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Your business’s plan to improve employees’ mental health Taken from the Thriving at Work Mental Health Standards

Mental health affects one in six British workers. It’s the leading cause of sickness absence. And it’s costing UK employers between £33 billion and £44 billion a year.

Improving your employees’ mental health is no longer a warm sentiment, it’s business critical.

The Government has recognised this and commissioned an independent review called “Thriving at Work” to address the issue.

As a result, Lord Dennis Stevenson and Paul Farmer, Chief Executive of Mind, created the Thriving at Work Mental Health Standards which sets out six mental health core standards for employers, drawn from best practice and available evidence.

You can read the full report here: https://www.gov.uk/government/publications/thriving-at-work-a-review-of-mental-health-and-employers

It’s a substantial report. Which is why, for your benefit, we’re going to summarise core standard one for you as we feel that this will provide you with a great starting point to improve your employees’ mental health.

Core standard one: Create a mental health at work plan

Produce, implement and communicate a mental health at work plan that encourages and promotes good mental health of all staff and an open organisational culture.

To explain this, the report suggests that every business should have a plan on how to tackle mental health. The following suggestions should be included within your plan.

There’s three parts:

Part 1 is about promoting employee wellbeing
Part 2 is about tackling the causes of work-related mental health problems
Part 3 is about supporting staff that are experiencing a mental health problem

Let’s get started with part one.

Part 1: Promoting employee wellbeing

1. Get senior leaders on board

Senior leaders should promote employee wellbeing by:

  • Speaking out about mental health
  • Supporting a campaign to encourage all staff to take lunch breaks and work healthy hours

2. Raise awareness of mental health

In many workplaces mental health is the elephant in the room. Too often, employees are scared to talk to their manager and problems can spiral.

Your action plan should aim to raise awareness of mental health by:

  • Embedding mental health in induction and training
  • Celebrating key dates in the mental health calendar
  • Running internal communication campaigns
  • Recruiting Mental Health Champions.

3. Involve staff in dialogue and decision making to create a culture of openness

When staff feel involved and well informed about what’s happening in the organisation, it increases motivation and helps people understand how their role fits into the bigger picture.

Your action plan should set out how you will involve staff by using methods such as:

  • Staff surveys and focus groups
  • Staff forums and diversity networks
  • Engagement steering groups
  • Monthly or quarterly performance review meetings
  • Improvement or planning ‘away days’
  • Regular group problem-solving meetings or innovation events
  • Work-stream groups that bring together different parts of the organisation
  • Feeding back board decisions to all staff
  • Effectively using internal communication channels.

4. Promote a healthy work/life balance

A poor work/life balance can quickly lead to stress and burnout, reducing levels of employee productivity, performance, creativity and morale.

Your action plan should set out how your organisation encourages staff to:

  • Work sensible hours
  • Take full lunch breaks
  • Rest and recuperate after busy periods
  • Avoid working at weekends – especially from home
  • Take their full annual leave entitlement.

5. Provide opportunities for learning and development

Research on employee engagement tells us employees need to feel valued, supported and that their work is meaningful.

Your mental health plan should outline ways in which you provide staff with learning and development opportunities including:

  • Coaching
  • Training
  • Job-shadowing

6. Offer positive working relationships and social connections

Organisations should take positive action to make the workplace a mutually supportive environment where good work relationships thrive.

Your mental health plan should:

  • Promote a culture of teamwork, collaboration and information-sharing
  • Promote positive behaviour to avoid conflict and ensure fairness
  • Ensure robust policies on bullying and harassment are in place and well publicised
  • Encourage exercise and regular social events to boost staff health, teamwork and mental wellbeing
  • Hold ‘lunch and learn’ sessions – these are a great way to get staff to take their full lunch break away from their desk
  • Consider offering mentoring and buddy schemes. They can help new starters to understand your organisation faster and help all staff to gain confidence and develop new skills.

Part 2: Tackling the work-related causes of mental health problems

1. Routinely take stock

If you don’t take stock of your employees’ mental wellbeing, you won’t have a clear picture of what’s really going on.

Your action plan should detail how you plan to routinely take stock of staff mental health allowing you to:

  • Understand the factors that affect staff mental wellbeing in your workplace
  • Identify what you’re already doing to support it
  • Assess the impact your current approach is having
  • Plan further improvements, enhance morale and increase productivity
  • Take part in Mind’s Workplace Wellbeing Index.

2. Upskill line managers

The way you manage and support staff who are experiencing a mental health problem can be key in shaping how they cope and recover.

Your mental health plan should outline ways you will support your managers in recognising poor mental health among their team members. You could do this by:

  • Providing training on mental health and stress management – including how to spot the signs and how to have supportive conversations with staff
  • Having clear guidelines for managers on managing mental health issues
  • Encouraging and supporting positive manager behaviour.

3. Regular one-to-ones

Regular one-to-ones have significant benefits for employers, employees and the bottom line.

In your mental health plan detail how you will support managers in holding regular one-to-ones by:

  • Encouraging managers to speak regularly with staff about how they’re doing, and what might be impacting their mental wellbeing
  • Putting in place appraisal and supervision procedures which ask about mental wellbeing and stress and give staff permission to talk about home as well as work issues if they wish
  • Maintaining regular, clear lines of communication with all staff, especially those working in isolation.

4. The physical work environment

Noise levels, space, temperature and light can significantly affect staff wellbeing.

