productivity - Blogs - DPG Community2024-03-29T14:14:21Zhttps://community.dpgplc.co.uk/blog/feed/tag/productivity2019 must be the year you focus on productivityhttps://community.dpgplc.co.uk/blog/2019-must-be-the-year-you-focus-on-productivity2018-11-26T15:02:58.000Z2018-11-26T15:02:58.000ZMichael Millwardhttps://community.dpgplc.co.uk/members/MichaelMillward<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/137397339?profile=RESIZE_400x&width=400"></div><div><p>If the UK is to be a free trading global nation, we need to address the productivity challenge.</p><p>Regardless of which side of the Brexit debate you stood at the time of the 2016 referendum the United Kingdom will leave the European Union in March 2019. The focus must now be on preparing our organisations and employees to take advantage of the opportunities that this momentous move may create.</p><p>For human resource professionals the initial focus of concern was what elements of employment legislation could be attributed to the European Union and might as a result be removed or changed.</p><p>For me it was one of my fellow CIPD branch chairs who put these fears into perspective when they spoke at an event for CIPD branch chairs ahead of the referendum, and asked: Regardless of the source of the legislation what element of our current employment laws do not support the type of society that we want to live in?</p><p>Which I suspect means we will not see much change in employment law as a direct result of Brexit.</p><p>The bigger issue for HR professionals is more likely to be improving individual employee and organisational productivity.</p><p>Although the United Kingdom is one of the biggest seven global economies (G7), we are not one of the most productive.</p><p>Just before the 2016 referendum output per hour worked in the UK was <a href="https://www.theguardian.com/business/2016/feb/18/uk-productivity-gap-widens-to-worst-level-since-records-began" target="_blank" rel="noopener">18 points below the average</a> of the other nations in the G7 and the trend since the start of the analysis shows a widening gap.</p><p>Despite advances in technology British workers are getting less productive than their international counterparts.</p><p>When in 2017 <a href="https://www.expertmarket.co.uk/focus/worlds-most-productive-countries-2017" target="_blank" rel="noopener">Expert Market</a> compared the annual Gross National Product of British workers to workers from a wider group of countries the UK was ranked in 17th place, one place down from the 2016 ranking.</p><p>A EuroStat analysis from 2013 shows the United Kingdom in 13th place.</p><p>Whilst the UK is getting less productive in comparison to other countries there is some evidence from <a href="https://tradingeconomics.com/united-kingdom/productivity" target="_blank" rel="noopener">Trading Economics</a> that British workers are improving their productivity, just not as rapidly as workers in other countries.</p><p>It isn’t the big industrial power houses that beat the UK in the productivity tables, smaller economies, like Ireland, Luxembourg and Denmark are regularly placed higher, and other small but rapidly developing countries like Iceland and New Zealand are snapping at the heels of British workers.</p><p>Since the free movement of people was introduced within the European Union the UK economy has benefitted from an influx of migrant EU workers who have been recognised for their higher work ethic than native British workers.</p><p>Such has been the impact of these workers that their return to their home countries many of which have fast growing economies will have an impact across all UK industries and leave companies with <a href="https://www.theguardian.com/business/2017/mar/25/brexit-eu-nationals-exodus-jobs-recruitment" target="_blank" rel="noopener">unfilled vacancies</a>.</p><p>Back in 2012 former Tory Brexit Secretary Dominic Raab contributed along with fellow Members of Parliament, Elizabeth Truss, Priti Patel, Chris Skidmore and Kwasi Kwarteng to a book, <a href="https://www.bbc.co.uk/news/uk-politics-19300051" target="_blank" rel="noopener">Britannia Unchained</a>, which highlighted what they described as the laziness of British workers in comparison to migrant workers and workers in Asia.</p><p>So, the HR profession faces a challenge; how are we going to contribute to the development of a more productive workforce?</p><p>Some might say that the problem kicks in long before people enter the workforce during the time people spend in an education system that focuses on qualifications that prepare people for the next stage of education instead of a life of work.</p><p>Others may say that the challenge is more cultural, and that we must make the best of it and hope that artificial intelligence arrives in time to save us!</p><p>Whimsical comments perhaps, but there is some truth behind them as well.</p><p>On the other hand, the problem could be that the HR profession including those with organisation development in their job titles simply has not focused on productivity.