The benefits of hanging out with your colleagues…

For many employees these days their job is no longer seen as separate from their social life. Millennials are set to constitute 50 per cent of the global workforce by 2020 and they are changing the way our jobs function in the process. Socialising with team mates outside of the office has become a desirable part of the job, with work being seen to this generation as a key part of who they are and no longer separate from their personal lives. This shift away from traditional attitudes towards professional environments being a place for all work and no play has meant hanging out with your colleagues is now an ordinary occurrence. Companies need to embrace this cultural shift and ensure they are open to their employees socialising, whilst ensuring they have HR processes in
place to manage the effects this can have upon your business.

So what are the benefits of colleagues socialising with one another? Put simply team socialising helps to boost company morale. Employees want to feel motivated by their work and at ease with their colleagues and so a team that feels happy at work leads to a more productive business. Being part of a friendly, collaborative and supportive company is also going to make it hard for an employee to have their head turned by a competitor, particularly as having an open working culture – not just with regards to their team relationships but towards communication around the goals of the business – helps to give employees a highly-valued sense of purpose.

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Let’s not forget though that a team that decides to spend time socialising with each other might strike a feeling of fear in many employers and HR departments. There is always the potential for colleagues to become too relaxed around one another leading to a lack of focus and possibly a dip in business output. However it’s important for companies to remember that people are at the core of their business and if employees feel comfortable enough with each other to hang out outside of work then this is likely to improve retention levels for the business. Ultimately, if your company is equipped with robust business processes and a comprehensive HR support system for the team, then the benefits of friendly working relationships will always outweigh the negatives.

On a professional level socialising within the team can be confidence boosting for junior members. Mentoring is a fantastic way to bring out the potential in a person and the informal mentorship that can come from having an informal, friendly conversation with a more senior team member shouldn’t be overlooked. Similarly, whilst it’s a delicate balance to strike, managers shouldn’t be too wary of socialising with their teams. The change from a work dynamic can serve to create comradeship and demonstrate their support for an open and supportive company culture.

If you would like to find out how we can help, 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.

This article was published in the Recruiting Times on Thursday 26th April https://recruitingtimes.org/opinions/23160/benefits-hanging-colleagues/.

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6 reasons why employees quit their jobs

When you think about why employees leave jobs, you may be quick to assume that it is money that is the main driver, but in reality money is much less of an issue than personal factors and as an employer surely the number one priority for the continued success of your business is finding out why your employees are leaving.

When one of your employees hands in their notice, finding out why could be the key to discovering whether something is remiss within your business, i.e. a manager that people aren’t happy with, or heavy and demanding workloads.

On the other hand, they could be leaving for a job at a different company. Why is that? You need to ask yourself, what are they doing better? and why is working for them more appealing than working for you?

If you know why an employee is leaving you can then start to gather valuable information that could boost your recruitment and retention practices.

Below we list 6 reasons why employees quit their jobs:

1. Feeling undervalued

All employees want to feel that they are making a positive contribution in the job they do and more importantly that they are appreciated.

It might be interesting to know that this doesn’t necessarily mean giving rewards or salary raises, although I’m sure nobody would complain!! Often, a simple ‘thank you’ is a powerful way of changing someone’s perspective.

2. Insufficient management

If employees don’t feel that they’re being managed effectively, they may look for jobs elsewhere. People won’t always get along, but if an employee is struggling to connect with their manager then there will be difficulties in the workplace.

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However, if many people are finding one manager particularly difficult to work with, then this could indicate a rather bigger issue.  Sometimes, the opposite is true, a manager could be a good friend to everyone on their team, but might struggle with delegating, communicating and keeping projects on track.

3. No progression prospects

Most employees will want to feel that they can progress in their role, inspiring them to work hard so they can be rewarded with promotions and pay rises.

New challenges are valued. It can be demotivating for workers to feel that they’re trapped at their current level, with no room to grow and improve. They might be tempted to leave if they feel they aren’t progressing, especially if they have opportunities being offered to them from another business who offer great career development.

