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Operations
Where is the Food Industry going and what challenges might we be already facing?
Having seen many different things on LinkedIn and listening to a lot of health and wellbeing podcasts, it got me thinking about what current trends in the market may have an effect on the food industry, along with the general challenges across the globe that many people don’t think about, but the sector are constantly talking about. 1. Sustainability and Eco-Friendly Practices Carbon Footprint Reduction: Now this isn’t new, but I have seen more about British Grown, more than ever. But is this truly feasible!? The industry is examining ways to reduce its carbon footprint, from sourcing raw materials to energy-efficient manufacturing processes. Some companies are investing in renewable energy and carbon offset initiatives. More and more companies are realising the benefit of Aerobic Digestion – lots of companies are looking to utilise investment in this area…..and making money off the back of it!? Is this the new form of diversification? 2. Personalised Nutrition/Health & Wellbeing Trends Customised Food Products: Advances in data analytics and biotechnology are enabling food manufacturers to create products tailored to individual dietary needs, preferences, and health conditions. In the world of Gut health, microbiomes and everything in between….are we going into a world where this is going to be the norm? Nutrigenomics: This emerging field studies the relationship between an individual's genetics and their response to certain foods, allowing for more personalized nutrition plans and product development. We all seem to know someone who has a large number of intolerances that will ultimately affect their buying trends. Functional Foods: There is an increasing demand for foods that offer health benefits beyond basic nutrition, such as probiotics, prebiotics, and foods fortified with vitamins and minerals. The world of supplementation, anti-inflammatory properties of turmeric and the ever growing market of Nootropics. 3. Regulatory Changes and Compliance Nutrition Labelling and Health Claims: Ongoing debates around clear labelling, especially regarding sugar content, allergens, and GMOs, are leading to changes in regulations that manufacturers must adapt to. Even in food service and hospitality, I have never seen so many “kcal” labels on the menu’s as well. For some this can be great, but for others it can be dangerous and counterintuitive. Regulation of Novel Foods: As new food products like lab-grown meat and insect-based foods enter the market, regulatory bodies are developing frameworks to ensure their safety and proper labelling. 4. Global Supply Chain Challenges Supply Chain Resilience: The COVID-19 pandemic and geopolitical events have highlighted the vulnerabilities in global food supply chains. Discussions focus on diversifying supply sources, improving logistics, and investing in local production to mitigate risks. Raw Material Shortages: Fluctuations in the availability and cost of raw materials due to climate change, geopolitical tensions, and other factors are impacting production and pricing strategies. 5. Ethical Sourcing and Fair Trade Supply Chain Ethics: Consumers are more concerned about the ethical sourcing of ingredients, leading to discussions on fair trade, humane treatment of animals, and the use of child labour in supply chains. Transparency and Certifications: Certifications like Fair Trade, Rainforest Alliance, and others are becoming more important as consumers demand proof of ethical practices.
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The power of tiny gains
MorePeople hosts an annual company conference, where we take a day away from desks for learning, team building and inspiration! Back in 2021, the content of the conference was based on the book Atomic Habits by James Clear and ‘The Power of Tiny Gains’, and still now, the idea of being 1% better at something every day is spoken about most days in our office. The idea of tiny gains is simple: small, incremental improvements made consistently over time can lead to significant results. We’re drawn to stories of people who seem to transform their lives in the blink of an eye, but in reality, lasting success rarely happens overnight. Instead, it’s usually the result of small, consistent improvements that compound over time.After a year, that 1% improvement each day can lead to you being 37 times better than when you started.Why Tiny Gains workSustainable progress – you’re not trying to do too much too soon, it’s sustainable Builds momentum – each time you achieve a tiny goal, you get a psychological boost that makes you want to keep going.Compounding effects – small improvements can lead to significant personal and professional growthOvercoming Perfectionism – You’re less likely to get bogged down by perfectionism as you’re allowing yourself to grow and improve gradually.Examples of incorporating tiny gains in your workStreamlining workflow – regularly refining a process, like reducing the steps in an approval chain or automating a routine task, can save time and reduce costs.Personalised communication - Gradually improving how you personalise communication with customers, such as using their names in emails or remembering their preferences, can build stronger relationships and increase customer loyalty.Incremental Feature Additions - Instead of launching a completely new product, gradually adding features or improvements to an existing product can keep it competitive and relevant.Regular Training - Implementing short, ongoing training sessions or workshops can help employees develop new skills and improve productivity gradually.Feedback Loops: Establishing a culture of continuous feedback, where employees receive regular, constructive feedback on their performance, can lead to gradual improvement in individual and team performance.Content Optimisation: Regularly updating and optimising existing content on your website or blog for SEO can gradually increase your search engine rankings and drive more organic traffic.Improving Sales Scripts: Regularly tweaking and refining sales scripts based on feedback and results can lead to a more effective sales process.The same goes with recruitment, tiny gains in recruitment might seem small but when consistently applied they can lead to a more efficient, effective and candidate-friendly hiring process, improving overall hiring outcomes. Examples include.Clearer job titlesSimplifying application forms Simplified paperwork Pre-starting engagementHave you heard of the power of tiny gains or read Atomic Habits?
