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  • As WFH goes long-term, employees search for more permanent home office solutions

    For many employees working from home is here to stay, so people are getting ready to settle into their home offices for the long haul.

    According to a study by the insurance company WTW, only three out of ten employers expect to move back to the office permanently within the next two years. This means that people will require a more permanent solution to working from home than the temporary set ups many have used during the pandemic.

    It has been two years since the first lockdown, and only 49% of people in the UK have a full home office setup. A study from Instant Offices shows employees’ top priorities for creating home workstations.

    Google searches for “home office ideas” have recently increased by 250%, and shoppers are looking towards eBay to create their new and improved workspaces. Along with houseplants, wrist support for typing, and stress relief toys, eBay shoppers are also interested in larger purchases such as ergonomic office chairs and new desks.

    43% of employees in the UK are planning to convert a room of their house to a home office or build a new extension altogether. The need for extra space is clear, as the most viewed and sold WFH items on eBay are home office storage solutions.

    The main concerns for a solid home office are comfort and solitude. About 83% of home workers agree that the most necessary items are an individual desk and a comfortable chair, while 71% point to natural light and low noise levels as their top priorities.

    Instant Offices predicts that corporate headquarters will shrink by 40% in years to come, allowing the office to become a place for collaboration rather than full-time work. If this proves true, many of us will spend a large amount of our time working from home set-ups, so it is no wonder that people are looking for ways to improve comfort and remove distractions.

    A clean, comfortable, dedicated workspace can do wonders for productivity and morale, so taking some time to consider what you want out of a home office now will pay off in the long term.

    https://www.instantoffices.com/en/gb

  • How well do you know Microsoft Office?

    72% of office workers believe they need more training in the Microsoft Office suite.

    Patrick Crowder

    The Microsoft Office suite of programmes has become the standard in universities and workplaces around the world. Many readers will likely be familiar with Word, Powerpoint, Excel, and Outlook, and many use them on a daily basis. However, a survey conducted by Acuity Training has found that 72% of office workers believe that they need more training in the Office suite.

    The ubiquity of Microsoft Office can mean that knowledge of how to use it is often assumed to be the norm.  In reality only 12% of office workers receive regular training in Microsoft tools, and 49% have never been trained in their use at all.

    While many office workers surveyed say that they are competent in the Microsoft suite, they appear to be more skilled in some applications than others. Employees are most comfortable using Word and Outlook, rating their confidence in using the programmes an average of 7.8 out of 10.

    Excel is an extremely popular tool which is essential to many jobs and appears frequently as necessary knowledge on job applications. Acuity Training asked 1,000 office workers what the formula for Excel’s AVERAGE function is, and 57% of them answered correctly. 12% gave the wrong answer, while 31% had no idea and made no attempt to guess.

    Interestingly, the survey shows that age plays a role not only in overall competence with Microsoft Office, but also in which programmes employees feel most comfortable using. Over-65s are more likely to be skilled in Excel than their 18–24-year-old colleagues, while the 18-24s are far more likely than over-65s to be familiar with the information management application Access.

    Very few employees say that they are “very unconfident” in using the flagship programme Word. Only 4% of over-65s say that they could not use Word, and all of the 18-24s say that they are comfortable using Word.

    On the other hand, the automated workflow application Power Automate is mostly unknown to all demographics. 18-24s are most likely to say that they know the programme, but still only 4% report that they are “very confident” using Power Automate.

    Knowledge of Microsoft Office continues to grow as people are now learning the programmes from a young age and incorporating their use into school projects. The long-standing flagship applications such as Word, Excel, and Powerpoint are already widely known, while the more niche programmes Viseo, Power Automate, and Power BI are not.

    While it may not be necessary for employees to know every application inside and out, the ones which are used the most often should be understood at a deep level. It is important to find out where employees struggle with the applications they use every day, as a lack of knowledge can affect how efficiently work is done. Everyone is more comfortable with some programmes over others, and extra training can help to fill in the gaps.

    https://www.acuitytraining.co.uk

  • Inspiring the next generation of engineers

    Natasha Bougourd

    The future of engineering has never been more important. According to a report by the Institute of Engineering and Technology, the UK science, technology, engineering, and mathematics (STEM) sectors are experiencing a shortage of 173,000 workers, and 49% of engineering businesses are struggling to recruit skilled workers. Therefore, as the technological world continues to evolve and advance, the government strives to prioritise STEM education within primary and secondary schools.

