Time to talk day… #timetotalk

Today is Time to talk day, a charity run by Mind and Rethink Mental Illness a growing movement of people changing how we all think and act about mental health.

What many people don’t realise is that Mental Health falls under the category of disability and if people who have mental health problems are treated unfavourably because of their condition this is discrimination and, if you experience it, you may have a legal right to challenge it.

So mental health is an issue your business can no longer afford to ignore:

  • Almost one in three people have experienced mental health issues whilst in employment
  • Mental ill-health is the leading cause of sickness absence in the UK, costing an average of £1,035 per employee per year
  • 95% of employees calling in sick with stress gave a different reason

Tackling stigma (where an employee is perceived as being different because of their mental health problem) and discrimination and developing a culture where your employees feel able to talk openly about their mental health problems should be the number one priority within your business.

It is important as an employer you are aware of your obligations to your employees to protect them from discrimination.time to talk1 - hr revolution - outsourced hr

Equality Act 2010

The Equality Act 2010 is the law that gives employees the right to challenge discrimination. It protects people from being discriminated against because of certain protected characteristics, such as gender, age or disability and mental health.

Since the Equality Act 2010 came into force, it is unlawful for employers to ask questions about health during recruitment.

It is up to the candidate whether they wish to disclose their mental health problem or not. An employer has a duty to ensure that if the candidate does disclose, they are not discriminated against and are treated fairly.

CIPD make some recommendations for employers:

  • Distinguish carefully between essential and desirable requirements for the job to allow for flexibility in making adjustments.
  • Communicate your commitment to equal opportunities and how your organisation values staff mental health.
  • State that reasonable adjustments are available
  • Any information on health or disabilities should be kept separate from the job application form

Reasonable Adjustments

The Equality Act 2010 also puts employers under a legal obligation to make reasonable adjustments (in other words changes).

A few examples of changes that might help

  • Extending flexible working policies to allow commuting outside of rush hours
  • Allowing staff to take time off work for appointments
  • Making changes to their working area
  • Allowing staff to work at home on occasion if this is helpful
  • Temporarily re-allocating tasks they find stressful and difficult

time to talk2 - hr revolution - outsourced hr

As an employer you have a key role to play in supporting employees to maintain their mental wellbeing. Regular supervision or catch-up meetings can help managers recognise symptoms such as stress, anxiety, paranoia or depression. It is also worth incorporating time in your meetings to discuss your employees’ wellbeing. Managers play a crucial role in setting reasonable adjustments, flexible working allowances and return to work plans if employees need additional support.

Ideally, speaking about mental health problems should be an intrinsic part of the culture of your workplace.

It’s critical that all of your line managers feel confident having a conversation about mental health with their line reports. Increasing their capability to spot signs and symptoms in their team, and feel confident in discussing this with those who are struggling will help stop problems before they become more challenging.

If you need any further advice or guidance or would like to discuss how you can tackle any Mental Health issues within your business from an HR perspective give us a call +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

It’s time to talk and HR Revolution are here to support you, your employees AND your business.

HR BLOGGER CTA

Can stress ever help an employee perform better?

As we all know stress, in all its forms, can be life changing. In the workplace, multiple measures are taken by HR professionals to attempt to eradicate, or least cut down, on factors which encourage employee stress. And for good reason.

A recent report from workforce consulting firm, Life Meets Work found that stress from leaders causes ripples throughout their company – negatively impacting on everything from employee engagement to the bottom line.

“Companies often focus on fixing individual employees to help them be less stressed and therefore more engaged. Yet, our study found that employee engagement was better predicted by the leader’s ability to manage stress than the employee’s current stress level,” explained Kenneth Matos, psychologist and Vice President of Research for Life Meets Work. “A leader’s inability to manage stress ripples through the entire company in a negative way.”

stress at work 2 - hr revolution - outsourced hr

Does this then suggest that all stress is negative stress?