In your action plan set out how you will create a good working environment for staff by:

  • Consulting with employees on how to improve the work environment and take action to ensure it is suitable
  • Providing space dividers and quiet spaces for when employees need to carry out focused work
  • Reaching an agreement on respectful behaviour to help manage noise levels may help tackle some of the typical issues.

Part 3: Supporting staff experiencing a mental health problem

Organisations need to send a clear signal to staff that their mental health matters and being open about it will lead to support, not discrimination.

In your action plan you should detail the support available to staff if they are experiencing a mental health problem. This could include:

  • Signposting to medical services, such as NHS services or another healthcare provider
  • Signposting to mental health and/or wellbeing peer support groups
  • Offering employees free or subsidised access to private medical insurance
  • Offering employees the right to request flexible working
  • An internal wellbeing or mental health network for colleagues to share experiences and tips for managing mental health and wellbeing at work
  • A formal or informal internal buddying system for individuals to have the opportunity to talk to someone outside of their line management structure and be signposted to support
  • Offering or encouraging employees to access online peer support communities, such as Elefriends
  • Offering an EAP to employees
  • Encouraging staff to use a Wellness Action Plan.

We can help you create your mental health plan

Okay, there’s a lot of points here and it may feel a bit overwhelming.

That’s where we can step in and make things easier for you, by helping you create the best possible mental health plan for you and your business.

If you’d like to make a positive change and tackle mental health head on, then get in touch with us today.

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Are you ready to learn more about improving your employees’ mental health?

If this guide has inspired you to get started, what are you waiting for? And if it’s left you with more questions or you’d like some assistance getting started, get in touch. we’d be happy to help.

Give us a call on 07422 727229 or contact us using the form below - we will be happy to answer any questions.

    LF post for 28.11 23 - Rewards - August 2023 (1)

    5 ways to motivate & reward your team that doesn’t involve cash

    Money is important to a lot of people. But contrary to belief, it’s not always our biggest motivator. 

    Think about it… What REALLY drives you to get out of bed every morning? 

    Obviously, none of us work for nothing. Money is nice. And as business owners of course it’s a big part of what we do. But it’s not our driving force. 

    And believe it or not, the same goes for the people who work for you. 

    A monetary bonus can actually have completely the opposite effect if done in the wrong way. That measly 2% bonus can be hugely demotivating. 

    So, if you’re wanting to motivate and reward your team for doing a great job, there are more effective ways of doing so that doesn’t involve cash. 

    And in economic times like these, that’s pretty great news.

    What REALLY motivates your people?

    It boils down to three intrinsic motivations: purpose, autonomy, and mastery. That’s according to Daniel Pink in his book, Drive. That’s why your people do what they do, how they do it, and how good they are at it. 

    If you can tap into these motivations, your team will be happier, more successful and you’ll cut your risk of losing your best people to competitors who could probably pay them more. 

    In this guide, I’m going to cover the best 5 ways to reward your team that doesn’t involve cash. The idea is that you’ll be able to take away these suggestions and adapt them to not only your business, but the individuals working for you too. Remember, not every reward will work for every employee, but at least one of these will appeal to every member of your team, I have no doubt. 

    1. Recognition and attention

    I’ve started with this one because it feels like a winner for most people. 

    Everyone likes to know they’re doing a good job. Whether they’ve learnt a new skill, impressed a client, or caught up with a demanding workload, letting your employee know you’ve noticed their effort can go a long way. 

    How do you do that?

    Well, there are a number of ways you can show your appreciation. But start by telling them! It’s as simple as that. Say that you’ve noticed they’ve been working really hard this week. Let them know your client has sung their praises. Congratulate them on learning that new skill. 

    If you want to take it a step further, send an email to the whole team that highlights this great work or announce it in a meeting. But make sure that won’t have the opposite impact if an employee is on the shy side! 

    You still want more? Surprise them with a little gift to say thank you. A box of chocolates. A voucher for their favourite shop. A bottle of wine. 

    Not sure what they might like? That brings me on to the point of attention.

    As a business owner, you’re busy. Everyone knows that. So, when you give your time to your team, they really appreciate it. Take the time to have a chat with people. Learn about what they’re working on right now. Ask them what they’re doing at the weekend. Learn about their hobbies. These things can all demonstrate that you really value them.

    Take things a step further and offer one-on-one training and development sessions to some of your employees if there’s something valuable you can impart – which of course there is! It may be half an hour every fortnight or month for you, but to them it’s a demonstration that you’re invested in their progress in your business. 

    2. Responsibility

    Feels a bit of a contradiction to reward your superstars with more work, doesn’t it? Actually, it’s not. 

    Your best people are the best because they want to do well in your business. They want to progress and develop and move into better roles. And you know what that means? More responsibility. 

    By assigning them extra responsibility you’re demonstrating your trust in them, as well as your commitment to their growth within your business. 

    Of course, there are right and wrong ways to do this. You can’t just pile on the work with no conversation or explanation of what you’re doing. Imagine that. It would definitely result in grumpy, stressed-out staff.

    As with everything else, communication is vital. 

    The right approach will have you sitting down to discuss what role they’d like to move into, what they’d like to learn, and what responsibilities they’d like to take on. Then you can tailor their new responsibilities to fit in with their goals and ambitions, as well as the skills they already have. 

    The result? Motivated, excited employees who are raring to sink their teeth into their new challenge.

    3. Learning opportunities

    Good employees are happiest when they’re learning and developing new skills. 

