Twas the office night before Christmas…

Twas the night before Christmas and all through the office
not a creature was stirring, not even a mouse,
which is not really surprising as the very night before
was the office Christmas party and everyone’s heads were quite sore!

Off in Lapland they had partied as well.
And poor old Rudolph wasn’t feeling too well.
Did he not get the memo on the office policy
that you must turn up for work the next day filled with glee!

Nope his red nose was shining, from too much champagne.
And poor Vixon was blushing; she’d been on the copier again!
The head elf had bought the worst Secret Santa of all
So the PA was cross, shocked and appalled!

Then the big man appeared and said “this just will not do”.
Go grab some coffee we have much work to do!
So they all pulled together through the morning from hell.
Saying Don’t tell HR and all will be well!

And so a happy Christmas to all and all a good night

We would like to take this opportunity to wish all our readers a very merry Christmas and happy New Year.

We’ll be back on 2nd January 2018…

 

Office parties – a word of ‘festive’ warning!

For HR departments and employment lawyers alike, it is as much a Christmas tradition as turkey and mince pies. Every December we bring out articles on the perils of holding an office Christmas party, so as not to disappoint here are this year’s top tips.
Venue
It’s worth thinking carefully about the venue for your Christmas party. Is it accessible to all? including those with a disability? Can people get home easily? Choosing a venue that might encourage people to ‘drink and drive’ is clearly not advisable. So consider whether you have good public transport links or ready access to taxis.
Invitation list
When compiling the invitations be as inclusive as possible, no one should feel left out. Remember to make an effort to invite those who are currently away from work, whether because of maternity leave, sickness or any other reason. If employees are encouraged to invite their partners along, allow for the reality of unmarried couples and same-sex relationships.
Party planning
Think how you can make the party appealing to all. Organising an event based solely around the consumption of large quantities of alcohol will no doubt please some of your employees, but it could well be a turn-off for others. In particular, be sensitive to the religious and other beliefs of your employees; make sure there are plenty of non-alcoholic drink options and any food on the menu contains a vegetarian option.

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

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

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

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

 

Your December survival guide…

Well I don’t know about you, but this year just seems to have flown by! There is no denying it – December is here… A slight panic rose in my stomach this morning thinking of all the things I have to do in just a few weeks!! I hope I’m not the only one that is experiencing feelings that seem to put in me in a very odd and slightly snappy mood when really I should be full of festive spirit, skipping around singing falalalala’s in my head!

So how about the rest of the world? Are you stressed, working every hour, trying to do a million and one things at work and at home? So what is the best way to deal with December’s impending chaos… I have a few tips to share with you all to ensure you get the balance and enjoy the best of the festive season!

First thing, stay calm…

Control – If a difficult situation arises don’t lash out, be calm and controlled and take lots of deep breaths take a moment and think about your response, think it through, you will be less likely to say or act in manor you will regret! Be it with a work colleague or a queue of stressful shoppers waiting to purchase the last of their Christmas gifts!

Communicate – We are all guilty of communicating via email, with colleagues or Managers even if they only sit across the desk! Remember emails can be misinterpreted; arrange a meeting, or pick up the phone, talk to each other and you will not be misunderstood! This carries through with home life too, remember it’s good to talk!

Calm – If someone upsets you at work, try and separate the person from their actions. You cannot stop stressful situations happening, but you can change your attitude towards them.  Think of your success and strengths and this will boost your self-esteem!

Stay healthy – Take time to look after you, you cannot function through illness or tiredness so make sure you eat well and get lots of sleep. We all over look our well being at this time of year, especially as we have such busy lives.  However to function at our best  we need to do all of the above.

Remember to take time and enjoy the festivities, find your Christmas ritual or maybe just believe a little bit!!!

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.

 

Three signs that your business isn’t ready for the festive rush…

The decorations, tinsel and chocolate tubs are filling up the shops.  There is no way to avoid it, Christmas is most definitely on its way.. and it offers some wonderful opportunities for businesses, but if you are not prepared, you could find yourself hugely disappointed come January when you’re taking a look at your figures and assessing how your operations shaped up.

So how do you know if you are ready?  Below, we’ll take a look at three important indicators that you’ve still got some serious work to do.

You haven’t started recruiting your Christmas staff

Maybe you’re planning on getting started with your festive recruiting as soon as possible.  You already know that it’s a really important task, but you just can’t seem to find any spare time to give it the attention that you know it deserves.  Before we get into anything, it’s vital that you don’t panic, that isn’t going to help you and it’s not going to help your business.

