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: or visit  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

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Fri fun… 10 secret office confessions we can all relate too

I came across these funny work related confessions whilst doing some research the other day. Hopefully you’ll laugh, relate or at the very least, feel better knowing that you’re not the only one who’s had a meeting “over run” on a beautiful spring day!  Good, glad it’s not just me!!

  1. Sometimes, the hardest part of my day is trying to look busy.
  2. It’s Monday morning and I’m still hungover from Saturday night.
  3. I get to work at 8am every morning, however I don’t start working till after lunch.
  4. My “all day” meeting finished at 2pm, it’s 85 degrees outside, no way am I going back to the office.
  5. I think the receptionist judges me by the amount of Amazon parcels that I have delivered to the office.
  6. My boss told me to dress for the job I want, not the job I have.  I am now sat in a disciplinary meeting dressed as Batman.
  7. I’ve been secretly taking naps at work, its made me so much more productive.
  8. The thing I fear most at work?  Clogging the toilet!!!
  9. Everyday at work after 5pm, I wait for my boss to leave then gather my belongings and run out the door.
  10. I may or may not have eaten a whole packet of biscuits for lunch.

If you have any funny confessions, we’d love to hear them, reply below.

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Halloween in the workplace

Next Monday is Halloween and here in the UK, celebrations around 31st October are a fairly new phenomenon, but gone are the days when we used to bob for apples and perhaps make a poorly crafted costume out of a discarded bed sheet. Halloween is now a big money making business.

There are definite business benefits to Halloween, injecting a little fun and joviality into the workplace, team building and stress reduction to name a few.  But, there are a few things for employer’s to keep in mind.

Make sure if you have a fancy dress theme that your employees know what is and isn’t acceptable. Fancy dress has the scope to offend some groups. For example costumes that stereotype someone with a mental health issue or from a particular religion on nationality, could lead to a discrimination claim.

Also, what employees post on social media. Make sure that you have a good social media policy in place to make it clear that any inappropriate use of the internet could result in disciplinary action if it brings the company’s reputation into disrepute.

Your employees are adults,  but just because it’s Halloween, it doesn’t mean that normal standards should slide and inappropriate behaviour should never be dismissed as ‘just a bit of fun’.

So let your employees enter into the spirit of the season if you wish to do so and remember that it’s only a few months until you face a whole new set of challenges in the shape of Christmas!!

Next month, we’ll be exploring the issues surrounding the festivities, and your responsibilities as an employer. Be sure to sign up for our updates so you get all the guidance that you need, delivered directly to your inbox.

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Sexual Harassment – as an employer are you doing enough…

A recent report from the TUC, in association with the Everyday Sexism Project, who surveyed more than 1,500 women found that 52% have experienced sexual harassment in the workplace and out of these, 79% said that they did not report it to their employer.

These statistics are shocking, and demonstrate that whilst we may have come a long way in recent years, there are still serious problems that are deeply engrained into workplace cultures.

As an employer though, you have a responsibility to make your standards absolutely crystal clear. Here, we tell you what you really need to know in practical terms.

Don’t ignore ‘banter’

Most workplaces have their fair share of jokes and lighthearted jibes. It’s vital though that you recognise that it’s never okay to make ‘flippant’ comments. Even if the person making the remarks doesn’t think that they’re offensive or serious, this is no defense.

The research found that 32% of women have been on the receiving end of unwelcome jokes of a sexual nature, so it’s quite likely that this has happened within your business. The stance that you need to take here is clear. Tackle inappropriate behaviour head-on, regardless of the intention.

Look beneath the surface

Perhaps you’re thinking that you have no problems when it comes to sexual harassment in the workplace. After all, surely your employees would come to you if they were facing issues? But as the statistics state above this is not necessarily the case.

Sometimes the reasons why are somewhat obvious. Often, the perpetrator holds a higher position, and the victim worries about losing their job. So before you jump to the assumption that everything’s fine in your business, take a closer look at what might be happening.

Have a robust policy

Ensure that you have a comprehensive anti-bullying and harassment policy in place and that any existing harassment policies are fit for purpose. Tailor the policy to fit your business: consider the company’s culture and consider outlining relevant examples of what might constitute sexual harassment.  Also consider whether or not this policy needs to be linked to other policies you already have, to ensure that all types of harassment are covered, for example to your social media policy.

Take action

If an incident is reported, ensure that allegations are taken seriously and investigated thoroughly, with appropriate action being taken against the perpetrator.

