Why you should consider an outsourced HR consultancy for your recruitment needs

Our expert HR team here at HR Revolution knows what makes your business tick, we take time to understand your company culture and what it takes to succeed in your business, so when we begin to work on your talent solution – including recruitment and talent attraction advice, we will deliver the talent you need.

Our Talent Solutions work seamlessly alongside our HR solutions – so it’s a smooth process for all.

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Unlike other recruitment agents, HR Revolution offer bespoke talent solutions, which are flexible and can comprise of whichever parts of the solution you need. This can include writing your job description, designing your advert, helping to evaluate how you look online and advice on how you communicate with passive talent. We can then source and interview your next hire, and carry out all of the necessary checks and assessments so we know they are the right person for the role, saving you time and money.

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The HR Revolution talent team work alongside our HR team (literally, we are all in the same office!) so we are in constant communication and can therefore seamlessly gather information on team structures, company benefits and working hours so that we know what to include on the job description.

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Once the talent team find your new employee we loop the HR team in so they have all the necessary details to send them across an offer letter, contract of employment and to on-board them. It’s that simple, we cover all of your recruitment and HR needs within one expert, tight-knit team.

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We offer our talent solutions as one off projects to clients who aren’t already a retained HR client, so if you would like to discuss how we can help get in touch, 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.

HR Blogger

 

 

 

The worst excuses for absence…

Did any of your employees call in sick yesterday?

It was Monday after all, meaning a few employees may have overindulged on the sunny weekend, then perhaps feigned a summer cough or cold!! This is not unheard of, but there are some excuses which are so excessive and exaggerated that you can’t help but laugh at the absurdity of it.

Here are five of the worst excuses for absences that we have heard!!

1. My only pair of work trousers are in the wash.

2. I stayed out too late partying last night and haven’t had any sleep

3. I got arrested.

4. I’m too drunk to drive.

5. I have no way to get to work.

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According to research Desk.co.uk, who asked 2,088 employees before the last Bank Holiday weekend if they would consider telling a few “white lies” to avoid a day at work.  Of those questioned 27% said they were hoping to sneak an extra day off!

As an employer you are perfectly entitled to challenge the authenticity of an absence; if an excuse seems too far fetched then ask for evidence if appropriate.  If you notice a pattern emerging then you should speak to the employee about their poor attendance and take proactive steps to action it.

The view of HR professionals, prevention is nearly always better than cure when dealing with sickness and absence.

Here are our tops tips to consider if you have a “sickie” culture in your business.

Offer working from home options – Maybe an employee has used a sick day to care for a child during the school holidays? If you offered the chance to work from home, employees could still get on with their job while keeping an eye on child, this also allows employees to avoid a hot, sweaty commute which might be putting them off coming in.

Offer ‘duvet days’ as a work benefit – This is a day an employee can take holiday without giving notice in advance.  This can help boost productivity, as employees feel respected and it helps to build trust as employees don’t have to pretend to be sick when they really just need a day off.  These are of course built into a company’s holiday allowance.

Reduce work stresses – Find out why people might want to take a day off from the office.  Are they overwhelmed with work? Is the office a comfortable place to get things done? If you can reduce the stress of working then chances are your employees won’t feel the need to escape once in a while.

If you would like any practical help or guidance on anything outlined above, please get in touch: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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

HR Blogger

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.

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

HR Blogger

Why small businesses need HR

Interestingly small businesses make up more than 99% of private sector business and account for 60% of private sector employment: there are a lot of small businesses out there! Unfortunately another statistic is that the basic lack of correct management skills is responsible for the failure of over half of them.

Budgets are tight when small businesses start out, therefore a lot of managers are expected to multitask which means dealing with employee issues as well as growing the business. With focus on rapid growth, this results in the need for investment in an HR function being overlooked, which can actually have the opposite effect and halt growth in its tracks. Without the training required or the skills that HR brings, decision makers are not often able to identify and use the talent within their business to be able to push it forward in the right way.

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In most cases, and we see this a lot, small businesses only approach us once the problems have already started or when a major change happens in employment legislation. It seems that the mindset of small businesses is that the HR function is a reactive one, when in reality it should be part of the strategic planning they need from the outset.

Our Managing Director, Wendy Read comments:  “People are the key to a successful business, without them the wheels just do not turn. The problem is that most businesses don’t focus on their people and only concentrate on the bottom line. Our philosophy is simple; focus on your people, hire, on-board, train, manage and develop them and the bottom line will look after itself”.

