Coaching Connect with Manpower

Going Back to the Office? Make it Worth the Trip!

Going back to the Office? Make It Worth the TripSo, your team’s been working from home, maybe doing hybrid, maybe fully remote. And now you’re thinking, it might be time to bring people back into the office. You're not alone. More employers are starting to push for in-person work again.But here's the truth: you can’t just flip a switch and expect everyone to be excited about traffic jams and long commutes. If you want people to show up, not just physically but mentally, you’ve got to make the office worth coming back to.Let’s break down how.Make the Office Feel Like a Place People Want to BeThink about it: if the workspace still looks like a 90s cubicle farm, no one’s rushing to return. People need spaces that help them focus, connect, and feel comfortable.For admin teams? Quieter zones with good lighting.For contact centres? Better acoustic setups for calls and spaces to chill in between.For everyone? A space that doesn’t feel like punishment.Offices don’t need to be fancy, but they do need to feel human.Talk About What They’ll Gain, Not What They’ll LoseSaying “You have to come back” doesn’t inspire much. Instead, talk about what they’ll actually get out of being in the office.Need quick support? Easier when your teammates’s just across the table. Got a problem? Solve it in five minutes instead of a Teams meeting that drags on for hours.Want to grow? In-person coaching and career chats hit differently.For admin and contact centre staff, especially, the right in-office setup can help with speed, confidence, and support.Flexibility’s No Longer a Bonus. It’s the Bare MinimumLet’s be real. Most employees now expect some form of hybrid. Studies show over half of local employees prefer a mix of home and office days, and nearly 40% say they’d quit if forced back full time.So even if you want more people in the office, try to meet them halfway:Maybe 3 days in, 2 days out.Or team-specific plans that reflect how they actually work.The goal? Structure with breathing room.Bring Back the Buzz with the Little ThingsYou don’t need a massive budget to make people feel good about coming in. Just… make it a bit fun again.Surprise lunches (who says no to free lunch)Free fruits every MondayFestive potlucksCoffee that doesn’t taste like regret.Small wins celebrated with laughter.People miss the connection. Bring it back.Help Managers Lead the WaySome team leads were promoted during the remote era and may have never managed an in-office team before.Others are still figuring out how to juggle hybrid dynamics.Train them. Coach them. Give them tools to lead with empathy and not just attendance trackers. And most importantly? Teach them that micromanaging kills morale. Trust builds performance. No one thrives under a manager who’s always breathing down their neck.Because no one quits a company, but they quit a manager who doesn’t get it.Final WrapReturning to the office doesn’t have to feel like a step backward. Done right, it can feel like a reset. A fresh start. A better way to work together.Don’t push people back, but pull them in with purpose.To find out about the services Manpower provides for employers, click here.

Register for Our Q2 2025 Hiring Insights Webinar Wednesday May 28th

Manpower Q2 Hiring Trends Webinar - Register NowJoin us for the latest in our Manpower webinar series Wednesday May 28th at 9.30am where we will be discussing the latest data from our recently released "Q2 Employment Outlook Report" and how these insights can inform and shape both short and long term workforce planning. We are delighted to be joined by one of our HR partners Indeed, known worldwide as the leading online recruitment partner for companies large and small. They will be discussing what they are seeing in the Irish market at the moment and some key tips to consider for your current/future recruitment plans. Key Webinar Takeaways will include: The latest stats and insights behind the labour force trends; Is hiring being driven by growth or backfills in the current market; How to position your business correctly in a talent shortage market; What sectors are driving hiring volume and are you competing with large or small organisations for talent; Standing out from competitors in a crowded market; Insights and best practice tips from Indeed to stand out on the worlds largest hiring platform. This is a free webinar and suitable for HR Professionals, Senior Management and Business Executives. Registrations is required and places are limited to 4 attendees per company. Book your place today and you are welcome to invite a colleague who might like to attend.