Employers must build a working culture where employees are encouraged to report incidents of sexual harassment and ensure that the allegations are treated seriously and with care. Not only will this create a more positive working environment, but it will help reduce the risk of claims and ensure the corporate reputation is protected.  Dropping the ball when it comes to tackling sexual harassment in the workplace isn’t an option. Neglect your duties as an employer, and you could face employment tribunals, a fractured workforce, and a seriously damaged reputation.

If you’re concerned about any of the above issues in your workforce, or you’re eager to ensure that you’re meeting the mark, HR Revolution may be able to help you. Give us a call for initial advice around your circumstances and what your next steps need to be. | |

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Pokemon Go in the workplace…

Unless you’ve been living under a rock for the past couple of months, you’ll no doubt be familiar with the latest digital trend to be sweeping the world, Pokémon Go.   It involves using your mobile device to locate and capture virtual creatures, and it’s currently being used by more than 100 million users.

Personally I know lots of kids and adults! that are hooked, but most surprisingly though, was that some of my friends had been playing in the office!! I’ve seen plenty of photographic evidence of the virtual Pikachu or Pidgey being caught at Shell or Barclays to name but a few!!  However, I’m confident that their employers are not paying them to do this on work time!

Some have praised the app for encouraging people to get outside and become more active, but it’s also had its fair share of criticism. Concerns have been expressed about the likelihood of players being involved in accidents whilst engrossed in the game, and there have been reports of trespassing, and even fights breaking out in the street.

If you’re an employer you have some serious considerations to make. Statistically speaking, it’s very likely that your staff are indulging in a little Pokémon Go in their spare time, and possibly even at the office. So what are you supposed to do about it?

Interestingly, Boeing was the first large company to ban the use of the app for employees during working hours. It was reported that it had been installed on more than 100 work devices, and one employee was almost injured after being distracted by the game. The aerospace company didn’t mess around, and Pokémon Go was added to their software blacklist.

There have also been concerns raised around security. The app allows users to take photographs of their ‘catches’, including a live shot of the location. These shots are often shared to social media networks by those eager to show off their latest achievements. If your staff are capturing images of your workplace, then this is a can of worms that you probably don’t want to open. Sensitive data and documentation could very easily be compromised.

But is an outright ban on the game really the best answer here? It doesn’t take a genius to work out that if your employees are chasing Pikachu when they should be working, you’re going to see a drop in productivity and profit. It’s not necessarily all doom and gloom, though. Playing the game could inject some fun and excitement into the working day, and it could encourage your staff to get away from their desks for a little while, which is often a positive thing.

Before you issue an outright ban on Pokémon in the workplace, think about the bigger picture. What are your existing social media policies, and do they cover the current issues? Do your policies need a refresh, to ensure that they’re still fit for purpose? What opportunities and threats are you facing, and how can you handle them without overreacting, whilst keeping business priorities top of mind?

When it comes to people issues, there are often no right or wrong answers. What’s important is that you can keep a level head, and act in your best strategic interests.

If one thing is for certain, challenges surrounding social media and the usage of mobile devices are only going to become more prevalent in the coming months and years. Be sure that you’re ready for them by having a robust Social Media Policy in place. | |

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Now lets get you a winning CV…

So you have decided that you are going to go out into the big wide world of work and you’ve got your online presence looking tickity boo (we hope you read our blog, Finished full time education, what next?) so what now? Well, as we’ve said competition is fierce, particularly among graduates and that first impressions are extremely important.  So now it’s time to concentrate on your CV, and you need to make sure it is looking great and really jumps out of the pile, for all the right reasons of course!

We see lots of CV’s here at HR Revolution, for all sorts of job positions, but whether you are going for intern position or the top spot of CEO all CV’s should follow some basic rules.

Here are our top 5 things which should play a part in your CV:

  1. How does your CV look?

It’s not just about the content; it’s about how you have presented it! You want it to look clean cut and professional. A CV that’s crowded with text doesn’t look attractive. These days, CV’s are initiated through email so make sure the format is easy to read on screen. No funky text formats, stick to Arial or Times New Roman. No funky, floral borders and keep your text a readable colour!

  1. Long profiles

Now we’re all about profiles, a paragraph giving the employer a taster to what your personality is like, your job role, what you are looking for next etc… But… people don’t need your life story! Keep it short and sweet, a paragraph is more than enough! Put as much personality in as you can (keeping it professional!); give the employer a view as to who you are and what would attract them to bringing you in for an interview.

  1. Grammar and spelling

This is a real bugbear; there is nothing worse than getting a CV through with mistake after mistake. The actual experience is good, but the spelling and grammar just puts you off… Double/triple check; get your friends/family to check that there are no spelling/grammatical errors in your CV!

