4 reasons why small businesses should invest in HR…

When starting up a business, spending money on HR initiatives and policies can easily slip to the bottom of the to-do list. The general focus is to drive immediate returns, and so it can take time to see a real return on investment of HR. As a result, HR is being thrown in the mix with ‘business admin’ and is reduced to a mere box-ticking exercise.

In place of an effective HR strategy, small business owners frequently try to encourage friendly and informal relationships, working under the implied promise of trust and  casual compliance with ‘this is the way that we do things around here’.

Many of the start-ups that began life this way, in a burst of enthusiasm, optimism and sheer hard graft, do not make it past their fifth birthday. Unfortunately, relying on their inherently goal-orientated and collaborative start-up culture to support people management requirements is not an effective plan for growth and longevity.

Small businesses need to strike the balance between managing ground-breaking innovation and challenging the status quo, with ensuring that they have streamlined processes in place that pave the way for long lasting growth. HR is not there to squash these cultural ideals, it’s there to form the foundations on which a successful business can grow and thrive.

So why should small businesses invest their time and money in HR from the beginning and ensure they get a return on their investment? Here are four reasons why small businesses should invest in HR.

1. HR adds value

Small businesses see little, if any, distinction between the strategic and transactional elements of HR. As a result, it is systematically undervalued and under resourced. And yet there is plenty of evidence to show that strategic HR delivers real dividends – especially among disruptive companies that are challenging the status quo. Netflix is a good example of fresh thinking about people management and how centralising and prioritising the employee experience can deliver exceptional results. This innovative culture has been a key factor in the company’s success.

2. Small businesses are leaving themselves vulnerable

With their relaxed attitude to people management, small businesses are leaving themselves exposed to claims that they may struggle to defend in an Employment Tribunal. By investing in HR and developing policies and best practice they will have a fundamental framework to fall back on.

Employee handbooks are essential in today’s workplace as they help set out core Company expectations in terms of general conduct and integral UK policies and employment legislation, take a look at HR Revolution’s employee handbook template designed to cover everything your business requires to remain compliant.

3. It will come back to haunt you if you don’t

The value of HR is often downplayed in the early stages of a business and this can come back bite them, just look at Uber. And they are not alone. There has been no shortage of news stories revealing issues within larger businesses that could have been avoided if even the most basic of HR procedure was in place. Unfortunately, these companies thought about it too late and it rebounded back on them ten fold because by this time they are no longer a small start-up.

4. Managing HR admin is a misuse of individuals’ skillsets

As a small business, you probably don’t have a dedicated HR person – this is typically because at this early stage, survival is the biggest business priority. As a result, the management of HR administration such as approving holidays, managing sickness, and approving expenses, is landing in the laps of busy senior employees by default.

According to recent research, CEOs of small businesses are spending, on average, eight hours a week on all HR-related tasks. That’s more than office or operations managers who spend seven hours a week and might more realistically be expected to spend time on administrative activity. To put that into perspective, the median average cost of CEO time spent on HR equates to £18,700 each year and is an absolute misuse of individuals’ skillsets.

This is where HR Revolution can help you save valuable time and money by automating your all consuming HR tasks…  with breatheHR, an online HR information system starting from as little as £9 per month.

It has been shown that dedicated HR software saves small businesses, on average, four hours a week on HR admin with the use of software that can assist you with your day-to-day tasks.  Take a look at breatheHR below and manage your people, not paper!!

Summary

It’s no longer acceptable for small businesses to allow HR due process to fall by the wayside, prioritising new business over their people management. In the current business economy, where 40% of businesses fail within the first five years, enthusiastic entrepreneurs need to change their tact. Whilst your investments may not bring about immediate returns, your return on investment will be clear when your trained, supported and rewarded employees grow with you.

Call +44 203 538 5311, email: info@hrrevolution.co.uk or visit http://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.

A version of this blog first appeared on breathehr.com

How to nail your 2018 HR planning…

Any business owner knows the importance of using the end of the year as a chance to return to their people policies, consider the achievements and challenges of the past 12 months, and do some careful planning for the future. Keeping on top of your HR can be tricky, but it’s also essential to running a successful business.

However, before getting stuck into finer details, it is wise to take a step back and think about the big issues that need your attention. Here, we’re going to provide you with the inspiration you need to make your planning as effective as possible.

