Strengthening the talent pipeline of our public bodies is rapidly rising up agenda of many CEOs. The pandemic, and the challenging economic environment, appear to have prompted employees to shift their expectations of work. Particularly, in terms of career progression,economic reward and flexibility.

The implications of this apparent shift have been felt worldwide, with HR experts identifying the phenomenon of recent mass resignations, ‘The Great Resignation’. Still, there are certain sector specific challenges that public body CEOs face, which pose risk to their ability to attract and retain staff.

For our first ever CEO Challenge, Ian Ackerley, Chief Executive of National Savings & Investments, hosted a member-only discussion to consider how public body leaders can respond effectively to changing employee expectations.

Reflecting on factors such as the rising cost of living and shift to hybrid working, ACE members shared their recent experiences of dealing with changes in staff satisfaction and discussed the opportunity to create a more inclusive, flexible work environment.

With special thanks to our speakers, Colum Conway, Chief Executive of Social Work England, and Emily Miles, Chief Executive of Food Standards Agency.

Below we share a summary of the group’s reflections from the conversation.

What’s the challenge?

The shift to hybrid working has presented several challenges for today’s generation of leaders.

Firstly, it poses the risk of creating a two-tiered work force, forming a divide between those working remotely and those on-site or in the office. Members expressed concern over the effects it may have on workplace culture, with the connections between teams appearing to be weaker and the sense of community diminishing for some. Analysing their own staff satisfaction survey results, several CEOs highlighted a distinct difference between the responses from employees who worked in desk-based roles during the pandemic, compared to those who were in a front-line operational role. Members reflected on the importance of recognising that everyone’s experience of the pandemic has been different and that not everyone has had the option to work from home.

Members also consider that the shift to hybrid working has resulted in increased competition for talent. Flexible working, once considered a defining feature of the public sector employer, is now offered by many private sector organisations. Allowing staff greater freedom to choose when and where they work is no longer thought of as a unique workplace benefit. Public sector organisations are increasingly exploring other features of their offering, such as the opportunity to contribute to a valuable mission, to attract and retain staff.

Public sector organisations also face competition with private sector salaries. With the cost of living rising rapidly, remuneration of employees is an important factor in attracting and retaining talent. Members shared that the recruitment of specialist skills, such as those with digital, data  or legal expertise, has been particularly challenging in this regard. 

An opportunity for change

The shift to hybrid working has created the opportunity to mould a new workplace culture, based on the principles of inclusivity, trust and flexibility. Requiring workers’ presence and time is no longer seen as the priority, rather empowering staff to take control of their own schedule and get the job done. Remote participation stands to improve accessibility to the workforce for many, such as for those with childcare or caring responsibilities. Members shared how leaders now need to be more mindful in the use of space, for example, encouraging staff to return to the office for collaboration and to build a better sense of community.

Members considered the motivations of public sector workers, recognising that they are usually values-driven and mission-orientated individuals. While public bodies may struggle to compete with private sector pay, they hold a real advantage in their strong sense of purpose. Supporting workers to feel valued for their whole self, beyond their workplace contributions, stands to strengthen the future public bodies talent pipeline.

Resources:

• Workplace Design Guide, Government Property Agency
• Drive: The surprising truth about what motivates us, RSA Animate
• How to create an inclusive hybrid working environment, WEF Forum
• Start with Why, Simon Sinek

The next CEO Challenge session is due to take place on 22 June from 14:00-14:30. To register, please complete the online eventbrite form.