  1. Irrelevant information

Potential employs don’t need to know how many children you have, your wife/husbands name, how much you weigh… you may also be proud you won the village pub quiz of the year… your potential employer may not be so engrossed! Keep the CV about your career history, educational background and personality.

  1. Unexplained employment gaps

Were you travelling? Looking for work? On maternity leave? Save yourself and give an explanation! It can be a real put off seeing unexplained gaps on your CV – it makes people nervous so be sure to outline the reasons why.

The important thing to remember, is what is your USP (unique selling point)? Why are you the best person for the job?  Now think about how to market yourself. If you’re looking to break into a very competitive market, what have you done that could support that…. Voluntary work, organising events for local groups, these additions will help you shine, just remember to keep it relevant, there should be a reason behind why you are telling them.

And there you have my guide to getting it right!

We hope our CV tips help you put together a winning document!  Why not get ahead of the game and download our FREE First Impressions guide so you’re fully prepared when that interview invitation drops in your inbox!

Psst… why not let us help you with your CV??  We’re giving 15% off our CV template pack, with code CVP15 so head over to our HR Revolution Shop now… Just Click HERE … no one needs to know you had help with your fab new CV! | |

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Finished full time education, now what…

So your time of learning has come to an end, whether that’s school, college or university you now have some big decisions to make.

Trying to work out what to do with your life can be a daunting prospect, but it doesn’t have to be.  There are a fantastic amount of choices available to young people now, so jump on board and don’t miss out on the many opportunities you have.

The thing to also remember is if you didn’t get the grades you wanted or go to university, there is still so much, for example did you know that to be an air traffic controller you don’t need a degree and that’s quite a cool job!

Apprenticeships are a brilliant way to get into the industry you want and better still, you get paid while you learn, which for many may be a much better alternative to an expensive university education to gain a qualification that you don’t use.

Then there are plans for ground-breaking reforms to technical and professional education (TPE), which will set England’s system on a par with the best in the world.  The reforms will focus on simplifying the currently over-complex system, working in direct partnership with employers to ensure the new system provides the skills most needed for the 21st-century economy. Vocational routes into work are no longer seen as second best. is a great website for help and guidance on apprenticeships and other routes available if you are unsure which path to take.

Whatever you decide on, you will be up against some fierce competition, so you need to make sure you stand out from the crowd. Your online presence needs to be top notch, so take a look at all of your social media accounts and get them looking less “free, single and ready to mingle” and more “career path ready!”.

Remember LinkedIn, is the Facebook of the corporate world, so this should be your first port of call, as it will be for potential employers.  Your profile needs to be so much more than your name and schooling information, it needs to be “all star”. | |

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Top tips to support the older generation in the workplace

New data from the Office for National Statistics has revealed that over 10 million over-50s are now in employment. The potential reasons could include the fact that the state pension age has increased, and we’re also living longer than we were just a couple of decades ago. The fact of the matter is that we have more older people in the workplace, and as employers, we have a duty to make sure that we’re supporting our staff and ensuring that diverse needs are being met.

So what exactly do you need to know about your responsibilities? And how can you tap into the opportunity that exists when it comes to harnessing the skills of the older generation? Here, we share some of our top tips for making sure that your business is riding the silver wave.

  1. Don’t write off older staff when it comes to learning and development

There’s often the assumption that older people have one eye firmly on retirement, so there can be a tendency to neglect learning and development provisions, and keep the bigger opportunities for younger employees. This is potentially discriminative, and it’s also extremely short sighted.

Invest in your older workers, and you could see many benefits. Be aware of the skills that they may be lacking, and focus on what you can do to ensure that they’re brought up to speed, and can continue to contribute to the bigger picture.

2. Consider reverse mentoring initiatives

Technology is often a stumbling block for older employees, and they can sometimes lack confidence when it comes to getting to grips with new systems and processes. This is obviously a generalisation, though it’s well worth considering whether this could be the case within your business.

A fantastic option here is to create a reverse mentoring programme. Younger staff, who tend to have less overall experience but more confidence with technology, could share their knowledge with their older colleagues. It’s easy to jump to the assumption that you need to fork out for formal training, and it’s true that this is sometimes necessary, but there are many other options that can be just as effective.

3. Be aware of the needs of older workers

At every different life stage, there are things that employers need to be aware of when it comes to making sure that they’re supporting their staff and giving them a degree of flexibility to help them to meet their needs. One thing that you might want to consider for older staff is how you can support them when it comes to their caring responsibilities.

Many older workers will want to spend time with grandchildren, and taking this into account could keep them motivated and engaged. As a rule of thumb, offering flexibility, as long as you keep operational requirements in mind, can be great for morale and motivation.

