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.

 

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.

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.

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.

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

 

Do you really communicate with your colleagues?…

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:

HR Revolutions Guide – Are you communicating effectively

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

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Odd employee behaviour – what does it mean?

It’s very interesting how we interpret other people’s behaviour; often our perception can be skewed by how we are feeling ourselves or from a previous experience.

I was recently asked about an employee who had started to arrive late for work on a regular basis, and kept ‘popping out’ to take phone calls. At this point most of you are already thinking clearly looking for another job!. That was my colleague’s immediate thought, however, being quite an empathetic soul I also wondered if something had changed in their personal life; had a family member been taken ill? or other circumstances changed?

The point here really is how important it is to talk to your employees.  Say that odd behaviour is a result of covert calls to a Recruitment Consultant, how do you feel about the employee leaving? Are they a talent you want to keep in your business? This could be a wake-up call to address any issues that are making them feel dissatisfied or underappreciated.

Alternatively, they could be dealing with real difficulties within their personal life and it’s now impacting their ability to be fully focused on their role. I have seen many good, productive employees suddenly start to fall away from expected standards, and I’ve seen the massive impact a show of concern; a listening ear; a hand on the shoulder to say ‘we support you’ can have.

Most employers agree that these types of conversations are not always easy to have, but it doesn’t have to be a big production. Dependent on your relationship with the employee it can be a formal conversation in a meeting room or quick chat in the kitchen, or perhaps you have someone fairly senior within the business who is more at home talking to people on that level.

Always approach people with the benefit of the doubt, experience has shown you never know what kind of answer you’ll get in return. Start by telling them that you have noticed a change in their behaviour recently, what those changes are, and how it’s impacting their work or their colleagues.   Try to ascertain if there is anything troubling them at home or work and whether they would like to discuss the issue so that you can help them? It is imperative to be fully supportive.

If they are looking for another job, this could be the catalyst for an open conversation that needs to happen.  If they have already decided to leave, there may be little you can do to change their minds, so it’s important to remind them of what is expected whilst they are still an employee.

Whatever the outcome by talking to your employees you are creating a more positive, loyal productive workforce.

Sound daunting, then give HR Revolution a call we can give you the guidance you need to approach these situations.  +44 203 538 5311 or email: info@hrrevolution.co.uk

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4 ways outsourced HR can help you save money…

Think that you can’t afford an HR consultant?  Think again…

We understand, you need a helping hand with some HR issues that are bubbling away under the surface, but wondering whether you can really spare the budget? Or whether you’d just be better off hoping for the best and carrying on as you are?

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

That has to be a great investment to make in your business.

Here are four ways in which we could save you money…

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 your employees, that you are not at risk of having to face a tribunal. Not necessarily true.

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

2. We can increase the performance of your workforce

Imagine if you could double the output of your workforce overnight. Ok realistically, that’s probably not going to happen straight away, but we 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 can absolutely grow your productivity and make sure that your employees are firing on all cylinders. You might think that a big marketing budget, or some fancy social media tactics are what are going to give you the edge.  No 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 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, then stop blaming, take responsibility, and talk to someone who can help you to get things moving in the right direction.

5. We can provide a flexible service

Maybe you’re not quite at the stage where you cannot justify the cost of full-time, permanent HR help. That’s exactly where we can assist you. We don’t tie you into ridiculously long contracts you don’t need, and we can create scalable solutions that are perfect for your needs.

No ongoing retainers that don’t serve you. No off-the-shelf guidance. Just what you really need to move forward and solve your problems, right now. Our aim is to make you a better employer, not to bog you down in detail.  The best HR consultancy services can save you money, let HR Revolution take care of your HR needs so that you can take care of your business.

If you want to talk about how we can move forward together, get in touch today, help is only a phone call away +44 203 538 5311 or email: info@hrrevolution.co.uk

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Happy Valentines… the do’s and don’ts of office romance…

Today is the 14th February, ring any bells?  Of course, it’s Valentines, the day where love is all around us – well commercially anyway!! and yes I’m sure I will be inundated with cards, chocolates and flowers, well I can dream!!

However, is it ever a good thing when it’s in the office?

Clearly given the amount of time we spend at work, it is no surprise that things happen.. 51% of working professionals have participated in some kind of workplace relationship, with 10% meeting their spouse at work.

So what are the do’s and don’ts of relationships that don’t upset the rest of the team or end in your unemployment?

If he or she is married, don’t embark on a relationship, exciting it maybe, but you don’t want to run the risk of wife/husband turning up at the office looking for answers, remember when families etc are involved there will be far reaching consequences.

Emails – I would think very carefully before sending anything incriminating, all it takes is to hit the wrong key and the whole company will know about your oh so “secret” relationship! Also, remember it is likely that your company can access your emails anyway, so always think with your head.

PDA’s or public displays of affection, your colleagues won’t want to witness this, especially after lunch!! you must remember to remain professional at all times, and as for sex in the workplace, this could be grounds for instant dismissal so best save the passion for after hours.

Don’t be a blatant flirt, discretion is the key, a stolen glance is more enticing that draping yourself over someone’s desk and remember people are always watching.  So to avoid malicious comments keep your appearance in check, keep your look professional.

If things do start to get serious, consider whether it would be better for both your relationship or your job if one of you were to move on before you are not given the choice or it begins to interfere with the office equilibrium.  Also, consider the worse case scenario, what happens if it all goes wrong, you still need to act professionally and work in the same office, so no uncontrollable crying or planning a Lorena Bobbit style revenge, make sure that you have someone to talk it through with after work, friends or family being a good start.

How you handle things as an employer can also have a big impact.  So creating clear, legal and ethical policies will guide your employees and help develop the running of a harmonious workplace.  Let employees know that you expect office romances or relationships etc. to be kept separate from the work environment and don’t be afraid to spell out the consequences of any “romantic” relationship that is negatively impacting on your business or workplace.

If you would like to discuss any potential issues, give HR Revolution a call for a confidential chat and ensure that no situation ever turns into an HR disaster.   +44 203 538 5311 or email info@hrrevolution.co.uk

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