You don’t have a back-up plan

Even the most inexperienced business owners realise that Christmas presents its own unique challenges and opportunities, so they get to work creating a plan that will help with them to get the best results possible.  The problem is that this is often where the preparation ends, you need to ask yourself whether you’ve got a Plan B and whether you know what to do if things don’t work out the way you first imagined.

What will you do if your new recruits decide that the role isn’t for them, and leave you in the lurch? What if your management team comes down with a nasty bug and can’t get to work? What if your Christmas party turns into a disaster that could do some serious damage to your business’s reputation?  Hopefully, these things won’t happen, but you don’t want to find yourself in a situation in which you have no idea how to pick up the pieces.  Having compliant Employee Handbook will help you manage your staff effectively, take a look at HR Revolution’s ready to use handbooks.

You haven’t made customer service training a priority

High levels of customer service are essential at any point in the year, but now is the time to make sure that it is firmly at the top of your agenda.  There are numerous reasons for this, you’ll hopefully have more customers coming through your doors and you need to ensure that standards aren’t gong to slip, as well, you’ll probably have the opportunity to impress prospects for the very first time.

Refresher training should be rolled out so carry out an audit of where you are right now, and where improvements can be made.  You don’t necessarily have to invest huge amounts of time and money.  It’s about establishing your current position and working out where you want to go next.  HR Revolution will be happy to carry out a full HR Audit of your business, click here to read more. (Free when you mention “Festive rush” normal audit price £750).

Of course, you now have an option, do you want to do all of this on your own or do you want to call upon some expert help? HR Revolution have a wealth of  HR experience and can work to tackle the issues you may face by providing you the HR solutions you need to overcome them. Have a look at our Outsourced solution below…

If you’ve recognised that you need to make improvements, you are already in a great position for making sure that you really raise the bar this Christmas, acknowledging that there’s work to do is the very first step and HR Revolution can help.

Call +44 203 538 5311, 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.

 

 

4 reasons why small businesses should invest in HR…

When starting up a business, spending money on HR initiatives and policies can easily slip to the bottom of the to-do list. The general focus is to drive immediate returns, and so it can take time to see a real return on investment of HR. As a result, HR is being thrown in the mix with ‘business admin’ and is reduced to a mere box-ticking exercise.

In place of an effective HR strategy, small business owners frequently try to encourage friendly and informal relationships, working under the implied promise of trust and  casual compliance with ‘this is the way that we do things around here’.

Many of the start-ups that began life this way, in a burst of enthusiasm, optimism and sheer hard graft, do not make it past their fifth birthday. Unfortunately, relying on their inherently goal-orientated and collaborative start-up culture to support people management requirements is not an effective plan for growth and longevity.

Small businesses need to strike the balance between managing ground-breaking innovation and challenging the status quo, with ensuring that they have streamlined processes in place that pave the way for long lasting growth. HR is not there to squash these cultural ideals, it’s there to form the foundations on which a successful business can grow and thrive.

So why should small businesses invest their time and money in HR from the beginning and ensure they get a return on their investment? Here are four reasons why small businesses should invest in HR.

1. HR adds value

Small businesses see little, if any, distinction between the strategic and transactional elements of HR. As a result, it is systematically undervalued and under resourced. And yet there is plenty of evidence to show that strategic HR delivers real dividends – especially among disruptive companies that are challenging the status quo. Netflix is a good example of fresh thinking about people management and how centralising and prioritising the employee experience can deliver exceptional results. This innovative culture has been a key factor in the company’s success.

2. Small businesses are leaving themselves vulnerable

With their relaxed attitude to people management, small businesses are leaving themselves exposed to claims that they may struggle to defend in an Employment Tribunal. By investing in HR and developing policies and best practice they will have a fundamental framework to fall back on.

Employee handbooks are essential in today’s workplace as they help set out core Company expectations in terms of general conduct and integral UK policies and employment legislation, take a look at HR Revolution’s employee handbook template designed to cover everything your business requires to remain compliant.

3. It will come back to haunt you if you don’t

The value of HR is often downplayed in the early stages of a business and this can come back bite them, just look at Uber. And they are not alone. There has been no shortage of news stories revealing issues within larger businesses that could have been avoided if even the most basic of HR procedure was in place. Unfortunately, these companies thought about it too late and it rebounded back on them ten fold because by this time they are no longer a small start-up.

4. Managing HR admin is a misuse of individuals’ skillsets

As a small business, you probably don’t have a dedicated HR person – this is typically because at this early stage, survival is the biggest business priority. As a result, the management of HR administration such as approving holidays, managing sickness, and approving expenses, is landing in the laps of busy senior employees by default.