Our workforces are becoming more diverse, and this can be a wonderful thing for your business. But you do need to take the time to make sure that you’re fulfilling your responsibilities, and doing all you can to keep your policies and practices fit for purpose.

If you want to ensure that you’re getting things right, get in touch with HR Revolution and we can carry out a review of where you are, and what changes may need to be made to keep your business thriving. | |

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It’s time to unite in the face of Brexit

Many businesses across the country will still be facing the challenge of a divided staff with all of us wondering what is going to happen now following the result of the EU referendum.

It is clear from the close result that there will be plenty of people in your business who would have voted to remain and are rightly concerned about what their future will hold. It has become apparent that even those who voted leave are starting to question what they have let themselves in for.

The whole country is in a huge state of uncertainty, with the financial markets diving, Cameron’s resignation, the division of the Labour party and Farage’s unhelpful speech at the EU Parliament following the announcement of Britain’s decision to the leave the EU. This is not helped by comments such as those made by EU Council President, Donald Tusk, who has predicted the end of western political civilisation if Brexit was to prevail and who has since announced at the recent summit in Brussels that “Leaders [have] made it crystal clear that access to the single market requires acceptance of all four freedoms – including freedom of movement.”

What you must remember is that although a lot of rash decisions have been made by the government over the last week you should remain calm and remember that this initial reaction will quieten down, although the issue of uncertainty is not going to go away any time soon.

As business leaders, you have a tough job ahead of you in uniting your staff in this decision. Your job today, and over the next few weeks is to reassure your staff in any way that you can. Of course it is neither right, nor fair, to be unrealistic but whilst staying in the real world, try to reassure your team about the company’s ability to ride out whatever may be thrown at your organisation.

It is all too easy for people in this type of situation to talk their way into a hole; for us collectively to talk our way into a recession. The way to counter that trend is to look for constructive ways to move forward, to be creative and to find ways to protect the organisation against the more dramatic effects of the Brexit process.

It is unlikely that western political civilisation will end, that is a dramatic statement for the EU Council President to have made in the wake of a tough decision. All that we can do now as a country and, you as a business, is unite in the face of uncertainty and continue to do great work, while there is still great work to be done.


This article was first published by Melissa Jones, Digital Marketing Assistant – Breathehr | |

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Euro 2016 – Employers ‘no own goal’ Guide

Whether you love it or hate it, there’s no escaping from football at the minute. We’re currently slap bang in the middle of Euro 2016, and England have gone through to the knock-out rounds (skill or luck, opinions are divided…. especially here at the HRREV offices!).

Between now and 10th July, when the tournament draws to a close, there’ll be some key considerations that you’ll have to make to ensure that it’s business as usual in your workplace, as far as possible.  Here, we tell you what you need to know.

Be flexible wherever possible

Trying to bury your head in the sand is very rarely a good idea. Acknowledge that the football is a topical issue at the moment, and that you may well have members of staff who want to tune into the games. Consider reworking your timetables to accommodate any requested time off, or make provisions for watching big matches in your office environment.

Operational requirements should always be at the top of your agenda, but if you’re organised, it’s very possible to offer a degree of flexibility without it having an impact on productivity and output. In fact, you’re likely to find that it will boost morale and motivation, which is always a positive thing.

Always apply your existing people policies

You don’t have to start from scratch and create a policy that handles the implications of sporting events. It’s very likely that everything you need will already be covered in your current policies and practices, including provisions around annual leave, sickness absence, and alcohol in the workplace.

If you suspect that your documentation is no longer fit for purpose, or that changes need to be made to ensure that you’re compliant with relevant legislation and best practice, then take this as you cue for getting things sorted.

Consider your stance on social media usage

Social media usage is another consideration that you may well already have covered within your existing policies. It’s a relatively new issue though, and it’s important to consider the fact that your staff may be turning to social platforms and online news sources to stay up to date with the latest scores and commentary.

A web use policy should encompass what’s acceptable and what isn’t, and it should be very clearly communicated to all employees. Remember to keep things fair. It wouldn’t be a good idea, for example, to allow football fans to use social media during Euro 2016, and apply a blanket ban on usage for other reasons. Remember that not everyone is interested in the game!

In just a couple of weeks, football will become a distant memory for many people. In the here and now though, it’s important that you consider your role as a leader and ensure that problems and issues are sidestepped wherever possible.

Not to offend any of our European colleagues and clients but…. COME ON ENGLAND!

If you need any guidance, please do not hesitate to give HR Revolution a call 0203 538 5311. | |

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