Employer Engagement & Student Employment

Career ZoneEmployer Engagement & Student EmploymentRecruitmentWork placementsEmployers' Guide to PlacementsDuring the Placement

During the Placement

All our placement students will be registered onto specific credit-bearing modules or programmes. This means that their participation on a work placement contributes towards their final degree mark.  

As such, it is likely that the student will be required to complete academic assessments as part of the placement experience. These may include a reflective journal or essay, a business report, an updated CV or a career action plan.  

The student will find great value in any support offered by the employer to complete these assessments. This input helps to equip them with the skills and confidence to be successful in the rest of their degree programme.  

As students may have limited work experience, they particularly value regular opportunities to sharpen their personal and professional development and be treated as normal employees as far as reasonably possible. These may include: 

  • Ongoing feedback in the form of weekly or fortnightly 1:1s with a mentor or line manager. 

  • Peer feedback (if there are other students on placement at the organisation). 

  • Opportunity to learn specialist skills, for example effective use of specific software or event planning. 

  • Networking opportunities both inside and outside the organisation. 

  • A formal mid-placement review to allow open, two-way discussion on progress or any issues arising. If the placement is longer than six months, you may consider offering a number of these reviews to help guide the student across the employment period. 

Wellbeing support

Supporting the wellbeing of employees is essential for creating a healthy and productive work environment. Here are some tips and advice for employers, along with links to relevant UK organisations that provide further information and resources on employee wellbeing (we do not recommend any of these, they are provided just for information):

  1. Mental Health Awareness:

    • Encourage open discussions about mental health.
    • Train managers to recognize signs of distress and provide support.

    Useful Organizations:

  2. Flexible Working:

    • Offer flexible working arrangements to help employees balance work and personal life.
    • Promote work-life balance.

    Useful Organizations:

  3. Employee Assistance Programs (EAPs):

    • Provide access to EAPs for confidential counseling and support.
    • Ensure employees are aware of these services.

    Useful Organisations:

  4. Physical Wellbeing:

    • Promote physical health through exercise programs or gym memberships.
    • Encourage regular breaks and ergonomic workspaces.

    Useful Organizations:

  5. Training and Development:

    • Invest in training and development opportunities for employees to enhance their skills and job satisfaction.

    Useful Organizations:

  6. Workplace Policies:

    • Develop clear and supportive policies on issues like bullying, harassment, and discrimination.
    • Communicate these policies to all employees.

    Useful Organisations:

  7. Regular Feedback and Check-Ins:

    • Conduct regular one-on-one meetings to discuss workload, challenges, and career goals.
    • Provide constructive feedback and recognition.

  8. Promote Financial Wellbeing:

    • Offer financial wellness programs or seminars.
    • Ensure fair pay and benefits.

    Useful Organisations:

  9. Diversity and Inclusion:

    • Foster a diverse and inclusive workplace that values all employees.
    • Implement diversity and inclusion training.

    Useful Organisations:

  10. Stress Management:

    • Provide stress management resources, such as workshops or online resources.
    • Encourage a healthy work-life balance.

    Useful Organisations:

Remember that creating a supportive work environment is an ongoing process. Regularly seek feedback from employees to assess the effectiveness of your wellbeing programs and make adjustments as needed. Additionally, you may want to consult with HR professionals and experts in employee wellbeing for more information.