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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Need to grow your business? 5 ways to keep your employees happy!

One thing we hear time and again at HR Revolution from our clients is that they can’t seem to hire enough of the right people!

The crux of the problem is that you need enough of the right people to grow your business but those people are much harder to find these days!  With a clear shortage of good employees, the first step that business owners need to aware of is making sure they keep the talent they already have.

In the past when the economy was down, few companies were hiring and employees would put up with a lot to keep a job, however, that is not the case now!  Employees who’ve had bad experiences will be on the look out for something better!

Here we cover 5 ways in which to keep your employees happy:

1. Communicate Constantly

It is crucial to keep everyone in your company informed of what’s happening.

Delegating tasks to an employee without explaining the reason behind the workload or its purpose can become problematic. Issues with misunderstanding, demotivation or frequent errors can arise from this, which makes it important to explain why completing ‘A’ will benefit ‘B’.

Clarity for the employee is rewarding, it makes them feel trusted and dependable. The last thing you want to find on your desk is a letter from an employee venting their lack of job satisfaction alongside an urgency to leave.

The workplace has no room for tough love; communicate why certain behaviours and standards are expected, you are all in the business together and the best way to tackle an employees mistake is through calming explanations of what to do next.

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2. Encourage New Ideas

If an employee has suggestions to help the business grow, listen to them. Employee feedback is a way to know that your team actually cares for your business. You could email everyone on your team that your door is always open to new ideas, you may be surprised at how much co-operation and creativity that could ignite.

Even if you get unwanted suggestions remember to respond positively, you can thank them for taking the time to send through their ideas and that you’ll consider them. Remember it’s a way to make everyone feel appreciated and important.

3. Reward Appropriately

Compliment efforts with rewards and praise. You can equate how much effort is exerted to accomplish a goal, but sometimes a simple thank-you and recognition can be good enough. Making your employees feel valued can be done in two forms:

Verbal

When an employee performs a task well or reaches a goal, let them know how pleased you are with their work. There’s nothing wrong in expressing a complimentary word or two; in fact, your employee will be much more motivated to do their tasks over again no matter how challenging it can be.

You know John Smith from accounting? He’s the guy who sits at the back of the office and rarely gets a mention among his colleagues. Read his stats and then tell him he’s doing a great job and how his work has been an integral part of the success of the company.

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Tangible

Now this is what it’s all about, give employees a concrete reason to succeed. It can be in the form of a bonus, free tickets or gift certificates and it doesn’t have to be expensive.

Your employees will be pleased at the thought of their efforts being reciprocated, which empowers them to do more. It’s a Win-win!

4. Promote Balance

Results or time? There’s no competition here. Results will always win, hands down, don’t demand unnecessary overtime from workers for the sake of it and then proceed to compliment them in the next team meeting for not having a life. Compliment when  things get done at the right pace and in the right amount of time. Praise work quality hours over who quickly works for quantity!

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That’s not to say there won’t be a time when extra hours will be required to appease the workload; but as a leader, it’s vital you get your troops to work smarter. Not harder.

And besides, an employee who works normal hours and enjoys a healthy work-life balance will ultimately be the happiest. He or she will most likely be up early in the morning and ready to produce more outstanding work with a smile. After all, you didn’t push them to work till silly o’clock.

5. Motivate

It’s vital that you constantly remind your employees to strive for the best.

Fostering motivation increases their productivity during working hours, which in turn increases everyone’s satisfaction, and all of this results in happiness. And happiness? Well that results in success…

If you need any further advice on how to keep your employees engaged, happy and successful 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.

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

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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.

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

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A version of this article first appeared on theguardian.com

 

 

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.

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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.
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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.

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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.

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

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HR Revolution’s guide for a successful 2018 – PART 3

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HR Revolution specialise in giving SMEs the tools, frameworks, and knowledge to get the most out of their employees ensuring that people practices help them to achieve big things and in the final part of this guide, we take you through the last key action points you need to consider:

Are your line managers firing on all cylinders?

Your line managers are the oxygen of your business. They motivate employees, help you to achieve your goals, and can often be your eyes and ears when the workload starts to mount up and you can’t possibly keep on top of everything on your own.

The managers that you choose can make or break your business, so it makes good sense to consider how you will support them in their roles, and ensure that

Here are some important points to consider:

  • Do you assess your managers on their leadership skills during regular performance discussions?
  • Are you giving managers the tools they need to excel in their role? If you don’t have carefully crafted people policies, for example, then you are not providing the focus and direction that is really required
  • Who are your managers of the future? Do you have a succession plan?