    So how can we ensure that engineering remains an attractive career choice? The UK is encouraging young people into engineering careers in many ways, from stimulating interest at a young age to creating an inclusive space for underrepresented groups in STEM and equipping students with transferable skills they will use for life.

    Stimulating an interest in STEM education from a young age
    There are many organisations that are encouraging STEM learning within primary education. A continuing professional development (CPD) programme, STEM learning supports primary school teachers in its endeavour to inspire the next generation of engineers. It offers regional and remote courses, bursaries, and other online materials. The Institute of Engineering and Technology also offers free material for children aged between 5 and 11 years of age, such as lesson plans and education videos. This equips teachers with the tools to inspire the next generation.

    In addition to this, children can begin their STEM education outside of the classroom. To encourage this, parents can teach their children to question the world around them. Even the toys children play with can be used for this purpose. Educational toys, such as coding robots, enrich children with life skills as well as the tools to excel in STEM subjects.

    Encouraging STEM subjects within underrepresented groups in schools
    In order to inspire the future generation of engineers, we must continue to offer educational tools to underrepresented groups. In 2021, women accounted for just 14.5% of the engineering sector. The number of girls taking STEM subjects in school is significantly lower than boys. This is apparent in A-Level technology subjects, such as computer science. In 2021, the number of A-Level students taking computer science rose from 12,428 to 13,829 across the UK. Out of these, 11,798 were boys and 2,031 were girls. This gender gap within STEM subjects can be partly explained as a result of harmful stereotypes. According to Women In Tech, early socialisation and classroom culture can deter girls away from STEM subjects, as they are traditionally portrayed as boy-dominated subjects.

    Computer science and technology subjects are a great way to inspire the next generation of engineers. The skills that young men and women will learn in these subjects can form a foundational knowledge to succeed as an engineer. This can lead to the cultivation of multiple skills, for example, the development of engineering software such as building design software.

    Furthermore, students from low socio-economic backgrounds are less likely to choose STEM subjects in school. Research from In2ScienceUK shows that students from disadvantaged backgrounds can be 2.2 times less likely to take triple science at GCSE when compared to other students. This could be due to a number of factors, from individual student interests to counter-culture within disadvantaged youth.

    To tackle this, the UK government is investing money and resources into initiatives. These schemes encourage underrepresented groups to take part in STEM education and inspire the next generation of engineers. It intends to improve the accessibility of computer science with female students at GCSE and A-Level. This corresponds with other incentives, such as the Gender Balance in Computing Programme.

    Thankfully, the efforts to make engineering an inclusive space is paying off. The number of people within these underrepresented groups undergoing a degree in a STEM subject has increased. Between 2010–2020, the number of women accepted onto undergraduate courses rose by 49%, and the number of people from disadvantaged backgrounds achieving places on such courses increased by a staggering 79%. This is an encouraging sign for the future minds of engineering!

    Highlight the importance of the transferable skills students learn in STEM subjects
    STEM education equips children and young adults with transferable skills which will aid them in their future endeavours. These skills transcend the ability to solve an equation or design a building. By highlighting the importance of these transferable skills, students will realise the value of STEM education and how this can help them in multiple careers, from business management to teaching and much more.

    STEM education requires students to think for themselves. Tasks often involve problem-solving, and this encourages critical thinking. Not only is this skill highly important in STEM careers, but it is also a well-respected transferable skill. Any career involving research and development would benefit from this.

    Another transferable skill students learn from STEM subjects is teamwork. To work in a team, they will develop their communication skills, which is vital for practically any career path. Finally, STEM education requires management skills, from overseeing a project to delegating tasks. This is particularly beneficial for careers in business, as well as any engineering role.

    Overall, the UK is taking the necessary steps to encourage the younger generation into STEM careers. This can start as early as childhood, with the toys they play with to the subjects at primary school. Although STEM subjects are predominately made up of boys, more and more girls are choosing to study science, technology, engineering, and mathematics subjects, such as computer science. As STEM begins to create an inclusive space for more underrepresented groups, students will gain transferable skills that can be used within engineering and a plethora of other careers.

    Sources:

    The Engineer

    Stem.org.uk

    The IET

    Today’s Parent

    Independent.co.uk

    Computer Weekly

    Women in Tech

    ResearchFeatures.com

  • Why hybrid-working represents the future of work

    Patrick Crowder

    The pandemic has made working from home the norm rather than the exception, and for many employees this is a dream come true. In jobs where specialised equipment is not necessary, it seems natural to continue the trend towards online meetings, limited office hours, and working mostly from home. However, there may still be advantages to keeping some office space, especially in city centres.

