Category: Vertical Advantage News

I’m part of several Whatsapp groups of new mummies (like myself) and lately, I’ve noticed a common recurring theme amongst the many topics we’ve covered – “how can I return to work when I’m still so tired?”

I’ve recently been blessed with a beautiful daughter, Joanna, and have come back off maternity leave into a new role, where naturally, I’ve felt the need to prove my ability. It’s been much more challenging than I initially expected it to be!

Finding the balance between work and home, making a good first impression after a rubbish night’s sleep or just generally being able to communicate and form sentences is tough. I’m amazed I’ve been able to put this article together at all!

But on a serious note, it can be tough going back to work as a new parent, whether it’s to a company you’ve been at for years or a brand new one, and a huge part of that challenge is – put simply – you don’t sleep as much as you used to!

Is this issue overlooked?

The Independent recently posted an article that new parents will get 4 hours and 44 minutes sleep per night on average in the first year of their baby’s life, just over half of what is recommended. And since we know that a consistent lack of sleep can lead to various physical and mental issues, why does this issue seem to be completely overlooked by the rest of the world and in particular, the workplace?

From high blood pressure to depression, a consistent lack of sleep can take its toll. A lack of ability to concentrate or increased irritability can lead to arguments with friends, colleagues or partners. My personal best is a recent pointless one-uppance type argument I had with my husband about who got up the most times last night – not proud of this one!

Yet, sleep deprivation can often be ignored as a serious cause of deterioration to mental health and wellbeing and can take you far away from feeling like the “normal” self you once knew!

The “normal” you

I love listening to witty stories from friends and colleagues who have done silly things after a sleepless night that the “normal” them would never have done. My wonderful boss, Andy Davies, as an example, has been known to enjoy the occasional Pot Noodle with warm baby formula after mistaking it for boiling water!

But what happens when these….errors in judgement begin to seep into the workplace?

Can you safely say that your employer, or at the very least, your line manager, would be supportive and fundamentally understand that this is not the “normal” you?

I’m so pleased that I seem to have found “that” company, who genuinely understand the importance of personal wellbeing and having a healthy work/life balance. I do wonder though, how many companies are this understanding and how easy are they to find?

Here’s what I did and what I would strongly advise any returning parent to do in order to probe potential (and current) employers on how they manage new working parents who are still finding their feet!

How to find those hidden gems

1. ASK THEM!

Now, this one may seem obvious, but it never ceases to amaze me how many people will not probe companies on their policies around flexible working, working from home or sick leave, simply because “they’re scared to ask”.

Whether you’re speaking to your current manager or a potential employee, finding the answers to the following questions will help you massively in understanding whether this company will accommodate your new needs.

P.S. If you’re asking a potential employee, I would definitely recommend saving these questions for a final interview when you have slightly more buying power!

(And by the way…it’s ok to ask these questions – don’t be scared!)

• What’s your approach to flexible working?
• How many parents do you have in the company?
• Do you have children?
• How many other employees work from home? How often do they work from home?
• What are my options if I’ve stayed up all night with the baby?

2. DON’T BE AFRAID TO WALK AWAY

This is much easier said than done!

When you’ve been out of the game for a few months/years, it’s very easy to convince yourself that “you need them more than they need you”.

Well, this is just not the case anymore!

Lots of companies in the UK are struggling massively to find good talent at the moment.

So, even if they’re putting on a good poker face and throwing around the “it’s company policy” line, don’t be afraid to walk away IF their needs don’t match yours. Your priorities have changed now and that’s ok.

The right company WILL understand this and do their very best to accommodate you!

3.  FIND OUT WHAT HAPPENS IF THINGS CHANGE

As a new parent, you will constantly be finding yourself in new situations with your baby…some of which had probably never occurred to you until they happen!

Maybe your child gets chickenpox? Or goes through a month-long sleep regression? Or starts nursery? Or you go back to work and realise that you miss your little one much more than you had ever expected you would?

Speak to your new or potential employer about how flexible your contract is if your personal situation changes.

Would they be able to increase or decrease your hours? Change your hours altogether? Put you in a new role?

There’s nothing worse than suddenly finding yourself in a situation where you feel like you are taking on too much and it’s not working for you or your family.

Remember, all of these things will help you balance your new life and new job much better. You don’t need to do it alone!