    It’s true.

    So, if you’re not investing in continuous learning and development for your people, you’re missing a trick. A big one. 

    What does that look like? 

    Learning and development doesn’t have to involve course after course, additional work, and a huge time commitment. It comes in all shapes and sizes and depends on the amount of time your people have available and their individual goals and ambitions. 

    For example, while one employee may need a short course to learn a new skill, another may benefit from an online seminar and some practical experience in the workplace. 

    Perhaps you (or one of your managers) may dedicate an hour a week to coaching an employee to help them build on the skills they already have. 

    Alternatively, an employee might take on a new responsibility by shadowing a colleague for a while to help them learn the task. 

    Once again, the key here is good communication. If you can understand your employees’ goals and ambitions, you can help them identify the skills they’ll need to develop and set objectives to help them on their journey. 

    4. Perks

    Everyone loves a perk. It can be a really good way of rewarding people for a job well done or for reaching a goal. 

    And it doesn’t have to cost you the earth either. 

    Again, this kind of reward can be dependent on the recipient, or you can structure rewards based on achievements if you think the perks are something with a wider appeal.

    Take some time to think about perks you can offer that could make your people feel valued. It doesn’t have to be a grand gesture – often little things can make a very big difference. 

    We’re talking anything from reserved parking spaces (if you’re short on parking this could be something that goes to a different employee each week or month, and could be very appealing indeed!), random treats in the break room, surprise lunches, discounts at supermarkets, health benefits, or gym memberships. Your options are limitless – and if you take the time to get to know your team you can make these little perks highly personalised too. 

    5. Time off

    No matter how much we love our jobs, we all love a little time off. And unexpected time off that doesn’t take away from our annual leave is even better! 

    Try offering paid time off as a reward and see what a difference it can make to your people. 

    It doesn’t have to be a whole day. Simply telling someone to leave an hour or two early unexpectedly can be a nice surprise and be really motivational. You could even offer paid hours off and allow your people to bank these hours to use as and when they like. 

    Obviously, you can’t have everyone taking time off all at once, so you will need to work out a system to make this one work effectively for everyone, but that shouldn’t be any more difficult than handling annual leave requests anyway. 

    Of course, there are loads of other ways you can reward your people that I haven’t included here. These are simply some of the ideas I’ve seen to be the most effective. 

    When you take the time to properly communicate with your team and get to know them, you’ll be able to identify other effective ways of rewarding them that doesn’t involve cold hard cash. You may be surprised at just how many ideas you do have when you understand everyone’s motivations. 

    The main takeaway from this guide should be that money isn’t always the answer. Putting in a little time with your employees can work out to be a good way of creating a more cohesive, motivated, and loyal team. 

    And, of course, if you need any help getting started, get in touch! 

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    Are you ready to learn more about employee motivation and reward?

    If this guide has inspired you to get started, what are you waiting for? And if it’s left you with more questions or you’d like some assistance getting started, get in touch. we’d be happy to help.

    Give us a call on 07422 727229 or contact us using the form below - we will be happy to answer any questions.

      Copy of FINAL - Blog post banner - Nov 2023

      The onboarding checklist you’ll use again and again

      Giving new employees a great onboarding experience is essential to their engagement and retention.

      Yet, shockingly, around 60% of businesses skip setting any goals or milestones for their new hires. And only 12% of employees feel that their employer has a good onboarding program.

      That’s why it’s important for you to have a killer onboarding plan and we’re here to help.

      Here’s your new onboarding checklist:

      Before your new hire starts

      • Talk to the new employee’s future manager to understand their aims and objectives for the first few weeks
      • Get all the essential documents ready, including induction checklists, new starter forms and an employee handbook
      • Make sure they have a clean, tidy workstation with all the equipment they’ll need
      • Create accounts for them to access email, software and any websites essential for their role
      • Send them any information you’d like them to read before they start, giving them enough time to digest it

      Day 1

      • Introduce your newbie to the rest of the team and show them around the office. A warm welcome goes a long way
      • Verify their ID and right to work in the UK and go over their P45, if applicable
      • Provide them with all the materials they need to get the hang of their new role
      • Walk them through key health and safety points, like the location of fire exits and the first aid kit
      • Explain precisely what they’ll be doing and how their role contributes to the bigger picture

      Week 1

      • Assign them a challenging-yet-doable project that showcases their skills without overwhelming them
      • Make sure they’ve read and filled out all relevant documents, such as employment contracts and induction checklists
      • Set clear goals and milestones for their probation period and schedule regular probation review meetings

      Month 1

      • Share your company’s long-term goals and how you envision them contributing to the journey
      • Check in with them to ensure they’re happy in their role and crystal clear about your expectations
      • Help them build relationships with colleagues who they’ll be working closely with

      With this onboarding checklist in hand, you’re all set. But as always, if you need a hand, get in touch.

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      Are you ready to learn more about onboarding?

      If this blog has inspired you to get started, what are you waiting for? And if it’s left you with more questions or you’d like some assistance getting started, get in touch. I’d be happy to help.

      Give us a call at 07422 727229 or contact us using the form below - we will be happy to answer any questions.

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        Employee retention: How to STOP your best employees from leaving

        Your team are the beating heart of your business – they’re not just cogs in the wheel, they’re the gears that keep your business engine running smoothly.

        They boost productivity, inject your company culture with energy, and spread motivation across the board.