 

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How can you become an exemplary employer?

HR is not just about ticking a few boxes and making sure that you’re not breaking the law. Savvy leaders know that becoming the best employer that they can possibly be can give them a huge competitive edge.

But what does this look like in practical terms? And what do you need to look at to make the shift from compliance to true excellence?

Ask yourself:

  • What do people really say about working for your business?
  • How have you built a positive employer brand? And if you haven’t, how can you get started?
  • How does your performance measure up against other businesses in your area and your industry?
  • Would YOU want to be an employee in your business?

Are you tapping into modern technology?

Make 2018 the year when you finally decide to make your life easier by harnessing the true potential of systems and processes. It could save you time, money, and a whole load of stress.

 

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Here are some points for you to consider:

  • When’s the last time that you caught up with your current providers? They may have new tools that you can utilise, or suggestions on how you can ramp up your return on investment
  • Where are you putting man-hours into tasks that could be automated?
  • What new solutions are being launched into the marketplace that could help you to achieve your goals?

Where do you want your business to be a year from now?

Whilst you’re getting down and dirty with the nitty-gritty considerations, be sure to keep an eye on the bigger picture and what you need to do to make real progress towards bigger goals.

Take a look at:

  • Where you are right now, and the reality of the obstacles that you’ll need to overcome to move forward
  • Where you will have to make investments to ensure that you have the skills and practical tools that you need
  • How you can make fast progress, without cutting corners and creating avoidable problems

Summary

There’s absolutely no doubt about it… If you make your way through the considerations that we’ve outlined in this guide, and you take action against them, then you can make massive leaps forward during 2018.

You don’t have to do everything at once, but you do need to be sensible with your time and make sure that you’re consistently making time for implementation.  Download the complete guide below.outsourced hr - hr revolution

Maybe this information has made you realise that there’s huge room for improvement, and you need a helping hand with getting started. If so, pick up the phone and give us a call. We can carry out an initial assessment of your strengths and weaknesses in terms of your HR practices, and give you advice around how we may be able to guide you through making meaningful and profitable changes.

I hope you enjoyed our guide and that it has given you food for thought… why not give us a call, or visit our website: HR Revolution, we are ready to answer any questions you may have +44 203 538 5311 or info@hrrevolution.co.uk

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How body language can make or break your interview

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First impressions are extremely important, especially in an interview environment.

The whole idea is to put your best self forward so the person sitting opposite you, can’t wait to employ you. Your body language plays a significant role in the way you are perceived and poor body language can derail and interview regardless of how confident and well-spoken you are.  Body language is as much a part of your communication style as what you say.

Impressions are made within seconds of reviewing body language.

Don’t worry though here at HR Revolution, we have put together a list of do’s and don’ts when it comes to how you use your body in a corporate environment.

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  1. Don’t Slouch – This shows that you are taking the interview seriously, and looks confident and professional rather than that you were wishing you were somewhere else (even though you probably would be!).
  2. Good Eye Contact – Don’t stare them down like it’s a contest as this can be intimidating, but do meet eyes with the person you are conversing with.
  3. Shake Hands – Shaking hands at the beginning of the interview breaks down boundaries, shows confidence and implies that you are open.
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  4. Lean towards the interviewer – This implies that you are taking an interest in the conversation and that you are engaged by what they are saying.
  5. Mirror your interviewer – If you are unsure on how you should sit or act, watching how your interviewer does can give you a good indication of how they think it is appropriate to act. It also shows agreement and a likeness between you.
  6. SMILE – If all else fails and you completely forget to remember where you should have your hands or where you should look, just smile. A genuine smile creates a favourable image and will always ensure that you interviewer remembers you in a positive light.

If you need some guidance, give HR Revolution a call + 44 203 538 5311 or email: info@hrrevolution.co.uk, we’d love to help.

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Do your colleagues like you as much as you think?

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In all probability the answer to this is no! Very blunt I know, but I am just being honest with you.

In truth we all have bits about us that are completely unlikeable, but we just don’t want to believe it!

Take a look at the top reasons for being disliked in the workplace and ask yourself…  Is that me?

You gossip: and I mean the negative kind. What you don’t realise is that you are venting about someone to the very person they are best friends with. In short, neither of them like you now and they have told everyone else not to trust you!!

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You lengthen meetings: with the most ridiculous questions, which in all probability have been answered already if you hadn’t been too busy doodling to notice, or just wanted to make your presence known. Now it’s past going home time you are very unpopular indeed!

