Helping your employees through change

If your business is going through any type of change or restructuring a number of key elements hold true, none more critical than inspiring individuals and teams to connect authentically with their audiences to deliver real results, strive for business excellence, focus on service delivery and emphasise quality rather than quality.

Listed below are a few people-centered thoughts, that if worked into a plan and delivered effectively will help aid business performance.

Awareness: Employees need to be aware of what’s happening around them, although they don’t need to know everything and that is normally for their own good as they would worry without having any control.  However, they need to be aware of what’s happening around then so that they can dig in and help the business where possible and understand their part in the restructure. Senior members must deliver the right messages to the right people in the right way.

Self-Awareness: Employees need to be self-aware once they have the bigger picture of where they fit in and they can work with what’s expected of them. Even if they are one of the roles being restructured you will have their commitment if you are honest with them and keep them in the loop with how and why the business is making changes, ensuring they know what they are experiencing is crucial.

Keep your values true: Personal and business values and the synergies between them are key. By energising intention and desire, focusing on action and the reasons for that action, you will get the best out of all involved.

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Positive and honest delivery: If you are delivering news to your employees, you must ensure you are positive and more importantly as honest as you can be about what you are telling them. If you can’t tell them certain parts of the plan then don’t lie, tell them they are being finalised, keep them informed and make them feel you are on their side as this will really push the boundaries.

Take Responsibility: When we truly choose, accept or take responsibility for our thoughts and actions, commitment in employees rises and so does performance. So by working across the business, inspiring employees to take on new responsibilities you can really help things get back on track. This can be rolled out in many ways by helping your teams know what they are, through creative role and responsibility surgeries and team synergy sessions. Also by providing the necessary support, you ensure individuals and teams know what messages they need to deliver and how… to fellow colleagues, suppliers and clients.

Delivered correctly you will have an inspired engaged team with an increased performance capability that will support the business through the good times and the bad. Deliver it wrong and you have what you already have! It’s your choice!

We provide a fully outsourced HR solution for businesses of all sizes and sectors and can help you and your employees manage change, give us 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.

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

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Job descriptions – why getting them right is so important

We all know what job descriptions are, but how much importance do we actually give them? Writing a good job description should be a really important part of your business, as they provide a road map for potential employees, explaining what the job they are applying for involves.

Here we list a few reasons why job descriptions are indispensable for employers and employees alike:

They set-out expectations

How can you expect someone to do their job if you don’t explain their responsibilities to them properly? Providing applicants with solid job descriptions ensure they understand exactly what will be expected of them if they are selected. Clarity in a job description puts potential employees on the same page as you, and aligns them with your company’s vision and goals and assists you in finding the best person possible for the role.

They empower communication

A well written job description should fully communicate the essential requirements of your vacancy to any applicants. Among other things, they should include a job summary and all the requirements which need to be fulfilled by applicants, such as relevant qualifications and experience. This will avoid any mistaken interpretations being made on what the job role involves.

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They facilitate recruitment and training

Job descriptions need to set out all the important aspects of a particular position, so an employer can easily refer to them when recruiting or training existing employees. All-encompassing job descriptions can improve a company’s ability to manage its people and their respective roles, as well as help them develop both professionally and personally.

They provide structure

Good job descriptions establish structure and discipline within the workforce. In reality, it isn’t that difficult to create them, especially if you involve the employees you already have to help you develop them. As long as they promote the company’s values and re-enforce the company’s culture, job descriptions will help you attract the right people and manage the roles of all your employees effectively.

A well written job description opens the door for a successful hiring process, if you need help or advice get in contact with HR Revolution: +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.

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

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HR Revolution are voted one of the UK’s top 25 SME Culture Leaders

We are proud to announce that we have been voted one of the UK’s top 25 SME Culture leaders by the magazine that is an essential resource for ambitious entrepreneurs and decision-makers in association with, the HR software company for growing companies.

Defining company culture isn’t easy for massive businesses, let alone SMEs with less than 250 employees, which is what makes this accolade even more rewarding for us.

These awards gave us the opportunity to really shout about our workplace values, mission and principles of our company culture for ourselves and our clients.

Read the full story below of how our entry stood out (to win Business Services 1 – 10 employees) to the judges as exemplifying commitment, vision and passion towards building and driving a strong and inclusive company culture.

HR Revolution on of the UK’s Top 25 SME Culture leaders

If you would like to get in touch to see how HR Revolution can help your business, please do get in touch: +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.

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

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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: or visit  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

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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.

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: or visit  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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How to onboard new employees effectively

Getting the onboarding process right is one of the most important things a company can do, get it wrong and the results can be devastating on the bottom line. If employees don’t have a positive onboarding process it can lead to them leaving their job out of frustration, or feeling that they don’t have a worthwhile place within the company.