Be aware though that some employees will be happy in their current positions and not want to be continually pushed to progress.  For them, promising promotion opportunities could be just as likely to make them feel pressured and inclined to leave. Your main aim is to know what each employee wants, so it is a good idea to make sure you discuss these in performance reviews.

Always bear in mind that a lack of progression ambition does not indicate a lazy or unmotivated employee, some people are simply happy with their current level of responsibility.

4. No work/life balance

A good work/life balance is now more important than ever, especially as we are connected to our smartphones and laptops 24/7, sometimes, no amount of money is worth certain sacrifices, early mornings, long days at work, hours travelling to and from work, people need and value their free time.

Many employers are finding solutions that benefit everyone, such as offering on-site facilities: gyms, coffee shops, childcare facilities and customised office spaces, to help bring the work/life balance into the workplace.

5. Colleague clashes

Being in an workplace environment where employees feel they are among friends can make all the difference to job satisfaction.

If an employee spends every day clashing with a colleague, either because they don’t get on, feel they are not pulling their weight or have very different opinions about how the work should be done, then there’s a disaster waiting to happen.

You might want to step in and mediate. If you can’t identify the problem and help resolve it, then there’s a good chance that someone will be leaving.

6. Lack of work enjoyment

Of course personal tastes and preferences change, at every stage of life, what you may have aspired too at 23 maybe very different at 40.

Some people decide after years in the workplace that they are ready for something new, while others spend a couple of months in a role and realise that they’ve made a mistake.

There are very few things that you can do to retain an employee with a different path in mind, but it might be worth seeing what alternative jobs you can offer if you would really like to keep them within your business.

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At HR Revolution we understand what it takes to create a great team, and as experts in HR we are well placed to support you with the first steps towards achieving a competitive business through your people.

So if you are looking for recruitment solutions that go beyond simply hiring your newest team member get please get in touch +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.

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5 challenges of managing remote teams

Remote working or ‘working from home’ has become increasingly popular over recent years and with good reason. Businesses are changing and, in turn, so is the requirement for us all to be herded like sheep into grey office spaces miles from our homes. Business owners are starting to realise that certain employees can actually increase their quality of work and levels of productivity by being allowed the flexibility of remote working.

However, with an ever expanding global workforce, it’s becoming more and more important to be aware of the issues that arise in regards to effectively managing productivity within more productive remote teams, once you know what these are you can then decide whether or not it is a astute move for your business.

Below we list the 5 biggest challenges:

1. Accountability and visibility

Building trust between a manager and employee; if they aren’t sitting at their desk where you can see them, then how do you know they are working? If this isn’t addressed early on and you don’t have management information to see how and what they are delivering it will be an issue and one that could spiral out of control.

Out of office work concept Man sitting at vintage natural rough wood desk working on laptop computer drinking coffee at cafe terrace surrounded green park with color sunbeams back light

2. Isolation and communication difficulties

If you have employees working remotely within different time zones, this may lead to a feeling of isolation for team members. If your employees also speak different languages there’s an added level of communication to factor in in order to make the team and business work.

3. Culture

A business that has their whole team or the majority of it’s employees working remotely will likely have to work harder than most to ensure it’s company culture is established and that individuals well-being is looked after. Remote working can cause a lack of team communication and therefore a poor company culture and team community – leading to employees feeling disconnected from the overall company mission and goals. A clear company culture and a feeling of purpose are essential for creating a motivated team, without these the team can begin to feel isolated and employees may become dissatisfied with their roles.

4. Security – both physical and digital

Policies and processes for office and online security are fairly straight forward to manage, but when you have remote workers the needs of those individuals may change because their working set-up is different. If appropriate security procedures aren’t dealt with as part of the remote working setupit could cause major issues and potential danger to business functionality. If remote workers feel unsupported or at risk this can quickly lead to disengagement and a loss of productivity.

5. Trouble separating work/home balance

The inability to ‘turn off’, is an ongoing issue for all workers, but these issues seem to increase with remote workers.  Working from home can lead to longer working hours and no real definition between work and home environments, this can result in longer or unpredictable hours worked, increased stress, a strain on personal and professional relationships and the threat of one or both sides taking advantage.