        But what happens when the glow of engagement starts to dim, and even your brightest stars begin to flicker?

        It’s a common scenario in the world of business, and it usually begins innocently enough.

        Maybe an external opportunity catches their eye, or they start daydreaming about what life might be like in a different role or company.

        Before you know it, they’re discreetly scanning job ads, networking on LinkedIn, and considering their options.

        For you, this can be disastrous.

        Not only are you at risk of losing your most valuable assets, but you’re also faced with the arduous task of finding, attracting, and onboarding new talent.

        This costs time, money and causes A LOT of stress.

        So, you might wonder: “How can I keep my best people engaged, satisfied, and firmly rooted within my business?”

        In this guide we’ll delve into the reasons why your all-stars might start eyeing the exit sign, and explore strategies, insights, and actionable tips to help you improve commitment and loyalty, and navigate the challenges of employee disengagement.

        Why do seemingly engaged people leave a job?

        These are just a few of the reasons your seemingly engaged employees might want to leave…

        Lack of opportunity: When ambitious employees perceive limited career progression or a stagnant career path, their eyes may wander. In today’s fast-paced job market, there are lots of opportunities, and talented people will seek new challenges elsewhere.

        Lack of trust or development: Employees want trust and growth. If they feel micromanaged, undervalued, or stuck in a rut without opportunities to develop their skills, they may start seeking greener pastures.

        Boredom: Monotony can be the silent killer of engagement. When tasks become repetitive and uninspiring, even the most dedicated employees may start dreaming of more stimulating roles.

        Feeling under appreciated: Everyone loves a pat on the back. If your employees don’t feel appreciated for their hard work and dedication, they might be tempted to find a workplace where their efforts are acknowledged and rewarded.

        Shift in company culture: Your company’s culture can evolve over time. If it changes in a way that doesn’t align with your employees’ values or expectations, they may feel disconnected and disengaged.

        The Great Resignation: In the past year and a half, we’ve witnessed what is known as the “Great Resignation.” A mass exodus from the workplace, with millions reassessing their career choices.

        A few factors are responsible, including low salaries, poor work-life balance, dissatisfaction with management, and a general sense of unhappiness.

        It’s an employee’s market, and thanks to social media platforms like TikTok, trends like “quiet quitting” and “act your wage,” are allowing employees to connect with others who share their dissatisfaction, and to become choosier about where they invest their time and energy.

        What makes people happy at work?

        When it comes to creating happiness in the workplace, many business owners believe that the key is simply offering higher salaries.

        While competitive compensation certainly plays a role in keeping employees content, it’s just one piece of the puzzle, and in today’s economy it’s not always possible. If it is, it’s worth noting that it comes with a few important caveats.

        Paying higher salaries: Money can put smiles on faces, but it’s a short-term solution to a long-term challenge. The initial happiness boost from a salary increase tends to wear off relatively quickly.

        There’s also a threshold beyond which additional pay raises have very low returns. Once employees earn enough to cover their basic needs and enjoy a comfortable lifestyle, further income increases have a limited impact on dedication and job satisfaction.

        Instead, what truly breeds happiness at work are the aspects that go beyond the pay cheque:

        Positive leadership: Effective and inspirational leadership can set the tone for the entire organisation. Leaders who lead by example, communicate openly, and support their team members create a sense of trust and motivation that is infectious.

        Positive company culture: A positive company culture is like a magnet, attracting employees who connect with its values and mission. When employees find themselves in an environment that aligns with their beliefs and priorities, it creates a deep sense of belonging and purpose.

        Pleasant work environment: The physical workspace matters. A clean, well-organised, and aesthetically pleasing office can significantly impact an employee’s day-to-day experience. It’s where they spend a substantial part of their waking hours, so making it comfortable and enjoyable is crucial.

        Prospects for career progression: Employees need to see a clear path forward in their careers. Offering opportunities for growth, whether through promotions, skill development, or training, keeps them engaged and motivated to excel.

        Ongoing learning and development: Encouraging employees to continually improve their skills not only benefits the company but also gives individuals a sense of personal and professional growth. Learning opportunities demonstrate that you value their development and see long-term prospects for them within the business.

        Feeling valued, trusted, and appreciated: Perhaps one of the most critical factors in employee happiness is the sense of being valued and appreciated. Recognising and acknowledging their contributions, no matter how big or small – in a way that they’re comfortable with – can have a profound impact on their job satisfaction.

        Work/life balance: A healthy balance between work and personal life is essential for employee wellbeing. A company that respects boundaries and promotes a healthy work/life balance is more likely to have happy, motivated employees.

        A sense of purpose: Employees are most engaged when they feel that their work has a purpose beyond just making a profit. Demonstrating how their role contributes to the greater good can boost morale and job satisfaction.

        What actions do I need to take?

        Now, it’s time to translate this knowledge into actionable steps to strengthen your employee retention strategy. Here’s a roadmap for creating a workplace that keeps your best employees dedicated, motivated, and committed:

        Invest in leadership training:

        • Effective leadership:Provide leadership training to help your managers become inspiring leaders who lead by example, communicate openly, and cultivate trust within their teams.
        • Performance management:Equip your managers with the skills to set clear expectations, provide constructive feedback, and recognise and reward outstanding performance.

        Implement regular 121s:

        • Personalised development:Hold regular 121 meetings with your employees to discuss their career aspirations, learning and development priorities, and roadmaps for growth. This personal touch shows your commitment to their professional advancement.
        • Feedback and recognition:Use 121s to provide ongoing feedback, acknowledge their accomplishments, and address any concerns or roadblocks they might face.