Anticipate any key legislative changes

Not a year goes by without a new piece of legislation coming in that will have an impact on your business. Of course, these are often for the greater good, and will help you to build a stronger workforce. But if you’re not prepared, they can catch you off-guard and cause you significant problems.

Make sure this doesn’t happen by taking the time to anticipate any legislation that will be coming into force, and working out what you need to do to ensure that you’re compliant. In 2018, necessary considerations are likely to include gender pay reporting, taxation of termination payments, General Data Protection Regulation (GDPR) and restricting employment allowance for hiring illegal workers.

Consider external forces that are out of your control

Often, a lot of thought is given to planning for internal factors, such as sales that you might be running, employee holidays, and so on. You need to make sure though that you’re also thinking about external forces that may have a significant impact on your business.

Are there any big events coming up in your area, and what will they mean for your operations? Are there any other businesses that are likely to be setting up shop, and what are the implications? Could your top talent be tempted to look elsewhere? You can rarely stop these things from happening, but you can make sure that you’re as prepared as possible.

Ask yourself whether you’re really considering strategic goals

We’re past the days of HR being all about tea and sympathy. Savvy business owners know that HR needs a seat at the table and that it can play a significant role in meeting strategic goals. Despite this though, many business owners still aren’t using policies and practices to truly drive their business forward, to say that this is a wasted opportunity would be a huge understatement.

So how are you nurturing your teams so they can fulfill their potential? Are your performance management processes encouraging employees to excel? Is everyone up to date and on-board with the future direction of your business and do they understand the part that they will play? It’s easy to get caught up with all the everyday, operational concerns. And these are of course important. But if you want to move forward, you need to ensure that you’re taking the time to think strategically.

Finding enough hours in the day to plan your 2018 can be a challenge in itself, but it’s non-negotiable though if you’re serious about smashing your goals.

The good news is that you don’t have to do all of this on your own. HR Revolution have many years of experience and can help. Get in touch today for an initial chat about how we may be able to work together, call +44 203 538 5311 or ask us a question below…

 

How to identify stress in the workplace…

What is stress?… the definition provided by the Healthy and Safety Executive (HSE) is “the adverse reaction people have to excessive pressures or other types of demands placed on them”.

As most people are aware stress is not a new problem, but it is something that employers now need to treat very seriously.

For employers the impact of stress is a very real problem.  Not only does it effect an employee’s health, morale, productivity, performance and attendance it can affect business productivity, employee turnover and reputation.

There is also a marked difference between stress and pressure.  In most jobs there is an element of pressure, but this can make employees feel challenged and motivated which can have a positive effect on performance.  Stress however, can cause a detrimental effect to employee’s mental and physical health and well-being.

According the the HSE there are six main causes of stress in the workplace:

  1. Demands – Employees may be unable to cope with the demands of their job, feel overwhelmed with work pattern, workload or environment.
  2. Control – Employees may feel stressed if they feel they are not in control about how they carry out their work, this can lead to them under-performing and feelings of isolation.
  3. Support – Employees can feel stressed if they are not being supported in the workplace by managers or colleagues.
  4. Relationships – If relationships within the workplace are causing stress, this can lead to allegations of bullying, harassment and bad team dynamics, and can lead to employee grievances being raised.
  5. Role – Employees can experience stress if they don’t understand what is expected of them in their role and responsibilities.
  6. Change – Managing change can be very stressful for employees, causing them to worry about how change will effect them.

As an employer it is always good to be vigilant as it is not just the workplace that causes stress.  In many instances personal issues such as relationships, family bereavement, illness and money can have an impact on a employees health.

Spotting signs of stress is key.  You may notice a change in an employee’s behaviour, habit or routine, for example smoking or drinking more, taking more time off or making uncharacteristic mistakes.

If you feel that you have an employee that is suffering with any of the indicators above and don’t know how to handle it, please get int touch with us at HR Revolution +44 203 538 5311 or email: info@hrrevolution.co.uk, we can help you navigate any issues and make sure that your employee feels fully supported.

 

5 mistakes employers are making with Employee Handbooks..

A recent survey has stated that over 90% of companies have created an employee handbook to share with their employees; that is positive, but in reality are these handbooks HR compliant?  Just listing policies and sharing some mission statements, will not cut it!!!