A report from the University of California found that short periods of stress can actually help stimulate cell growth, which in turn results in new brain cells.  After monitoring rats, which were placed in stressful situations, researchers found that a few weeks later their alertness, learning and memory had improved.

However, this doesn’t mean HR will be promoting stress in the office – rather monitoring how stress affects different employees in different ways. A study from Leadership IQ, titled ‘Does Your Job Require High or Low Emotional Intelligence?’, found that just over half (51%) of employees admit that they always or frequently have to ‘act’ or ‘put on a show’ with their emotions at work. This in turn can lead to anxiety, or at the very least dismay.

As for dealing with workplace stress, Dr Christian Jessen, Doctor and TV Presenter of ‘Embarrassing Bodies’, revealed how the pressure of presenteeism is affecting our mental health as well as our work-life balance.

stress at work 1 - hr revolution - outsourced hr

“The fact that we don’t really know how to do nothing is something I find rather sad,” he says. “We always feel like we should be doing something – we feel guilty about sitting and watching television; we feel guilty about reading a book for an hour; we think that we need to be emptying the dishwasher or putting another wash on.

“But, we need to get over that guilt if we want to fully encompass all arms of our health. Eastern medicine has been doing this for a long time, whilst in the West, we’ve been ignoring it – and look who is suffering more.”

What do you think? is all stress is negative? or does it have a part to play in a productive work environment, let HR Revolution know your thoughts and comment below.

If you need any further advice on managing stress in the workplace please get in touch, call +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

HR BLOGGER CTA

A version of this article first appeared in HR Grapevine

Think you wouldn’t benefit from an outsourced HR service? 4 ways we can help you save money

Thinking your business could do with some help with issues that are bubbling away under the surface, but wondering whether you really can spare the budget to outsource?

Is it easier just hoping for the best and carrying on as you are?

We know that it can be scary to make that leap and bring in some HR help, but the reality is that we can often actually SAVE you money.

And that’s an astute investment to make in your business.

Outlined below are just a few of the ways in which we could help you reduce your costs…

1. We can keep you out of tribunals

It’s easy to fall into the trap of thinking that because you’re a fair employer who tries to do your best by all your employees, that you’re not at risk of having to face a tribunal. This isn’t necessary true though.

Employment law is complicated, and if you miss something, you could find yourself with a potentially very costly situation on your hands. We can make sure that your people practices are on the right side of the law.

Employment tribunal - HR Revolution - Outsourced HR

2. We can increase the performance of your workforce

Imagine if you could double the output of your workforce overnight. Realistically, that’s probably not going to happen, however, HR Revolution can dive deep into your business, pinpoint the exact issues that are at play, and create a step-by-step plan to fix them.

This could increase your productivity and make sure that your employees are firing on all cylinders. You might think that a marketing budget, or some social media tactics are going to give you the edge. But the real breakthrough happens when you look INSIDE your business, rather than outside.

3. We can educate your managers

We don’t just come into your business, work some temporary magic, and then leave. We provide on-site services and can give your managers the skills to ensure that they’re playing an active role in driving your business forward. This means less of a learning curve, less mistakes, and more strides forward.

Your employees are the most important investment that you can make, so it makes sense to nurture that investment. If you know that your managers have room for improvement, take responsibility and talk to us to get things moving in the right direction.

CEO quote - HR Revolution - Outsourced HR

4. We can provide a flexible, pick-and-mix service

Maybe you’re not quite at the stage where you need full-time, permanent HR help. That’s exactly why we can assist you; we don’t tie you into ridiculously long contracts that you don’t need, we can create a bespoke package that’s perfect for your needs.

Just what you really need to move forward and solve your problems, right now. Our aim is to make you a better employer, not tie you up with unnecessary bureaucracy.

HR Revolution can save you money, and can seriously add to your bottom line. Get in touch, call +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

HR BLOGGER CTA

Office parties – a word of ‘festive’ warning!