</p><p>It does seem that much of the work being done by HR professionals nowadays is either related to employment law, with disciplinaries and grievances or on employee well-being programmes to try and create engaged employees.</p><p>In my ideal HR world if we improved the relationships that employers have with employees there would be no need for disciplinaries or grievances, but that is a story for another day.</p><p>I am a big fan of employee well-being programmes and employee engagement, but as we struggle to secure the budgets for these initiatives it is worth remembering that those HR professionals who first focused on improving productivity have much easier access to the finances that they need.</p><p>At the start of my HR career the work of what was then called a Personnel department was much more focus on manpower planning and organisational work and methods assessments, but these functions have slipped from favour and the complex skills they required may have been lost.</p><p>Fortunately, there are <a href="http://productivitysummiteu.com?afid=2323&cpid=7524&utm_source=Workplace+Learning+Centre&utm_medium=Content%3A+Article#agenda%20Register:%20http://productivitysummiteu.com?afid=2323&cpid=7524&utm_source=Workplace+Learning+Centre&utm_medium=Content%3A+Article#register" target="_blank" rel="noopener">some companies,</a> from across a wide range of industries, that have maintained an interest in employee productivity. It is the professionals from these companies that will be presenting their experiences at the HR Productivity Summit in London on 31st January 2019.</p><p>You can see the agenda for the event at this <a href="http://productivitysummiteu.com?afid=2323&cpid=7524&utm_source=Workplace+Learning+Centre&utm_medium=Content%3A+Article#agenda%20Register:%20http://productivitysummiteu.com?afid=2323&cpid=7524&utm_source=Workplace+Learning+Centre&utm_medium=Content%3A+Article#register" target="_blank" rel="noopener">link</a>. If you wish to attend use the booking code WPLC10 to receive a 10% discount.</p><p> </p></div>What is good work, and can it be encouraged?https://community.dpgplc.co.uk/blog/what-is-good-work-and-can-it-be-encouraged2017-08-23T14:27:09.000Z2017-08-23T14:27:09.000ZLucy Boltonhttps://community.dpgplc.co.uk/members/LucyBolton<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2217334?profile=RESIZE_400x&width=400"></div><div><p>Peter Cheese, Chief Executive of the CIPD, looks at the quality of work and how it can be improved for the benefit of both employees and companies.</p>
<p>The idea of looking at good work is not new but as we venture into a more uncertain future of work with the impact of new developing technology it’s said to be time to focus.</p>
<p>He defines good work as “Good work is work that is engaging, gives people a voice, treats them fairly, is good for their wellbeing, and helps them to progress. It should be positive for individuals, but also lead to wider positive organisational and economic outcomes: higher levels of productivity and output, and greater innovation and adaptability.”</p>
<p>Amongst the G20 nations the UK ranks rather low for productivity, we are also seeing a growth of work-related stress and engagement surveys are revealing worrying results. “Good work should result in positive individual outcomes, and there is plenty of evidence that points to the relationship between wellbeing and engagement to productivity and creativity, and more broadly overall wellness and longevity.”</p>
<p>Good work should be the real theme in addressing challenges and generating opportunities to create better working lives. More flexible working opportunities as well as considering pay and reward are crucial for many working professionals to ensure a working balance.</p>
<p>To make good progress around the idea of good work, we need to encourage it for both organisations and employees. “There will be critical areas that government can positively influence, from skills investment to improving careers advice and guidance.” But the responsibility for creating good work must lie with the organisation.</p>
<p>How do you think HR and L&D people can contribute to good work?</p>
<p>To read the full article from Peter Cheese, <a href="http://www.newstatesman.com/politics/business/2017/08/what-good-work-and-can-it-be-encouraged" target="_blank">click here</a>.</p>