        Build a positive company culture:

        • Define and communicate values:Clearly define your company’s values and mission and communicate them consistently to all employees. Ensure that your actions align with these values.
        • Inclusivity and diversity:Create an inclusive workplace where diversity is celebrated. Encourage open dialogue and support diversity initiatives.
        • Employee wellbeing:Prioritise employee wellbeing by offering flexible work arrangements, promoting work/life balance, and providing resources for mental and physical health.

        Continuous learning and development:

        • Training programs:Develop training programmes and learning opportunities that align with both individual and company goals. Encourage employees to acquire new skills and knowledge.
        • Mentorship and coaching:Implement mentorship and coaching programmes to foster a culture of continuous improvement and skill sharing.

        Recognise and reward:

        • Performance-based rewards:Create a reward system that recognises and appreciates outstanding contributions. This could include bonuses, promotions, or special recognition events.
        • Peer recognition:Encourage peer-to-peer recognition, where employees can nominate and acknowledge their colleagues for exceptional work.

        Work/life balance:

        • Flexible policies:Offer flexible work arrangements, such as remote work options, flexible hours, or compressed workweeks, to accommodate the diverse needs of your workforce.
        • Stress management:Promote stress management and mental health initiatives, including access to counselling services or stress-reduction workshops.

        Measure and adapt:

        • Feedback:Encourage feedback, such as anonymous surveys or regular check-ins, to gauge employee satisfaction and identify areas for improvement.
        • Continuous improvement:Continually refine your retention strategy based on feedback and changing circumstances to ensure it remains effective.

        Incorporating these actions into your business strategy can help you build a workplace where your best employees not only choose to stay but also thrive. By investing in leadership development, offering opportunities for growth, fostering a positive company culture, and prioritising wellbeing, you’ll be well on your way to retaining your all-star team for the long haul.

        Get in touch

        Remember, employee retention is an ongoing process, so stay committed to nurturing your talent and adapting to their evolving needs and expectations. If it’s something we can help you with, get in touch.

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        Are you ready to learn more about employee retention?

        If this guide has inspired you to get started, what are you waiting for? And if it’s left you with more questions or you’d like some assistance getting started, get in touch. we’d be happy to help.

        Give us a call on 07422 727229 or contact us using the form below - we will be happy to answer any questions.

          nov3

          Navigating necessary redundancies with care

          You might find yourself one day having to make the difficult decision to make your employees redundant.

          According to recent research, the number of planned redundancies in the UK has rocketed by a whopping 54% in the 12 months leading up to July. That’s a significant leap, totalling 237,017 planned job cuts in 2022/23, compared to 153,635 in the previous year.

          If you’re considering redundancy, you need to:

          Plan before you act

          Any company considering redundancies should plan meticulously. The first step is to determine how many redundancies are on the horizon (if there are 20 or more, you’ll need to carry out collective consultation).

          Gather all the necessary information that employee representatives will need and ask for. This pre-planning stage is vital because it sets the tone for a well-structured and transparent process.

          Collective consultation

          When it comes to collective consultation, it’s all about inclusivity. Take the time to properly plan, and don’t underestimate the importance of involving all relevant stakeholders. Inclusivity requires transparency and can help reduce some of the anxiety that often accompanies redundancy discussions.

          A well-planned collective consultation can typically be wrapped up in two to three weeks. It might sound like a tight schedule, but it’s doable with the right preparation.

           

          Selecting the right criteria

          The selection process is a part of redundancy planning that requires more careful consideration. Think about your desired selection criteria and scores for employees in pools. This ensures a fair, justifiable, and, most importantly, objective selection process.

          You have a certain degree of discretion when it comes to selecting criteria, but they should be as objective as possible. There should be no room for discrimination in any of the criteria. It’s all about making the process transparent and fair, so employees understand why you’ve made certain decisions.

          Support and communication

          Handling redundancies is not just about following employment law to the letter; it’s also about demonstrating empathy and understanding. Supporting affected employees at this time can make a world of difference.

          If you need further advice or a helping hand, get in touch.

           

          Can you help employees who are struggling with childcare?

           

          There’s a shortage of childcare workers in the UK, thanks, in part, to the low median salary for these employees. And it’s putting working parents under pressure.

          Combine that with the cost-of-living crisis we’re in, and that pressure turns into a full on crisis for many parents. A quarter of parents say their childcare costs them 75% of their take-home pay each month.

          So, what can you do to help?

          Start by asking your staff what support they need. And consider a flexible working arrangement that helps parents work around childcare responsibilities.

           

          Employee absence is at its highest rate since 2004

          A report has found that 2.5 million people in the UK are off work with chronic illness. And while some sectors fare worse than others, there’s a tool that can help tackle long term sickness for everyone… absence management software.

          Not only can it help track and monitor absence, and provide insights into what’s driving absence, but it also automates tasks, which gives you time to support both your sick employees and your workers who are left to pick up the slack.

          If you’d like help finding the right absence management software for your business, or more advice on managing absence, we can help – get in touch.

          According to new research, the average UK worker has up to £28,000 in stranded pension pots. And 88% of people with workplace pensions have at least one unclaimed.

           

          How to STOP your best employees from leaving

          Retaining your best performers is like holding onto a winning lottery ticket – you don’t want to lose it.