    Research from the property consultant Cluttons shows that the finance and insurance industries are most suited to hybrid working, as over 75% of activities are able to be conducted remotely. Cluttons’ Head of Research Sophy Moffat explains how new patterns of working are emerging.

    “Much has been discussed about new working patterns in the city in particular, with anecdotal evidence suggesting that the city is quieter on Mondays and Fridays as people commute Tuesdays to Thursdays and make use of the days either side of the weekend,” Moffat says, “While some reports suggest Wednesdays to Fridays are the new working week. Either way, the usage of office space is less that pre-pandemic where, on average, workers spent four or more days predominantly based in the office.”

    So, if office time is decreasing, why not ditch the extra space? First of all, working from home is not for everyone, and many feel that they can only be productive when working in an office with their peers. Because of this, employers must give their people options in order to increase employee happiness, thereby increasing productivity. Additionally, Cluttons predicts that there will still be a need for some office-based activity involving high numbers of staff, which companies will need to have properties large enough to accommodate during these peak activity times.

    The time of large numbers of non-central, lower quality office buildings may be coming to an end, as there is decreasing need for spaces which house basically the same technologies and amenities employees are likely to have at home. Head of Office Agency Ralph Pearson says that balancing the costs vs. the rewards of office space will boil down to the type and quality of the space in question.

    “The fallout from the pandemic will bring to a head the ultimate balance of the office as a value generator, or cost centre. On the ground the limited evidence from committed movers points to a long-term shrinkage in floor space of circa 30% based on home working, but also far less dense desking and a strong flight to high grade, flexible spaces,” Pearson says.

    By decreasing the overall square footage of office space, while upgrading the spaces that do remain, businesses may be able to not only cut costs but also increase the productivity coming out of their offices. 18 million square feet in office space has come on to the market due to the pandemic, which Pearson believes is too much for future demand. He explains how the conversion of these spaces could change the housing market in major cities.

    “In the medium to long term a significant proportion of non-prime office stock will need to convert to other commercial, medical, educational, and social uses,” Pearson says, “But the biggest gain may go to the residential sector, potentially making city centre living more affordable and economically sustainable”.

    The way companies approach office space is undeniably changing, and many spaces will be left vacant awaiting conversion and further development. What exactly these changes will bring remains unseen, but as Pearson suggests, it could be a change for the better.

    Credit: https://www.cluttons.com

  • Opportunity awaits in the airport industry

    Patrick Crowder

    The aviation industry has recently taken a big hit from Covid-19, but as restrictions begin to ease a surge in travel is expected. This means that demand for airport employees is high, so London Southend Airport held a virtual careers fair highlighting the wide variety of opportunities in aviation.

    Those who have never seen the behind the scenes work that it takes to keep an airport running may not be aware of how many different jobs are out there. Just to name a few, roles include air traffic control, fuelling, car parking, security, ground maintenance, firefighting, cleaning, rail, accounting, and technical services.

    Stuart Moodie has been Head of People at Southend Airport since May of 2021. He describes why he loves the job and what it takes to make it in the industry.

    “I’ve worked in aviation for several years, and you always end up doing a myriad of things. I think that what I enjoy most about working here is that no day is the same – in fact no hour is the same,” Moodie says.

    A key advantage of working in aviation, Moodie says, is the flexibility and career advancement opportunities that come with working as part of a growing team.

    “You have so many opportunities here. You can come in to do a part-time job which may suit your life as it is now, knowing that in a couple of years’ time if your life changes then there will be opportunities here,” Moodie says, “It’s important that we help our employees grow as the airport grows.”

    Because of the multitudinous opportunities at Southend Airport, there is no single thing which can guarantee a successful application. Training can often happen on the job, so Moodie says that the success or failure of an application often comes down to personal traits.

    “The biggest attributes we look for in candidates are a good attitude, positivity, and an ability and a willingness to learn,” Moodie says, “If you come in with the attitude of teamwork and you’re friendly and professional, we’ll give you the skills you need to learn and thrive.”

    One of the more well-known aspects of aviation is air traffic control, which means ensuring safety and expediency for aircraft arriving at and departing from the airport. Henry Spurgeon has been an air traffic controller at Southend Airport for nearly ten years. He enjoys the variety of situations he faces on a daily basis, as it keeps the working experience fresh and interesting.