So based on the statistics, you’ve probably made a token attempt at creating an employee handbook for your business – but are you missing the mark? Here, we uncover the mistakes that too many businesses are making, and explain how you can turn things around.

Taking a cookie-cutter approach

Of course there are certain things that all employee handbooks should include, but this certainly doesn’t mean that you should just download a free template from Google, fill in the blanks, and hope for the best. Your business is unique. Its culture and practices make it individual, and your handbook needs to reflect this. After all, first impressions count, so you need to make sure that you’re giving your employees a quality document that reflects what you’re really all about.

Don’t be scared to showcase your business’s personality and create something that demonstrates what it’s like to work for your company. Your new employees should feel inspired, motivated, and ready to face their new challenges.

Neglecting to seek out a professional opinion

You wouldn’t finalise your end-of-year accounts without speaking to an accountant, so why should your employment documentation be any different? HR Revolution can advise you on anything that you might have missed, unearth any points that could potentially get you into hot water, and give you the peace of mind that comes with knowing that everything’s in order.

Speaking in legal lingo

Your HR practices need to be created in accordance with relevant legislation. Staying on the right side of the law will save you a whole load of time and hassle. Before stuffing your handbook with jargon though, take a step back and think about how you can make the important information as easy as possible to digest. A better understanding of what’s expected will ultimately lead to higher rates of compliance.

Consider your audience, and keep things as straightforward as possible. At the end of the day, your handbook should be there to help people – not overwhelm them.

 

Letting the document gather dust

The world of business changes and adapts every single day. New legislation is rolled out, light is cast on exciting and innovative ways to get the most out of a workforce, and advances in technology present new challenges. What works right now isn’t necessarily going to be fit for purpose in the near future.

Before signing off your document as completed, set a date for review. Keeping on top of changes can be a manageable job only if you make sure that you don’t let the grass grow under your feet. Shockingly, 2.8% of employers don’t know when they last carried out any reviews or changes – don’t fall into this camp!

Forgetting to make sure that every employee has their copy

Creating a document to be proud of is only the first part of the story. It isn’t going to make any difference unless you ensure that all employees get their copy, and that they’re given time to digest the information. These days, this is easier than ever before. Many companies decide to distribute their handbooks via email or an intranet system.

And finally, be sure to lead by example. When’s the last time that you familiarised yourself with the content? Do you have a copy on your desk? Are you confident that you could answer questions about the points that are covered? If not, consider this your wake-up call!

Ready to seek out some advice that you know you can trust? Whether you’re starting from scratch with your handbook and you’re not sure where to begin, or you’ve done the work yourself and just want a second opinion, HR Revolution can help. Contact us for a no-obligation chat about working together.

HR Revolution’s employee handbooks will help you to set core business policies and expectations and help portray your business culture, values, branding and vision, setting the tone for your business and employees, whilst maintaining HR compliance and best practice for all.

If you would like to discuss any HR issues, please give HR Revolution a call we’d love to help, call us on +44 203 538 5311 or email: info@hrrevolution.co.uk

HR Revolution – www.hrrevolution.co.uk

The heat is on! Are your staff dressing appropriately for this extreme weather?

This week has seen temperatures well exceeding 30 degrees, which to be honest is fairly rare in good old blighty. Non the less, for many workers the heat has been unbearable, in particular in offices and on public transport.

The Workplace Regulations state that an employer must maintain a reasonable temperature but it does not specify a maximum temperature and that can lead to people being in offices that feel more like the heat you would experience on a beach in Dubai than at work, only without the cocktail bar and swimming pool!

So it is really important that at times like this, companies help their employee’s feel as comfortable as possible and part of that it ensuring staff know what they can and can’t wear in the office. In fact it is times like this that a company’s dress code policy should exist!

Before I continue though, I would perhaps use this week as an example of when you may wish to relax the dress code, such as allowing men to do away with the jacket and tie, you can still look smart without them.

I agree that it is perhaps easier for a woman to dress for work in the heat, a short sleeve dress can still look professional, but there are people out there that just don’t know where to draw the line, and you need to ensure that “beach vibe” doesn’t creep into the workplace; unless of course you are happy with hot pants and strings vests all over the place!

The corporate world still often requires very much a “business dress” code to be followed, but if it is not part of your company handbook as a policy, employees don’t really know where they stand.

