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.
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.
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.”
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.”
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.
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.
How do you think HR and L&D people can contribute to good work?
To read the full article from Peter Cheese, click here.