No cost morale boosters for the workplace

The sun is set to shine this week (once we get over the storms!)… could it be that summer is here?  But when the sun is shining, most of us can easily think of dozens of things that we’d rather be doing than sitting at a computer in a stuffy office.

The summer months can be a tricky time for employers; employees are likely to be jetting off on holiday, and those left holding the fort can feel demotivated and restless.

To stop this, we are giving you our top 8 tips that you can implement for your employees to make a real difference in productivity and the general mood and feel within your business.

Why not pick a couple, and get to work, you might be amazed by how much difference they can really make!

1. Find out what your employees really want

It’s easy to jump to the assumption that a pay increase is what will really make the difference, often though, this isn’t actually the case. The best way to find out what you employees are looking for, is really simple; ASK them! Next time you have a team meeting with your employees, ask questions about what they’re currently dealing with, what their biggest challenges are, and how improvements could be made.

2. Support a local charity

There will be causes that are close to your employees’ hearts, for a variety of reasons. Think about how you can support charities and get your employees in some fundraising (not forgetting team building) activities. From sponsored cycles to fun runs, there are many options that you could pursue.

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3. Say thanks

Think that boosting morale is about huge gestures and complicated initiatives? Not at all, never underestimate the value of thanking your employees for their contribution. It might seem like common sense but it is something that is overlooked in the day to day running of a busy business.

4. Gym membership

At this time of year, many of us are thinking about how to improve our health and fitness for that break on the beach! As an employer well-being is vital if your employees are to make a solid contribution to the business. Consider how you could create a partnership with a local gym or fitness facility to kick-start a healthier lifestyle. Involvement should never be compulsory, so take into account personal preferences, and don’t make employees feel obliged to get involved.

5. Encourage taking a lunch break

In most offices now a lunch break involves a sandwich hastily eaten in front of the computer. This can decrease creativity, and leave your employees feeling lethargic. Why not lead by example by taking a your lunch break away from the office, maybe lunchtime walk, or checking out a new local café, and encourage your employees to do the same.

6. Ice creams anyone? 

Everyone enjoys an ice cream when the temperatures are soaring. Why not treat your employees to a cool treat during the afternoon – who doesn’t love a Magnum!!!

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7. Get the creative juices flowing

Creativity is something which should be harnessed and encouraged in the workplace. So what can you do to shake up day-to-day routines and inject some creative thinking? What about a chill-out zone, with ping-pong and pool tables, or quiet areas that are conducive to creative thinking, or encourage employees to learn new skills or get involved in new leisure activities.

8. Introduce short daily meetings

Email can be a wonderful tool for communication in the workplace, but there’s no substitute for proper face-to-face communication. Try holding brief meet at the start of every day, so employees can get a feel for what everyone else is working on, and be reminded that they’re working towards a common purpose.

There’s a huge amount of value that can be taken away from trialing and testing different initiatives to boost morale. Every business is different, so it’s really important that you take an approach that works for you and gets the best possible results.

If you’re concerned that low morale could become a serious problem, then you need to take action right away, 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.

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Tips for less workplace stress

Following on our theme of Stress Awareness Month, it probably comes as no surprise that research often finds that work is the most stressful factor in peoples lives and this can be caused by a number of things, such as poor management, an excessive workload or being set unrealistic targets.

Stress-related absences are one of the biggest costs to businesses every year, so most could really benefit from taking a closer look at the way they manage their people, especially how they cope in stressful situations.

Below we have put together a few tips that business owners/managers can do to improve the way they manage their employees ensuring they are not the cause of any unnecessary stress and frustration.

Listen

Taking time to listen to your employees is imperative as it not only makes them feel valued, it can have a massive impact on their performance and productivity. An employee might be trying to tell you how a different approach to a task could be more efficient or cost effective or they may have a creative idea that could help you solve a long-standing problem. It can also alert you to an employee who may be struggling with a personal issue or heavy workload and who needs more support.  Taking the time to listen is invaluable and ensures you really take in what your employees may (or may not!) be telling you.

Young business team during a brainstorming

Be available

As as a business owner/manager, supporting your employees is part of the day job – and this can only be done effectively if you are available and approachable. Make sure your employees know it’s alright for them to ask questions or seek advice if they’re unsure about something. Also if you are often out or in meetings, let them know your movements so they can plan the best time to catch you. A couple of minutes spent answering a quick question not only gives them reassurance that they are doing the right thing, but will save trouble further down the line if they were headed in the wrong direction.

Be trustworthy

Make sure that your team knows they can trust you and have your support even if things don’t go to plan. If people are afraid they will be unfairly blamed for anything that goes wrong, they will be constantly operating in a state of anxiety and won’t do a good job. Equally, make sure credit is given where it’s due and that you acknowledge the work of your team when things go right. Don’t make promises to people if you’re not sure you will be able to deliver, if you operate with honesty and integrity your employees will do the same.