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Having a balance between work and life is a very important and even more so now companies are offering new and improved perks to help support workers. Having a balance between work and life is very important and even more so now companies are offering new and improved perks to help support workers. Remote working can be a great incentive for employees – encouraging trust and reducing travelling time and costs. But on the flip side it can become a negative issue that results in low engagement, lack of productivity, burn out and even resignations. It’s worth remember that working remotely can be difficult and isn’t for everyone, especially if you are unable to define the difference between remote working and under-working!

Please be aware that a failure to address these challenges can cause decreased productivity and employee engagement, an impact on overall team morale, increased employee turnover and a negative impact on business outcomes.

If you need any help or guidance with managing remote teams do get in touch, HR Revolution are here to help: +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.

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Cost saving HR

When you’re running a business you know that your people are your greatest asset, by recruiting and developing a team of talented and motivated individuals, you can ensure that you’re putting your business it the best possible position for smashing your strategic goals.

However, if HR is becoming a drain on your resources then it’s clear that something is wrong, effective people practices should be saving you money, don’t ignore the problem it’s time to get the help you need.

HR Revolution have the solutions and below we list the ways in which you can cut your costs, whilst bringing about fantastic results.

1.Invest in training/education

The more you know, the better you can perform. This applies to anyone in your workforce, think about how you can build their capability and skill, improving their output, training should really be seen as an investment rather than an expenditure.

2.Nip problems in the bud

Sometimes, dealing with HR issues can involve difficult and awkward conversations and it can be tempting to bury your head in the sand hoping that the problems will fix themselves. Needless to say, this will rarely bring about the results that you really need.

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Ensure that you are tackling issues head-on, and that you’re giving your managers the capability and confidence to do the same.

3.Say “thank you”

I’m sure even in the uncertain economic times, plenty of business owners would like to be able to give their hardworking employees a pay rise, but simply can’t afford it, but it’s essential to look at the bigger picture and consider the other elements of your reward package that keep employees motivated and engaged. Never underestimate the value of showing your employees that they’re valued, and that they’re doing a good job a ‘thank you’ costs nothing.

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4.Offer flexible working

Flexible working is an attractive prospect for many employees and can offer them a greater work-life balance. Business owners are sometimes wary about allowing their employees to work remotely, but it’s something that would be worthwhile to consider.

Think saving money on travel costs, IT, energy, and more and if you get it right, you could end up getting much more from your team.

5.Don’t cut corners

When cost saving is at the forefront of your mind, you need to keep sight of your priorities. You may need to save some cash, but this doesn’t mean that you should let quality and procedures slip.  If you neglect to carry out important HR discussions, such as performance management reviews and disciplinary hearings, you might cut costs in the short term, but you can guarantee that you’ll be paving the way for bigger, more expensive problems in the future.

6.Get your admin in order

Admin is a really important part of HR systems in any business. It’s vital that you keep timely and accurate records. Depending on how you manage this though, it could easily turn into a drain on your resources.

HR Revolution has the answer in the form of our fantastic HR information solution breatheHR, your online HR manager if you will.

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7.Supporting your employees

If you spend your time trying to second-guess what you employees really want, then you’re going to end up wasting money, when it comes to developing policies and practices that get the most out of your team, and drive them towards achieving big things communication is the key.

Can you honestly say that you’re regularly and consistently collecting feedback from your workforce, and taking action on the findings? You could carry out employee surveys, or run focus groups. The specific schemes aren’t as important as the fact that you’re getting your employees involved in decision-making, and taking their views onboard.

8.Outsource your HR

HR Revolution can offer you a full HR audit, detailing the core areas of your HR platforms and procedures, highlighting everything you need to make changes to help get your employees and business back on track. Again, this isn’t a cost, it’s an investment and one that could see a return many times over as HR Revolution has the people solutions that you have been looking for.

If you would like to discuss any challenges you are facing or get some practical advice, then get in touch HR Revolution are here to help: +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.

