onboarding blog for more tips and why this should be done.

About The Eventus Recruitment Group

The Eventus Recruitment Group are award-winning recruitment specialists in the Legal, Finance, Accountancy, and HR sectors. We have an experienced and knowledgeable team of industry experts, who can advise on your recruitment strategy and are passionate about finding the best candidates to help businesses thrive across the UK.

Our bespoke recruitment service will be tailored to your individual needs. We always take time to understand more than just your job requirements; we will get to know you, your business and company culture in order to provide you with an outstanding service that surpasses your expectations.

Our core values underpin everything that we do and guide us in how we treat our clients and candidates.

Further Reading

Employment Trends and Work Attitudes Survey Key Findings and Report. Download here.

Top Questions to Ask in Interviews. Read here.

How to Write the Perfect Job Advert to Attract Top Talent. Read here.

“I’ve worked with Nikki and Siobhan at Eventus and found them both to be, not just professional and helpful, but that they genuinely care about each individual circumstance. They listen and are empathetic and constantly made me feel like I had a good friend on my side during the recruitment process, always with my best interests at heart. I would recommend Eventus Legal in a heartbeat. Thank you for all you’ve done to help me!”
testimonial image
Placed Legal Candidate
14Jul

Current recruitment trends to be aware of

It feels like now, more than ever, Legal recruitment is a particularly scrappy and competitive market to be in. In the last few months, myself and my colleagues at The Eventus Recruitment Group have seen all sorts of things happen in throughout the lifecycle of filling a vacancy. From candidates being offered tens of thousands of pounds to stay with their current employer; to clients offering candidates above and beyond what they would normally offer to an employee. So, here I explore some trends to be aware of when recruiting or job searching.

Recruiting in a candidate-short market

Legal Recruitment always has, and will always be, candidate led. There are many more jobs out there than there are qualified people for those jobs. As such, when a candidate does consider making a job move, there is a very good chance that they are working with multiple recruitment consultants. Each will guide their candidate into different sorts of opportunities. If you are that candidate, I strongly advise that you make an informed decision on the sort of recruitment consultant that you would like to represent you. Absolutely make sure that they do not take the ‘spray and pray’ approach and send your CV everywhere at the click of a button. Rather, tell your recruitment consultant that you are happy for them to represent you anonymously. And that you will give your express written consent to send your CV to a law firm on a case-by-case basis. This means that you oversee the process, and it doesn’t make you look desperate to move roles. Not all recruitment consultants are the same.

If you are an employer and are looking for the next great candidate to join your team, really do consider making some reasonable adjustments to what you want. It might not be that you will find the fully STEP qualified Private Client Solicitor that you have asked for. But you may be able to find an incredibly talented Private Client Solicitor who hopes to become STEP qualified, for example. In a market such as this, ask for your recruitment consultant to really consult with you. Ask them for guidance and market knowledge, they should be able to guide you on this, too.

Re-evaluation of benefits

There has been a significant shift in the way that people appreciate their work, especially due to the pandemic. People can work from home, and some people continue to work from home. There are so many reasons for this, and most of them are sincere and reasonable. This is not a call to employers to offer fully remote working. However, do take the time to consider why some of your employees may want the opportunity to work from home every now and then. For your employees that really value the chance to work from home, bear in mind that if you do not allow it, there isn’t much that may stop them from beginning to look elsewhere for a role that will allow them that.

Multiple interviews, multiple offers

Following on from Legal Recruitment being a candidate short market, it makes sense that the candidates you are interviewing will be interviewing at different law firms, too. This is where recruitment can get messy. With multiple interviews come multiple offers. The last thing I want for my candidates and clients is for everyone being involved in a ‘bidding war’ over who can pay the most for a candidate. Do not be surprised, whether you are the candidate or the client when you are faced with multiple offers to consider.

Take the time to make an informed decision on: why you considered moving roles; what you want from the next role; and which of the offers can give you that. If you are working with a good recruitment consultant, they will help you and give you the space to make your own decision, not force you into one because they want to make a quick profit from you. I have no problem with organising visits for my candidates to go and visit the law firms to help make a better-informed decision, for example. At the end of the day, if you are looking to make a job move, the decision ought to be yours, and yours alone. It’s a big decision, so don’t let others, whether that be a recruitment consultant, a potential future employer, or even your neighbour Doris sway you!

Counter offers

So, there has been an offer made to a candidate and now is the time for a candidate to hand their notice in. A good recruitment consultant will inform you at the start of the recruitment process to expect a counteroffer from your current employer. As we’ve gone over, it’s a candidate short market. It is much cheaper for your current employer to throw some more money your way (or promise you the world), than it will be to have you leave and find a new you.

