Holidays over – our back to work survival guide!

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Why is it that when children go back to school in September they get about a week’s worth of half days to ‘ease them back in’?  Ok I’m probably exaggerating and I might be a bit bitter (definitely!), but my point is; they get a nice steady transition period to help them adjust to the harsh reality of going back to school. However, workers are faced with the reality of returning to work with no settling in phase!!!.  So if your going back to work with an error 404: ‘brain not found’ message, fear not, I have put together this back to work survival guide to help you get through it.

Be an early bird

If your first day back after a holiday falls on a Monday, then I feel for you, I really do. As if Mondays aren’t bad enough, this is a workers’ worst nightmare. However, I always find that getting up early, eating a proper breakfast then heading off to work early is a good way to set you up for having a productive day.

Also, being in work early before your co-workers descend on you with queries that they’ve been building up whilst you’re away, gives you the chance to acclimatise into work mode. It also means you get the peace and quiet you need to remember your computer password that has completely slipped your mind!

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Tackle your emails head on

Inevitably, when you return from annual leave, even if its just one day, you’ll return to email Armageddon (why is it that everyone has questions for you when you’re not there?). First you should scan through and delete anything that is not critical, is that latest 20% off Gap clothing offer really something you need to look at right now. Then, when you’re down to a manageable number read and respond in chronological order. You’ll need some method to the madness or it just will never end! Top tip: when someone responds to your reply, DON’T immediately respond to them. Get through the rest of your remaining unread emails before you start engaging in conversation and get pulled away from your email-ocalypse.

Catch up on the goss

Returning to a busy office with lots to do and lots to catch up on after spending your days relaxing on the beach without a care in the world, can leave you feeling discombobulated. You’ve been ‘out of the loop’ and when it comes to the world of office goings on you’ll have missed a ton of gossip and activity.

Schedule a tea break with your colleagues to catch up on all the news you’ve missed whilst you’ve been away.


It’s only natural to return to work after a holiday and feel a bit like workplace deadwood. You’ll be reminiscing about what you were doing this time last week and you’ll be easily distracted and when you’ve got a mountain of things to tackle at work, it’s sometimes really hard to get back into the swing of things and you’ll be struggling to get motivated!

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When this happens, regroup and remind yourself of what you’re trying to achieve at work. Giving your work some meaning will give you the boost to get stuck back in. You might be working towards a bonus, promotion or working hard to save for something special. Reassess your goals and see where you’re at with them, plan your next steps in achieving them and crack on and succeed.

Don’t let your holiday spirit be put out

We all get a boost from taking time off of work to relax and recharge, so don’t let returning to the office instantly crush your joie de vivre. Everyone in the office will want to hear you gush over what you got up to, it’s their duty, so revel in it. Show off your holiday pictures, pass round the holiday sweets and keep your holiday spirit alive just a little bit longer.

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Job Descriptions – Why getting them right is so important!

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Job descriptions vary from company to company. Some companies don’t understand the need for job descriptions so they put very little time and effort into them often resulting in a description that isn’t a true reflection of the job. In addition to this some companies don’t update job descriptions as the role evolves with the business needs, thus leaving the descriptions to become outdated.

On the other hand, some companies create detailed job descriptions, which in some cases can be overwhelming. A detailed and well-structured job description gives clear guidance of what is required by the employee but it can also leave the employee little flexibility to think and perform outside of the box.  For the majority of companies the ability to think and perform outside of the box allows for fresh ideas and pushes the company in exciting new directions. The inability to be flexible can also disengage employees which could cause issues with their performance.

Let’s strip it back:

What is a job description? Wikipedia tells us…

“A job description is a document that describes the general tasks, or functions, and responsibilities of a position. It may specify the functionary to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, and a salary range”.

These details help to illustrate the type of job, how it is supposed to be performed and what is expected to be delivered. It also outlines the important reporting relationships creating a clear communication path between the employee and employer.

Job descriptions are not only used for hiring but are also effective for the management of an employee. If kept up to date job descriptions can act as a well devised job plan for the employee and become a significant tool to great business success.

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Download HR Revolution’s Job Expectation Pack HERE…

Purpose – The purpose of this powerful yet underrated document.

There are various areas of a business that a job description can be useful for. The first use, perhaps the sole use, that probably springs to your mind is the use for recruitment and selection; used to accompany a job advert and outline the role the company is recruiting for. The world of recruitment is fast becoming a ‘buyer’s market’ which means companies need to appeal to not only new talent but the right talent.  Job descriptions can be used as a platform to reflect and promote the companies goals, values and company culture to attract the right person.  The job description then forms a basis for the interview questions and ultimately helps inform hiring decisions. Many employees become disengaged from their new roles as ‘it wasn’t what was expected’; a detailed job description should hopefully mitigate this, encourage behavioural accountability and instil commitment to the company mission.  This should also discourage employees from refusing work because ‘it’s not my job’.