According to recent research, CEOs of small businesses are spending, on average, eight hours a week on all HR-related tasks. That’s more than office or operations managers who spend seven hours a week and might more realistically be expected to spend time on administrative activity. To put that into perspective, the median average cost of CEO time spent on HR equates to £18,700 each year and is an absolute misuse of individuals’ skillsets.

This is where HR Revolution can help you save valuable time and money by automating your all consuming HR tasks…  with breatheHR, an online HR information system starting from as little as £9 per month.

It has been shown that dedicated HR software saves small businesses, on average, four hours a week on HR admin with the use of software that can assist you with your day-to-day tasks.  Take a look at breatheHR below and manage your people, not paper!!

Summary

It’s no longer acceptable for small businesses to allow HR due process to fall by the wayside, prioritising new business over their people management. In the current business economy, where 40% of businesses fail within the first five years, enthusiastic entrepreneurs need to change their tact. Whilst your investments may not bring about immediate returns, your return on investment will be clear when your trained, supported and rewarded employees grow with you.

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.

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

A version of this blog first appeared on breathehr.com

Holidays over – our back to work survival guide!

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.

Regroup

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.

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: info@hrrevolution.co.uk

HR Revolution – www.hrrevolution.co.uk

Do you need to recruit new talent?

Are you looking to recruit some of the fabulous new talent that will be entering the job market in the form of University graduates and college leavers?  If the answer is yes, then make sure you have got your basics in order, or here’s how it could all go wrong!

Hiring a new employee is pretty straight forward; but only if it is handled correctly. Many employers however can get it so wrong, which as we know is unproductive for any working environment.

A recent survey has shown that the No.1 reason for it all going so wrong is “not managing the candidate experience”.  This may sound a little fluffy if you do not work in HR or Recruitment, but it basically comes down to communication.  It is important to keep in constant contact with the candidate, providing them with quality information and feedback and remembering that honesty is the best policy. Providing a poor candidate experience can have many negative consequences including damaging comments about your company and lack of faith in the overall brand.

Other reasons the recruitment process can fail are:

  1. Expecting dull job descriptions to attract the right people – This is your chance to sell the position and entice the highest calibre of staff, if you waste this opportunity they will be looking to work for your competitors.
  2. Not taking advantage of employee referrals – a referral means they are pre-screened.  The best companies place nearly 50% of staff through referrals.
  3. Not fully understanding the actual job – If you don’t understand about the job you want them to do, how can you sell it to them or even know if they are capable of performing it?
  4. Using the same recruiting process for different level jobs – High level jobs require a different level of service, knowledge and relationship building. If you want the best out there, they definitely want to be treated that way too.
  5. Making slow hiring decisions – The best candidates are gone quickly, and will probably have more than one offer on the table, you simply can’t afford to hang around.
  6. Assuming interviews are accurate – Interviews are traditionally weak predictors, so poorly executed or generic interviews that do not challenge the candidate, will result in poor hires and put off the right people.
  7. Just using job boards – Only posting jobs on an advertising site means that 75% of the workforce that are not ‘actively’ looking will NOT see them. Make sure that your jobs can be found on various sites.
  8. Not prioritising jobs – Make sure if you are looking for more than one employee that you get the right person first, there is no point getting an assistant if you don’t have the manager.
  9. Not identifying job acceptance criteria – Do you know what the perfect candidates needs to accept the job? If you don’t, they won’t join you.

One last thought… With so many people getting it wrong, why don’t you let HR Revolution get it right for you.  First time.

 

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: info@hrrevolution.co.uk

HR Revolution – www.hrrevolution.co.uk

Have you taken your annual leave?

Annual leave is a benefit all employees receive. In the UK, the typical allocation is around 28 days, during which we’re encouraged to leave our work and focus on relaxing and rejuvenating.

However, we seem to be forgetting to take annual leave!! Reports suggest that only 1 in 3 of us actually takes our full annual leave allocation each year. Here, we’ll explore the benefits of annual leave and why it’s important to take yours.

The benefits of annual leave

There are many benefits to taking annual leave. These include:

  • Health
  • Stress relief
  • Productivity
  • Trust

Health benefits

Taking time away from the business gives our bodies and minds the chance to realign. It’s our opportunity to relax, away from the pressures of our day job, and to focus on other areas of our lives that also make us happy, such as friends and family.

Much like sleep helps our bodies rejuvenate, annual leave is an important part of our year and one of very few chances we get to truly forget about work.

This in turn relieves stress. We delegate tasks to our colleagues while we’re away, which means the period prior to annual leave is usually one in which we complete tasks and re-prioritise. This helps us to focus and clear our minds, bringing our levels of stress down.

Productivity

When we work constantly, our bodies are prone to burn out. This is where we’ve worked hard for so long, we simply can’t do it anymore.