So if you don’t want people turning up to work in crop tops, hot pants and flip flops then be sure to put it in writing. Here are some key points to remember when putting together your dress code policy:

  • Avoid unlawful discrimination in any dress code policy.
  • Employers may have health and safety reasons for having certain standards.
  • Dress codes must apply to both men and women equally, although they may have different requirements.
  • Reasonable adjustments must be made for disabled people when dress codes are in place.

Your dress code policy should always be reasonable and relate to the job, for example employees may be required to tie their hair back or wear a head cover for hygiene reasons if working in a kitchen.

As we have mentioned, the policy must be non-discriminatory and apply to both men and women, however, the requirements may be different i.e. you might state “business dress” for women but more specifically state “must wear a tie” for men, again it would be worth relaxing this on days where temperatures hit the high twenties (just be specific!).

It is always good to remember the reasoning behind your decisions in regards to the dress code policy you put in place, after all, if an employee does not comply with the standards contained within it, it may result in disciplinary action.

If you are still unsure whether you have the correct policy, then get in touch, we’re here to help, but in the meantime we hope you are keeping cool and helping your employees to do so too!

HR Revolution – www.hrrevolution.co.uk

Your new improved bespoke HR Outsourcing website has landed

At HR Revolution we have streamlined our website, so all our great HR solutions are in one place. So whether you’re looking to outsource your HR support or download a contract of employment, it’s all just one click away.

With more small businesses outsourcing their HR function, you need to know you are making the right choice.  As your outsourced HR Partner we work alongside you to tailor a bespoke HR solution, ensuring your employees are properly contracted, fully committed, highly engaged and your business thoroughly protected.

HR Revolution are real people, providing real solutions for businesses with real drive. Performance focused HR that builds your business with you.

Take a look and see how we can help you revolutionise the way in which you use HR…

Flexible HR solutions to suit any business… come and have a browse…

Contact HR Revolution for practical HR support and advice +203 538 5311 or email: customerservices@hrrevolution.co.uk

HR Revolution – www.hrrevolution.co.uk

 

How will the political parties manifestos effect employment and HR?

Today, Thursday 8th June is the General Election 2017, where the people of the UK will head to the polls and elect a new government.

So what is each political party pledging around employment, talent and pensions? and which of the major parties’ policies will affect HR?

All the main parties have focused on employment matters and worker rights as fertile ground for winning votes – perhaps more than ever before.

Here’s our detailed round-up of who’s pledging what:

The Conservative party will:

  • Introduce a national retraining scheme. Under it the costs of training will be met by the government, with companies able to use the apprenticeship levy to support wage costs during the training period
  • Continue the campaign for fairer corporate governance. The party has stated that there will be new rules for takeovers and executive pay, with proposals around annual shareholder votes on pay packages and a requirement to publish pay ratios
  • Reduce the ‘triple lock’ on pensions to a ‘double lock’, with the state pension to rise by the higher of average earnings or inflation
  • Not increase VAT, but scrap a 2015 election pledge not to raise income tax or National Insurance
  • Make universities that are charging maximum tuition fees sponsor academies or help found free schools
  • Retain all workers’ rights currently guaranteed by EU law
  • Put worker representation on listed company boards
  • Introduce a statutory right to a year’s unpaid leave to care for a relative, and statutory leave for parents whose child has died.

The Labour party will:

  • Ban zero-hours contracts and unpaid internships
  • Raise the minimum wage to £10 by 2020 and scrap the public sector pay cap
  • Abolish university tuition fees
  • Offer an immediate guarantee about the status of EU nationals in the UK
  • Stop all planned increases to the state pension age after 66
  • Give all workers equal rights from day one, whether they’re part time or full time, temporary or permanent
  • Repeal the Trade Union Act and roll out sectoral collective bargaining
  • Guarantee trade unions a right to access workplaces
  • Abolish employment tribunal fees
  • Double paid paternity leave to four weeks and increase paternity pay
  • Strengthen protections against unfair redundancy for women
  • Create a million “good jobs” and rebalance the regions through setting up a National Investment Bank (which will leverage enough private finance to invest £250 billion in infrastructure over 10 years), a network of regional development banks, and a national transformation fund
  • Add four new public holidays per year.