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Horticulture
Horticulture Industry Salary & Benefits Survey 2024
I decided to create the Horticulture Industry Survey for a few reasons, the idea sparked from MorePeople’s bi-annual Salary Survey, which provides great insight across all the industries we work in – food manufacturing, fresh produce, agriculture, horticulture and garden centres. However, I found that even with the comprehensive survey, I was being asked the same questions from candidates and clients including salaries for specific roles and locations and what people can do to retain employees away from salary alone.BackgroundI’ve been specialising in the industry for 5 years now and recruitment is always changing, especially both employer and employee expectations. There’s been an increased demand for more talks, seminars and panels around gaining the right talent and retaining staff, too.So, I thought instead of just telling people information I’ve learnt, let's create a survey with data from hundreds of people across all parts of horticulture, and create a resource for the industry to utilise. Recruitment can be incredibly stressful and time-consuming, and I wanted to give people a place to start.Before deciding to do this, I wanted to do some digging and understand whether it was something people actually wanted. I did some research and asked people, in which the response incredibly positive. I then put a ‘mini form’ out there asking what people would want to see and moulded some of the questions and content around this.We’re all so incredibly busy, so ensuring the data collected was relevant and useful was my number one aim. The results There were a few things that I would say stood out to me in the findings. The first was incredibly positive and a huge shout-out to the YPHA. Of people under 35 who could be a part of the association, 79.7% of them are members. I think this shows the positive impact the YPHA has, as well as how much people value networking and education.One I’m surprised and intrigued about is the culture question. We asked on a scale of 1 to 5 how important culture is to people in the workplace. 43% answered extremely important (1), 35% answered not important (5) with a smattering in between. When doing these surveys, we tend to see answers heavily leaning one way or the other, but this is split nearly down the middle. I do wonder whether people know what culture within a workplace means, as surely no one wants to be in an unhappy environment. This also didn’t align as I’d expected it to when we asked the question on why people left their last role – poor culture was the highest answered option.ImpactAs mentioned, I wanted this report to be a tool that can be used across the industry. We want to keep as much talent engaged in Horticulture as possible. This is so important, especially given that 45% of people said they’d thought of leaving the industry due to salaries, and the top-picked answer when we asked about industry challenges was lack of perm/skilled people. One thing I think is worth noting and considering is the salary differences across genders. Of course, this was only a small data set in comparison to the whole of UK Horticulture, but the average salary answered for people who identified as female was £40k - £49k, whereas male was £60k - £70k. There are a few points that could have affected this; it could be that less women in senior management filled in the survey, there are simply less women in senior management positions, or that there is inequality in the industry across genders.Flexibility is one point I think could really make a difference to people working in Horticulture. Flexibility doesn’t mean working from home or hybrid. You can’t do a lot of roles from home. Flexibility means being able to amend working times for things like childcare or going to the doctor without having to book a day off. It’s things like this, that whilst take time to implement within a business, make a huge difference to employees and employee retention.What’s next?I hope that it serves as an educational piece for the industry. I’d like to be able to hear about small, positive changes that both employers and employees have made. I’d like to get as much feedback as possible on people's thoughts and questions following the report. If it’s beneficial, there’s no stopping us doing it again, but it can be evolved to make sure it’s as useful as possible. I want to encourage anyone reading the report to ask me any questions they have. We can break down salaries, genders, roles, qualifications etc further – just ask! Please reach out to me, Sarah, with any feedback or questions on the report.You can reach me on 01780 480530, sarah@morepeople.co.uk or https://www.linkedin.com/in/sarahwant/
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What to do if your mind goes blank in an interview
Interviews are nerve-wracking experiences, no matter how much you prepare. You’ve rehearsed your answers, practiced your body language, and mentally prepared for any curveballs the interviewer might throw your way. But then, it happens: your mind goes completely blank. The question hangs in the air, and you’re desperately thinking of something to say. It’s a situation we all dread, but it’s entirely manageable. Here’s how you can cover your mind going blank in an interview. The first step is to pause and take a deep breath. When anxiety kicks in, it’s easy to feel panicked and pressured to fill the silence immediately. However, a pause is perfectly acceptable and can even work to your advantage. Use this moment to compose yourself and stop that fight or flight feeling. Remember, a few seconds of silence often feel much longer to you than they do to the interviewer. If your mind goes blank because the question is unclear or complex, don’t hesitate to ask for clarification. This can give you a bit more time to think and shows that you’re thoughtful and detail-oriented. You might say something like, “Could you please clarify what you mean by that?” or “Are you asking about my experience with project management specifically?” Another tactic is to repeat the question back to the interviewer. This serves