I’d love to hear your thoughts on this. Are you a new parent returning to work? Or are you ready to return to work after maternity/paternity leave and share these concerns? Perhaps you are a manager yourself and have an opinion on how you would treat an employee-facing these issues?

Let’s face it: No one wants to feel rushed or forced when making any decision so why should this happen when choosing a job that you’ll be committing to for the foreseeable future?!

But unfortunately, you’re probably one of many reading this blog because this happens far too often.

Most recently, I was working with a candidate who was looking for the perfect Senior Category position. Now, she was very transparent throughout the process, telling potential future employers that she was in the process with other organisations. The first had offered her a role, but she was also in the final stages with the other two businesses.

Instead of rewarding her transparency (and let’s be honest, assessing your options properly is critical to any candidate considering a move!) they gave her an ultimatum saying she had till 5 o’clock on Friday to make a decision!

A lot of it comes down to the agency you’re dealing with so, if you want to avoid feeling pressurised to accept an offer, here are my top tips and warning signs to look out for to ensure you make the right decision.

The 3 alarm bells when dealing with a recruiter:

1. An Ultimatum
   Understandably you can’t take a month to decide whether or not to accept an offer, but if you are being pushed with an unfair deadline with no justifiable reason then this is a clear alarm bell.
2. The brief changes
   Another warning sign is if suddenly, the message changes e.g. You’ve been told from the beginning that you’re looking after Sainsbury’s then without much explanation your main focus will be Iceland. Things do change within businesses, but it is important to understand why the role of responsibilities has changed.
3. They don’t know you
   I’m not talking about your favourite colour, I mean your aspirations, motivators and drivers. If they know this, then they’re way more likely to match you to the perfect company.

The 6 positive signs:

1. The recruiter knows the process from the start to finish
   A good recruiter should be able to map out the whole interview process at the first call. e.g. if they know from the beginning that it’s a 3-stage process with a verbal reasoning test in the middle.
2. They’ve worked with the company previously
   If the recruiter has worked with the hiring manager or the talent acquisition team previously it not only shows that they are trusted but it also shows that they’ve proven that they’ve successfully placed a good candidate in the past that fits with the company culture. This is super important for you because beyond role and pay, you want to know that your recruiter gets you and will align you with a complimentary company culture.
3. They’re the companies preferred recruiter
   This may be the best sign of them all. It conveys that your recruiter is not only competent and valued but also speaks volumes that the client is willing to cut all cords with any other recruiter.
4. They won’t budge until they meet you
   Who can truly understand you and your long-term goals in a 5-10-minute phone conversation? I seriously doubt even your parents can! So, if a recruiter endeavours to meet you because they see the value in talking with a clear headspace and looking at your career development holistically then guess what?! They are a keeper!(Related: See what exciting Commercial Strategy / MS&P, Category / Insight & Commercial Sales opportunities we have at Vertical Advantage now)
5. Presentation preparation
   Now I don’t mean they literally prepare the whole thing; I mean they’re instrumental to your presentation being successful. They guide you; they tell you what to include, they’re honest about the length and help you be as concise as possible.P.S. Here’s a general rule of thumb if you’re wondering:
   • Don’t be too fluffy
   • Be concise
   • Convey what a good outcome looks
   • Always include initial priorities and longer-term goals and smart objectives
   • Encourage you to know your product e.g. store visits, topical insight
   • Makes sure you know what’s relevant in the category and who the competitors are

   In my opinion, the best recruiters are the most knowledgeable. In fact, they’re so well informed they might even sound like they could do that job themselves!

6. Really honest feedback
   No one is perfect. That’s why the best recruiter will not tell you what you want to hear. Instead, they will give you constructive feedback as well as help you with developmental areas.

Being aware of all these points will ensure your recruiter understands your aspirations, motivators and drivers meaning that will get you the perfect job so you aren’t left questioning it all and feel pressured to make that final decision.

However:

If the role is perfect, location is ideal, packages are in line with your expectations and you like the brand or product – why are you still questioning it?!

Ask yourself honestly: why are you hesitating?!

It’s probably because you don’t want the role, it is better to be honest and not leave companies wondering. You never know where you will come across that hiring manager again.

Accepting offers can sometimes be trickier than the interview process, that’s why it’s always so important to meet your recruiter face to face so they understand your needs and create a bespoke plan for you. If you don’t put the time in at the beginning to express your wants and needs, then it’s no surprise that it can likely crumble when you get to the finish line.