You’ve done the hard work, your new employee is hired, their employee file is created, their job description is (or should) be saved and then … it’s forgotten about. Now I won’t tarnish you all with that brush, I am sure there are some of you out there who realise the many uses’ of a job description long after the employee is hired. However for those of you who don’t, I’ll let you in on a few secrets:

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  1. You can use the new starter’s job description as a basis for the induction. The job description could provide a great structure by working through each expectation in the order of importance or frequency of use. For example, a receptionist answering the phones would be one of the first tasks they would need to become familiar with, whereas building the knowledge of staff movements may be something they begin to develop towards the end of the week as they get to know everyone. This approach ensures that the new starter is comfortable with all tasks they are expected to carry out and sets them in good stead to passing their probation.
  2. The job description can then be used during the probation review and later on performance reviews. The job description will provide areas in which the employee can be assessed against and determine areas in need of additional training and development. This creates a great communication line between the employee and employer providing a supportive culture and promoting career progression. Performance reviews are also a great time to assess the roles purpose and update the job description as required to fit the business needs.
  3. Businesses can use an up to date job description for reward and remuneration decisions such as job levelling, salary increases or obtaining comparable industry salaries. This ensures the salaries within the business are competitive enough to encourage employee engagement and performance and stay in line with the industry.outsourced hr - hr solutions
  4. Periods of absence such as holiday, sickness, maternity leave requires a role to be covered. With an up to date job description this makes for easy planning and anyone stepping in to cover the role will easily be able to see what is required and expected. In the event of long term sickness or maternity leave the job description can be used to map out a return to work programme to ensure the employee is fully supported back into their role.
  5. Finally and this is a rare use of a job description but they are useful in the event of a disciplinary. Job descriptions are a legal document and are helpful when outlining an employee’s key responsibilities which may be in dispute. If the role and the expectations of the role are clearly communicated in a document which can be referred to by each party, throughout employment, the excuse of not being aware of what was required is less likely to be a valid point.

As you can probably tell from the above you’d be crazy not to invest some time and energy into your company’s job descriptions, it may just save you a headache down the line.

HR Revolution can help why not give us a call +44 203 538 5311 or email us: or download our Job Expectation template pack HERE

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Thinking about HR for your business?

A recent study from Recruiter Robert Walters, which surveyed 123 hiring managers, found that 89% intended to hire mid-level HR staff, while 77% planned to recruit at junior level.  43% of employers explained that growth in their businesses was driving their hiring strategies.   However, according to Laura Harrison, Strategy and Transformation Director at the CIPD, the changing economic and political environment also meant that businesses were increasingly turning to HR for expertise and advice.

She also went onto say “Businesses are trying to plan for Brexit and the potential skills shortage that will come with it, so there is a lot of change management to do.  All involves HR, so it’s not surprising that more HR professionals are being recruited.  HR is a guiding light because there is only so much that line managers can dedicate their time to.”  Harrison added that the “unprecedented levels of change and uncertainty” many organisations were facing required “fair, consistent and coherent HR.”

If you have concerns about the future but currently don’t have the budget to employ a full-time HR professional, why not explore the outsourced solutions that HR Revolution can bring to your business.

Click here to read more about our outsourced HR solutions…

We are an outsourced HR company and simply put, want to revolutionise the way in which businesses work with HR.  Wendy Read our CEO explains “We know that people are the key to any 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.”

Why not give us a call today and see how HR Revolution can help your business +44 203 538 5311 or email:

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What to do when an employee unexpectedly resigns…

So things are ticking along nicely in your business… Your employees are engaged, productive, and they’re smashing their goals. Sales are on the rise, and you’re feeling pretty pleased with the fact that you’ve managed to grow and nurture such an awesome team.

However quite out of the blue there’s a spanner in the works.  A key employee tells you that they’re moving on to pastures new and in a small business, we know this can be a serious blow and have a real impact on your bottom line if it’s not managed effectively.

So in practical terms, let’s take a look at what you need to do…

Establish exactly when they’ll leave

You might already have a policy in place surrounding the necessary notice period. Of course though, things don’t always go according to plan, so don’t make any assumptions. Make sure that you know the precise date that your employee will leave. This way, you can sort out any outstanding admin arrangements, including payroll, and you can also start to work out your next steps so there’s minimum impact on your business.