For HR departments and employment lawyers alike, it is as much a Christmas tradition as turkey and mince pies. Every December we bring out articles on the perils of holding an office Christmas party, so as not to disappoint here are this year’s top tips.
Venue
It’s worth thinking carefully about the venue for your Christmas party. Is it accessible to all? including those with a disability? Can people get home easily? Choosing a venue that might encourage people to ‘drink and drive’ is clearly not advisable. So consider whether you have good public transport links or ready access to taxis.
Invitation list
When compiling the invitations be as inclusive as possible, no one should feel left out. Remember to make an effort to invite those who are currently away from work, whether because of maternity leave, sickness or any other reason. If employees are encouraged to invite their partners along, allow for the reality of unmarried couples and same-sex relationships.

Group people in santa hat at Xmas business party.

Party planning
Think how you can make the party appealing to all. Organising an event based solely around the consumption of large quantities of alcohol will no doubt please some of your employees, but it could well be a turn-off for others. In particular, be sensitive to the religious and other beliefs of your employees; make sure there are plenty of non-alcoholic drink options and any food on the menu contains a vegetarian option.

Also be mindful of any guest speakers or entertainers you choose to use. There is a very well-known Employment Tribunal case circa 1996 that arose out of the booking of the ‘stand-up comedian’ Bernard Manning. You can probably guess what went wrong there!

Discussion topics
When a lot of alcohol has been consumed, people become less inhibited and more likely to say (or do) precisely what is on their mind. As a result, the risk of discrimination and harassment claims rears its ugly head. So make sure people understand that this is a work event and a level of professionalism is still required. Oh, and if you’re the boss, remember that alcohol and conversions about pay rises don’t mix!
The morning after
Make sure people understand whether they are required to be in work the day after the Christmas party. If they phone in sick, carefully consider whether it is genuine sickness or the result of over-indulgence. Then consider whether disciplinary action is required.
office christmas party2
Policy revision?
You don’t need a policy specifically to cover your Christmas party, but it is worth considering whether your existing policies on conduct, harassment etc. are clear about what is expected of employees in this context. Take a look at HR Revolution’s Employee Handbook, it helps set out core Company expectations in terms of general conduct and includes all of your integral UK policies and employment legislation.
Lastly; enjoy, let your hair down and have fun!
Finally, and before we begin to sound too much like the equivalent of ‘Scrooge’, the Christmas party is a chance to come together, celebrate a successful year and thank your colleagues/employees for their efforts. It is also an opportunity to have fun. So having taken some sensible precautions, relax, unwind and enjoy yourself. You deserve it!
If you need any help or advice with any issues discussed above or updating any office policies all found in our comprehensive Employee handbook, why not get in touch HR Revolution and make sure your office Christmas passes without incident.

Give us a call +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

HR BLOGGER CTA

Landmark employment law cases: Uber/Deliveroo – The decision on drivers and riders rights; what could this mean for your business?

This has been a very hot topic recently and we have been overloaded with articles about what the “workers” versus “self-employed” issues/rights means, so now the ruling has been made HR Revolution discuss what this means for businesses going forward.

The Employment Appeals Tribunal ruled on Friday that Uber’s drivers qualify as workers, giving drivers rights such as the minimum wage and holiday pay, resulting in potentially damaging the way the company operates.  Currently the average hourly rate minus fees, petrol and expenses may mean an Uber driver is not earning the minimum wage.