So what is Onboarding?

New employee onboarding is the process of getting new recruits adjusted to the social and performance aspects of their new jobs quickly and smoothly. It is the process through which a new hire will learn the attitudes, knowledge, skills and behaviours required to function effectively within a company.

Onboarding isn’t about giving your new employee a computer and showing them to their desk! A truly effective onboarding process needs to be much more than just a morning or a day. It needs to be a continuous process, one which serves to engage, train and develop, giving them the tools for future success.

So why is onboarding so important?

Your employees are your greatest asset as they determine whether or not your business will succeed and grow. Investing in your people is a guaranteed way to capitalize on your investment, so keeping employees informed, engaged, productive and loyal is well worth the effort.Remember developing a highly effective on-boarding process;

  • Engages your new employee from the very beginning, setting a precedent that you value your employees.
  • Gets everyone on the same page in terms of the company’s expectations.
  • Increases employee engagement.
  • Improves employee retention.
  • Integrates new recruits into your corporate culture.
  • Reduces costs by preventing future spending on re-hiring and re-training.
  • Increases work performance and productivity.

The onboarding process

An effective onboarding process;

  • Provides ongoing, clear, concise and consistent channels of communication.
  • Facilitates technical learning throughout the employees first three months.
  • Aligns new employees to key business strategies.
  • Sets milestones to gauge and measure new employee success.
  • Discusses their job description, setting company expectations right from the outset.
  • Presents information in easily-digestible amounts, as if it is not managed properly, the first week in a new job can be information overload.
  • Reinforces the brand and other positive aspects of the company culture.
  • Ensures you cover all the key elements such as health and safety and fire evacuation procedures.

Essentially having a company culture capable of attracting, developing and retaining talented employees!

Download our free guide to successful onboarding here.

Or if you would like any practical help or guidance on anything outlined above, please get in touch: +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.

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




4 small business HR mistakes to avoid…

Owning and managing a small business in this day and age can mean wearing many hats, from planning and strategy, marketing and sales to accounting and human resources.  Unfortunately, the pitfalls of having to juggle multiple roles can increase the likelihood of making mistakes.

It’s easy for small business owners to ignore the HR function when things are running smoothly. However, in doing so, it can lead to costly mistakes (think legal action and high employee turnover) and these can have serious consequences.

How can you stop dropping the ball when it comes to HR? Listed below are the four most common HR management pitfalls faced today (and how to avoid them!):

1. Rushed recruitment

When it comes to hiring employees for a small business, mistakes are sadly all too common. From poorly written job descriptions to hurried interview processes, these practices can result in attracting less than ideal candidates.  Have you ever stopped to think how much a “bad hire” could cost your company?

There is a solution however…  Create a consistent interview process, start by writing clear and accurate job descriptions that will attract good talent and make sure too include all relevant information on the role (remuneration, qualifications, bonus job duties, company info, etc.)   You want to make it enticing to the candidate, what sets your company apart from the rest? and why would they want to work for you?

A really critical factor that employers tend to overlook when hiring, is ensuring a candidate is a good fit to the company culture, this is just as important as having the right skills for the job especially within a small business.  Get more people involved in the interview process, the best hiring decisions are made as a team.

2. No Employee handbook

Not having any company policies in writing is just asking for trouble and it doesn’t really matter what size company you are either, you NEED some form of employee handbook.

Having an employee handbook is a start, but not enough, as the policies within it need to be reviewed, updated and communicated on a regular basis.  What’s more you should get every employee to sign an acknowledgment form stating that they have read and understood everything in the handbook.

3. Addressing performance related issues

While no termination of employment is really a positive one, complicated ones may lead to legal action.  It is much easier when you are properly prepared and that preparation starts by addressing and documenting performance-related issues. When performance problems arise, aim to nip them in the bud by addressing them during performance reviews. This then gives employees an opportunity to correct the issue.

But what happens when that feedback doesn’t solve the problem? Sometimes terminations are unavoidable, but doing them right can avoid any unwanted issues. The key is to thoroughly document employee performance problems. This may seem time-consuming, but in the long run it can serve as valuable evidence should a termination be necessary.

4. No investment in employee training

As an employer when you invest in your employees you are investing in your company. This investment is most clearly demonstrated by providing appropriate training opportunities for employees. These opportunities should begin with a thorough on-boarding process for new hires and continue with structured professional development and training plans for current employees.

By providing your new employees with the tools they need to hit the ground running and current employees with opportunities to grow, you can be rest assured that your employees, at whatever stage of their career, are performing at peak performance.

If you are struggling to get the most out of your HR function… book your obligation FREE audit with us today…