You depend on everyone: for every single answer. You have google on your computer, it pretty much knows everything so use it and stop asking me!

You moan: OMG is your cup ever half full? Apparently not, it’s too cold, there are no teabags, you broke a nail, you hate Mondays, the stationery cupboard is too far away, don’t depress the office…

You tell white lies: It wasn’t your idea stop saying it was aaarrggghhh!

You know it all: about everything and you can do my job better than me!!! (even though you don’t know what you are talking about). Get over yourself your insecurity is boring!

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You are lazy: and you know it. It’s never your responsibility, so why should you step up to take on extra duties? Well people might like you a bit more if you pulled your weight for one!

You are Little Miss Sunshine: really?! No-one can be that happy all of the time. The lift breaking down when you work on the 15th floor is NOT a good excuse for light exercise! I don’t want a group hug, high fives or to turn my frown upside down… so please go away.

You talk too much: and when I say too much I mean all the time! Now I don’t mind a quick catch up on last night’s TV, but seriously I have work to do and I really am not that interested in Aunt Maud’s bad back. Rein it in a bit hey!

You are always sick: I mean taking every Monday off is a bit suspect, do you really always have something dodgy to eat on a Sunday!?? I’m suspicious and I don’t really like you for it.

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You smell: ok sensitive subject but it’s true no-one like to sit with someone who’s got BO or bad breath.

You suck up to your colleagues: all the time. Did you do your hair differently? I like your dress, is it new? Did you lose weight? It’s all rubbish, the boss looks the same as always and you are not getting a promotion.

So if you want to win favour in the office, take an interest in other people, listen to a story they want to share, give the odd compliment and maybe offer to buy the coffee or make one at least!

Even as I wrote this blog I couldn’t help thinking ‘actually I do a bit of all of those’, so I will sign off and go and spray myself with some perfume, make my team a coffee or tea and not moan when there is no milk! and tell my colleague that I did notice her hair cut and I like it!

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Personality traits are NOT an excuse for poor behaviour!

Here in the HR Revolution office we have just undergone the DISC profile training, which is a modern interpretation of Dr. William Marston’s behavioral dimensions; a personal strengths profiling exercise that uncovers four quadrants of behaviour. Once you understand your natural behavioral patterns, it is said that you will find it easier to recognize the right opportunities to achieve the results you desire. These for quadrants are:

D – Dominance  I – Influence  S – Steadiness  C – Compliance

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What I personally think the great thing about DISC is, it highlights other people’s personality traits, so you can understand better why they work the way they do, for example why one person might like to have all the facts and figures, while others are just, let’s just get on and worry about the details later…. It turns out we have both in our office which is actually a really good thing as we all fulfill different roles.

Anyway, DISC is a lot more in depth than I can offer in this blog and not the reason for me writing today, but it got me thinking… why is it that people tend to use their personality traits as an excuse for unacceptable behaviour?

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How many times have you said “ignore him, you know what he’s like” or “don’t let her get to you, it’s just the way she is” or “why does everything have to revert back to them” and whilst this is true, does it make it ok?? I don’t think so.

I personally like to think that no one person is just one personality type and we are intelligent enough to know how to behave and adapt our styles towards other people.

Here is just one adjective describing a personality trait from each of the above groups: D: direct, I: emotionless, S: easily distracted and C: retreating, and I don’t think any of them are particularly positive (obviously there are lots of happy ones too!). But just because they are ‘part’ of our personality does that mean that’s how we should act? For example just because you are ‘direct’ naturally, does that mean you can use absolutely no tact whatsoever when communicating with colleagues? OR just because you tend to be ‘retreating’ does that mean you should get out of doing the things you are not comfortable with? Of course the answer is absolutely no.

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So I guess what I am trying to say is, if we know what we are predominately like rather than using that behaviour as an excuse, why don’t we all try to bring through some of our other personality traits, or just take time to think about how we are being perceived by the recipient… be less blunt, show empathy or be bolder, whatever you feel would work best in that given situation.

Personality traits should be used to benefit you and others, not as an excuse to make people cry or be lazy!  Trust me, I know how difficult it is to adapt your natural behaviour to suit the needs of the situation, as my profile is DS the two most polar opposites!

If you are interested in learning more about DISC or any other personality testing within your business, please get in touch with HR Revolution +44 203 538 5311 or email: info@hrrevolution.co.uk, it may be what you need to get your team working more cohesively together.

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