Although Uber argued that their drivers have the freedom to choose when and where they work, the EAT ruled that drivers were effectively working for Uber while the app was switched on, and were not able to make themselves available to other operators as Uber had claimed.  In addition, the way Uber limits driver contact with customers, the language it uses when recruiting drivers and the way it treats those drivers who refuse a fare, resulted in the EAT concluding that Uber exerts control over the drivers, meaning they are to be deemed as workers as opposed to being self-employed and are therefore entitled to worker rights.

http://www.telegraph.co.uk/technology/2017/11/10/uber-loses-key-appeal-drivers-rights/

Conversely in the case brought by the Independent Workers Union of Great Britain, Deliveroo riders have been ruled “self-employed” by the labour law body the Central Arbitration Committee (CAC).  This further highlights the complexity of determining the employment status and why it is imperative care is taken when considering whether the individual has worker rights including holiday pay and minimum wage.

uber-deliveroo landmark ruling2

The key to this case was that in the contract between Deliveroo and the riders; riders had the freedom to substitute the services to a “mate” both before and after they had accepted a particular job if they wished – allowing other riders to take their place on a job. The CAC found that the right to substitution was genuine in day to day practice and therefore found the riders be self-employed. To further support Deliveroo’s case, the new terms also stated that riders did not have to wear branded clothing.

Both of these decisions have been based on whether there is “control” from the employer to the employee and in the case of Deliveroo the lack of control meant the balance was tipped as the riders having self-employed status.

Riders enjoy being their own boss – having the freedom to choose when and where they work, and riding with other delivery companies at the same time.  In practical terms, this implies they are genuinely self-employed.

http://www.bbc.co.uk/news/business-41983343

What could these rulings mean for your business?

Both of these rulings although contradictory, have significant implications for the gig economy in particular.  It also clearly demonstrates that there is still a lot of ambiguity and confusion around employment status, which is expected to be given clarity by the government by the end of the year.

The outcomes of both these cases emphasises the importance of ensuring you are giving those entitled to employment rights, just that and also ensuring any contractors are complying with any IR35 rules.  It means care and consideration should be exercised by both the employer and employee when entering into an independent contractor agreement on a self-employed basis.

uber-deliveroo landmark ruling1

Any business should take guidance from both of these cases as they demonstrate how important it is that your employee status is. Make sure the use of self-employed contractors are being used correctly within your business and not just as a label to get around the rules.  With the number of self-employed contractors increasing significantly, both of these rulings are likely to be significant for employment law in the UK.

The lesson from both of these cases lies around the control identified in the terms and conditions of an independent contractor agreement.  Although this doesn’t set a new precedent as all cases will be judged on their own merits, the control you exert over anyone self-employed within your business should be carefully considered to avoid any similar claims.

Deciding on the appropriate employment status can be difficult for many companies. If you have concerns regarding this, HR Revolution are here to help, get in touch with one of our consultants who can offer you a free consultation to ensure that you are compliant.

Give HR Revolution a call +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

HR BLOGGER CTA

 

HR Revolution’s guide to organising work Christmas parties…

The Christmas period is a challenging time for many companies and business owners alike.  Profits are at the forefront of their minds to ensure sales continue right up to the end of the year and their products and services are the ones consumers want to spend their hard earned cash on.

If you’re caught up with the complexities of planning your approach to maximising sales and profits, you might not have yet thought about whether you’ll organise a Christmas party for your employees.

On paper, it’s a great idea. Everyone enjoys a chance to unwind, and you reward your employees for all their hard work that they’ve put in over the past year.

What could possibly go wrong?

office christmas party3

Generally speaking, Christmas parties get a lot of bad press. You’re probably familiar with horror stories involving workers who have taken full advantage of the free bar, and then went on to well and truly disgrace their employers. The truth of the matter here though is that these incidents are few and far between.

Yes, of course things can go wrong. But if you do some thorough planning in advance, you can avoid problems and give your employees the motivational celebration that they deserve.

Download our FREE guide, where we will go through the bases you need to cover so you can round off 2017 on a high note for you and your employees.

download here...

Why not give us a call, or visit our website: HR Revolution, we are ready to answer any Christmas related questions you may have +44 203 538 5311 or email: info@hrrevolution.co.uk

HR Revolution, expert CIPD HR professionals, supporting your employees and business.