    “I most enjoy working here for the variations throughout the days – there are no same days,” Spurgeon says, “I started as an air traffic control assistant with no experience, and since then I’ve progressed through my training and become a bona fide air traffic controller.”

    The primary focus of air traffic control is safety, so Spurgeon says that applicants should be focused and able to follow complex regulations. However, that does not mean that you need years of experience before you can enter the industry.

    “Aviation as a whole is a wide and varied industry and starting off as an air traffic control assistant is a great way to expose yourself to it,” Spurgeon says, “For anyone who’s thinking of a role at Southend, I’d say to come with a bit of interest and passion in aviation. Someone hoping to work within air traffic control would need a bit of background in aviation, a knowledge of aircraft and how they operate, and a key passion and ability to follow rules and ensure safety.”

    Security is another essential part of airport operations, and it reaches far beyond the passenger screening which most people are familiar with. Siobhan Walters is Head of Security and Terminal Operations at Southend, and she says that applicants can find solid careers in the industry with nothing more than a willingness to learn.

    “My main responsibilities are to oversee the security aspects of cargo, terminal, rail, surface access, and I also conduct training,” Walters says, adding a message for potential applicants, “Do your research and try to scope out the area, but don’t be afraid to apply because you don’t need lots of qualifications. You just need to have a great personality, and you need to be open thinking and forward.”

    Successful applicants will have many benefits available to them, including onsite free parking, a pension scheme, retail discounts, accredited training programmes, and a cycle to work scheme. CEO Glyn Jones says that Southend Airport is committed to helping employees through their careers with ample opportunity for advancement.

    “We want every employee to be able to fulfil their potential,” Jones says, “We are passionate about creating a culture of continuous development, and we actively promote lifelong learning in combination with taking on new challenges.”

    Whether you dream of becoming a member of the flight crew or prefer to keep your feet on the ground as a mechanic, air traffic controller, or any of the many other essential airport roles, there is a good career to be had in aviation.

    If you would like to explore the roles available at Southend Airport, you can view the current list of vacancies here: https://esken.pinpointhq.com/#js-careers-jobs-block

  • Work perks: What do employees want, and what benefits are on offer?

    Patrick Crowder

    As vacancies soar, UK businesses are scrambling to provide benefits and incentives to attract new talent – but how do the perks on offer line up with the expectations of a post-Covid workforce?

    To find out, the call answering service Moneypenny analysed 1,000 job listings on Indeed and compared them to survey responses from 1,000 employees. They found that the top benefit offered by businesses is also the benefit which employees desire most – a pension.

    Though providing pensions to is a legal requirement in the UK cemented in the Pensions Act 2008, 41% of the job listings examined listed pensions as a “perk”. On the employees’ side, 42% of those surveyed said that a pension is the most important benefit a job can offer.

    Predictably, flexible working hours and the ability to work from home appears high on both lists, with 40% saying that flexible working hours are essential, and 30% demanding work from home options. 22% of the Indeed listings included the ability to work from home, while only 12% listed flexible working as a perk.

    Interestingly, some of the most popular perks in the job listings are the benefits which many employees believe should be made mandatory. Over half of the respondents said that sick pay and pensions should be mandatory, and 46% believe that flexible working hours should be a mandatory option for employers to offer.

    Other benefits, such as free eye tests, working from home, maternity/paternity/adoption leave, time off in lieu of overtime, coffee/tea, training, and death in service insurance, all saw over 30% of employees respond that these perks should be required by employers.

    Moneypenny also looked at the benefits that employees already have, and this varied based on generation. 18–24-year-olds are most likely to have access to training and time off in the case of losing a child, while over-65s are most likely to have a pension and sick pay. Both age groups reported that they are likely to have on-site parking available to them.

    What matters to employees also varied by generation, with a quarter of younger people surveyed saying that they would be interested in having beers on Fridays. Only 2% of employees over 65 agreed with their younger colleagues.

    As the talent shortage continues, it is likely that employers will need to offer more in order to attract employees. The survey shows that the most important benefits to employees (pension, sick pay, and flexible working hours), are among the benefits listed most often by employers. However, less than half of the job listings offered even the top choices, showing that more will need to be done if businesses want to bring in highly motivated, talented employees.

    Source:

    https://www.moneypenny.com/uk/

  • Norwich retail businesses hit hardest during pandemic

    The pandemic has caused major losses for businesses across the UK, particularly in the retail sector. While we have not yet seen further lockdowns, the threat of Omicron looms and could spell danger for companies already struggling to stay afloat during the pandemic.

