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!
Give us a call +44 203 538 5311 or email: firstname.lastname@example.org 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.
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?
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.
HR Revolution, expert CIPD HR professionals, supporting your employees and business.
Why is it that when children go back to school in September they get about a week’s worth of half days to ‘ease them back in’? Ok I’m probably exaggerating and I might be a bit bitter (definitely!), but my point is; they get a nice steady transition period to help them adjust to the harsh reality of going back to school. However, workers are faced with the reality of returning to work with no settling in phase!!!. So if your going back to work with an error 404: ‘brain not found’ message, fear not, I have put together this back to work survival guide to help you get through it.
Be an early bird
If your first day back after a holiday falls on a Monday, then I feel for you, I really do. As if Mondays aren’t bad enough, this is a workers’ worst nightmare. However, I always find that getting up early, eating a proper breakfast then heading off to work early is a good way to set you up for having a productive day.
Also, being in work early before your co-workers descend on you with queries that they’ve been building up whilst you’re away, gives you the chance to acclimatise into work mode. It also means you get the peace and quiet you need to remember your computer password that has completely slipped your mind!
Tackle your emails head on
Inevitably, when you return from annual leave, even if its just one day, you’ll return to email Armageddon (why is it that everyone has questions for you when you’re not there?). First you should scan through and delete anything that is not critical, is that latest 20% off Gap clothing offer really something you need to look at right now. Then, when you’re down to a manageable number read and respond in chronological order. You’ll need some method to the madness or it just will never end! Top tip: when someone responds to your reply, DON’T immediately respond to them. Get through the rest of your remaining unread emails before you start engaging in conversation and get pulled away from your email-ocalypse.
Catch up on the goss
Returning to a busy office with lots to do and lots to catch up on after spending your days relaxing on the beach without a care in the world, can leave you feeling discombobulated. You’ve been ‘out of the loop’ and when it comes to the world of office goings on you’ll have missed a ton of gossip and activity.
Schedule a tea break with your colleagues to catch up on all the news you’ve missed whilst you’ve been away.
It’s only natural to return to work after a holiday and feel a bit like workplace deadwood. You’ll be reminiscing about what you were doing this time last week and you’ll be easily distracted and when you’ve got a mountain of things to tackle at work, it’s sometimes really hard to get back into the swing of things and you’ll be struggling to get motivated!
When this happens, regroup and remind yourself of what you’re trying to achieve at work. Giving your work some meaning will give you the boost to get stuck back in. You might be working towards a bonus, promotion or working hard to save for something special. Reassess your goals and see where you’re at with them, plan your next steps in achieving them and crack on and succeed.
Don’t let your holiday spirit be put out
We all get a boost from taking time off of work to relax and recharge, so don’t let returning to the office instantly crush your joie de vivre. Everyone in the office will want to hear you gush over what you got up to, it’s their duty, so revel in it. Show off your holiday pictures, pass round the holiday sweets and keep your holiday spirit alive just a little bit longer.
It’s easy to stop and moan about work or discuss a work related project but how often to you ever stop and just have a little chit chat with your work colleagues on a more personal level?
At HR Revolution we like having a bit of office banter, finding out what our colleagues did during their holidays or at the weekend, we think it’s important to remember that we all have interesting lives outside the workplace. Establishing a conversational comfort level with your colleagues will allow you to talk to them about anything and make it easier to share your ideas.
Here are a few tips to get you started:
Be the first to speak. It doesn’t pay to be shy, so just go ahead and ask a question to get the conversation started. They might be pleased that someone has stopped to talk to them.
It’s ok to be nosy, sorry I mean inquisitive! People generally like being asked about themselves, just don’t get too personal or sound like you’re trying to get the dirt, you’re supposed to be having a light hearted conversation.
Be positive, again it’s meant to be light hearted so don’t drone on about a miserable experience, focus on something good, like a new fantastic restaurant you’ve tried, maybe a new box set that has you hooked (if you’re like me, I love a box set, Game of Thrones, Line of Duty, Walking Dead to name but a few!), this will definitely get them interacting.
Remember to listen in return. If you plan too hard what you are going to say they won’t get a word in edgeways, and next time they won’t bother engaging with you at all. Besides they might have some great ideas you can use too.
Be discreet. They may also be “inquisitive” about you but they don’t really want to know the in’s and out’s of your life’s back story and remember you do have to work with these people so keep some things to yourself!
Know when to draw the conversation to an end. Remember this was a quick chit chat, and shouldn’t detract from your working day, but make sure you end it on a high, maybe with a “we’ll talk about that next time”! which also then lends itself to be an inner for the next one.
I hope this helps and encourages you to talk to each other, communication is a key factor in good relationships and the more you do it, the easier it becomes.
Click this link now to download your FREE guide to Communicating Effectively:
Or for more FREE guides, advice and great HR Services head over to www.hrrevolution.co.uk or Call us on +44 203 538 5311 now!
We are always looking for ways to improve, so we’d love to know what you think, email: email@example.com with your thoughts and feedback!
Yes it’s Summer, holidays are being booked, the weather is hot, hot, hot, and workers all across the country are looking forward to a bit of well-deserved time away from their desks.