</div>7 Mistakes to Fix for Effective E-Learninghttps://community.dpgplc.co.uk/blog/7-mistakes-to-fix-for-effective-e-learning2016-10-18T09:52:39.000Z2016-10-18T09:52:39.000ZJana Roohearthttps://community.dpgplc.co.uk/members/JanaRooheart<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2217056?profile=RESIZE_400x&width=400"></div><div><p></p><p>E-learning slowly but surely wins ground even in the most traditional and conservative institutions, and today almost every school and every organization relies on e-learning if not completely, then at least to some extent. It is a valuable instructional tool, and if used properly, it opens new possibilities that we could not dream about earlier. However, to ensure effective e-learning you should check if your approach is not hampered by some of the following pesky errors.</p><ul><li><strong>Too much of a good thing</strong></li></ul><p>It is not unusual, both in e-learning and traditional education, to add some frills and gold plating to spark the interest of learners and make the lesson material entertaining – e-learning provides every opportunity for putting some frosting on this cake. True, bare facts given in isolation are more difficult to remember and it is advisable to <a rel="nofollow" href="http://www.canadianteachermagazine.com/article_ti_engaging_emotions.html">engage imagination in the learning process</a>. However, too much of anecdotal information, funny facts and irrelevant stats distract students from the key points of the lesson, activating irrelevant prior knowledge and preventing learners from building coherent mental patterns. Focus on the cognitive interest instead of emotional interest.</p><ul><li><strong>No graphics at all</strong></li></ul><p>Though superfluous visual information can be distractive, that does not mean that you should strip your material to the bare bones. Using tables, graphs and pictures to illustrate five key content types: facts, concepts, processes, procedures, and principles always works well, because this way you use both visual and verbal codes. This way human brain has two opportunities to encode the given information into a long-term memory, which is just what we need.</p><ul><li><strong>Words do not meet the action</strong></li></ul><p>By action, I mean the aforementioned visuals. If they are not placed side by side to be seen at the same moment, they are wasted. This is just too much to ask from the working memory of your students. Its capacity is limited, and scroll screens where text is situated somewhere beneath the image overload it. They are a good example of a bad e-learning implementation.</p><ul><li><strong>Silence</strong></li></ul><p><a rel="nofollow" href="https://nlegault.ca/2012/12/03/audio-and-narration-in-e-learning-pros-and-cons/">The audio narration adds value</a> to your graphics. One of the strongest points of e-learning is a possibility to combine different technics and enhance the retention of skills by engaging multiple sensory channels. It is especially true if the topic is complex and new to the learner. Big volumes of new information can be overwhelming, so splitting them into two channels is very helpful. If learner concentrates on visual representation of some complex process, adding text with explanation can diffuse learner’s attention and worsen the result. If instead, you provide audio to guide a learner through a complex imagery, it will less likely cause overload with new information.</p><ul><li><strong>Too multi</strong></li></ul><p>However, the learner must not feel besieged by multimedia. For example, explaining visuals by both text and audio only overloads the working memory of a learner and hinders the main goal – effective delivery of a content, and information retention. Researchers suggest a combo of visuals and audio as the most effective. There are cases, when text can (and should) be omitted in order to boost effectiveness.</p><ul><li><strong>Impersonal representation</strong></li></ul><p>Being impartial and providing objective information is one thing, but being impersonal is quite another. Researchers have found out, that people unconsciously use the same communication patterns with inanimate objects as they use in interpersonal relations. Experiments have established that teaching programs that employ first and second person language are more effective than more formal and neutral ones. There must be an image of a tutor – that is more engaging and it makes students treat their tasks with more commitment and diligence – even a voice with no animation works wonders.</p><ul><li><strong>Over-interactivity</strong></li></ul><p>Interactivity is a holy cow of e-learning, and I am by no means trying to suggest that is it overrated. However, it only works well, when it is to the point. A quiz to verify knowledge here, a “replay” button there – this is ok, but do not overuse it. Most learners find the abundance of these toys frustrating and interfering with the information flow. Of course, if you are teaching a particular skill, for example, developing a tutorial on <a rel="nofollow" href="https://pumpic.com/monitor-imessage.html" target="_self">ways to monitor imessages</a>, the action-response circle is a relevant technique. It is crucial to provide a feedback for every step of the way in order to build understanding of the process rather than mindless memorization of action sequence.</p><p>Avoiding these regretfully common mistakes will make your e-learning courses effective, and learning will be a trouble-free and enjoyable experience for your students!</p></div>Are you wasting your employees’ time at work?https://community.dpgplc.co.uk/blog/are-you-wasting-your-employees-time-at-work2016-03-31T10:12:56.000Z2016-03-31T10:12:56.000ZMike Collinshttps://community.dpgplc.co.uk/members/MikeCollins<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216838?profile=RESIZE_400x&width=400"></div><div><p>UK businesses would be £750 million better off each year if only they could help employees manage their time more effectively.</p>