If you would like to see how an outsourced HR consultancy can help why not 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.

HR Blogger

 

 

5 steps to help manage difficult employees

A difficult employee in any business will reduce productivity, have a negative impact  and potentially upset other colleagues too. So the quicker you can resolve the problem, the better your business will do.

If you let things slide for too long and just don’t act, you will miss important opportunities, waste time and probably money, that you simply can’t regain.

Also remember employees will be looking to you, to see how you manage the situation. Action’s speak louder than words and your action’s send a message to every employee, however any lack of any action sends an even more powerful one.

Perhaps what seemed to be an impressive characteristic during the interview stage has proved to be negative as the months have gone by?  or maybe an experience in your employee’s personal life has changed their behaviour at work?

On the other hand, could a series of small difficulties be starting to mount and cause concern.

Below we have listed 5 tips to help when you’re managing difficult employees in the workplace.

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1. Clear communication

Always give your employee the benefit of the doubt. They may not realise that they’re causing difficulties.

It’s also possible that they know things aren’t going well, but they’re struggling to improve the situation.

Be prepared to listen to their viewpoint. Take time to ask how they’re feeling and to find out what’s going on in their lives. Are they having trouble with their workload? Are there frictions between multiple employees? Is something outside the workplace having an impact on performance or behaviour?

Share the experience from your side, without being overly critical or apportioning blame on your employee. It’s important that they know what difficulties you’re facing as their manager, but accusations will not go down well.

When communicating, it’s important that you’re clear about exactly where the problem lies. Is their performance below the required standard, or is there a specific behaviour that’s becoming a concern? Work with your employee to find ways to improve the situation.

When you listen to a difficult employee, you can often turn things around. Equally as important, you might discover legitimate complaints that you can act on for the good of your business.

2. Always keep a written record

Written records benefit everyone.

If you need to take disciplinary action, it’s essential that you’ve got examples to back up your decision.

Write down any instances of difficult behaviour. Who was involved? What happened? What effect did it have?

You can use your records if you need to take formal steps, but should also be able to refer to them when speaking with the employee in question.

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3. Always refer to your handbooks and HR policies

Every workplace should have handbooks and policies that detail what’s expected of an employee, and it’s essential that everyone has access to these at all times. Storing them within your online HR software is the most effective way to reach every person in the workplace, and to keep everything up to date.

4. Know when to seek advice

Managing a difficult employee is a challenge. Their behaviour will almost certainly be having an impact on their colleagues, and the business as a whole.

Unless you’ve been through it before, it’s like that you will not know how to deal with a difficult worker. What are you allowed to do, and what might cause more trouble?  Even if you’ve been managing difficult employees in the workplace before, these specific concerns might be different.

Don’t be afraid to seek help and advice, whether that’s from another member of the management team or an external HR consultant.

5. Keep going

It’s all too easy to speak to a an employee, tell them that their behaviour isn’t acceptable and then forget to follow things up. Much like being a parent, threatening “I’m going to count to 10…” and having no plan for what happens afterwards.  After you’ve counted to 10, it’s vital that you make another move.

If you provide a warning and the behaviour continues and you don’t take further action, your initial conversation is wasted. You’ll probably need to start again further down the line or even worse, you send a message that you are inconsistent and that your threats are meaningless.

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

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

HR Blogger

 

 

 

 

Ideas to help with your HR costs..

In any business there always has to be conversations about where you can cut down on spending and get a better handle on your finances. I think most business owners often recognise that whilst their people are their greatest asset, changes must sometimes be made to make sure that the company can weather any storms that might be coming its way.

However, HR is not just important within a business, it’s vital. Cutting corners, or cutting spending without thinking about the bigger picture, could leave you facing problems that will have a tangible and long-lasting impact on your business.

Sometimes it’s essential to be realistic, if you need to make savings to keep your operations afloat, you may need to examine where you’re perhaps spending money unnecessarily, or make choices that don’t result in the best possible return on investment.

If you are thinking about reigning in your HR budget and want to do it the right way, then you’ve come to the best place. Here, we are going to talk you through some key considerations to help you to understand where you can make those necessary cost savings.

Harness the power of technology

How much time are you currently spending on HR activities? From making sure that everyone gets paid on time, through to creating and filing end-of-year review documentation, seemingly small tasks can eat up a huge chunk of your day.