HR BLOGGER CTA

 

HR Revolution’s guide for a successful 2018 – PART 3

outsourced hr - hr revolution

HR Revolution specialise in giving SMEs the tools, frameworks, and knowledge to get the most out of their employees ensuring that people practices help them to achieve big things and in the final part of this guide, we take you through the last key action points you need to consider:

Are your line managers firing on all cylinders?

Your line managers are the oxygen of your business. They motivate employees, help you to achieve your goals, and can often be your eyes and ears when the workload starts to mount up and you can’t possibly keep on top of everything on your own.

The managers that you choose can make or break your business, so it makes good sense to consider how you will support them in their roles, and ensure that

Here are some important points to consider:

  • Do you assess your managers on their leadership skills during regular performance discussions?
  • Are you giving managers the tools they need to excel in their role? If you don’t have carefully crafted people policies, for example, then you are not providing the focus and direction that is really required
  • Who are your managers of the future? Do you have a succession plan?

 

What does HRREV Bring to your business.png

How can you become an exemplary employer?

HR is not just about ticking a few boxes and making sure that you’re not breaking the law. Savvy leaders know that becoming the best employer that they can possibly be can give them a huge competitive edge.

But what does this look like in practical terms? And what do you need to look at to make the shift from compliance to true excellence?

Ask yourself:

  • What do people really say about working for your business?
  • How have you built a positive employer brand? And if you haven’t, how can you get started?
  • How does your performance measure up against other businesses in your area and your industry?
  • Would YOU want to be an employee in your business?

Are you tapping into modern technology?

Make 2018 the year when you finally decide to make your life easier by harnessing the true potential of systems and processes. It could save you time, money, and a whole load of stress.

 

outsourced hr - hr revolution

Here are some points for you to consider:

  • When’s the last time that you caught up with your current providers? They may have new tools that you can utilise, or suggestions on how you can ramp up your return on investment
  • Where are you putting man-hours into tasks that could be automated?
  • What new solutions are being launched into the marketplace that could help you to achieve your goals?

Where do you want your business to be a year from now?

Whilst you’re getting down and dirty with the nitty-gritty considerations, be sure to keep an eye on the bigger picture and what you need to do to make real progress towards bigger goals.

Take a look at:

  • Where you are right now, and the reality of the obstacles that you’ll need to overcome to move forward
  • Where you will have to make investments to ensure that you have the skills and practical tools that you need
  • How you can make fast progress, without cutting corners and creating avoidable problems

Summary

There’s absolutely no doubt about it… If you make your way through the considerations that we’ve outlined in this guide, and you take action against them, then you can make massive leaps forward during 2018.

You don’t have to do everything at once, but you do need to be sensible with your time and make sure that you’re consistently making time for implementation.  Download the complete guide below.outsourced hr - hr revolution

Maybe this information has made you realise that there’s huge room for improvement, and you need a helping hand with getting started. If so, pick up the phone and give us a call. We can carry out an initial assessment of your strengths and weaknesses in terms of your HR practices, and give you advice around how we may be able to guide you through making meaningful and profitable changes.

I hope you enjoyed our guide and that it has given you food for thought… why not give us a call, or visit our website: HR Revolution, we are ready to answer any questions you may have +44 203 538 5311 or info@hrrevolution.co.uk

HR Revolution, expert CIPD HR professionals, supporting your employees and business.

HR BLOGGER CTA

 

HR Revolution’s guide for a successful 2018 – PART 2

outsourced hr - hr revolution

HR Revolution specialise in giving SMEs the tools, frameworks, and knowledge to get the most out of their employees ensuring that people practices help them achieve big things.

In part two of this guide, we are  going to walk you through more key action points that you need to consider:

How can you get the most out of your employees?

Productivity can go through peaks and troughs throughout the year. To a certain extent, this is to be expected, and is sometimes unavoidable. Still though, you must unsure that you have mechanisms in place to encourage your employees to make their best possible contribution.