          But what happens when the glow of engagement starts to dim? Maybe an external opportunity catches their eye, or they start daydreaming about what life might be like in a different role or company. Before you know it, they’re discreetly scanning job ads, networking on LinkedIn, and considering their options.

          For you, this can be disastrous.

          So, how do you stop your best employees from leaving?

          Here’s a secret: while money is important, it doesn’t hold the sole key to employee engagement.

          Here are some of the X-factors:

          Positive leadership

          Effective leaders set the tone, communicate openly, and foster trust within their teams. Think of them as the influencers of office morale.

          Positive company culture

          When employees find themselves in an environment that aligns with their values, it encourages a sense of belonging and purpose. It’s the secret to employee happiness.

          Pleasant work environment

          The physical workspace matters more than you’d think. A comfortable, well-organised, and visually appealing office can significantly impact your employees’ daily experience.

          Prospects for career progression

          Providing opportunities for growth – whether through promotions, skill development, or training – keeps your employees motivated to level up.

          Ongoing learning and development

          Encouraging employees to continually improve their skills not only benefits your business but also gives them a sense of personal and professional growth.

          Feeling valued, trusted, and appreciated

          Everyone loves a pat on the back. If your employees don’t feel appreciated for their hard work and dedication, they might start wondering if the grass is greener on the other side.

          Work/life balance

          A healthy balance between work and personal life is vital for your employees’ wellbeing. Consider it your secret weapon for keeping them happy and motivated.

          A sense of purpose

          Employees are most engaged when they believe their work serves a greater purpose.

          Remember, employee retention is an ongoing commitment. By embracing these insights and strategies, you’ll not only keep your all-star team intact but also create a workplace that shines even more brightly.

          If I can give you a hand getting started, get in touch.

           

          Q&A

          My employee accepted a gift voucher from a client, is this bribery and corruption?

          If it’s reasonable and proportionate (to say thank you for a project, for example) and of nominal value (under £50 in one gift) it’s ok. Always consider the intention, value, and timing to decide whether a gift could be considered bribery.

          Do I legally have to provide disabled parking in the staff car park?

          Under the Equality Act 2010, disabled parking can be considered a reasonable adjustment, therefore, if it’s feasible, you should provide parking for any disabled employee that needs it.

          Can I insist on staff coming to a meeting on their day off?

          You can, but unless it’s covered in your contracts, you must compensate the employee for this, either with additional pay, or time off in lieu.

           

           

           

          Blog post banner - 23.10.2023

          Office vs warehouse culture: How to keep the balance when your workplace includes multiple working environments

          We all know that running a successful company comes with its fair share of challenges.

          And a big hurdle you might come across is managing your team as one when they work in different environments.

          As an employer, it’s crucial to manage both working environments fairly.

          That’s because fairness and consistency not only lay the foundations for good company culture, but is also a legal requirement too.

          Today, I want to explore some strategies that make sure everyone feels valued, motivated, and part of the team, regardless of their working arrangement.

          Communicate

          Open and transparent communication is the secret to a thriving workplace.

          And in a diverse environment it becomes even more vital.

          If each team understands one another’s goals, processes and challenges, then frustrations and conflict can be nipped in the bud before it becomes a bigger problem.

          And if your team does have frustrations or concerns, there should be a way for them to communicate this constructively, as their feedback could lead to operational improvements that make everyone happier.

          You’ll need to make a decision as to how you do this in a way that makes sense to your business.

          Encourage cross-team collaboration

          When teams work in isolation it’s easy for tensions to escalate or for misunderstandings to occur.

          You can encourage collaboration and interaction between teams by organising joint events, workshops, or virtual meetings.

          By providing opportunities for employees from different environments to interact and learn from each other, you can build bridges and nurture a sense of unity. Collaborative projects also promote problem-solving skills and creative thinking, enhancing overall team performance.

          Develop consistent policies and practices

          Consistency is key in maintaining fairness and trust within your organisation.

          Ensure that the policies, procedures, and performance standards you implement are consistent across all working environments. This includes everything from evaluating employee performance and career growth opportunities, to providing benefits and recognising achievements.

          When all your employees are treated equally and have access to the same opportunities, it stops resentment growing and helps build a positive work environment.

          Celebrate diversity and recognise contributions

          Embrace and celebrate the unique strengths and perspectives that each team brings to the table.

          Recognise and reward individuals for their contributions, irrespective of their working arrangement.

          Create a platform where you and your employees can share success stories, accomplishments, and milestones – across any team – with the entire company.

          By doing this you can build a culture that values diversity and inclusivity. Feeling appreciated and valued goes a long way in building team morale and reducing ill feelings.

          Organise team-building activities

          It gets a bad rap, but promoting team-building activities can help break down the barriers of separate working environments.

          Plan regular events, like team lunches, virtual happy hours, or fun challenges, that mix employees from different departments. These activities break down barriers and help individuals form personal connections, bridging any gaps caused by separate working environments.

          Conclusion

          Remember, as a business owner, it’s essential to proactively manage the challenges of a diverse working environment.

          Fairness, consistency, and inclusivity are the building blocks for a thriving company culture. And by promoting open communication, cross-team collaboration, and recognising individual contributions, you promote harmony and prevent toxicity.

          Let’s all embrace the diversity within our teams and create an environment where everyone feels appreciated, motivated, and excited to be part of the journey toward success!

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          Are you ready to learn more about balancing multilpe working environments?

