Why would you use Senior Interim Specialists to

Celebrating International Week of Happiness at Work

The International Week of Happiness at Work is a globally recognised event that highlights the significance of creating a joyful and fulfilling workplace.This celebration isn't just about colourful balloons and office parties—it's about fostering an environment where employees feel valued, motivated, and genuinely happy to come to work each day. In this article, we’ll explore why happiness at work is crucial and provide practical tips on how employers and managers can celebrate and enhance happiness in their workplaces.Why is Happiness at Work Important? Increased Productivity Research consistently shows that happier employees are more productive. A positive work environment boosts morale, leading to increased motivation and efficiency. Happy employees are more engaged, less likely to take sick days, and more inclined to go the extra mile. Enhanced Employee Retention A workplace that prioritises happiness tends to have lower turnover rates. When employees feel appreciated and satisfied, they are more likely to stay with the company, reducing recruitment and training costs for employers. Improved Mental Health Promoting happiness at work also has significant benefits for employees' mental health. A supportive and positive work environment can reduce stress and prevent burnout, leading to a healthier, more balanced life for employees. Better Team Collaboration Happiness creates a sense of camaraderie and teamwork. Employees who are happy at work are more likely to collaborate effectively, share ideas, and support one another, leading to a more innovative and successful company. How to Celebrate the International Week of Happiness at Work Here are some actionable tips to help you celebrate this important week and promote happiness in your workplace: 1. Recognise and Appreciate Take time to recognise and appreciate your employees' hard work. Whether it's through verbal acknowledgement or formal rewards, showing gratitude to your employees can significantly boost morale. 2. Create a Positive Environment Ensure that your workplace is welcoming and comfortable. Invest in good lighting, ergonomic furniture, and add some greenery to create a pleasant atmosphere. A clean, well-organised workspace can greatly impact an employee's mood and productivity. 3. Encourage Work-Life Balance Promote a healthy work-life balance by offering flexible working hours, remote work options, and encouraging regular breaks. Support your employees in maintaining a healthy balance between their professional and personal lives. 4. Offer Professional Development Opportunities Invest in your employees' growth by providing opportunities for professional development. This could include training sessions, workshops, or even funding for further education. When employees feel that they are growing and advancing in their careers, it increases job satisfaction. 5. Host Fun Activities Organise activities that allow employees to unwind and have fun. This could be anything from team-building exercises, office games, or social events. These activities can strengthen bonds between colleagues and create a more enjoyable work environment. 6. Listen and Act Create way for employees to voice their opinions and concerns. Regular feedback sessions and surveys can provide valuable insights into what makes your employees happy and what could be improved. Be sure to act on their feedback to show that their voices are heard and valued. Conclusion The International Week of Happiness at Work is a wonderful opportunity to reflect on the importance of creating a happy workplace and to take actionable steps towards achieving it. By promoting happiness at work, employers can foster a more productive, engaged, and fulfilled workforce. Remember, a happy employee is not just an asset to the company; they are the heart and soul of an organisation. Celebrate this week by making lasting changes that prioritise employee happiness, and watch your workplace transform for the better.Are you looking to strengthen your team with top-tier finance and accountancy professionals? At Sharp Consultancy, we excel in connecting your business with exceptional talent for temporary, interim, or permanent roles. With our well-established offices in Leeds and Sheffield, our experienced consultants are dedicated to serving businesses across Yorkshire and beyond. Don't leave your recruitment needs to chance—contact us TODAY and let's find the perfect candidates to drive your business forward.Resources:Happiness at Work - International Week of Happiness at Work

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Karen has over 20 years of recruitment of experience, including 18 years specialising within the Interim Accountancy and Finance sector, 10 of which she has spent at Sharp Consultancy.

We asked Karen for some insight into why so many clients and candidates trust us to get it right when needing an interim, and why organisations like yours should always consider using an Interim Specialist to support your business.

Are Interim Specialists Right for Your Business?

In the ever-changing landscape of accountancy and finance, interim specialists play an essential role in supporting organisations who need the right level of skills and experience, swiftly.

When might your organisation need an Interim Specialist?

Crisis – An unplanned gap in the team or an unexpected absence that needs attention ASAP
Change or Implementation – A process or period of change that creates a gap in the team, or a need for a specialist to lead new processes.
Specialist Projects – When embarking on projects of which you have no or little experience, interim experts can be hugely beneficial.
Long term planned absence – Gaps posed by long-term absences, such as maternity, sabbatical, secondment or similar can be navigated by using interim specialists.
Permanent hiring block– In this volatile economy, interim specialists give you the opportunity to trial a particular role within your organisation, enabling you to see if a hire will be crucial to your team’s success before employing a full-time specialist.

How do I hire an Interim Specialist?

First and foremost, at the centre of any hire is the person.

“Interim specialists are not the mercenary hires you may have been led to believe they might be! “

There is always a human element and that can present itself in many ways, whether that’s a delicate situation they are stepping into, or a team that needs to see a new addition as part of the collective. Interim specialists tend to come with the soft skills needed to bridge that gap quickly.

“To understand the interim market, I find you must live and breathe it. “

Our clients trust that we will not only find the right skillset, but also be able to work to the timescales they need, whilst utilising our extensive regional network and candidate pool to ensure the best fit.

Whilst there is an ever-growing range of nationally available candidates, the risk can far outweigh the reward if that candidate has not been met, interviewed, screened, and referenced. By strictly screening and knowing all of our candidates before they are introduced to a client, we ensure the fit is not just a generic one, but also a human one.

When I build an understanding of a candidate, I ask myself:

Can the candidate demonstrate the correct experience to succeed?
Will the team fit be right? Is the environment and culture a fit?
Are the expectations from both parties aligned?

Get this right and you are most likely to have a successful appointment.

I’ve spent years building strong relationships across both the client and candidate market. Not only do my candidates trust me, but my clients rely on me.

Remember

Some important things to remember when considering the benefits of interim specialists.

Costs – Whether it be short term, long term or on a fixed term contract, if you hire an interim, you know the cost and can budget effectively.
Commitment – Professional interim specialists will always have a duty of care, their reputation relies on it. If you hire for a specific project or period of time, you are very unlikely to not see completion, it’s just not in their nature.
Flexibility – If you don’t have the flexibility to respond to business-critical change in your existing team, Interim support gives you the ability to react quickly and efficiently.
Impact– One thing you can ensure when using an interim specialist is that they have seen plenty of different situations and environments, they will hit the ground running, and you won’t lose time with training, development, and on-boarding.
Skillset and expertise – If their experience says so, and they can demonstrate that they have, then they most likely can. Do you have that level of skillset within your current team? Or are you taking unnecessary risks by not utilising an interim specialist to bridge that gap?
Speed – From head count gaps, to notice period delays. If you need support, you probably need it now, and speed when hiring an interim specialist should not be taken lightly.

In Summary

The use of interim specialists should always be in your thoughts when planning or the unplanned occurs. Allowing your business and finance function to react quickly and effectively, by bringing in the right people at the right time, can make all the difference.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent finance professionals. With offices in Leeds and Sheffield our highly experienced team of consultants recruit for positions throughout Yorkshire and beyond. CONTACT UStoday and see how we can help.