I hope this article has helped you navigate better in what can be an uncomfortable situation and helped you feel a little bit more in control. If you want to discuss further career opportunities, some top tricks I’ve learnt along the way or maybe you’re just after some career advise then please drop me an email on dale@vertical-advantage.com, alternatively, you can reach me on 0207 438 1565. I’m all ears.

If you’re looking for a job, you’ll most definitely need a winning CV. Whether you’re writing your first ever CV, or you’re a seasoned professional; it can make or break your chances of securing that ideal job. Therefore, it’s important that you get it right.

A CV is essentially a document that outlines who you are, what relevant experience you have and what you can bring to your next role. It’s most definitely not an autobiography of your life and employers will often spend under 30 seconds skimming through it.

With this in mind, there’s a number of factors to consider when writing your CV. From framing the content in the right way, to including the correct information and tailoring it to the job you’re applying for. If you’re hoping to secure that exciting role then read on for our advice.

Stick to a clear CV structure
Firstly, ensure that you stick to a clear structure. There are plenty of kicking about online; so have a search and decide which is best for you. For example, if you’re straight out of education and have little experience, your focus is going to be more on your studies and skills.

Alternatively, if you’ve been working in your industry for some time, you’ll likely stick to a more traditional format; starting with your personal profile, before moving on to your experience and then your education.

Either way, the top of your CV should always include your name, contact number and email address. You don’t have to state your full address on your CV if you don’t want to, though do try to include the town you live in, especially if it’s close to where the company is based. Also, you may wish to include your professional title, if appropriate.

Perfect your personal profile
The first main section of your CV is your personal profile. Keep this short, no more than three sentences long and provide a brief summary of who you are and what you can bring to the role you’re applying for. Alongside this, if you have any career goals, be sure to include these.

Just remember that the reader wants to know why you’re the best person for the job. So, if you fail to impress them at the top of your CV, they’re unlikely to carry on reading.

Shout about your experience
Next up is your experience section: possibly the most important part! Here, you can highlight any relevant experience you have; whether that’s work experience, an internship or full/part-time employment.

You should state your experience in reverse chronological order, starting with your most recent position first. For each section, be sure to include the job title, the dates in which you worked there (month and year is fine) and a short overview of any key skills and achievements. To make it easier for the reader to digest, it’s also best to use bullet points.

Alongside the above, when shouting about your achievements in each role, try using numbers to quantify them. For instance, rather than stating ‘I consistently hit target every month’, try ‘I consistent exceeded my target by 20% each month’. It helps to bring your example to life.

Touch on your education
The next part to focus on when writing your CV is the education section. Again, list your education out in reverse chronological order and include any relevant qualifications. If you’ve only just left education, this section will be your main focus and you can go into detail on any key modules studied at University or grades achieved in school/college.

As you progress throughout your career, employers tend to focus less on your education and more on your experience. So, if you have over 10 years’ experience in the industry, you probably don’t need to include details about school or college.

What else should you include?
Aside from the above, there are a few other sections that some people opt to include in their CV. For example, some wish to shout about their hobbies and interests. Again, if you’re just starting out in your career, this section can be useful to include. However, only do so if you actually have something interesting to say and better still: don’t lie!

At the end of your CV, you may also want to include a reference section. Note that you don’t need to actually include references on your CV; simply stating ‘References available upon request’ will suffice.

Tailor your CV to every role
Hopefully, you’ve got to grips with the basic structure of a CV. It’s definitely worth putting together a ‘skeleton’ document that you can work off of every time you apply to a job. However, it’s very important that you tailor your CV to every different role you apply for.

After all, a generic CV that isn’t relevant to the job won’t impress recruiters. They want to know what you can bring to the business and why you’re interested in the role. So be sure to set aside some time to do this.

Keep it concise
Finally, be sure to keep your CV concise. It’s recommended that you stick to two pages – any longer than this and it definitely won’t get read. Use a clear and easy to read font, such as Arial or Calibri in size 11 or 12. Alongside this, ensure that it’s in a format that’s easy to read. Graphics don’t tend to work well on CVs, especially if the company is using an Applicant Tracking System.