          If this blog has inspired you to get started, what are you waiting for? And if it’s left you with more questions or you’d like some assistance getting started, get in touch. I’d be happy to help.

          Give us a call at 07422 727229 or contact us using the form below - we will be happy to answer any questions.

            Banner-Educational-guide-17.10.2023-1

            The introductory guide to HR software: How to use HR Software to make managing your team easier, faster and cheaper

            Imagine a world where HR tasks are completed with lightning speed, and you have immediate access to insights that’ll help you make great business decisions…

            Well, there’s a solution. It’s HR software. And it might revolutionise the way you manage your employees and business forever.

            What is HR software?

            Much like any management, project management or ticketing software – HR software helps you get your HR done quicker and easier.

            There are different types of HR software available to cater to the diverse needs of different businesses. The most common type is HR management software (HRMS) or human capital management (HCM) software, which includes features like employee data management, attendance and leave tracking, performance evaluations, talent management, and reporting.

            What are the main benefits of HR software?

            Saves you time

            HR software is a ‘one stop shop’ for all your HR tasks. Every aspect of your HR can be managed via your chosen software and will help you speed up getting your HR done.

            Reduces costs

            Time is money. Not only will you save money by spending less time on HR admin, but it will also help you make better business decisions in the future that will make the business more efficient.

            Helps you stay legally compliant

            When all of your HR is in one place, it’s easier to see what you’re missing and will help you follow Acas guidelines – keeping your business legally compliant and protected.

            Keeps your employees happier

            HR software allows you to manage holiday and other employee requests in a more efficient way, which helps managing your employee’s expectations easier.

            Helps you make great business decisions

            When all your HR data is in one place, it’s easier to run reports and unlock insights that will help you make great business decisions.

            It’s safe and secure

            As most HR software is cloud based, it’s the safest and most secure way to look after your employee’s sensitive personal data.

            It’s scalable

            As your business grows, your HR software will grow with you without any additional effort.

            What are the main features of HR software?

            HR management

            Imagine seeing a profile on each of your employees that includes all their records, whether that be contracts, leave, sickness, training or performance.

            That’s exactly what you’ll get with HR software.

            It’s a centralised place for you to safely keep a record of your employee’s sensitive information, their documents and company documents.

            Say goodbye to that messy filing cabinet!

            Reporting

            Whether you need a report on sickness, finance or time logs, your HR software will give you the information you need to make informed decisions for your business.

            Performance management

            Your employees are your greatest asset which is why their performance is very important to you. With HR software, you’ll be able to share goals, set objectives and keep a record of their appraisals, training and performance.

            Leave and absence

            Managing holiday requests and absence is probably your biggest headache.

            HR software allows you to plan holiday requests more easily and can flag when absence is becoming an issue, allowing you to nip it in the bud before it becomes a bigger problem.

            Time tracking, rotas and shift planning

            Some HR software also tracks time, rotas and shift planning helping you make sure resource is there when you need it.

            What HR software should you use?

            Breathe HR is arguably the best HR software provider in the UK, which is why we’re a partner.

            When you start working with us, we’ll discuss the benefits that Breathe HR can provide to your business and help you get set up on this software quickly and efficiently.

            Get in touch

            For more information about HR software, or about anything else to help make managing your HR easier then please get in touch. We’d love to help.

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            Are you ready to learn more about HR software?

            If this blog has inspired you to get started, what are you waiting for? And if it’s left you with more questions or you’d like some assistance getting started, get in touch. I’d be happy to help.

            Give us a call at 07422 727229 or contact us using the form below - we will be happy to answer any questions.

              1

              October Newsletter

              Are non-parents picking up the slack in your business?

              Today we’re going to talk about a topic that’s been buzzing around offices for years… finding equilibrium between employees with children and those without.

              Recently, a study revealed that employees without children often feel like they’re left holding the fort while their parent colleagues dash out for school pickups, doctor’s appointments, or to watch their little cherubs run the egg and spoon race.

              And this creates an atmosphere that can make your non-parent employees feel undervalued or resentful. 

              We all know the importance of making reasonable adjustments for employees who have children.

              It’s only fair to understand their needs and flexibly accommodate them. But have you ever thought about how this impacts your childless employees? They might be feeling a tad neglected or even over-burdened.

              And guess what? It turns out this imbalance can lead to a drop in motivation and job satisfaction.

              Yikes!

              So, how can we bridge this gap and create a work environment that supports everyone, kids or no kids? 

               Here are a few tips to spread that love and understanding:

              1. Flex the flex: Flexibility isn’t just for parents. Extending flexible work hours, remote working possibilities, or compressed work weeks could be a godsend for all.
              1. Communication is key: Encourage open and honest conversations between employees about their needs and challenges. Parents can let their colleagues without kids know what they can do to help when they have family commitments, and likewise, non-parents should share their needs and struggles too.
              1. Share the load: Encourage teamwork and collaboration. Create a culture that values cooperation and collective effort. Avoid any tendencies for playing favourites and ensure that everyone has equal opportunities to grow, contribute, and shine in their roles.

              Here’s a little food for thought: an inclusive work environment that respects everyone’s personal situations, be it parenthood or not, will not only increase job satisfaction and motivation, but it will also fuel a harmonious and productive workplace.

              Is bullying and harassment contributing to imposter syndrome?

              A recent survey found that 47% of employees have witnessed bullying and harassment in the workplace, and 10% have been on the receiving end.