two purposes: it buys you some time, and it ensures you’ve understood the question correctly. For instance, if asked, “How do you handle tight deadlines?” you could start by saying, “How do I handle tight deadlines…?” This simple strategy can kickstart your brain into action, helping you to structure your response. When you’re struggling to find an answer, thinking out loud can be a lifesaver. Begin by discussing how you’d approach the problem or question at hand. This shows the interviewer your problem-solving process, even if you don’t have a perfect answer ready. For example, you might say, “That’s an interesting question. Let me think about how I’ve approached similar situations in the past…” This technique demonstrates that you’re methodical and composed under pressure. If you’re completely stuck, use a placeholder response to keep the conversation moving. Say something like, “That’s a great question. I want to give you the best possible answer, so I’m taking a moment to think it through.” This approach buys you time without leaving an awkward silence and shows that you’re taking the interview seriously. Sometimes, blanking out can be a sign of overthinking. Try to reframe the situation by reminding yourself that the interview is a conversation, not an interrogation. The interviewer isn’t trying to catch you out; they’re interested in getting to know you better. Change your mindset from perfectionism to authenticity, and answer as you would in a normal conversation. This can relieve some of the pressure and help your thoughts flow more freely. When in doubt, relate the question to a specific experience. Even if it’s not a perfect match, talking about how you’ve handled something similar in the past can help you get back on track. For instance, if you’re asked about a skill you’re struggling to articulate, you might say, “I’ve faced a similar challenge in a previous role, where I had to quickly adapt to a new software system…” If you absolutely cannot come up with an answer, it’s okay to admit it and move on. You can say something like, “I’m drawing a blank on that right now, but I’d love to revisit it later in the interview or after I’ve had some time to think about it.” This honest approach can be refreshing, and most interviewers will appreciate your candour. Preparation for an interview isn’t just about rehearsing answers; it’s also about managing stress. Incorporating mindfulness techniques, such as deep breathing exercises or meditation, into your daily routine can help you stay calm and focused during the interview. The more you practice staying present, the easier it will be to handle those moments when your mind goes blank. After the interview, take some time to reflect on what happened. Why did your mind go blank? Was it a lack of preparation on a specific topic, or was it due to nerves? Use this experience as a learning opportunity to improve your performance in future interviews. Every interview is a step towards mastering the art of presenting yourself under pressure.Here at MorePeople, we pride ourselves on thoroughly preparing our candidates before they go for an interview, if you would like to discuss anything further please don't hesitate to call one of the team on 01780 480 530 and they'll be happy to help with whatever query it is you have.
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What is an induction?
Our HR partner Safe HR recently released a blog about workplace inductions. As a specialist recruitment company, we know how important first impressions are for candidates and businesses alike and their effect on retention rates. Whether you have a solid induction process or are looking at revamping your processes, we wanted to share Safe HR's insights on the topic. When a new employee starts in your business, the first few weeks are key in ensuring they settle in well and feel supported by you as an employer. You’ll need to equip them with all of the information, training and knowledge required to do their job to a high standard, without overwhelming them. Sounds tricky? With a clear and streamlined induction process, it doesn’t have to be. The purpose of an induction is to help your new employee to feel welcomed and valued, while also paving the way for them to be a productive and positive asset to your business. What is a job induction? Induction definition Within the workplace, an induction refers to the process of getting new employees acquainted with your business, helping them to settle in and giving them the information required for them to become a valuable team member. How it works An induction process is slightly different to onboarding in that it usually encompasses the very beginning of the new employee’s work life, whereas onboarding can stretch to a year and beyond. An induction can also focus more on introducing the new starter to the role and what’s expected of them, while onboarding considers more of the wider organisational culture. It’s a good idea to have an induction process template ready for when a new employee starts, which can then be changed or adapted if necessary. Remember that some employees, such as graduates in their first job or those returning from long-term sickness, may require more support than others. The importance of induction The key thing to remember about inductions is that they’re mutually beneficial for both you and your employee. The new hire feels well-adjusted, which means they’re less likely to start looking for another job; they’re happier and more settled and you’re less likely to lose them to a different organisation. Eight out of ten staff who leave organisations are new employees, so it’s ultra-important to make the effort to get them settled. Benefits of an induction programme It’ll save on time and resources, as you’re less likely to have to start the recruitment process all over again. It’s an opportunity to get creative. Instead of just treating an induction as a tick-box exercise, use it as an opportunity to show why your company is so great and to showcase its best bits. The better the induction process, the more efficient and effective the employee will become in their role. Armed with knowledge and training, they’ll be able to quickly start contributing to the wider company through their work. Feeling supported and listened to will boost the individual’s confidence and feed into the wider team morale, helping to sustain a positive company culture. Employee induction procedure An effective induction brings together more practical elements with activities that allow the employee to become immersed in the company culture. The key parts of the employee induction programme are: 1. Meet colleagues Getting to know who they’ll be working with is so important in getting the new employee comfortable and easing their first-day worries. Introduce them to their team (and assure them that they don’t have to remember all the names straightaway!) and consider assigning them a buddy for extra support. The employee will be more eager to start working if they’re made to feel welcomed and like they’re part of the team already. 