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Be open and direct

Uncertainty is the cause of much of the stress and anxiety in many businesses and if you don’t let your employees know what is happening they will speculate, gossip and often wind themselves up into a frenzy over a rumour which is completely unfounded.  If there are changes on the horizon, tell employees what you know – or if you don’t know, let them know when you expect to know more. Open and honest feedback on performance is also vital, employees will want to know how they are doing and if they need to be doing anything differently. Don’t just wait for the performance review to come around, if you give people feedback on an ongoing basis they will be clear about what their priorities are, secure in the knowledge they are approaching tasks in the right way and that you will support them in any areas where they may need further development.

Show empathy

Even though you are in charge of a team and you need to make sure they get the right results that doesn’t mean you can’t show kindness and sympathy where appropriate – show your human side! Many business owners/managers are uncomfortable displaying any kind of ‘emotion’ in the workplace and shy away from difficult or personal conversations with employees. However, stepping outside of your professional role and communicating with people on a personal level will help you build a much more motivated and engaged team. Remember be as flexible as possible when people are dealing with difficult personal issues – and if someone’s performance is not up to scratch, make sure you look a bit more deeply into what may be behind the issue.

If you need any further help or guidance about how to deal with stress in the workplace, 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.

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Why wellbeing should be part of your HR strategy

We are hearing more and more about the need for wellbeing in the workplace, but what does it really mean? Surely, wellbeing means healthy eating, keeping fit and that is something as individuals we are responsible for ourselves.  Why should employers pay out for wellbeing benefits or consider it as part of an HR strategy? Shouldn’t it be the individual’s responsibility?

Well the short answer is, YES we should all, as individuals, want to keep fit, have a good diet and ensure we get a balance between work and life so that we remain happy and healthy in our lives generally; but there is an element of responsibility that employers should be taking to ensure that they promote a healthy way of working and living, which in turn promotes a positive workplace, healthy bodies, healthy minds and ultimately more engaged employees.

We all want to work in a fun, vibrant and positive working environment and with the right supporting management styles this can easily be achieved and doesn’t have to cost your business a fortune.

Stress is one of the leading causes of long-term absence in the workplace and costs businesses thousands each year. So why not try to combat some of the stress of the day to day working life by adding some healthy and energy building ‘downtime’.

As an employer, providing support for your employees (which also includes your line managers) is really important and it helps keep everyone moving forward in a healthy and productive way and by improving you and your team’s wellbeing you will see some serious benefits to your business!

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To help combat workload pressure, we’ve put together a list of ideas, which include some very simple and FREE wellbeing benefits:

Mental Wellbeing

  1. Offer spaces in your office to take time out – a kitchen or sofa area – Office space comes at a premium, so if this isn’t possible then allow your employees time out and/or regular breaks to relax.
  2. Be available and have your line manager trained and available for employees to talk to.
  3. Provide an employee assistance programme – which can be set up and run internally or is often included with private medical or general health assurance packages. These programmes give employees a help line to call for employment, financial or medical queries and very often include counselling. This will help them, but also allow them to do this confidentially with a trained counsellor.
  4. Provide healthy eating options in the office; fruit and herbal teas such as mint, green or camomile alongside your normal caffeinated drinks (tea and coffee) will help encourage your employees to be healthy inside and calm the mind.
  5. Have water freely available.
  6. Build a no blame culture that gets to the bottom of problems and finds a positive way forward rather than pointing the finger and raising anxiety levels. This will help employees identify areas where they have made mistakes and allow their line manager to work with them to rectify it and put in place measures that mean it won’t happen again.
  7. Ensure all your employees have proper job descriptions and are aware of what their role is and the KPI’s or targets that they will be measured against. It’s never nice if you aren’t shown what to do and if they aren’t aware of what’s expected, how can you expect them to achieve anything. By being open and upfront you will lower anxiety/stress levels and ensure the team are all pulling in the same direction.

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Physical Wellbeing

  1. Allow your managers the ability to be open and acknowledge health problems. Employees must feel confident in approaching HR to discuss the issues affecting their performance at work.  If they are able to ask for help without being penalised you will have a much healthier environment and you will be able to deal with the problems head on.
  2. Offer Flexible working. Flexible or remote working is a straightforward way to improve wellbeing. Surveys have shown that employees would happily take a pay cut and work part-time to spend time with their families but some employees aren’t aware it’s an option, so if it is, let them know. You are more likely to lose talented employees due to lack of remote working or flexibility in hours.
  3. Have a sickness policy that allows employees to take sick days and doesn’t force them to come into the office when they are unwell. Remote working can help with this if they are able to work but would prefer to be recouping at home at the same time. It will save them spreading germs and cut down the time they feel unwell as they have time to rest away from the office.
  4. Create a wellness programme to support employees when they are unwell but also help boost them when they are well and working hard. Including a wellness programme when hiring is a very positive thing and is often the deciding factor when accepting a new job.
  5. It is predicted that one third of UK adults will be obese by 2025. By including a physical wellbeing programme you are helping to lessen that ratio. Joining programmes that help with physical wellbeing not only helps employees health, it supports positive mental wellness and builds team support as employees will feel more included in the community within the business. It also helps retention as they are working with like-minded people and enjoy the comradery.
  6. Your Physical wellbeing programme can include; discounted gym access, onsite fitness courses, personal training sessions, mindfulness and yoga classes, stress management and nutritional classes. Adoption of healthier working should allow for regular breaks from screens, 5 minute stress-busting walks, downtime and break out areas in the office.