    Research from Wholesale Clearance UK, which specialises in selling bankrupt and surplus stock, shows the areas of the country where the retail industry has been most affected, which could provide clues as to what will happen if Omicron continues to spread.

    Through FOI requests, they were able to see how many retail businesses in each region of the UK became insolvent, or were unable to pay their debts, from March 2020 to September 2021.

    Norwich was most affected, with 49 insolvencies in the region, meaning that 8.27 out of 100 retail businesses closed their doors. Norwich suffered most during Winter of 2020, when high case numbers sent them into Tier IV closing down non-essential businesses.

    Newcastle upon Tyne was also heavily affected, with 33 retail insolvencies during that same period. However, the proportion of insolvent businesses was significantly lower than that of Norwich, with 3.36 out of 100 retail businesses unable to pay their debts.

    Rapidly changing lockdown restrictions led to much of the decline in retail businesses, as shoppers and business owners were not confident in terms of what kind of retail was safe or legal to engage in. Wholesale Clearance’s Managing Director Karl Baxter explains the issue.

    “With strict lockdowns forcing temporary closures and subsequent changes to guidelines, this has no doubt devastated a once thriving industry and put fear into once confident shoppers,” Baxter says.

    Despite the overall decline in retail, research from Pollinate suggests that the pandemic has led more people to support their local shops in an effort to keep the high street afloat. In an international survey, 53% of people stated that shopping locally was more important than before due to the pandemic.

    It is not yet clear if more restrictions will come in light of Omicron, but as Baxter explains, it is essential to shop local if your high street is to survive.

    “In the new year, hopefully, restrictions aren’t to blame for subsequent insolvencies,” Baxter says, “However, to help your favourite shops from closing down, we must support the high street and local businesses.”

    Credit: https://www.wholesaleclearance.co.uk

  • ‘Earn while you learn’ scheme prepares young people for IT industry

    Patrick Crowder

    The professional services company FDM Group has unveiled a new ‘earn while you learn’ training scheme. After a 12-week study period, students taking part in the scheme can begin working on projects for clients as apprentices.

    The three-year programme will leave young people with skills and experience in the IT industry while allowing them to avoid university costs and earn money from the work they perform. They will also earn a level 6 (Bachelor of Science) qualification as Digital and Technology Professional apprentices.

    FDM Group says that their commitment to diversity and inclusion is a major consideration in this programme, so it will operate with a 50/50 gender split and instruct many students from disadvantaged backgrounds. FDM CEO Rod Flavell explains why it is so important to give these opportunities to those who need them most.

    “Far too many talented young people from disadvantaged backgrounds miss out on a university education due to fears around tuition fees – a problem compounded by the chaos and disruption of the Covid-19 pandemic,” Flavell says, “Our new apprenticeship programme has been designed to give those very people access to well-paid experience in the IT industry, allowing them the freedom to learn and develop as part of a fully-funded degree level qualification.”

    The apprenticeship scheme is designed to work in partnership with universities. Sheffield Hallam University is the first partner, and they will host the on-site instruction portions of the course. The first 12-week term, as well as seven more study blocks and final exams, will take place as SHU. Apprentices will receive full salary and subsidised accommodation during their time studying at SHU.

    This programme is unique because it not only offers the experience that apprenticeship provides, but it also gives young people an opportunity to access university education, full mentorship support, and salary while working towards a degree-level qualification. 20% of the course will be spent in the classroom, with the other 80% set aside for practical learning. Joe Hockney, who is the Employer Partnerships Manager at SHU, explains why this programme is such a good fit for his university.

    “We’re proud of our partnership with FDM and applaud their record of bringing diverse new talent into tech. This aligns perfectly with our Transforming Lives strategy,” Hockney says, “We’re the current University of the Year for Social Mobility; a high proportion of our students are from under-represented groups or are the first person in their family to attend university.”

    It has always been important to provide young people with many paths to success, but apprenticeships have often been overlooked. Now, it is more important than ever to allow people from all backgrounds the opportunity to receive quality qualifications and enter the working world with a good head start. CEO Rod Flavell believes that creating new programmes such as this is not only a good practice, but a social responsibility.

    “We all have a responsibility to contribute to the UK’s wider levelling up agenda,” Flavell says, “We hope that our new offering will transform the lives of hundreds of young people, spreading opportunity and access to a fantastic career across the whole country.”