Watts Up: Why More Skilled Talent is Needed for Rising Global Energy Demand

Watts Up: Why More Skilled Talent is Needed for Rising Global Energy DemandAs I partner and collaborate with my energy industry clients, I am continually amazed by their determination and resilience in navigating an ever-changing industry, all while ensuring our communities stay energized. It’s no secret that workforce management stands as a significant challenge, particularly in an industry undergoing such profound transformations. The conversation often turns to talent shortages, regulatory concerns, and the increasing sophistication of technology, all of which are shaping the future of work in this sector.Considering this, we explore the top six trends for this sector in the Energy and Utilities 2025 World of Work Outlook. Drawing from our latest research that includes responses from more than 40,000 employers across 42 countries, along with separate independent studies, the report takes a deep dive into how these key trends are shaping the future of work. It also illuminates various opportunities for employers to make their mark, even as they navigate the ongoing challenge of talent scarcity.1. Energy Sector Talent ShortagesOne of the most pressing challenges highlighted by our clients is the acute talent shortage, especially in specialized fields like renewable energy, data analytics, cybersecurity, and engineering. The competition for talent is fierce, not just within the energy sector but across various industry verticals, making this a candidate-driven market.A significant contributing factor to this scarcity is the lag in the educational system's adaptation to the sector’s evolving needs. Many programs still focus predominantly on fossil fuels and traditional energy sources, leaving a gap in the workforce’s readiness for the demands of renewable energy and advanced technologies. Additionally, we’ve observed a growing trend of cross-sector talent movement, which, while providing opportunities for cross-industry learning, also adds complexity to attracting and retaining top talent.To address these challenges, energy companies must refine their employer branding and enhance their employee value propositions, particularly to attract younger, more discerning candidates who prioritize sustainability and innovation in their career choices.2. A Human-Powered Future Through Upskilling & ReskillingIn response to the talent shortages, our discussions have increasingly centered around the importance of upskilling and reskilling. Companies are recognizing that they cannot rely solely on the existing talent pool nor education to meet their needs. Instead, there is a growing emphasis on building the talent they require from within, through comprehensive upskilling and reskilling initiatives.This holistic approach to talent management involves partnerships with educational institutions and a diversified strategy that goes beyond traditional hiring. By expanding their talent strategies and focusing on long-term development, companies can better prepare their workforce to meet the evolving demands of the industry.3. Charting Regulatory CurrentsCompliance concerns are another significant challenge for our clients. The energy sector is heavily impacted by regulatory shifts, and the uncertainty surrounding these changes adds pressure to already complex operations. There is a clear need for support in navigating these challenges, particularly in workforce management.At ManpowerGroup, we see an opportunity to assist our clients by offering solutions that help them manage regulatory compliance more effectively. Our workforce management platforms and services are designed to provide the support needed to navigate these regulatory complexities, ensuring that companies can focus on their core business activities while staying compliant.4. Amping Up Talent with TechAs the energy and utilities sectors continue to evolve, the role of technology in talent management has become increasingly prominent. Our clients are more open than ever to adopting technological solutions, including AI, to enhance their talent acquisition and management processes.AI offers the potential to revolutionize talent management, making it a critical discussion point for the future of work in the energy sector. By leveraging AI and other technological tools, companies can more effectively manage their workforce, streamline operations, and stay competitive in a rapidly changing market.5. Renewed Energy on a Sustainable FutureIt likely doesn’t come as a shock that Sustainability and Environmental, Social, and Governance (ESG) commitments are becoming central to the energy and utilities sector’s strategic goals. There is increasing pressure from stakeholders, investors, consumers, and governments to not only claim sustainability but to actively demonstrate it. This pressure comes alongside the need to show short-term profitability, creating a challenging balancing act.Candidates, particularly from younger generations, are also highly selective about their employers, favoring companies that align with their values on sustainability and impact. Employer awareness of this is growing. Today, 94% of energy and utility employers say they do not have the talent they need to meet their ESG goals. This shift is affecting recruitment and requiring companies to improve their employer value proposition to attract top talent.Powering A Brighter FutureWhen I talk with industry leaders, it's clear they are fully aware of the challenges ahead. They are navigating a complex landscape marked by geopolitical risks, economic uncertainty, regulatory hurdles, fierce competition, and a shortage of skilled talent.They understand that there's no one-size-fits-all solution. Moving from short-term fixes to a comprehensive strategic workforce plan that covers both contingent and full-time employees across various regions is no small feat. The future is brightest for those who can rise to this challenge effectively.Download the Energy and Utilities 2024 World of Work Outlook and power the path ahead for your organization.

Zimmer Biomet X Manpower Ireland Product Builders

Manpower Ireland Partnering with Zimmer Biomet!

