Management Consulting
Aon
Full Credential Description
High vacancy and sickness absence rates are significant challenges faced by the public sector, particularly highlighted by the NHS, which reported over 112,000 vacancies in secondary care as of June 2024. This situation has been exacerbated by years of budget cuts, pay freezes, and underinvestment, leading to a workforce that is both stressed and demotivated. The public sector has seen a sickness absence rate of 3.6%, compared to 2.3% in the private sector, indicating a pressing need for solutions to improve workforce resilience. To address these issues, Aon proposed a tailored solution focused on building workforce resilience through several strategic initiatives. First, they emphasized the importance of fair pay, recommending regular market rate assessments to ensure competitive salaries that attract and retain talent. Additionally, Aon advocated for investing in staff development, suggesting even modest training budgets could significantly enhance employee engagement and performance. They also encouraged organizations to explore career development opportunities, allowing employees to gain broader insights into service delivery, which can motivate and retain staff. Aon identified the need for a more flexible recruitment process, advising against overly prescriptive job descriptions that limit the talent pool. Instead, they recommended seeking candidates with potential and providing necessary training. Furthermore, Aon highlighted the importance of promoting the full range of employee benefits beyond salary, such as generous leave policies and mental health support, to enhance job satisfaction. The implementation of a robust approach to managing sickness absence was also crucial. Aon suggested engaging with employees during longer absences to maintain their connection to the organization and facilitate smoother returns to work. They proposed a phased return strategy for long-term absentees, which could include reduced hours or duties, thereby easing the transition back into the workplace. By adopting these strategies, public sector organizations can improve workforce resilience, ultimately leading to better service delivery and reduced risks associated with high vacancy rates and employee dissatisfaction.