Ready to start writing your CV?
So there you have it; your ultimate guide to CV writing. Hopefully, the above information should be useful to you when you’re looking for work. Remember, stick to a clear format and include only the most relevant information. That way, your CV has a better chance of making it to the ‘yes’ pile; once you’re ready to go, why not register it online and see how you get on – good luck!

We think we’re pretty great… but don’t just take our word for it!

Here’s what our happy clients say about us:

“The Vertical Advantage team have proven to be a value-adding talent acquisition partner for us. In a fast-moving, candidate-driven market, we need partners who act with pace and really understand their candidate network. Trust and transparency is crucial to the success of the partnership and we have faith that the Vertical Advantage team will deliver whenever we ask for their support.”
Talent Acquisition Manager at 

“I have worked with Vertical Advantage for a number of years and highly recommend them. They understand my needs and business constraints, tailoring their search accordingly. This is combined with the right level and style of communication to suit my needs, enabling an efficient, yet personable approach and (most importantly for me) the right result… a great Category team. They have a refreshing, clear and straightforward approach to the recruitment process.”
Head of Category at 

“Spot on and professional! I have been working with Vertical Advantage since 2015. Their coverage of the FMCG/Retail sector is excellent and the calibre of candidates recommended by the team has been extremely high. I like the no-nonsense approach, their ability to quickly understand our needs and the importance of fit when hiring for Land Securities. It is so comforting to know that one quick phone call gets the ball rolling!”
HR Manager – Retail and Learning & Development – 

Practice makes perfect.

It’s a phrase we’ve all heard before. I’d go as far as to say it’s a phrase we’ve all said before, whether to ourselves or a frustrated friend in need of a somewhat superficial boost.

However, I doubt that any of us have made quite as much money from the idea as the Canadian writer Malcolm Gladwell.

It was his book, Outliers, which originally helped popularise a snazzier sounding version of ‘practice makes perfect’ back in the dark days of the recession: The 10,000 Hour Rule.

It certainly has a certain buzzword-y ring to it.

The idea behind the ‘10,000 Hour Rule’ is that deliberate, sustained practice in one specific field plays a crucial role in becoming an expert in that discipline. And since the book was published in 2008, it’s been used as a go-to theory on the sacrifice it takes to be successful.

But it’s not quite that simple.

K. Anders Ericsson, the Swedish psychologist behind the original study which coined the ‘10,000 Hour Rule’ believes Gladwell vastly oversimplified the theory, something Gladwell himself now recognises.

Quite simply, practice alone just isn’t enough nor does it exist in a vacuum. (A.k.a. There are other factors at play.)

Ask anyone who spent thousands of hours kicking a football about as a kid, yet failed to become the next Beckham.

Yet Gladwell’s thesis is actually much more nuanced than the fairly broad-strokes ‘10,000 Hour Rule’ implies.

He actually spends a large portion of the book highlighting an array of other factors which play a part in the development of what Liam Neeson might call ‘a very particular set of skills’.

Factors like access, privilege, cultural upbringing, and race, to name but a few.

Cool.

So, if practice doesn’t make perfect…what does?

As recruiters and talent developers, figuring out an answer to that certainly wouldn’t hurt.

Environment might be more important than racking up the hours
Nurturing talent is about much more than simply giving someone a ton of responsibility and letting them crack on. Practice (alone) doesn’t make perfect, nor does it exist in a vacuum, remember?

A lot of the time the first port of call is to tag ‘Digital’ on to someone’s job title and hope that suddenly makes them an expert. Unfortunately, without the relevant budget, training, technology & measurement of performance, the development or true specialists who understand an ever-changing landscape is going to be severely limited.

That’s not to say that giving a new recruit time to get to grips with a role and allowing the natural learning curve to play out is necessarily a bad thing. (Although, do keep in mind that racking up 10,000 hours will take about five working years.) In fact, it’s crucial. But it’s also not the only thing.

Expertise cannot develop without passion
Think back to your maths lessons at school (delete as appropriate, leaving behind the one you hated the most).

You might have put in plenty of hours in those lessons–although maybe not quite 10,000–but do you remember Pythagoras’ Theorem? Shakespeare’s soliloquies? The Spanish for anything beyond ‘dos cervezas, por favor’?

In short, without passion for a topic, no amount of practice time is going to turn you into an expert.

The same logic is equally applicable to employers trying to find talent to be nurtured.