Manpower Ireland is Hiring Product Builders & Packagers for Zimmer Biomet!Manpower Ireland is thrilled to announce exciting new job opportunities with Zimmer Biomet, a world-renowned leader in the medical device industry. We are now hiring Product Builders and Product Builder Packagers for Zimmer Biomet's state-of-the-art manufacturing facilities in Shannon, County Clare, and Oranmore, County Galway.With Day, Evening, and Night shifts available, this is your chance to find a schedule that suits your lifestyle while becoming part of a growing team in a thriving, innovation-driven environment.Zimmer Biomet is expanding its production and packaging teams, offering fantastic opportunities to grow your career in the pharmaceutical and medical device manufacturing sector. Whether you're starting out or looking to take the next step in your career, you’ll benefit from:✅ A clean, high-tech work environment ✅ Comprehensive training and onboarding ✅ The chance to gain valuable industry experience ✅ Opportunities to grow and develop within a global organization that truly values its peopleIf you’re motivated, detail-oriented, and eager to join a company that makes a difference in people’s lives every day, we want to hear from you!📧 For more information or to apply, please contact:Cathy Watson – [email protected]

Experis Ireland 2025 Salary Guide

Unlock Your Potential with the Experis Ireland 2025 Salary GuideWhether you’re planning your next career move in IT or looking to attract fantastic tech talent to your organisation, solid market intelligence is a game‑changer. That’s why we’ve compiled the Experis Ireland 2025 Salary Guide—a comprehensive snapshot of salaries, skills in demand and emerging trends across 70+ IT & Tech roles within the Irish Market.What’s Inside?Salary tables for positions in Software Development, Data & AI, Cloud & DevOps, Cybersecurity, Project & Product, and more.Hiring outlook: economic and regulatory factors shaping the 2025 tech talent landscape.Why the 2025 Guide MattersFor Job Seekers & Tech ProfessionalsKnow your worth: Gauge current salary expectations so you can negotiate from a position of strength.Benchmark your skills: See how your experience stacks up across roles, seniority levels and specialisations.Stay future‑ready: Pinpoint fast‑growing skills—from AI to cyber‑resilience—and plan your upskilling path.For Employers & Hiring ManagersCompete confidently: Offer packages that resonate with today’s talent—and tomorrow’s.Hire smarter: Align job specs with the realities of the market to shorten time‑to‑hire.Future‑proof your workforce: Use our insights to refine retention strategies and build resilient teams.Ready to Dive Deeper?📥Download the full Experis Ireland 2025 Salary Guide and turn insights into action.Let us help you navigate the tech‑talent landscape with confidence.

The Power of Knowing Your Team

From Stagnation to Agility: The power of knowing your teamWith more and more businesses citing a reluctance to hire as a result of challenging market conditions, leaders must shift their attention to their existing workforce – focusing instead on understanding where their skillsets lie and how to help them fulfil their full potential.Aligning leadership strategies with comprehensive talent assessment and development plans fosters internal mobility and workforce agility, and yet many organisations continue to underuse such interventions, resulting in a workforce that is stuck in the status quo, unable to clearly see or pursue growth opportunities.Three trends that are limiting employee mobilityThe world of work looks different now – Flatter organisational structures have limited employees’ ability to take vertical career steps. Our latest research revealed that employees have mostly come to terms with this reality, focusing their attention on developing within their roles before vying for a promotion – 29% of employees said they’re looking to take on more responsibilities in their current role. However, over the past 5 years, just 16% of people have applied for an internal opportunity; and so it begs the question – are business leaders doing enough to understand the aspirations of their people, and facilitate internal mobility in a flatter world?Misinformed assumptions about their people –While 88% of leaders believe their employees are actively looking for career opportunities within the business, only 62% of employees agree with this sentiment. This disparity suggests that leaders lack critical data around who within their business is actually pursuing career development and mobility, and are instead making blind assumptions about their workforce, resulting in misaligned and ill-informed talent decisions. As a result, the vast majority (71%) of employees aren’t receiving the support they need to grow their careers effectively, and businesses aren’t generating a desirable ROI.Leaders are too afraid of upsetting the apple cart – Through its capacity in facilitating increased self-awareness, talent assessment is a natural enabler of employee growth and movement – so why are so many people stuck in their current role? When asked what their primary reason for talent interventions is, 32% of leaders said retention – a significantly higher proportion than the 19% who said, “to encourage internal mobility”. So, even if they are incorporating assessment into their talent strategy, having such a hyper focus on retention means business leaders are likely failing to utilise talent insights as a means to encourage workforce agility, leaving over a third of employees blind to the opportunities available to them within their organisation.How data driven organisations create agile workforcesAssessment is extremely powerful in generating alignment between organisations and their workforce, enabling both parties to succeed. Our research revealed that 46% of employees want to be assessed in order to understand their current skills, with over half (51%) also looking for workshops and learning programmes to help them bridge any development gaps. If they wish to avoid stagnation, organisations must recognise and encourage this desire for learning in their people; utilising assessment to better understand their employees’ career aspirations, so that line managers can signpost their team members to targeted development support, such as coaching, and internal opportunities.Whether the end goal is to select the best people for new positions, identify and develop existing talent, or uncover critical development gaps in target populations, talent assessment can provide important data and insights into the developmental needs and goals of a workforce. This information is crucial to any business being able to make informed talent decisions – ensuring they provide the right support, to the right people, at the right time.Unfortunately, as found by Gartner, only 33% of leaders think their organisation is sufficiently using data to inform their workforce planning decisions – suggesting assessment remains an underutilised intervention. And when employees do not feel empowered to learn and grow, they leave – with 47% of individuals unhappy with their career support now actively job hunting.To dig into further insights on workforce mobility from over 4,000 respondents, read our new report – From Stagnation to Agility.