The rise of the counter offer

Over the past few months, the counteroffer has become more and more prominent. It isn’t just “We’ll match your salary” anymore. It’s much more of a “we’ll give you multiple thousands of pounds more to stay with us”. Some employers are panicked and are pulling out all the stops.

If you are a client who has made an offer to a candidate, please don’t just give the candidate a small increase of money. It will get surpassed, and then some. Don’t “um and ah” over offering a candidate and drag it out over days. It isn’t flattering the candidate, either.

If you are a candidate who has handed their notice in and you are given a counteroffer, ask yourself why didn’t your employer give you a pay rise in the first place? Why did it take you making the effort to leave your role before they showed you how much you were worth to them? As I’ve said, it isn’t unusual to get a counteroffer, it happens to everyone. Say you take the pay rise, what more will your employer expect of you now that they are paying you more?

We have a useful guide all about the counteroffer. Click here to read it

In summary

Recruitment isn’t an easy process, and particularly now, employers really do need to go the extra mile; to attract the very best and to retain their talent. Think of your recruitment process as something fluid and tangible, rather than something rigid and unmoving. By doing so: you will soon gain a greater understanding of your market; what you need to offer; and where you are falling short.

About The Eventus Recruitment Group

We are award-winning recruitment specialists placing talented professionals within the legal, HR, Finance and Accountancy sectors.

Here at the Eventus Recruitment Group, we offer realistic, honest and straight forward advice to both candidates and businesses, to enhance your career or to grow your team.

For candidates, we can help you to find your next opportunity at no cost to you. To view our latest jobs, please click here.

We also support you in applying for jobs through finding suitable roles that fit your requirements and skills, CV writing and preparing you for interviews. Get in touch for a confidential discussion.

If you would like help hiring for a vacancy, please click here to contact us. With offices in Lancashire and Cheshire and recruitment consultants based across England, we are best placed to find the top talent in your industry and location.

We can always rely on Erin to find us good quality candidates in a short timeframe no matter what we throw at her. Erin is incredibly professional, diligent and friendly and we couldn’t recommend her any more strongly. – Robert, Practice Manager.

03May

Top questions to ask in interviews

Top questions to ask in interviews

So, you’ve been looking for a new role, you’ve sent in your application, and your prospective employer has asked to interview you – now what?

How do you feel? Are you nervous? Excited? Feeling confident?

All of the above are completely normal. I would be worried if you didn’t feel a little nervous about an upcoming interview – it suggests that you want to do well and that it means something to you. However, one aspect of the interview process that candidates tend to forget about is having questions prepared. I would argue that having questions for your interviewer is one of, if not the most important thing to be prepared for when interviewing.

When you are faced with the inevitable: “Do you have any questions for us?”, what do you say?

DON’T say: “No, I think you’ve just about answered everything.”

Use this opportunity to get to know your potential employer – what DO you want to know?

Here are some questions that are really useful to have up your sleeve in a pinch:

  1. “Where do you see the business going in 5 years from now?”

This is a good question because you can get a sense of what the long-term goals of the business are. Where they plan on expanding, what role you could play in the expansion, and how you could help to add to that progression. It will also give you a sense of job security.

  1. “What do you enjoy the most about your role in the business?”

This gives you a chance to hear from a current employee of a given business why they like their job. We all spend so much of our time at work, so it’s important that you can work in a role that you enjoy. This is the perfect question to give you some insider knowledge about the business, how it works, and how employees feel about working there.
This is a particularly good question because it gives the interviewer the opportunity to talk a little about themselves – remember, people enjoy talking about themselves.

  1. “What sort of skills are needed to be successful in this sort of role?”

This question gives you a sense of skill fit, and whether you can offer your potential employer what you need. Interviews are a two-way street; they are as much about you working out if you could see yourself working for the company as they are about the person hiring working out if you are the sort of person to hire.

  1. “What sort of personalities are the most successful in this role?”

Like the previous question, this gives you a sense of working out team fit, which is one of the most important aspects of hiring. Someone may be the best person in the world for the role on paper, but if they don’t get on with their colleagues, issues may quickly arise. Some roles are client focused, so people who get on well with others may find these sorts of roles more enjoyable than those who prefer to work alone, for example.

  1. “Are there training / progression opportunities within the role / company?” or “Is there a specific career path for those looking to progress in this department?”

Asking about developmental opportunities demonstrates to the interviewer that you will be committed to a long future with the organisation, and are dedicated to your career. It also will help you to assess whether a long-term career with the company is possible.

  1. “I’ve taken a look at your website and noticed the volunteering work you do with X. How often is the firm involved with such events and are you involved with any other charities?”

This question demonstrates you have researched their website and that you are open to volunteering or being involved with Corporate Social Responsibility projects.