<p>New research, called ‘<a href="http://www.digitalnewsroom.co.uk/uploads/2016/03/UK-DST-Report-Final.pdf" target="_blank">Unlocking the UK’s Daily Savings Time</a>’, claims that UK businesses lose an average of two hours of their employees’ working time every working day. Multiply those lost hours in the working week and it amounts to 11.4 hours a week. This costs employers £11,225 per employee every year, according to an ICD White Paper ‘<a href="http://www.adobe.com/uk/products/acrobat/idc-bridging-productivity-gap-white-paper.html" target="_blank">Bridging the Information Worker Productivity Gap in Western Europe: New Challenges and Opportunities for IT</a>’.</p>
<p>How are those hours lost?</p>
<p>Through unnecessary activities and inefficient processes, according to Clare Evans, time management expert and author of Time Management for Dummies. Evans conducted the ‘Unlocking the UK’s Daily Savings Time’ research on behalf of Workfront, a provider of cloud-based solutions.</p>
<p>What are the main findings from the research?</p>
<p>– less than 60% of the working day is spent on productive activity<br />
– email is a big time waster, with the result that UK businesses lose £1.5 billion a year<br />
– Only 14% of emails are crucial to work activity, yet emails chew up 50% of the average office workers’ time</p>
<p>– 57% of office workers spend an hour a day looking for missing documents<br />
– 20% have to recreate documents that they couldn’t find<br />
– 56% of workers feel overwhelmed and there are three factors that are contributing to this: a lack of planning, changing priorities and limited resources</p>
<p>How can HR professionals, line managers and employees themselves overcome this situation? Naturally, Workfront recommends that organisations implement more effective, innovative systems and processes in the workplace. HR should definitely consider this and look at how processes can be made more efficient and more user friendly.</p>
<p>The report went on to identify four top productivity killers in the modern workplace. They are:</p>
<p>1. <strong>Meetings.</strong> Professionals attend an average of 60 meetings each month, with managers complaining that 30% of their time in meetings is wasted<br />
– Impromptu, drop-by meetings also account for a lot of lost working hours. 40% of workers cited them as productivity killers<br />
– Then there’s the time spent preparing for meetings, travelling to meetings and on follow up actions</p>
<p>2. <strong>Email.</strong> Workers spend four hours a day checking and managing their email, says Evans. The average office worker receives 300 plus work emails each week, with many senior managers sending and receiving over 122 emails every day, according to the Radicati Email Statistics Report 2015-2019.</p>
<p>3. <strong>Distractions and Interruptions.</strong> Every time someone is interrupted at work, it takes several minutes to return to the task they were concentrating on and yet, 80% of interruptions are trivial, according to ‘Why & How Your Employees Waste Time at Work’, a salary.com survey. Another survey, this time by IT consulting company, Basex, claims that every employee loses 2.1 hours every day as a result of distractions and interruptions in the workplace.</p>
<p>4. <strong>Poor systems and processes.</strong> This includes systems or tools that are outdated, not synched or not connected across multiple teams when they need to be.</p>
<p><em><strong>Do you agree with the report and the four top productivity killers?</strong></em></p>
<p><em><strong>How can we overcome these things?</strong></em></p>
<p><em><strong>We'd love to hear your thoughts and any experiences you've had on improving productivity</strong></em></p>
</div>10 ways to be more productivehttps://community.dpgplc.co.uk/blog/10-ways-to-be-more-productive2016-01-29T10:27:29.000Z2016-01-29T10:27:29.000ZMike Collinshttps://community.dpgplc.co.uk/members/MikeCollins<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216739?profile=RESIZE_400x&width=400"></div><div><p></p>
<p>HR has a central role to play in boosting employee and overall organisational productivity. But, it’s very easy for HR professionals to spend so much time on boosting the productivity of others that they neglect their own productivity levels.</p>