If you think that you could better use this time for more strategic activities, then the answer could be technology. There are plenty of options when it comes to affordable software solutions that improve your levels of compliance and ensure that you always know what needs to be done, and when.  HR Revolution offer a great HR admin solution designed to do this to find out more details breatheHR.

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Get creative with reward

You need to be offering employees a competitive benefits package if you want them to stick around – and we are sure you are fully aware of the implications that can arise if your best people start to look elsewhere because they don’t feel valued within your business.

The answer isn’t always about pay though. It comes down to getting to grips with what really makes your workforce tick – and often, it’s not what you think. How can you offer more flexibility? How can you empower your employers to lead fulfilled lives outside of the office? How can you create a better sense of community and joint purpose? Remember just throwing money at a problem rarely creates any kind of meaningful change.

Take communication online

How do your employees access important policy documents, employee handbooks? If you are providing hard copies, then make a change and get everything up on your internal intranet system. The cost savings may be very small, but this is about creating more productive ways to operate for the future.

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How HR Revolution can help

Ok you may feel that hiring a HR professional is going to involve a massive spend? Well, not necessarily. It’s wise to think about the bigger picture here. Do you have issues within your workforce that are bubbling away under the surface? well ignoring them won’t help and could prove to be hugely expensive in the longer term.

Think of it like this. A modest investment right now could pay dividends in terms of the hassle and fuss that you could avoid in the future. Can you really afford to find yourself facing an employment tribunal, and the consequences that this could have on your reputation as an employer? This might sound extreme, but it’s a very real possibility if you’re just hoping for the best when it comes to complying with relevant legislation.

This isn’t about making cuts for the sake of it. It’s about establishing what’s really adding value and what isn’t, and then implementing changes accordingly.

If you would like to find out how we can help, give HR Revolution a call: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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

HR Blogger

The benefits of hanging out with your colleagues…

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

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

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

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

If you would like to find out how we can help, give HR Revolution a call: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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

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

HR Blogger

6 reasons why employees quit their jobs

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

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

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

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

Below we list 6 reasons why employees quit their jobs:

1. Feeling undervalued

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

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

2. Insufficient management

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

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

3. No progression prospects

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

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

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

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

4. No work/life balance

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

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

5. Colleague clashes

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

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

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

6. Lack of work enjoyment

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

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

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

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

So if you are looking for recruitment solutions that go beyond simply hiring your newest team member get please get in touch +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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

HR Blogger

Tips for creating a positive workplace

We all know that the environment you work in has a big impact on how you feel, so it’s probably no surprise that as adults we spend over two thirds of our life at work!! a very sobering thought indeed…

So it is really important for employers to create a positive, healthy workplace, where employees have mutual respect, feel valued and appreciated as these things all strongly contribute to creating happy employees.

Listed below are ways to help achieve this:

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Acknowledge accomplishments

It is a proven fact that employees respond to praise and appreciation expressed through recognition of their good work, because it reinforces their work is valued.  When employees feel like this, their satisfaction and productivity rises and they are motivated to keep up or improve their good work.  Doesn’t everyone appreciate a ‘pat on the back’ to make them feel good, I know I definitely do!

Positive Communication

Make sure you communicate, as we know feedback whether good or bad is fundamental in the workplace.  You need to discuss regularly with employees what they have accomplished and what is going well in their job, helping them to feel connected and part of a team. Delivering feedback ensures your team strengths are being highlighted and made good use of, and of course gives employees direction on what they can improve on.

Celebrate employees

Look for ways to celebrate with your team whether it’s an employee birthday or recognising a milestone or achieving a goal. Honoring wins and milestones improves morale by encouraging the person recognised and showing team members that important events are noticed and praised.

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Reward good work

As an employer you may not always be able to reward by means of a pay-rise, but there are alternative ways to reward your employees, implementing exciting incentives that give the employee something tangible to work towards, such as a competition to win a gift card – which are low cost and give the employee the choice of what they want.

If you need any help or guidance about creating a positive 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.

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

HR Blogger

 

 

5 challenges of managing remote teams

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

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

Below we list the 5 biggest challenges:

1. Accountability and visibility

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

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

2. Isolation and communication difficulties

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

3. Culture

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

4. Security – both physical and digital

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

5. Trouble separating work/home balance

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

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

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

If you need any help or guidance with managing remote teams do get in touch, HR Revolution are here to help: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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

HR Blogger