Address these points:

  • How have you recognised the achievements of your team over the busy Christmas period?
  • If organisational priorities have shifted over the past few months, how has this been communicated?
  • When’s the last time you said thank you?
  • How confident are you and your managers when it comes to initiating difficult conversations about performance?
  • What did you discover about how to get the most of your employees during 2017?

retain great employees

How will you retain your best employees?

You might think that your employees are happy and loyal, but January is a prime time for getting itchy feet, and imagining what other opportunities are out there. Can you really be confident that you won’t lose your key talent, and if this did happen, how would your business cope?

Ask yourself:

  • When’s the last time you assessed the workplace climate? Are you welcoming open and honest feedback? Can you be sure about how your employees are feeling?
  • How would you manage if a member of staff handed in their notice? What would happen in terms of covering the work, and reallocating responsibilities?
  • Have you considered external factors such as new businesses opening in the area?
  • How do you ensure that your business offers an attractive package to its employees?
  • If employees leave, are you holding exit interviews to collect meaningful feedback?

Are you up to speed with legislative changes?

Employment legislation changes and evolves on a very regular basis. This should be seen as a positive thing, as it often contributes towards fairer and safer workplaces. Still though, you can’t afford to get complacent.

legislative changesYou need to consider:

  • What legislation will come into force during 2018 that you need to comply with? What processes will you need to follow to ensure that you meet deadlines?
  • Will your policy documentation need to be updated?
  • Who will take responsibility for rolling out the changes?
  • How will you communicate any new provisions to your employees?
  • How will new legislation impact on any working relationships that you have with contractors, e.g. your payroll provider?

How will you develop your leadership skills?

It’s really easy to get caught up with all the finer details of running your business. At the end of the day though, you need to recognise that you are a leader, and you need to be keeping your skills sharp. You expect development from your team, so why should you be any different?

Consider the following:

  • What are your strengths, and how can you build upon them further?
  • How do you really know that these are your strengths? Would your staff say the same? And how can you find out?
  • Where do you need to bring your skills up to speed, and have you developed a plan for doing so?
  • How will your monitor your own progress? How can you stay objective? How will you keep going when the initial motivation wears off?
  • Do you need help and accountability from a mentor?

Look out for the final installment of HR Revolution’s guide, Part 3 on Friday and don’t forget we’ll be attaching the full guide for you to download and keep!

If you would like to contact us to discuss anything in the meantime, please call us on +44 203 538 5311 or email: info@hrrevolution.co.uk or click here to visit our website.

HR Revolution, expert CIPD HR professionals, supporting your employees and business.

HR BLOGGER CTA

 

HR Revolution’s guide for a successful 2018 – PART 1

outsourced hr - hr revolution

So the end of the year is getting closer, and as a business owner I’m sure you’re no doubt taking a little time to reflect on your successes during the past 12 months, and assess your growth plans for next year.

So we thought we’d would take the opportunity to put together this three part guide, giving you the perfect opportunity to take stock, get your head well and truly in the game, and work out precisely what needs to be done to allow you achieve your big goals during 2018.

If you haven’t already started the planning process, then you might be feeling the pressure. It’s true that a head start can give you a great advantage, but help is at hand to make sure that you have the key points covered.

HR Revolution specialise in giving SMEs the tools, frameworks, and knowledge to get the most out of their employees ensuring that people practices help them to achieve big things.

In this three part guide, we are going to walk you through the key action points that you need to consider:

Have you translated your business goals into tangible policies and practices?

Your HR policies and practices aren’t just there so you can demonstrate that you’ve ticked a few boxes. They should guide your business, help you to navigate your big challenges, and bring you closer to your goals.

hr revolution's guide to a successful 2018 - part 1
Click here to visit our website…

So with this in mind, grab a pen and brainstorm the following points:

  • Do your employees fully understand their personal and team objectives, and how these fit into the bigger picture?
  • Have you considered how you can use reward practices to motivate employees and drive productivity?
  • Do you encourage ongoing learning and development? How can you engrain this into your workplace culture?
  • Are your line managers confident in their roles, and playing a part in your growth plans?
  • Can you clearly articulate how everyday working practices are translating into key results?
  • How confident are you that your plans are robust enough to guide you forward?