  1. “How would you describe the firm’s culture?”

This will give you information to assess whether you’ll fit in, assess the working environment of the company and whether the company’s values align with your own.

  1. “What qualities or attributes do you think someone needs to be successful working for this company?”

Asking this question quickly allows you to identify the company’s expectations of their employees and whether your skills / qualities meet their expectations.

  1. “What do you think the greatest challenges are facing the organisation at present?”

This is a fantastic question to ask if you are being interviewed by senior leadership or managers. It shows that you think holistically and that you are interested in the performance of the company. It will give you insights into any challenges and, if applicable, you can follow up their response with any experience that you have that might help them overcome these challenges.

  1. “Is there anything else I could provide you with so you can assess my suitability? Or anything else you would like to know?”

This is a good question to ask if your other questions have been answered during the interview. It shows a good nature and restates your interest in the job. If ever you find yourself in a bind when being asked if you have any questions for a potential employer, give yourself a moment to stop and think before asking questions that you actually want to know the answer to. There are, of course, some taboo topics that I would suggest you steer clear from, such as the following:

  • “When can I start?”
  • “What is the salary/pay?”
  • “What is your sick-leave policy / holiday allowance?” – suggests you are already thinking about not being there!

Would you like more interviews tips and tricks?

Our handy guide will give you valuable information regarding the format of interviews, questions asked and tips on how to prepare, including for competency based questioning.

Job Interview Mistakes to Avoid

This article will goes through the common mistakes that are made during job interviews and how to avoid them. Click here to read the article.

STAR Interview technique

The STAR technique is a very handy method to use when having job interviews, as it will help you to answer questions perfectly. In the video below Erin explains what it is and how to use it.

Let us help you find your next role

Here at the Eventus Recruitment Group, we offer realistic, honest and straight forward advice to enhance your career. We can help you to find your next opportunity at no cost to you as a candidate. We recruit for all roles within the legal, HR, Finance and Accountancy sectors. To view our latest jobs, please click here.

We also support you in applying for jobs through finding suitable roles that fit your requirements and skills, CV writing and preparing you for interviews. Get in touch for a confidential discussion.

If you would like help hiring for a vacancy, please click here to contact us.

Further Reading

How to quit and find a better job

Job Interview tips and preparing for the interview

Follow us on Facebook, Twitter and LinkedIn for the latest jobs, tips and updates from us.

27Apr

Burnout – signs and ways to overcome it

What is burnout and its effects in the workplace?

Burnout is becoming an increasingly common issue in the workplace. It occurs when an individual is overwhelmed by the demands of their job, leading to mental, physical and emotional exhaustion.

I recently saw an article detailing how Gen Z employees are feeling burnt out. “Employee stress levels are on the rise, with the younger generation feeling the greatest impact”, according to the Cigna 360 Global Well-Being Survey 2022. It surveyed nearly 12,000 employees across 15 countries – including the UK, Australia and the US – saying that 91% of Gen Z participants between the ages of 18 and 24 feel stressed, compared to 84% on average. The report said that unmanageable stress impacts almost a quarter (23%) of Gen Z-ers, with 98% experiencing symptoms of work burnout. Meanwhile, Millennials between 25 and 34 were not far off behind, with 87% saying they were stressed.

This got me thinking about how do we know if we are near feeling “burnt out” and how to manage it if we’re already there?

Signs and symptoms of burnout

It’s important to recognise the signs of burnout, such as feeling overwhelmed, unmotivated and anxious. Signs to look out for that may indicate you are burnt out:

  • Feeling constantly exhausted and drained
  • Struggling to focus on work
  • A lack of motivation and feeling overwhelmed
  • Increased irritability and frustration
  • Poor sleep quality
  • Feeling like there’s no point in completing tasks
  • Feeling anxious and not wanting to go into work
Burnout in the workplace

Burnout is a state of mental, physical and emotional exhaustion caused by excessive and prolonged stress. It is common issue in the workplace – no matter your industry or role. It can be difficult to identify, as it often creeps up on you over time. It’s key to remember that it’s ok to take time to look after yourself and to give yourself space to recover.

Identify the cause of your burnout

it’s important to identify the cause of the burnout and address the underlying issues. This could be lack of sleep, work stress, lack of support, or a number of other things. Once you’ve identified the cause, you can take steps to address it and reduce the risk of burnout in the future.

Manage your workload

Firstly, take on a manageable workload. Make sure you’re not taking on more than you can handle and be aware of your own limits. If you’re feeling overwhelmed, speak to your manager about taking on fewer tasks or delegating some of your work.