2. Tour of workplace Familiarise your employee with their new surroundings, showing them where they can find the toilets, the first aid box, the fire exits and any kitchen facilities. Ensure you’ve sorted out their workstation ahead of their arrival and that they have everything they need to get started. By showing them their surroundings and having their workstation and equipment ready for them, you can help to make your employee feel valued and important. It’s worth noting that not doing these things can have the opposite effect. 3. Health and safety On the first day of the induction process, the new hire should be taken through your health and safety procedures and receive any necessary training. Different types of roles will require different levels of training, but as a minimum requirement, employees should know how to assess and minimise common workplace risks, and be informed about emergency procedures. 4. Get all the necessary documents sorted All employees need to have received and signed a written statement of employment (usually in the form of an employment contract) on their first working day. You’ll also need to collect from them copies of proof of their right to work in the UK, their P45 and their bank details for payroll. 5. Get to grips with company policies It’s a good idea to grant all new employees access to an online employee handbook which covers all policies and procedures for your business. This will detail any legal requirements they’ll have to abide by, as well as company policies surrounding dress code, annual leave, sickness absence and any other areas of importance. 6. Understand their role Early on in the induction process, it’s important to invite the employee to a meeting where you explain the key responsibilities of their new role, what you expect from them and how their work will contribute to the wider company. This will give them a good overview to get started with and will, hopefully, encourage them to work hard and excel in their role. 7. Identify any training needed By the end of the induction process, you’ll likely have a good idea of how well the employee be able to perform their role and will have identified any gaps in their abilities. This way you can organise further training or tasks in order to ensure they’re fully equipped going forward. 8. Organise first probation meeting Giving feedback to new employees is essential in keeping them on the right track and giving them motivation to maintain a high standard of work. Make sure you set a date for their first probation review and ask them to answer some questions beforehand so you gain an understanding of how well they’re settling in. What makes a good induction programme? It’s a good idea to make an employee induction checklist which lists all of the tasks and training that your new employee will have to undergo during the induction process. This way, it’ll be easy for both parties to remember what’s still to do, and will be evidence that the individual was given all necessary information. Just ensure they sign it and hand it back when the induction is complete. Checking in regularly with your new hire, to make sure they’re settling in comfortably and not feeling overwhelmed, is key. The more supported the individual feels, the quicker they’ll start to become an essential and productive member of your team.
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Join us for an exclusive coaching taster day!
Join us for an exclusive coaching taster day! After the success of Jon's coaching taster days last year, we are offering another chance this September! We’re offering the opportunity to attend the MorePeople offices for a FREE taster day to experience the highlights of Step Change Development’s highly interactive coaching programme for managers run by Jon Poole. This is usually a practical, two-day programme but we’ve combined the best bits into a single day for you to experience for yourself how valuable the course is. During our free exclusive taster day, you will experience first-hand elements of the full programme as well as being given the outline of the full two-day programme. Join a small group of other senior managers and HR specialists to experience how coaching in your business can dramatically enhance performance. Find out more on Step Change Development here.Attendees will also receive a free copy of Jon Poole’s book – Business Coaching in Easy Steps - which supports the programme. Objectives of the full programme Managers will learn;How coaching can be used to improve the performance of individuals and teams Core coaching principles and techniques based on our highly practical Dynamic Coaching Model How to create a positive coaching relationship How to use visioning techniques to enhance their goal-setting skills A range of leadership techniques which will help to engage and empower individuals and teams Date: Tuesday 10th September 2024 Location: MorePeople offices, Cherryholt House, Cherryholt Road, Stamford, PE9 2EP Start: 10am End: 2.45pm Lunch included If you’d like to join us, or know someone who would benefit from attending, please email natalie@morepeople.co.uk to book your spot – please note spaces are very limited and will be offered on a first come, first served basis. Only one delegate per company please.