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<p>There are of course some very well documented ways that HR as a function can improve its productivity – automating processes, giving employees the tools to manage and update their own data, outsourcing certain activities and so on. But, how can you, as a professional, be more productive at work on a daily basis.</p>
<p>We have come up with <strong>10 top tips to boost productivity</strong>, but without increasing hours or stress levels. In fact, increased productivity could potentially lead to reduced stress and a reduced need to work overtime or take work home. Read on!</p>
<p><strong>1.</strong> Be punctual. If you’re late before the working day has even begun, then you start on the back foot and it can be hard to ever properly catch up.</p>
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<strong>2.</strong> Write a to do list. Either write it at the beginning of the day or better still, at the end of the working day, ready for the next day. This has the added bonus of giving some closure at the end of the day, leaving your mind free of work when you clock off.</p>
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<strong>3.</strong> Prioritise. Establish which tasks are most important and which can wait. Estimate how long you think tasks will take so that you can be realistic about what you will achieve.</p>
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<strong>4.</strong> Get started. It’s very easy to procrastinate, but if you get stuck into work soon after your arrival it sets you up well for the day.</p>
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<strong>5.</strong> Don’t multitask. Multitasking is generally considered a positive attribute. However, it’s often better to concentrate properly on the job in hand until it has reached its conclusion, rather than trying to do many different things at once and not giving any of them your full attention.</p>
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<strong>6.</strong> Take regular breaks. Don’t be a slave to your desk. Taking five or ten minutes during the day here or there as well as a lunch break gives your mind and body time to recharge a bit. This improves your ability to concentrate, which in turn improves productivity.</p>
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<strong>7.</strong> Take a lunch break. What you do in that lunch break is up to you – eat a leisurely lunch, take a stroll outside, chat to colleagues, go to the gym or local swimming pool…The important bit is taking a break. It helps clear the mind and improve afternoon productivity. Anything that involves exercise and fresh air is particularly good.</p>
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<strong>8.</strong> Don’t be distracted by technology. Technology is supposed to help us perform tasks better and more quickly. However, technology can also be a big source of distraction, constantly interrupting people’s work and train of thought.</p>
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<strong>9.</strong> Declutter your working environment. It’s much easier to be productive if you can find everything. Have a clear out, get on top of filing and make sure your desk is clean and tidy.</p>
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<strong>10.</strong> Leave work behind. When the working day is done, leave it behind. Switching off from work and spending time with family, friends, on hobbies, or whatever it is that you like to do in your spare time, allows you to recharge your batteries.</p>
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There are some good TED talks on boosting productivity: <a href="https://www.ted.com/topics/productivity" target="_blank">https://www.ted.com/topics/productivity</a></p>
<p>Here is one of our favourite about working smarter (not harder)</p>
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</div>Preparing for the Future of Learninghttps://community.dpgplc.co.uk/blog/preparing-for-the-future-of-learning2015-11-05T16:01:07.000Z2015-11-05T16:01:07.000ZMike Collinshttps://community.dpgplc.co.uk/members/MikeCollins<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216653?profile=RESIZE_400x&width=400"></div><div><p>Over two thirds (70%) of L&D teams are failing to improve business productivity.</p>
<p>So says the latest research launched today by benchmarking organisation, Towards Maturity. The 2015-16 research, ‘<a href="http://www.slideshare.net/Lauraoverton/embracing-change-building-performance-for-business-individuals-and-the-ld-team" target="_blank">Embracing Change. Improving Performance of Business, Individuals and the L&D Team</a>’, found that L&D has high aspirations and a keen desire to make an impact on the business, but is falling short in many areas.</p>