In an ever-changing landscape, previous experience (even 10,000 hours of it) quickly becomes redundant if the desire to continue learning disappeared 8,596 hours ago.

So, when searching for digital & eCommerce talent for FMCG businesses, the intersection of experience between skills and sector is still relatively small, so taking a broader view than square pegs for square holes is crucial.

Without these traits, all that practice may amount to nothing than more than banging your head against a digital brick wall.

Think of it this way: 10,000 hours + passion x environment = someone on their way to success. All you have to do is find them.

There’s an ongoing debate in every industry over counter offers.

Should you turn them down or should you take them? And are you damaging your career if you stay?

Should you always believe what your recruitment consultant tells you?

Or sometimes are they simply saying what they NEED YOU to hear?

Does the looming potential of lost commission have an impact on the advice you get?

With all these questions circulating, it’s clear to see that many people are confused over what the right move actually is.

Why?

What makes it harder is sometimes you might not feel your recruitment is always honest by peddling these myths.

Here at Vertical Advantage, we see no advantage in pulling a wool over the eyes of our clients and job seekers.

We believe that the more transparent the process is, the happier and successful everyone is all round.

So, in order to give you a bit of clarity, we’ve deconstructed the 4 most common counter offer myths.

Myth #1 – Say yes and your manager will still think you’re disloyal
When a good employee resigns, an employer might try to get them to stay – not just because they’re valuable to the business, but because recruiting a replacement takes time and money and it’s easier to keep the person they have.

Your recruitment consultant might tell you that if you take the offer, your boss will (secretly or not so secretly) think you’re disloyal and that it will have a negative impact on working in the company.

This just isn’t always true.

Working for a company is a two-way street – if your boss offers you a counter offer it’s because they NEED you in the here and now and if they are going to be able to manage you, they’ll need to let go of any bad feeling.

Remember: They gave you the chance to stay and you took it – so there is no value in them harbouring any belief that you’re disloyal.

Myth #2 – Say yes and your internal reputation is damaged beyond repair
You might be thinking that if you take the counter offer your colleagues will turn against you. You might have had this fear confirmed by your recruitment consultant.

Think about it this way:

At some point in their career, most, if not everybody, in your team will have explored the job market.

Your colleagues may also have been given the chance to stay for a better package and experience.

Even if they didn’t take the counter offer, there’s a high chance they considered it.

So, they are likely to understand your position.

Moving jobs and progressing your career is par for the course – nobody stays forever and never looks around. Your colleagues know this too.

Myth #3 – Say yes and you’ll be first out the door if there’s a restructure
When it comes to a company restructure there will be a massive range of reasons behind any decision of who goes and who stays.

If you are proving your worth to the business, there’s no reason to think that because you once looked externally, you’d be pushed out if the time comes.

It’s important to view a restructure for what it is – a wider business decision – and not an opportunity for your boss to get revenge.

Myth #4 – Say yes and you’ll resign in a few months anyway
There are statistics that come up often which suggest that people who accept counter offers will resign not long after.

This can imply that accepting is pointless.

However, statistics are always open to interpretation.

Even if people end up resigning later, it doesn’t prove that it was wrong to stay.

A decision has to be made based on the scenario at that point in time and stats like this are purely a snapshot of a much wider, more complex decision.

Now the lies behind the counter offer myths have been exposed:

Should you stay or should you go?

No two situations are the same and sometimes accepting the counter offer could be the right move for you.

The resignation / counter offer scenario could be an opportunity for an honest conversation with your boss. The real positive is that if underlying issues are resolved it makes perfect sense to stay where you are.

But think what this says about the state of your relationship with your boss.

Should it really take handing in your notice to get their attention?

Rather than seeing this as a chance to start an open conversation, perhaps it’s really a sign that your relationship isn’t as strong as you thought it was and shows that moving on is the RIGHT step to take.

Also, are there any issues which a counter offer simply couldn’t fix?

Hard facts like a daily commute being too long just can’t be solved with a counter offer of more money or responsibility, so if points like this were bothering you, moving on stands out as the clear choice.

When it comes to counter offers, ideally, it’s better to avoid the situation in the first place.

The best way to make this happen is to address any frustrations you have BEFORE you find yourself itching for a new job.

Think in depth about your career – could you achieve your goals where you are or do you need to move?