              But the study also found that this treatment leads to both physical and psychological damage, like headaches, anxiety, and depression. But another outcome can be imposter syndrome, where a person doesn’t believe they’re competent in their role.

              70% of people have felt this at some stage, and bullying is leading to victims doubting their abilities.

              Managers benefit from more flexibility at work

              We like to think we treat everyone equally, but research shows that managers are likely to receive more flexibility at work than non-managers. Only 13% of non-managers benefit from flexible working, as compared to 25% at directorate level.

              And it comes as no surprise that flexibility is listed as the number one benefit valued by all employees.

              Is your business guilty of this?

              59% of employers face forcing out or being unable to hire women if they don’t change outdated practices, according to research. The main reason? Attitudes towards flexibility.

              Parting ways with problematic employees

              Managing a team can sometimes feel like herding cats, can’t it? And occasionally, you come across an employee who is just not purring on the same wavelength.

              While it’s important to foster a positive work environment, dealing with low performers or team players who aren’t, well, playing, can be a challenge.

              But it’s equally important to take action when someone isn’t pulling their weight, not only for the good of the business, but to show other employees you’re aware of the situation and want to make things right for everyone’s sake. So how do you do that?

              Assess the situation: Before marching in with pitchforks and torches, take a moment to evaluate the situation. Is it a performance issue or a behavioural concern? Identifying the root cause will help you decide the appropriate course of action.

              Open sesame: Now that you’ve determined the issue, it’s time to initiate open communication. Arrange a friendly chat with the employee, providing constructive feedback regarding your concerns. Give them the opportunity to reflect on their performance and discuss any reasoning behind their behaviour.

              The path of improvement: In a perfect world, this chat should jolt your employee into realising they need to up their game. Create a plan together, setting clear expectations, highlighting areas of improvement, and establishing measurable goals. Don’t expect miracles overnight and hold regular check-ins.

              Document: Not seeing any progress despite your best efforts? If the employee continues to underperform or display problematic behaviour, it’s crucial to document it all. Keep detailed records of specific incidents, discussions held, and any steps taken towards improvement.

              The powers of procedure: UK employment law requires you to follow certain procedures to terminate an employee while avoiding the wrath of legal consequences. Consult your HR department or seek legal advice to ensure you’re on the right track. We can help with this.

              The great farewell: If all previous interventions have failed to yield a positive outcome, ensure you follow the proper steps outlined in employment law, including providing written notice, adhering to contractual obligations, and offering an opportunity for appeal.

              Dealing with problem employees is like navigating a maze. But by mastering the art of open communication, keeping records, and following proper procedures, you can manage these difficult situations with confidence. If we can help you with all of that, get in touch.

               

              Do my staff still accrue holiday when on long term sick?

              Yes. And up to 4 weeks’ holiday entitlement can be carried over if an employee is too unwell to use it within the current year.

               

              Do I have to pay someone  for a trial day if they’re not successful?

              Yes. Government guidelines state that employers should pay at least National Minimum Wage for any trial shifts that are undertaken.

               

              Can I specify I need a “strong male” in my job advert if the job requires physical labour?

              No. Unless there is a genuine occupational requirement, such as in the cases of care workers for example, you can’t specify preference of any protected characteristic.

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              Here are three questions for you:

              • Do you currently have an HR consultant?
              • On a scale of 1 to 10, how happy are you with them?
              • If the answer isn’t “I’m so delighted I could print 1,000 flyers to spread the word about them”, let’s jump on a call: 07422 727229.
              Give us a call or contact us using the form below - we will be happy to answer any questions.

                Copy of FINAL - Blog post banner - September 2023

                Confused about Gen X, Millennials and Gen Z? And do you even care?

                As a business owner, you should be aware of generational cohorts. Here’s why…

                Generational cohorts are groups of people based on a person’s birth year. And they seem to be talked about way more than they ever have been before…

                Maybe because the world’s use of technology has skyrocketed in the last 10 years and cohorts like this are really important to big companies like Google and Meta.

                Why? Because different generations behave, think and feel in different ways.

                This is why generational cohorts are especially important to you too. Or, depending on the size of your company, something to be aware of.

                So, what are the different generations out there?

                Baby Boomers (1947-1964)

                Are hardworking and value face-to-face communication. Traditionally they’re seen as team players and they’re goal orientated. They’ve got a wealth of life experience so shouldn’t be brushed aside.

                Generation X (1965-1980)

                Have great work ethic, but they see their jobs as what they do, not who they are. They want a good work/life balance and prefer to work with like-minded people who share these values.

                Millennials (1981-2000) 

                Will make up 75% of the workforce by 2025. They want to make a difference and see their job as more than just a way to make money. They want bosses who help them develop, are transparent, and above all, treat them as individuals.

                Generation Z (2001-2020)

                Have grown up with technology and are used to being constantly entertained, they want a role that will keep them engaged, with great communication, and full transparency. They want a progressive, open-minded environment to grow in.

                Your team are your greatest asset. Which is why it’s important to understand their drivers. Understanding their generational cohort could help guide you.

                If you’d like a chat about your team and how we could help, please get in touch.

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                Are you ready to learn more about generational cohorts?

                If this blog has inspired you to get started, what are you waiting for? And if it’s left you with more questions or you’d like some assistance getting started, get in touch. I’d be happy to help.

                Give us a call at 07422 727229 or contact us using the form below - we will be happy to answer any questions.