Sometimes, taking the time to really assess where you are can make it clear where you need to make changes, or perhaps adapt your approach.

Will you need to bring in new employees?

outsourced hr - hr revolution
Click here to visit our website…

Recruiting new employees may be essential if you want to expand, so it’s possible that you’re starting to think about how your team will grow during 2018.

Consider:

  • Do you need temporary employees? Could using the services of contractors give you more flexibility?
  • Are your recruitment processes in line with relevant legislation? Do you know your responsibilities in terms of ensuring that you don’t discriminate during the selection process, for example?
  • Do you have a strategy around how you’ll tackle the war for talent? Do you know where to find the very best candidates, and how to get them excited about the opportunity to work with your business?
  • Do you have an induction and onboarding process to help new recruits to really hit the ground running and get off to the best possible start?

Look out for Part 2 of HR Revolution’s guide on Wednesday!

We’ll be attaching the guide in full for you to download and keep in our final installment, so keep an eye out for Part 3…

If you would like to contact us to discuss anything in the meantime, please call us on +44 203 538 5311 or email: info@hrrevolution.co.uk or click here to visit our website.

 

HR BLOGGER CTA

3 difficult questions you need to ask yourself before 2018

outsourced hr - hr revolution

I’m sure by this stage in the year you have asked yourself the important questions about how your business measured up during the past year.  You’ll know how much you increased your turnover and how many new employees you recruited and what your goals are moving forward.

Planning sessions can be hugely useful, but it can be easy to miss the less obvious measures of what you are and are not achieving.  If you are serious about making 2018 a success, you really need to delve a little deeper and consider the questions that probably haven’t even crossed your mind.

So have you really thought or asked yourself the following questions:

outsourced hr - hr revolution

What HR mistakes have you made over the past year?

Running a business is a steep learning curve, so whether you are completely new to entrepreneurship or been in business for years, the world is constantly changing and adapting and you need to make sure that you are keeping up.  What worked in the past won’t necessarily bring about desirable results right now.

So have you make any mistakes in HR during 2017?  Think about operational issues, as well as the bigger strategic picture.  Are your employees on-board with organisational goals?  Does everyone understand and embrace their role in achieving growth?  Only when you get really honest with yourself, can you start to work out how you won’t fall into the same trap.

Are your managers really capable?

It is safe to say that your managers are, in many respects, the backbone of your business.  They deal with the day-to-day issues, they handle unexpected events, they make sure your policies are implemented and adhered to and they keep things ticking over when you can’t be there.  So its vitally important that they can perform to the best of their ability.

It is important to note here that identifying problems when it comes to capability isn’t about pointing the finger.  You need to avoid knee-jerk reactions and carefully consider where there is room for improvement, and create a plan that will help you get to where you want to be.  This may involve training, coaching, mentoring etc.

outsourced hr - hr revolution

What do you need to do to grow as a leader?

It’s easy to overlook your own personal development when  you’re trying to grow a team, but it is crucially important.  How can you be expected to get the most out of everyone else, if you aren’t constantly improving and growing yourself?  This should be a consideration throughout the year, but it is easy to drop the ball and now is a good time to look back and reflect.

Remember, asking questions can be a huge source of growth in your business, but you need to be really honest with yourself when working out the answers! Jot down your thoughts, then scrap them and work on being really truthful… It’s not necessarily easy, but the powerful tactics rarely are!

HR Revolution are here to help you get answers and get organised for 2018, get in touch today +44 203 538 5311 or email: info@hrrevolution.co.uk

outsourced hr, hr revolution