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Let technology take the strain

Build in technology to help organise, simplify and support workloads.

  • HRIS: In the HR industry we recommend using a good HRIS portal (HR Revolution partner with breatheHR a fully web-based HR admin solution, read more about breatheHR here) to help track and log everything linked with your employees including holidays, absence and training along with employee documentation. All in one place with easy access for line managers and employees.
  • Hiring Software: If you are hiring on a regular basis sign up to some of the recruitment portals that offer free process platforms, websites such as Indeed or Reed offer free advertising, tracking and response platforms to help co-ordinate everything and take the pressure off.

We would encourage all employees to start utilising the health and wellbeing provided by their employers, this includes line managers and owners, who are notorious for not taking time out for themselves, if they burn out, who will steer the ship forward then?

If you need any further advice or guidance to come up with ideas that you feel will work within your environment 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.

As you’ve seen from the lists above these ideas don’t have to cost anything, but they will add huge value to the general wellbeing of your team and ultimately the 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

Blue Monday may not be real, but Mental Health issues in your business will be

Ok so if you’re reading this, then you made it through the most depressing day of the year. ‘Blue Monday’ the time when the festivities are well and truly over, we’re back into our daily routine and there feels like there’s not a great deal to look forward to.

It’s also right in the middle of a period when employee absences are likely to be high and this is a challenge that a lot of businesses HR Revolution work with face every year. January is a long month and employees may not be able to face coming into work especially when you add financial woes into the mix. 

Mental health issues often create a pattern of short-term sickness absence, and sufferers often find it easier to face disciplinary action for faking a sickie than to admit they have a mental health issue because of the stigma attached.  Not only does being in trouble make them feel even worse, it also prevents them from getting the support they could get if their managers were aware of the problem.

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Whatever your views, mental health isn’t something that can be solely tackled from the top down. Business owners and line managers need to take responsibility and recognise that they play a role in the well-being of their employees.

So whilst you breathe a sigh of relief that the most depressing day of the year is now behind us, it might not be time to look forward to the summer months just yet. Take the time to think about how you can ensure that your employees are happy, productive, and enjoying good mental health.

It has business benefits sure… But it’s also simply the right thing to do.

If you need any further advice or want to chat confidentially about an employee that might need assistance 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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How to have a better “Blue Monday”…

How is your Monday going?  It is the start of a new week, probably lots to do, reading and actioning emails and maybe planning ahead for yourself and your team members.

But did you know that today is “Blue Monday”, why is it you may ask; Blue Monday is calculated using a series of factors in a (not particularly scientific) mathematical formula. The factors are: the weather, debt level (specifically, the difference between debt and our ability to pay), the amount of time since Christmas, time since failing our new year’s resolutions, low motivational levels and the feeling of a need to take charge of the situation.

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However, not all psychologists agree with this description:

“The reality is there’s no such thing as the most depressing day of the year and it trivialises serious mental health issues” says Dr. Mark Winwood, Director of Psychological Services at AXA PPP healthcare.  “Mental Health and Mental illness is an ongoing matter and achieving a good work-life balance is important to being a healthier you”.

The emphasis shouldn’t focus on a “once a year” effort to cheer employees up, but should be something that is addressed all year round, encouraging better worklife balance as Dr Winwood explains.

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“When you are mentally well, you are better at making the most of your life and work.  That doesn’t mean you’ll never experience any type of emotional problem, but it can mean that you’re able to deal with difficult or stressful situations more easily.  Research also shows that positive people tend to live healthier lifestyles”.

However, Dr. Winwood agrees that the “Monday Blues” can lead to less motivation, so employers should be looking at ways to improve on employee morale.

“If you think you workforce are lacking Monday motivation, identifying the reasons behind the low morale is key.  For example, improving the working environment is just one step to changing this.  Some minor improvements, such as better lighting, more comfortable chairs, or a supply of hot drinks, water and caffeine free alternatives may improve things for everyone and thus alter the mood”.