ManpowerGroup Ireland Q2 2025 Employment Outlook Report Now Available

TECH SECTOR TOPS LIST OF BUSINESSES HIRING FOR GROWTH IN Q2 2025Among firms increasing headcounts, 38% report business growth as the primary driver behind hiringThe Information Technology sector reports the strongest appetite, with 55% planning to hire driven by organisational growthHowever, a record 83% of businesses continue to report difficulty finding candidates with the skills they needDownload our ManpowerGroup Q2 2025 Employment Outlook Report HereA quarter of Irish businesses plan to increase headcount in the second quarter, according to the latest ManpowerGroup Employment Outlook Survey. Ireland’s national Net Employment Outlook for Q2 2025 is +25%, remaining unchanged on last quarter.Among employers increasing headcount, 38% report organisational growth as the primary driver, with 31% reporting backfilling vacancies, and 28% listing changing skills needs as the primary driver. However, with 83% of businesses reporting difficulty finding candidates with the right skills and unemployment at a 25-year low, businesses wanting to hire will need to explore a wide range of talent attraction strategies to meet their skills needs.The ManpowerGroup Employment Outlook Survey is based on responses from 420 employers across Ireland. It tasks whether they intend to hire additional workers or reduce the size of their workforce in the coming quarter, April to June. It is the most comprehensive, forward-looking employment survey of its kind. In the latest survey, employers were also asked to indicate the reasons driving their decision to increase or decrease headcount.The Dublin-based Information Technology sector reports a Net Employment Outlook of +28%, with 55% of businesses increasing headcount reporting organisational growth demanding new headcount as the primary reason for hiring. This is compared with 20% adding headcount to backfill vacancies, and 31% hiring due to changing skills needs.“The tech sector is reporting an appetite for growth like no other.” said Jonny Edgar, Managing Director, ManpowerGroup Ireland. “Following the post-pandemic scramble for talent which resulted in over-hiring and a long stretch of hiring freezes, the sector has now stabilised in a strong position to grow sustainably. We’ve seen sharp increase in appetite for candidates with AI skills, alongside continued demand for cybersecurity, cloud, and data specialists.”The Industrials & Materials sector – spanning engineering, construction, and manufacturing – reports a Net Employment Outlook of +32%. Employers adding new staff in this industry report changing skills needs as the primary driver (36%), followed by organisational growth (24%), and backfilling vacancies (24%).“We’re seeing an expansion in manufacturing first hand, with several of our largest clients currently ramping up hiring levels due to increased demand, alongside recently expanded manufacturing lines in Ireland from overseas businesses. All signs point to this trend continuing in Q2.” Edgar explained.The ManpowerGroup 2025 Talent Shortage report found 78% of Information Technology businesses and 82% of Industrials & Materials employers in Ireland found difficulty finding candidates with the skills they were looking for. While employers across Ireland reported IT & data skills were hardest to find, followed by operations & logistics and engineering skills.“There’s a strong appetite to growth across Ireland. However, demand for IT & Engineering skills vastly outpaces the number of candidates who have what employers are looking for – with our 2025 Talent Shortage report finding talent scarcity has risen from 13% a decade ago, to a record 83% this year. Employers who want to meet their skills needs and thrive in 2025 cannot afford to wait for ready-made candidates to walk through the door“We advise employers to place less emphasis on traditional requirements that are holding hiring back, like past job titles and arbitrary years of experience. Instead, employers should focus on hiring candidates with potential, and transferrable skills, who just need a bit of upskilling to become the right fit. The only way out of this talent shortage is through investment in skills,” Edgar concluded.Download our ManpowerGroup Q2 2025 Employment Outlook Report Here