    FDM Group’s apprenticeship scheme has been open since January 31st, 2022. More information on how to apply can be found at the link below.

    https://www.fdmgroup.com/careers/apprenticeship/

  • Young Citizens charity launches law resource for young people

    The charity Young Citizens has partnered with law firm Mishcon de Reya to produce free classroom resources designed to teach young people about the law. The Big Legal Lesson 2022 will include the very basics of law for primary students, and more intricate law relating to social media and privacy for older students.

    Learning about the law can help young people more deeply understand the legal system, and even encourage some of them to go into careers related to the justice system. However, CEO of Young Citizens Ashley Hodges says that The Big Legal Lesson goes far beyond inspiring the next generation of solicitors.

    “Every young person should understand their rights, responsibilities, and the rule of law, whether or not they go on to practice it,” Hodges says, “To build a fairer society, students and pupils need to have positive encounters with the legal system from an early age.”

    Knowing and understanding the need for the law is an important part of education, and last year the Big Legal Lesson reached over 55,000 students. Of those students, 83% said that the programme “improved their understanding of the rule of law and why it is important.”

    This year’s focus on social media, online privacy, and free speech for older students is a timely choice given the increasing amount of disinformation and privacy risks young people face on the internet. Understanding the value of free speech in an era where everyone with internet access can have a platform is vital, as is identifying the line between the right to speak one’s mind and dangerous statements designed to foster rage and incite real-world violence.

    Teaching UK law from a young age can serve to demystify the system, taking it from an abstract, often scary threat of punishment to something tangible, to be engaged with and changed when necessary. Young Citizens hopes to give young people positive experiences with the legal system and a solid understanding of it from an early age.

    “The Big Legal Lesson is a special way to do this,” Hodges says, “equipping teachers across the UK to offer an engaging, accessible starting point on the law and justice, building young people’s understanding and confidence to engage with the subject.”

    The next iteration of The Big Legal Lesson education campaign will launch on March 14th, 2022.

    Sources:

    https://www.lawsociety.org.uk/en/topics/blogs/why-children-and-young-people-need-a-big-legal-lesson

    https://www.mishcon.com/

    www.youngcitizens.org

  • The top five groups most affected by the pandemic

    The pandemic has brought untold suffering to people across the globe. Many have lost their lives, or those of friends and family members. To examine the purely economic effects of Covid-19 without addressing that fact would be tasteless at best. However, it is important to measure the lesser effects of the virus in order to determine which groups require more support in terms of work and life.

    The HR tech platform Connectr has drawn up a list of the five groups most affected by the emotional hardship and economic losses which have come with the pandemic. On the economic side, they considered factors such as lost salary, missed employment opportunities, and time wasted. On the emotional side, they considered increased stress, discrimination, and additional time pressures.

    They found that the most affected group has been unrepresented talent, meaning people who have had less access to support networks and technology who may also face discrimination based on race, gender, sexual orientation, and socio-economic background. Connectr has found that people from lower socio-economic backgrounds will take 25% longer to develop their careers than others. The problem gets worse when race is considered. For example, the research shows that career development takes an average of 32% longer for black people of lower socio-economic backgrounds.

    The hospitality industry is the second most affected group, as long-term furloughs drained the industry during 2020 and 2021. Facing increasing customer abuse, changing guidelines, and an uncertain future, many of these employees have found new fields of work, leaving a shortage in the hospitality industry.

    University and school students ranked third and fourth, respectively, as learning in both groups was severely interrupted by Covid-19. For university students, online classes meant fewer networking opportunities and a lesser depth of learning. Coupled with the fact that many internships and recruitment opportunities were cut, the classes of 2020 and 2021 have been left at a disadvantage. For school students, the face-to-face interaction with peers and teachers disappeared. The soft skills learned through human interaction during this crucial period of development are oftentimes some of the most important things one learns in school, and these were lost during the pandemic. Even worse, students who did not have access to quality internet and necessary technology were often left behind.

    The fifth and final group on the list is new starters, or those who had recently moved into a new role when the pandemic hit. Because learning through action and experience is extremely important for a greenhorn employee’s progression in their chosen field, advancement has been slowed for those who have started their careers from home.

    As we continue to manage and live with the pandemic, it is hoped that these disadvantages can be reversed, and those lucky enough to escape this period without facing physical and severe emotional losses will undoubtably do their best to persevere. But for many, Covid-19 is not over, and the effects will be long-lasting.

    Source: www.connectr.com.