Make time for yourself

The first step is to recognise that you are feeling overwhelmed and take some time out to relax. This could be a few hours or days, depending on how severe the burnout is. Schedule regular breaks throughout the day and don’t be afraid to take a day off if you need it. Take this time to focus on yourself and do something you enjoy. Additionally, try to make time for activities outside of work. Such as spending time with friends and family, binge watching your favourite TV programme or taking up a hobby.

Talk to someone

Talking to a family member, friend or mentor can help you to process your emotions and make you feel more supported. Make use of any wellbeing initiatives that your company offers. Many company health insurance schemes include health checks, which can include mental health. Acknowledging and addressing burnout is the first step to finding a solution.

Set realistic goals

Make sure that your goals are manageable and achievable. Celebrate the small wins along the way! Don’t be too hard on yourself if things don’t go to plan.

Finally, be sure to look after your physical and mental health. Exercise regularly and make sure you’re eating nutritious meals. Don’t forget to take time to relax, such as listening to music or meditating.

Look after yourself

Establish a balanced lifestyle and look after yourself. Selfcare is so important in overcoming burnout. This may include getting enough sleep, relaxing, eating a healthy diet, and exercising regularly.

Remember that it’s ok to feel burnt out and that it’s important to look after yourself.

Further Reading

Burnout by Mental Health UK

Dealing with burnout while working from home

Written by Shelley Gilchrist, Legal Finance and Accountancy Recruitment Resourcer for Eventus Recruitment Cheshire.

"I first was contacted by Shelley who provided me with all the information I needed, then I was passed onto Jo Hood who arranged my interview. It’s was a very quick turnaround, went for the interview, got offered the job and handing in my notice the following day. Excellent service."
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Emma, Senior Legal Cashier
24Sep

Eventus Recruitment Cheshire continues to expand with 2 new recruits

The Wilmslow-based Eventus Recruitment Cheshire continues its expansion with the appointment of two new members to its team, supporting business growth and to help as many people as possible to secure new employment in the Finance, Accountancy, Legal and HR sectors.

Shelley Gilchrist has joined the newly-opened Wilmslow office as a Recruitment Resourcer for the finance sector. Shelley has worked in recruitment for over 10 years, previously dealing with medical professionals for the Ministry of Defence. She takes great delight in really getting to the bottom of what a candidate is looking for and delivering just that. Her career and experience to date put her in the perfect position to deliver an exceptional service to our Wilmslow clients and candidates. 

Emma Guy has joined the team as the company’s Marketing Executive. Throughout her career, Emma has gained a wealth of experience of working in Marketing, Public Relations and Journalism across various sectors including property and education. She is looking forward to using her skills and experience to develop the company’s in-house marketing function, which previously was outsourced.

In September 2021, Eventus Recruitment Cheshire opened up a brand new office on Church Street in Wilmslow. The Cheshire office is headed by Jo Hood, who has worked in recruitment in Cheshire for over 20 years. It was her dream to bring Eventus Recruitment to Cheshire, due to its excellent location, transport links and business opportunities.

Managing Director of the Eventus Recruitment Group Siobhan Courtney, commented: “Our business is expanding in all areas, offices, consultants, resourcers and now our back-office infrastructure. I am delighted Emma Guy has joined us to head up our in-house marketing team, she has already wowed us with her innovative ideas and strategy.

“As equally exciting, is our second recruit into our Cheshire office, Shelley Gilchrist. She is our resourcer in Cheshire and brings with her a wealth of experience within recruitment. We absolutely couldn’t have asked for a better person to work alongside our head of office Jo Hood, to help talented professionals secure employment across Cheshire and beyond.”

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Eventus Recruitment  Cheshire are part of The Eventus Recruitment Group. who are award-winning recruitment specialists in the Finance, Accountancy, Legal and HR sectors. We have an experienced and knowledgeable team of industry experts, passionate about finding the best candidates to help businesses thrive. Based in Lancashire and Cheshire, we have regional specialists covering the whole of England and Wales.

If you are looking for your next role or are recruiting, please get in touch here for a confidential discussion.

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We support legal, finance and HR professionals in applying for jobs. Through finding suitable roles that fit your requirements and skills, CV writing and preparing you for interviews. Also, we handle any contract and benefits negotiations on your behalf.  Get in touch for a confidential discussion about your career. To view our latest job vacancies, please click here.

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We believe that happiness at work is a must for everyone. Above all, we will only ever place a candidate in a business if it is the right fit for both them and the business. So, you can be confident that we will find you the best career opportunities and best talent for your business.

“I had a great experience with this agency. Jo, the consultant in touch with me for the job I have applied for, really made the difference and I do believe that her advice and assistance made the difference. Very professional, always available, 100% satisfied.”– Former candidate of Eventus Recruitment Cheshire.

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