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How to onboard new employees effectively

Getting the onboarding process right is one of the most important things a company can do, get it wrong and the results can be devastating on the bottom line. If employees don’t have a positive onboarding process it can lead to them leaving their job out of frustration, or feeling that they don’t have a worthwhile place within the company.

So what is Onboarding?

New employee onboarding is the process of getting new recruits adjusted to the social and performance aspects of their new jobs quickly and smoothly. It is the process through which a new hire will learn the attitudes, knowledge, skills and behaviours required to function effectively within a company.

Onboarding isn’t about giving your new employee a computer and showing them to their desk! A truly effective onboarding process needs to be much more than just a morning or a day. It needs to be a continuous process, one which serves to engage, train and develop, giving them the tools for future success.

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So why is onboarding so important?

Your employees are your greatest asset as they determine whether or not your business will succeed and grow. Investing in your people is a guaranteed way to capitalize on your investment, so keeping employees informed, engaged, productive and loyal is well worth the effort.Remember developing a highly effective on-boarding process;

  • Engages your new employee from the very beginning, setting a precedent that you value your employees.
  • Gets everyone on the same page in terms of the company’s expectations.
  • Increases employee engagement.
  • Improves employee retention.
  • Integrates new recruits into your corporate culture.
  • Reduces costs by preventing future spending on re-hiring and re-training.
  • Increases work performance and productivity.

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The onboarding process

An effective onboarding process;

  • Provides ongoing, clear, concise and consistent channels of communication.
  • Facilitates technical learning throughout the employees first three months.
  • Aligns new employees to key business strategies.
  • Sets milestones to gauge and measure new employee success.
  • Discusses their job description, setting company expectations right from the outset.
  • Presents information in easily-digestible amounts, as if it is not managed properly, the first week in a new job can be information overload.
  • Reinforces the brand and other positive aspects of the company culture.
  • Ensures you cover all the key elements such as health and safety and fire evacuation procedures.

Essentially having a company culture capable of attracting, developing and retaining talented employees!

Download our free guide to successful onboarding here.

Or if you would like any practical help or guidance on anything outlined above, please get in touch: +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.

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Is your HR planning on track?

You might have blinked and missed the first quarter of 2018 and while it may seem like five minutes have passed since you mapped out your big goals at the end of last year, it’s actually a good time to stop, take stock and refocus.

Ask yourself honestly, have you successfully met your HR obligations during the first quarter, or are you lagging behind? Of course it’s undeniable that other things can get in the way, but if you want to be compliant and you want your business to thrive, then it’s absolutely vital that you take time to get your people practices right.

Need some pointers around where to get started? Here’s our checklist for assessing whether your HR planning is on track.

1. Have you made provisions for new legislation?

It can be hard to keep up with changes in employment law, but it’s absolutely non-negotiable. Neglect this area and your business could seriously pay the price, you must regularly be pinpointing relevant changes, and making adjustments to your policies and practices accordingly.

2. Is your paperwork in order?

Having a paper trail of key HR decisions might seem like a dull admin task, but if you don’t put some time into creating and filing the right documents, then you may live to regret it. If you run into any problems, your paperwork could make a huge difference to how you rectify the situation.

3. Have employees had performance discussions?

If you only discuss performance with your employees once a year, then you’re seriously missing out on many opportunities. Encouraging your team to thrive should be part of day-to-day processes, but at the very least, formal conversations should be carried out and recorded once a quarter.  Take a look at our effective performance review documents ready to use for your own business.

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4. Have you planned the summer holiday schedule?

The second quarter tends to be the time when employees start to think about booking their summer leave. The weather’s getting warmer, and everyone wants to enjoy a little downtime. Make sure that you update any policies that you might have if necessary and consider operational demands in advance.

5. Have you identified training needs?

Some of your employees may need to brush up on their knowledge and skills to keep moving towards your goals. Work out where the gaps are and create your plan so you know exactly what you’re going to do about it. The options are plentiful, and include formal training, coaching, mentoring, job shadowing, and more.