Manpower Ireland Salary Guide Cover Page

Manpower Ireland 2025 Salary Guide

Maximize Your Hiring & Career Decisions with the Manpower Ireland Salary Guide 2025Staying competitive in today’s job market means understanding salary trends, industry benchmarks, and hiring expectations. That’s why we’re excited to introduce the Manpower Ireland Salary Guide 2025—your go-to resource for making informed decisions in recruitment and career planning.What’s Inside the Salary Guide?Our latest Salary Guide provides comprehensive insights across key industries, including:✅Marketing✅Logistics & Supply Chain✅Accounting & Finance✅Sales✅Engineering✅Manufacturing✅Life Sciences✅Construction✅AdministrationThis guide offers essential salary insights to help: 📌Employers benchmark salaries to attract and retain top talent.📌Job seekers negotiate fair compensation based on market data.📌Hiring managers & HR professionals stay ahead of industry salary trends.Why This MattersThe right salary insights empower businesses to make smarter hiring decisions while ensuring candidates find roles that align with their value. Whether you're looking to hire or considering a career move, this guide provides a data-driven approach to navigating the job market in 2025.Get Your Copy Today📩 Download the Manpower Ireland Salary Guide 2025 now.🔁Share this resource with your network to help others make informed career and hiring decisions!For more details or to discuss how this guide can support your recruitment strategy, reach out to our team at [email protected], or call 01 645 5200.Manpower Ireland 2025 Salary Guide

Why are employees becoming stagnant?

From Stagnation to AgilityAs organisations navigate an ever-changing workforce landscape, balancing employee aspirations with organisational needs is key to driving success.While businesses clearly recognise retention as a key goal, they often overlook employees' desire for personal growth and skill development. As a result, effective career interventions that support individual and career growth, such as tailored learning programmes and coaching, remain underutilised – leaving many employees and organisations at risk of stagnation.So what’s holding everyone back?Employees are simply happy where they are – Our latest research found that while 77% of employees plan to stay with their current employer, just 18% are considering an internal role move in the next 2 years. While a desire to avoid burnout and maintain a healthy work-life balance are undoubtedly contributing to this trend, this statistic also suggests that a lack of career support has left many individuals unaware of the transferability of their skills. They cannot see how or where they could potentially move internally, and so are opting to stick rather than twist – playing it safe in an unpredictable world.Shirked responsibility for career progression – Employees believe employers are responsible for their future career path – a problematic sentiment in itself; but perhaps even more worrying is the fact that 66% of business leaders agree, and yet our research found that half of leaders say they aren’t planning to make significant investment in career interventions for their people in the next 5 years. For an organisation to thrive, it needs its people to be mobilised and working at their full potential, and so surely the least employers could do is hold the door open for those looking to move forward.Leaders’ short-sightedness is blocking development – When asked what their desired outcome for talent interventions is, 32% of leaders said employee retention – compared to just 19% of respondents who said “to encourage internal mobility”. Organisations appear to be prioritising the short-term need of having employees maintain productivity in their roles right now, instead of looking to futureproof their workforce and enable ongoing development. If employees are receiving zero encouragement from their leaders to pursue learning and growth opportunities, it’s no surprise less than 1 in 5 are looking to challenge the status quo and explore internal mobility.A lack of communication when implementing support – While talent interventions such as coaching have long been proven to have significant benefits for employees, our latest research discovered that 1 in 3 employees said their career support actually had a negative impact on their careers. When implementing career interventions, its integral that business leaders provide context and clear communication as to why. If an employee is told to engage with a development initiative without any explanation, they may perceive this as a signal that they’re viewed as an underperformer and under scrutiny from the leadership team. Fearing they’re soon to be forced out of the organisation, many may choose to get ahead of the game and leave; meaning an individual loses trust in career support, while their employer loses a talented individual, and all over a lack of communication.How coaching enables people and businesses Despite coaching being a key driver of employees’ appetite for growth, with 44% of coached individuals expressing interest in further training and development initiatives, vs. 30% of those who haven’t been coached, just 20% of respondents say their employer has provided coaching support to help them in their career.Whether it’s targeted 1:1 development coaching, team sessions, or on a peer-to-peer basis, coaching can empower individuals and teams to push the boundaries and achieve their true potential. A coach could help an employee identify and understand the transferability of their skills and pursue internal mobility opportunities; or encourage greater career ownership by helping people create targeted action plans that are aligned to their career aspirations. Insights generated from these sessions also empower employees to speak with their managers and leaders about their career– helping leaders better understand the aspirations of their people and generate improved ROI for the support they’re providing.When talent interventions such as coaching are implemented with clear communication – immediately dispelling any potential misunderstandings of hidden agendas – people and organisations thrive. Our new research found that 22% of employees said more human interventions such as coaching would make the career support available to them more impactful. And with digital coaching platforms making the support more accessible than ever, there’s really no good reason for businesses not to invest in support for their people.To find out more about how career interventions such as assessment and coaching can enable workforce agility.

Coaching Connect with Manpower

How does it work?

What are the Benefits?

Download our Manpower Coaching Connect Brochure