Carry out an exit interview

An exit interview will allow you to get some valuable feedback about why your member of staff decided to leave. You can’t retain everyone you recruit, but it makes sense to keep an eye on the reasons why people move on to different things.

Do remember that because you’re the boss, you’re not always going to get the full and complete truth. It might be worth outsourcing this part of the process, so you can be sure that you’re getting more reliable and meaningful information to work with.

Implement your continuity plan

Right now, it’s no help whatsoever for us to mention that you should have already planned for these kinds of circumstances. You already know this, and you’re probably kicking yourself. Still though, there’s work to be done. You need to establish how you’ll make sure that productivity remains high, and that your business doesn’t suffer.

Part of this is likely to involve looking for a new employee. For now, consider how you can bridge any gaps by utilising your existing workforce, without making unreasonable demands. It may not be ideal, but there’s often a silver lining. You could be giving an ambitious employee an opportunity to step up and broaden their experience.

Don’t forget to thank your employee for their contribution

We know that you don’t need us to tell you that this is a good idea, but when you’re stressed out about the future, it’s easy to overlook the most obvious things. Your employee could go on to refer business your way, or they may even become a customer or a client in the future.

And of course, you definitely don’t want to face the fallout that could come with your employee ending their time with you on a sour note. A little bit of consideration can go a long way.

If you’re currently dealing with the potential nightmare of having an employee hand in their notice, or you’re worried that you might be in the not too distant future, then get in touch.

Give HR Revolution a call today and have a chat about your options and how you can navigate your way through any potential pitfalls.  We look forward to hearing from you +44 203 538 5311 or email:

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Why you need HR Revolution

Do you need HR support?  Want to reduce your HR burden?

HR Revolution’s retained HR support could be the solution you are looking for, enabling you to focus on growing your business.

What are the benefits of using our HR Outsourced solution I hear you ask.

Simply put, it gives you peace of mind knowing you can call on professionals to handle HR issues, reducing the risk to your business from employee challenges.  It also helps you cut down the amount of time you spend on HR issues by making sure that all your employee documentation is legal and compliant.

For a fixed monthly fee, you can secure our expert services on a retainer basis. You can choose to get HR support over the telephone and by email, schedule regular onsite visits, or opt for full outsourcing of your HR function. We will discuss the type and level of support you need and allocate an agreed number of hours to be used as you wish.  Our aim is to provide a ‘flexible’ option that meets a changing business environment rather than tie you into a long arrangement that no longer suits your needs.

Bottom line, HR Revolution are a team who are passionate about performance based HR which means we commit to making sure your business and employees excel.

Get in contact to discuss how we can help +203 538 5311 or email

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Don’t lose track of who’s in and out of the office this summer…

HR online software

HR Revolution are a gold partner of breatheHR and we couldn’t be happier to recommend them, we love their HRIS software and our clients love it too.  However, this isn’t a sales pitch we want to show you how easy it can be for you to manage who’s in and out of the office over the summer period when the workforce tends to be at minimum strength.

Running a busy office is timely enough without having to check spreadsheets for who’s in and who’s due to go off, can you approve holiday? is your system up to date? well why not let technology to do the leg work for you!

Just for the holiday season alone, here’s how breatheHR can help:

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Holiday Booking

Most HR Managers agree that holiday booking is the most time consuming aspect of people management unless it is fully automated. Employees can request holidays online at any time through the website or an app.

Holiday Approval

The approval process needs to be quick and easy too. With breatheHR the line Manager (or approver) receives an email with the holiday request, they can easily compare the request with the calendar of all their teams holidays as well as synchronising holidays through to Outlook or Google calendars.

Holiday Allowance

Not sure how much leave an employee has left to take? Well how about a reliable holiday allowance calculator for dummies. You just choose the holiday rules that apply for each employee (you can have as many as you like) for example full or part time in days or hours and it does it for you, you’ll even find the bank holidays are already in the system. At any time the employee, manager, or HR user can check how much holiday has been taken and how much is available to take.

This cloud based HR System can do so much more than just organise holidays for you, there’s sickness, appraisals, expenses, employee data review and much more.

The best part, if you don’t have time to input all the data to get you started, HR Revolution can do it for you call +44 203 538 5311 or email: or plick the link below to see how it could really help you and give you back the time you need to get on with growing your business.

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Do you need to recruit new talent?

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

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

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

Other reasons the recruitment process can fail are:

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

One last thought… With so many people getting it wrong, why don’t you let HR Revolution get it right for you.  First time. Download our helpful free guide to recruiting talent below, or call us on +44 203 538 5311 or email:

Click here: HR Revolutions Guide – Recruiting Talent

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