6. Have your managers been brought up to speed with your priorities?

It’s pointless setting wider strategic goals if you aren’t going to make sure that the right people are on board and know how their work plays a part. The end of the quarter is a good time to bring your management team together for a catch-up and refresh.

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7. Have you collected feedback from your employees?

Identifying potential issues before they get out of hand could save you headaches later in the year. An employee survey could be a great option here. Just make sure that you act on your findings!

8. Have you arranged a discussion with your payroll provider?

The end of the quarter coincides with the end of the financial year, so if you outsource your payroll, it makes sense to have a chat with your provider so you can ensure that you’re both on the same page. There may be loose ends that need to be tied up, and it’s always best to action these matters in a timely fashion.

9. Have you commissioned an HR audit?

It can sometimes be hard to take a critical look at your own operations. You might feel inclined to brush tricky issues under the carpet, especially if you’re not quite sure how to tackle them, so why not let HR Revolution carry out an HR audit – it is an ideal way to assess the set up and compliance of your HR function.

After reading through the checklist, you might have realised that you missed the mark at least once or twice when it comes to keeping your people practices in order.  When you are running a business, you’ve got a lot of plates you need to keep spinning; between acquiring new customers and clients, managing the finances, and everything else that needs your attention, HR can sometimes get put on the backburner.

However, HR isn’t just another task to add to your to-do list, it can have a real and very tangible impact on your bottom line and at the most basic level, it can ensure that you don’t face costly damaging legal cases against your business. Embrace it, as its full potential could increase your profits, create a much happier and more productive workforce, and help you to smash through your strategic goals.

So isn’t it time that you started giving your HR practices the dedication that they really deserve? If you know that you need to make the change, but you’re not sure what to do first, then get in touch with HR Revolution, we can help you to establish a plan of action that will get your business to where you want and need it to be.

Get in touch: +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.

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Why your business needs HR Revolution

As a small business owner, you might be tempted to cut costs and eliminate your HR function. After all; your managers can probably hire, terminate and discipline their employees without assistance from HR – especially if you only have a small team. Right?

Wrong. There’s a lot more to human resources than hiring and firing; there’s payroll, benefits, performance reviews and much, much more and you have to make sure you’re doing all of that in compliance and following employment law.

So – does your small business really need HR? Absolutely. Here are a few reasons why:

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Hiring an on-boarding

Hiring and on-boarding a new employee can take a lot of time; time that as a small business owner, you don’t have. If you have positions that need to be filled (and growing companies often do), you need someone who can dedicate their time to hiring and everything that it involves. That means recruiting, sifting through cvs, screening applications, setting up interviews, selecting candidates and more. Hiring new employees is incredibly important for your business – you want to find the best talent and the best fit the first time around, so you don’t end up wasting time or money. And to do that, you need HR.

Employment Law

Another reason you need a HR professional; they know the ins and outs of employment law, all it takes is one mistake when hiring or terminating an employee, and you could end up in a tribunal. If you don’t know employment law, you could be putting yourself, your business and your reputation at risk.

Employee documents

All businesses collect data relating to their employees – their HR records – including personal information such as pay, sickness absence, or hours worked. HR records should be stored hard copy or electronically, but it’s important for businesses to keep information well organised and in an appropriate system, so that it complies with relevant legislation and can be easily accessed, especially in light of the General Data Protection Regulation coming into effect in May.

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Employee handbooks

Do you have an employee handbook? If not, it’s definitely advisable, take a look at our ready to use handbook template. Even if you only have a few employees, you still need a manual or handbook to lay out the rules, regulations and expectations you have for your employees. Handbooks make it easier for employees to know exactly what’s expected of them, but they can also be used to cover your back in case of employee disputes.

HR on a small business budget

The bottom line? Every business, however small needs some kind of HR presence, there are a number of things that HR professionals can do for a business that other employees just can’t. It will save time – and likely money – in the long run by using HR from the start and outsourcing could be the solution you have been looking for.

If you would like to discuss how Outsourced HR can help your business 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.

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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

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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.

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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.”

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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.

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“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.

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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.

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