Knowing what you want out of your career and your personal tipping point will help avoid the counter offer scenario before it even starts.

If you’re swinging more towards accepting a counter offer, here’s 3 influencers to consider

In a counter offer scenario, there are 3 very different factors at play.

The politics of your company will influence their actions – perhaps they made a counter offer because they can’t afford to recruit somebody new?

Your boss might want to counter offer because they don’t want the hassle of sourcing a new replacement.

Your recruitment consultant may be encouraging you to accept the new offer so they can fulfil their client brief.

So, where does this leave you?

If you’re in the middle.
With these influencing factors, it can be hard to fully evaluate the situation.

Only you are at the centre of any counter offer situation and only you can decide the best move for your career.

If you feel stuck, make the most of your recruitment consultant.

While they want to deliver for their client, good consultants also want to deliver for their candidate.

If your consultant is honest and transparent (and doesn’t feed on the myths mentioned they can provide insightful feedback which could help you see the bigger picture.

Being happy in your career is the foundation to being successful. As Albert Schweitzer said, “success is not the key to happiness. Happiness is the key to success. If you love what you are doing, you will be successful.”

In today’s world, happiness at work is even more important than it used to be. The millennial generation have high expectations of their career and their employer. It’s no longer enough just to like your job, millennials want to be truly happy with the whole experience. Happiness at work is impacted in a myriad of ways; from salary and people, all the way through to the office environment.

Does the office environment REALLY make a difference to your business?
Some office environments can often leave much to be desired. Desks and cubicles crammed in together, it can seem like companies are trying to utilise every inch of floor space. But space, pleasant surroundings and natural light are essential.

Of course, making improvements costs time and money and is just one of many priorities. But how much of a difference can a working environment really make?

Chain reaction from employee well-being to productivity & retention
The first thing to understand is that employees’ health, wellness and job satisfaction are linked to their environment. If you look at some of the research around this idea, for example Gensler’s UK review into the workplace that identifies how ‘poorly designed, open-plan environments are negatively affecting 8+ million UK workers’, it quickly becomes clear that there is a chain reaction when an environment is improved.

Once the surroundings change, employees begin to feel more comfortable, engagement and motivation increase, followed by improved performance and productivity, along with job satisfaction.

Job satisfaction is one of the key factors for employee retention. This is especially important in a time where people may put quick career progression ahead of loyalty.

How switched on are employers to their employees’ environmental needs?
An MD from a leading office design company explains how companies are becoming increasingly aware of the impact of environment on their employees and they are working towards making improvements.

“Today’s office has developed into one which provides employees with a space in which they can conduct focused work, socialise, collaborate and more. The removal of walls – both physical and psychological has led to a major change in office design and the distinct boundaries that existed between ‘the office’ and ‘the home’ have in many ways been removed.

Many companies are looking to provide a more ‘homely’ feel to the office through enhanced office design. Primarily led by the tech companies such as Google, this design trend is now apparent in firms even within traditional sectors.’”

He believes there are 3 key reasons behind this employer attitude:​

1. Staff attraction & retention
2. A desire to ‘give back’ to employees working long and possibly unsociable hours
3. An aim to foster a collaborative and interactive style of working

Case Study: Leading FMCG brand moves offices

A new environment bring rewards with improved employee retention and engagement
A client of ours that has recently moved offices found their new environment had a big impact on their employees. They identified that their old offices were not “fit for purpose”. In the new office there is a focus on layout and privacy, with “plenty of flexible working space and phone booths for private calls”, making it as easy as possible for employees to be comfortable and work productively.

Our client believes that their new office environment had a visible effect on their ability to attract and retain talent and improve employee engagement levels. ”Our retention rates are high, but we have seen a marked difference in our engagement scores over the last two years since the move.” He acknowledges that there are many factors which impact talent retention, but believes that this can be strongly attributed to the new environment.

To build upon the success of the new offices, the business has a team of committee members who regularly feedback on suggested improvements, making sure that ”any frustrations or concerns don’t go unnoticed.”

Prioritising the office environment
It’s clear that there is a direct link between office environment and employee engagement, productivity and retention.

Some businesses are striving to make improvements, while there are still others that could benefit from giving their office a little more TLC.

In the long-run, as industry professionals point out, investing in improving the working environment can make a real difference. Invest now and reap the rewards of increased productivity and improved retention for years to come.