<p>Only three out of 10 organisations are achieving improved productivity and engagement from their L&D initiatives. Two out of 10 have enjoyed improvements in the learning culture of their organisation and only four out of 10 report increased efficiency. This is despite a continued drive in the sector to improve productivity, efficiency and engagement, foster new ways of working and a culture of continuous learning that supports employees at the point of need. The report highlights those companies where L&D is having a big impact on organizational and individual performance. It reveals what the top 10% of organisations, those it calls the Top Deck, are doing and why this is producing results.</p>
<p>Those Top Deck organisations report a 12% improvement in productivity, 21% improvement in employee engagement and 16% reduction in costs. So, what is it that the Top Deck companies are doing right? According to the Towards Maturity research, they possess a fundamentally different approach to learning to other organisations.</p>
<p>They are moving away from the delivery of courses – something that L&D and the business knows has to happen – and are finding new ways to support learning and business performance as part of the organizational and individual workflow.</p>
<p>When asked how they build skills, an overwhelming majority of Top Deck organisations (94%) said the course was one option, compared to an average response of 53%. Moreover, 86% adopt approaches that support learning in the workflow, compared to 47% on average. Laura Overton, MD at Towards Maturity, says the research shows that L&D teams in Top Deck learning organisations have strongly aligned themselves to the business and have a close working partnership with business leaders. That is why they are able to contribute to business success. “Compared to the average, they are twice as likely to identify key performance measures that are important to the business and to have a plan to meet those goals,” she says. “Their management teams are twice as likely to assign board level accountability for learning and 90% expect managers to take responsibility for the learning of their staff.”</p>
<p>The report makes strong reference to the need for L&D to be consumer led – to put learners’ needs and preferences at the heart of the learning culture and the solutions that L&D provide. Top Deck learning teams are doing this, rather than being the gatekeepers of learning. Of the 600 plus L&D professionals from 55 countries and 1,600 learners surveyed for the report, 30% on average say they are proactive in understanding how their learners learn, compared to 86% of Top Deck teams. “When seven out of 10 (L&D) do not even know how their staff learn what they need to do their jobs today, we are clearly missing an opportunity,” says Dave Buglass, head of organizational capability and development at Tesco Bank.</p>
<p>The report also talks about the skills required by today’s L&D teams. To find out more take a look at the slidedeck and go to <a href="http://www.towardsmaturity.org" target="_blank">http://www.towardsmaturity.org.</a></p>
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</div>Office Envy: 24 of the Best Officeshttps://community.dpgplc.co.uk/blog/office-envy-24-of-the-best-offices2015-07-24T10:40:16.000Z2015-07-24T10:40:16.000ZDebora Figueiredohttps://community.dpgplc.co.uk/members/DeboraFigueiredo<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/2216556?profile=RESIZE_400x&width=400"></div><div><p>The working environment is important for many reasons, not only can it impact upon employee well-being, but it can also affect productivity and job satisfaction. This is something that a large number of businesses have picked up on and as such, offices are now often designed to reflect key values such as innovation, creativity and fun.</p>
<p>Unum's latest infographic identifies some of the best, most innovative and exciting offices in the world; whether they have a 3 story slide, swimming pools or themed work spaces, these offices all offer their employees that extra something special. Creating a workspace that clients and employees enjoy being in is something that many businesses strive for and while not all budgets can stretch to a Frank Gehry designed space, their infographic provides inspiration for businesses of all sizes. So, take a look at the infographic and see if there’s anything you can add to your office to boost employee happiness.</p>
<p><a href="http://blog.unum.co.uk/news-and-views/office-envy-24-best-offices/?utm_campaign=blog-posts&utm_source=hs_email&utm_medium=email&utm_content=20690594&_hsenc=p2ANqtz-8jko6j_012iVEYUIKmPu9g4615Ja4rbkrP_BaC8R_T5EC7OrMClfGY4fU8btZXm94poT-Zz-GJCKZ8pLT1wkYYgMw2Ag&_hsmi=20690594" target="_blank"> </a></p>
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<p><a href="http://blog.unum.co.uk/wp-content/uploads/2015/07/office-envy2.jpg"><img src="http://blog.unum.co.uk/wp-content/uploads/2015/07/office-envy2.jpg" width="100%" border="0" /></a>This infographic was made with love by Unum. Unum provides<a href="http://www.unum.co.uk/stress-work">Income Protection which is an employee benefit</a> that helps 1000s of businesses protect their staff.</p>
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