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AXA PPP have designed the above infographic with tips on how to power on through and stay positive whenever those feelings hit.  However, it is important to stress that depression and mental illness shouldn’t be blamed on any single day – as there are 52 Mondays/weeks in a year and if you are struggling with feelings of depression over a long period you should speak to your doctor, a trusted family member or friend.

So lets not have a Blue Monday today, lets rename it happy Monday instead!

Call +44 203 538 5311, email: info@hrrevolution.co.uk or visit http://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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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.

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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.

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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.

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New Year – New You – improve your mental wellbeing at work in five easy steps

Happy New Year, another year is over and we start 2018 afresh.  However, according to a YouGov survey last year, three in five employees have experienced mental health issues in the past year because of work; below we outline five steps that can be taken to improve wellbeing in the workplace.

1. How to identify your triggers

Mental health charity Mind says, working out what triggers stress or poor mental health can help you foresee problems and think of ways to solve them.

Take some time to reflect on events and feelings that could be contributing to your poor mental health. You might be surprised to find out just how much you’re coping with at once.

Triggers may well be problems with certain tasks at work, one-off events like doing presentations, as well as regular issues such as attending interviews and appointments.

Also be aware that not having enough work, activities or change in your life can be just as stressful a situation as having too much to deal with.

2. Manage your time

Managing when and where you work can be helpful, since 2014, all employees (not just parents and carers) have had the right to request flexible working for any reason, and this can include switching shifts, working different hours and sometimes working from home.

Working from home, for example, can mean you skip the commute and instead spend that travelling time with your family, exercising or even getting up slightly later (while still getting to work on time).

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3. Switch off that mobile phone

Unlike in France where employees have the right to disconnect, in the UK many people feel they can’t switch off, which can be detrimental to mental health.

There’s no such thing as work/life balance, most people think about home life when at work and work life when at home so they become integrated.  But that doesn’t mean that you need to be “constantly on”; scrolling through work emails or your work social media accounts 24/7 doesn’t give your brain a break and can lead to problems.

When you leave work, actually leave work, this means turning off your work phone. Like a laptop, we need to switch ourselves off and recharge and it’s vital not to have your work phone near your bed at night, as it interrupts your sleep.

4. Eat, sleep, exercise – repeat

When you’re not at work, pack in plenty of healthy, nutritious food, sleep and exercise. We all know that these things can boost our mental and physical health.

Being outside can help, going for a 15-minute walk during the day helps clear the mind according to the Royal College of Psychiatrists, even if it might be difficult to take breaks at work when you’re stressed, it can make you more productive.

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5. Don’t be hard on yourself

Of course many people have demanding jobs and when you’re caught up in a cycle of relentless hours, it’s easy to be hard on yourself.

Often we don’t need our boss or colleagues to give us a hard time as we’re good at doing that ourselves.  If you’re struggling at work, give yourself some space. This could mean taking a few days off, requesting flexible working or getting some support outside of work but once you’ve had some space, you can make good choices.

If you need any further help or guidance on wellbeing in the workplace, get in touch with HR Revolution, 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.

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A version of this article first appeared on theguardian.com

 

 

Plan ahead for the January productivity slump

So December is only a couple of weeks away and around this time of year spirits are generally high with everyone looking forward to the opportunity to take a little time out with friends and loved ones.

However, by the New Year the general mood and feel has often shifted slightly. With nothing but rainy dark days and credit card bills to look forward to, productivity in the workplace can come to a grinding halt. Here are our best tips for overcoming the January slump!

Give thanks…

It’s likely that your employees may have worked longer shifts over the Christmas period. They’ll have dealt with stressful situations and difficult discussions, and it’s understandable if they’re feeling a bit burnt out. Some might even be asking themselves what the point in all of it even was.

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Saying thank you is so simple and it’s something that you should be doing regularly, but it’s all too easy to overlook the basics in favour of developing complex strategies. Make sure your employees know that their contribution didn’t go unnoticed.

Set new goals…

January can be a time when everyone settles back into their usual routines. The pressure might be lifted slightly, and whilst this can be a positive thing, it can also sometimes encourage complacency. Instead of letting this happen, make sure that you have a plan of action to guide you through the first quarter.

Call a team meeting, invite feedback and opinions, and ensure that everyone is fully up to speed and engaged with new priorities. This will act as a timely reminder that it’s time to get back to business!

Get ahead in 2018…

You might be the boss, but that that doesn’t mean that you’re immune to the January blues! You should ensure that you celebrate your successes and take time to reflect on your achievements over the past 12 months, but it’s important that you also look at ways in which you can improve your skills and start the New Year with a bang.

Ask your employees to give you an open and honest assessment of how you’ve performed as a leader, and what you can do to support them better in the future. The best business owners are always considering how they can step up and lead by example.

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If you need any help, why not let HR Revolution give you the HR solutions you need to get 2018 off to a flying start…

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.

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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?

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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

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