Time out of the office gives you chance to relieve that stress and think about things in a more positive manner, with clarity to help you work more productively and effectively.

Encouraging your employees to use their annual leave can also reduce the number of sick days taken each year, which has a tangible impact on your bottom line.

Building trust

It’s important we show our colleagues that we trust them with our work, and that we can rely on them to do a great job in our absence. Taking annual leave, especially if you’re more senior in a business, tells your colleagues that you do trust them and gives them the chance to develop professionally too.

Top tips for annual leave

Follow these tips to make the most of your annual leave time:

  1. Set an out of office response that gives people an alternative contact during your absence
  2. Turn off your email notifications and work phone so you can relax and forget about your day job
  3. Delegate work in advance so your colleagues have chance to ask questions of you before you leave

Time for a break?

Many companies are implementing initiatives to make working life more flexible. But despite that, we’re still failing to even take our full annual leave allocation.

It’s important that we lead the way in ensuring we take the holiday we deserve and that we make the most of that time. It is good to remember that the business won’t fall apart just because you’ve been away for a few days!  Happy holidays…

HR Revolution is a gold partner of breatheHR, a cloud-based HR employee software that is a straightforward and intuitive system that you and your team will love. You will be able to see your employees holiday allocations easily, so you can see who needs a little nudge to take a day off!

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: info@hrrevolution.co.uk

HR Revolution – www.hrrevolution.co.uk

 

5 mistakes employers are making with Employee Handbooks..

A recent survey has stated that over 90% of companies have created an employee handbook to share with their employees; that is positive, but in reality are these handbooks HR compliant?  Just listing policies and sharing some mission statements, will not cut it!!!

So based on the statistics, you’ve probably made a token attempt at creating an employee handbook for your business – but are you missing the mark? Here, we uncover the mistakes that too many businesses are making, and explain how you can turn things around.

Taking a cookie-cutter approach

Of course there are certain things that all employee handbooks should include, but this certainly doesn’t mean that you should just download a free template from Google, fill in the blanks, and hope for the best. Your business is unique. Its culture and practices make it individual, and your handbook needs to reflect this. After all, first impressions count, so you need to make sure that you’re giving your employees a quality document that reflects what you’re really all about.

Don’t be scared to showcase your business’s personality and create something that demonstrates what it’s like to work for your company. Your new employees should feel inspired, motivated, and ready to face their new challenges.

Neglecting to seek out a professional opinion

You wouldn’t finalise your end-of-year accounts without speaking to an accountant, so why should your employment documentation be any different? HR Revolution can advise you on anything that you might have missed, unearth any points that could potentially get you into hot water, and give you the peace of mind that comes with knowing that everything’s in order.

Speaking in legal lingo

Your HR practices need to be created in accordance with relevant legislation. Staying on the right side of the law will save you a whole load of time and hassle. Before stuffing your handbook with jargon though, take a step back and think about how you can make the important information as easy as possible to digest. A better understanding of what’s expected will ultimately lead to higher rates of compliance.

Consider your audience, and keep things as straightforward as possible. At the end of the day, your handbook should be there to help people – not overwhelm them.

 

Letting the document gather dust

The world of business changes and adapts every single day. New legislation is rolled out, light is cast on exciting and innovative ways to get the most out of a workforce, and advances in technology present new challenges. What works right now isn’t necessarily going to be fit for purpose in the near future.

Before signing off your document as completed, set a date for review. Keeping on top of changes can be a manageable job only if you make sure that you don’t let the grass grow under your feet. Shockingly, 2.8% of employers don’t know when they last carried out any reviews or changes – don’t fall into this camp!

Forgetting to make sure that every employee has their copy

Creating a document to be proud of is only the first part of the story. It isn’t going to make any difference unless you ensure that all employees get their copy, and that they’re given time to digest the information. These days, this is easier than ever before. Many companies decide to distribute their handbooks via email or an intranet system.

And finally, be sure to lead by example. When’s the last time that you familiarised yourself with the content? Do you have a copy on your desk? Are you confident that you could answer questions about the points that are covered? If not, consider this your wake-up call!

Ready to seek out some advice that you know you can trust? Whether you’re starting from scratch with your handbook and you’re not sure where to begin, or you’ve done the work yourself and just want a second opinion, HR Revolution can help. Contact us for a no-obligation chat about working together.

HR Revolution’s employee handbooks will help you to set core business policies and expectations and help portray your business culture, values, branding and vision, setting the tone for your business and employees, whilst maintaining HR compliance and best practice for all.

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: info@hrrevolution.co.uk

HR Revolution – www.hrrevolution.co.uk