But whilst many people will be worrying about how much they can squeeze into their luggage allowance and whether last year’s swimwear still fits, many business owners will have a more pressing concern. As temperatures start to rise, and they certainly have this year!!! how do you ensure that the summer season doesn’t have a negative impact on productivity?
As always, we’re here to help with some practical suggestions. Read on to find out more about what yothe time to think about how you’ll approach the working calendar next summer. As well, it won’t be long before you’ll have to start thinking about how you’ll manage your staff over the Christmas period, so you can probably take away some very important lessons.
Click on the link below to see HR Revolution’s HR software solutions in partnership with breatheHR, which will save you time, energy and money by managing your HR online, giving you access to all of your employee documents, employee holiday planner and appraisal management system from wherever you are.
Bring the summer feeling to your office
When the weather’s warmer and there are – let’s face it – many other things that your employees would rather be doing than sitting in the office, it could be worthwhile to think about how you can raise spirits and inject a bit of oomph back into proceedings. If some employees are away on holiday, you can ensure that those who are left behind aren’t feeling deflated and demotivated.
Your approach here needn’t cost you a fortune, there are many options for you to choose from. You could you treat the office to an ice-cream, or you could contact a nearby personal trainer and ask them to lead an outdoor workout for your staff? Or maybe a lunchtime picnic in a local park, small gestures can make all the difference.
Give your HR processes an overhaul
It’s natural that there will be certain times of the year when you notice a change in productivity. Sometimes, slight fluctuations are unavoidable, and you need to simply do all you can to minimise the impact. If reduced productivity has become a longstanding problem though, it’s time to address the reasons why, and do something about it.
Your people processes and procedures will often provide you with clues, and they can also be the remedy. Is your business suffering as a result of poor management practices? Are you using outdated systems? Are your employees dissatisfied with certain aspects of their roles, or the way in which the business is being operated?
If you have any questions or need help give HR Revolution a call today +44 203 538 5311 or email: firstname.lastname@example.org, we look forward to hearing from you.
I’ve had to deal with a couple of suppliers over the past fortnight that quite clearly missed the training sessions on “Customer Care” and “Customer Relations” and quite frankly have left my blood boiling!
It is so frustrating that good customer service seems to be completely non-existent now days and companies think it’s acceptable to do the absolute minimum for their customers and usually all whilst hiding behind an email.
Being a people focused company, I want to share my top 3 tips for you to share with your teams to ensure you don’t offer the same, what I consider unacceptable, level of service!
- Don’t tell your customer that you “don’t do something” – There is a reason they contacted you in the first place, they trust you and know you will be able to help them. So even if it is a service that you don’t provide, then offer to help them with something you do! Even if in the end, you offer them an alternative source of supply, they will still come back to you in the future and will leave the conversation on a happy note knowing how you tried to help them.
- Don’t put the onus on them – They are calling you because they want someone to do what they can’t or don’t want to, so saying the words “if you do…” or “you need to…” just irritates. What you think is an easy task others may not and fobbing them off in this manner is just giving them the excuse to find someone that will actually help…. And guess what, they may not come back to you next time.
- Don’t hide behind an email – If you must tell the customer you can’t help, or that things will take longer than expected, pick up the phone! It is so much harder to be cross with someone if you are actually speaking to them. Also lazy typing and the use of text speak just gets peoples backs up and will lead no further than the complaints department.
Playing devil’s advocate though just for a second, perhaps it’s not their fault they are providing a less than adequate service, do they even know what’s expected or been fully trained for the role? Either way, if we all try that little bit harder to provide a service that is over and above expectation, then good customer service will prevail once again!
We have a saying at HR Revolution “look after your people and the bottom line will look after itself” and that can apply to your customers too.
We’d love to hear your thoughts on “Customer Service” comment below or give us a call on +44 203 538 5311 or email: email@example.com
Research commissioned by Red Letter Days for Business found that workers are wasting time on mundane office tasks, including replying to emails, attending pointless meetings or completing admin.
The research identified six key areas where UK employees are wasting their time:
- Too many meetings that go on for too long (46%)
- Too much admin (38%)
- Too many emails (29%)
- People management i.e. misbehaving colleagues (25%)
- Technology being slow (24%)
- A micromanaging boss (21%)
Employees spend an average of 1.2 hours every single working day in meetings, totalling six hours every week, whilst 22% say their time is eaten up by admin tasks, such as filling out timesheets.
Overflowing inboxes also prevent employees from getting things done, with 45% of workers saying they have to respond to emails out of their contracted working hours to keep up. 26% said that they have trouble finding documents due to their email volume.
It seems our modern office environment has created bad habits. Technology, such as emails, should be speeding up processes not slowing them down. Something is going very wrong here. Businesses’ need to work together to retrain on areas like email etiquette in the workplace and to encourage better collaboration and efficiencies.
The research also found 42% of employees have seen no response from their employer to the Government’s ‘Fixing the Foundations’ plan, launched in 2015 to improve productivity levels in the workplace.
Employees were also asked about what could be put in place to help improve their output. The top five responses included:
- Flexible working (22%)
- Better technology (19%)
- A happy workplace (17%)
- Increased job satisfaction (15%)
- Better recognition from senior management (14%)
The fact that flexible working is at number one is very interesting, most jobs now require us to be flexible with our time; in fact 44% of employees polled confirmed they did overtime because they have a flexible role and work to complete a job, rather than work specific hours. Yet, with 57% of employees confirming they only work from the office, it seems businesses need to catch up with the flexible working idea.
If you would like to discuss any HR issues, please give HR Revolution a call we’d love to help, call us on +44 203 538 5311 or email: firstname.lastname@example.org
I’m sure we all have experienced the uncomfortable feeling of embarrassment that presents itself when least expected, crumbling our confidence and reputation as others observe with pitiful looks and concealed laughter. Sadly, the worst part is, that the cringe-worthy story has its way of emerging, days, weeks and even years later…
However, even if your trousers have split in front of colleagues or you accidentally overshared with your boss, you can’t be reeling from embarrassment as much as the best man at Pippa Middleton’s wedding is. Awkward.
However, these come pretty close!!! The Guardian have collated a few of the worst employee workplace blunders… read on if you dare…
Not work safe!
“My best friend had just given birth the weekend before and sent loads of cute baby photos to our group messenger. I was showing my manager the pictures on Monday morning when I swiped one photo too far back and a horrific, pornographic photo involving an obese woman and a lot of bananas captioned “it’s Friday c****, let’s go bananas” popped up.
“Someone had sent it to the group ages ago as a joke and I’d completely forgotten. We both screamed and I started apologising profusely, saying I had no clue what it was doing there as this was my girly school group messenger! It was so cringe-worthy I was completely speechless and we were both completely shocked silent for a couple of hours. After I got a stern talking to about private affairs at work.”
Run for it!
“I was responsible for mixing the chemicals that processed colour slides in a professional photo lab. One afternoon I inadvertently picked up an old version of a chemical and mixed the reaction together. The result was a wall of foam that rose over 6ft high and moved like a tsunami out of the mixing room and into the main room forcing everyone to run for it. Luckily, my boss saw the funny side of it.”
Caution – hot liquids
“At an important meeting with some Board members, a colleague made me a cup of tea. Unbeknownst to me, there was no milk in it. At the start of the meeting I took a big gulp of tea, but clearly without any cold milk the liquid was boiling hot.
“My mouth on fire, I had no option but to spit the tea straight back out onto the carpeted floor. Not only was I embarrassed, but all of my mouth was burnt and swollen. I made a swift exit – fortunately my line manager followed me out and I was able to explain.”
Put it away!
“I was in the lift at work heading down to the canteen with a mug of hot soup. It was lunchtime so the lift was full of people. For some reason the mug slipped from my hand, smashing on the floor and soup was thrown everywhere. “All over me, over the people next to me and across the floor. In my red-faced embarrassment, I bent down to pick up what was left of the mug. It was at that point my trousers split completely, from my backside to about half way down my leg. The whole lift burst out laughing. Needless to say, I made a quick exit at the next available floor.”
Do you have any embarrassing stories you’d like to share?, HR Revolution would love to hear them, comment below if you dare!!!
Do you dread telling someone that they have been unsuccessful for a position with your company? Don’t worry, you are not alone, but why is it people harbour this deep rooted fear of giving feedback over the phone? Probably because there is a negative stigma attached to giving and receiving feedback, but ‘feedback’ is being looked at all wrong and it doesn’t have to be this way…
Telling someone that they are unsuccessful is not actually giving feedback, it is just the outcome. If you give people details on their performance in an interview, you are actually telling the person how they can improve, so they can do better next time. Whether they need some additional experience and/or exposure, or just some feedback on how they perform in an interview situation, it is 100% more effective for candidates to get feedback directly, rather than to sit around wondering what on earth they did wrong! Sure, there are candidates out there who are ‘not the best’, but by giving them constructive feedback we can make them that little bit better.
If a candidate has physically come in to meet with you, then calling them directly is a must, as it will show them that you value you the time they took to come and meet with you. It will also portray a professional company image and let’s be honest, a phone call can be as quick if not quicker than writing feedback in an email, we just need to get rid of the fear of the phone!
The first step in becoming more confident with issuing feedback is being armed with the facts. If you have a proper recruitment process and a good interview question guide, then you should have no problems issuing a valid and factual reason as to why the candidate is not successful. “We don’t feel you are the right fit”, will not cut it. It can seem a little personal and a candidate has the right to read into it. They can even assume in extreme cases that you are not moving forward due to discriminative reasons. The word ‘feeling’ really has no place in any feedback setting, facts should be presented.
“The other candidate we interviewed was stronger” is also right up there in most hated reasons for being declined from a position. If it actually is the case, then there will still be a clear reason why the other candidate was chosen over the one you are turning down… so write it down and let the candidate know why the other was hired instead of them and beware of using this as an ‘excuse’ for not selecting a candidate if it is not the entire reason they have not been successful. You don’t want to give unsuccessful candidates a false impression that you would in fact hire them if the other candidate fell through and the job became available again. Don’t learn this lesson the hard way… just remember, it’s important to be honest.