The Liberal Democrats will:

  • Initiate a second EU referendum, with an option to remain in the EU
  • Expand Shared Parental Leave with an additional ‘use it or lose it’ month to encourage fathers to take time off with young children
  • Unilaterally guarantee the rights of EU nationals in the UK
  • Strengthen worker participation in decision-making, including staff representation on remuneration committees and the right for employees of a listed company to be represented on the board
  • Introduce a ‘good employer’ kitemark covering areas such as paying a living wage, avoiding unpaid internships, and using name-blind recruitment
  • Introduce a right for those on zero-hours contracts to request a fixed contract. The party would also consult on rights to request more regular working patterns
  • Aim to double the number of businesses hiring apprentices.

The Green Party will:

  • Phase in a four-day working week with a maximum of 35 hours
  • Scrap age-related wage bands and raise the national minimum wage to living wage levels for all
  • Take steps towards the introduction of a universal basic income
  • Introduce a ban on exploitative zero-hours contracts
  • Reduce the gap between the highest and lowest paid
  • Ensure a minimum 40% of all members of public company and public sector boards are women
  • Abolish the cap on National Insurance contributions so the wealthiest pay more
  • Provide free early education and childcare for all children, with formal education starting at age seven
  • Initiate a referendum on the detail of whatever deal is negotiated for Britain’s departure from the EU, with the option to reject the deal and remain in the EU
  • Immediately guarantee the rights of EU citizens to remain in the UK and urgently seek reciprocal arrangements for UK citizens living in the EU.

UKIP will:

  • Declare 23 June Independence Day, and make it a bank holiday
  • Introduce a flexible state pension window, so people can opt to retire earlier for a lower state pension or work longer for a slightly higher pension, as is the case at the moment
  • Bring forward legislation requiring employers to advertise jobs to British citizens before they offer them overseas.

The SNP will:

  • Devolve to allow Scotland to have its own policies after Brexit
  • Guarantee a living wage to all adults aged 18 and over
  • Lobby for the scrapping of the Skills Immigration Charge – a charge for employers of £1,000 per non-EEA worker per year
  • Call for the full reinstatement of the Post-Study Work Visa scheme, which allows foreign students to stay in the UK after graduation
  • Increase free childcare to 30 hours a week by 2020
  • Ensure companies engaging in blacklisting or ‘exploitative’ zero-hours contracts are barred from publicly-procured contracts
  • Incentivise oil and gas businesses to invest in renewables to protect jobs in the energy sector.

HR Revolution – www.hrrevolution.co.uk

A version of this article first appeared in HR Magazine

What exactly is a Zero Hours Contract?

With the rise of the “gig” economy, many peoples’ working circumstances considerable strays from the traditional 9-5 job thinking. In March 2017 research recorded that there are nearly 1 million UK workers on zero hour contracts. This is a four fold increase in this type of contract from 2000 and there is still much controversy around it with the Sports Direct and Uber cases and also the Labour party wanting to make the contract illegal in their 2017 manifesto.

So what is a zero hours contract?

A zero hours contract is an employment contract between employer and worker. It effectively means that as an employer, you are not obliged to guarantee any working hours to an individual. Equally, your worker is not obliged to accept any work you offer them and they are free to work for other employers.

Zero hours contract – when would you use it?

You may engage workers on a zero hours contract basis if you want a flexible workforce that can temporarily cover any shortfalls in staffing that you have. Examples can include:

  • Unexpected or last minute events (e.g a restaurant needing extra staff to cater for wedding party that had their original venue cancel a the last minute).
  • Temporary staff cover (e.g an office loses an essential specialist work for a few weeks due to a bereavement).
  • On-call/bank workers (e.g. a client of a care-worker company requires extra care staff for a short period of time).

Zero hours contract employment status

In most cases zero hours contracts mean that an employer recruits a ‘worker.’ However the way the relationship with that worker develops may enhance the employment status to that of an ’employee’, who has additional employment rights. For example, employee status provides statutory notice rights. Developments that contribute to such a change could include subjecting the worker to disciplinary procedures or punishing them in some way if they don’t accept all the hours they are offered.

Zero hours status also has to stand up on paper (in the contract) as well as in practice. Where there is a dispute over this, an employment tribunal may decide for themselves what contractual relationship exists between employer and worker and any associated employment rights, including enhancements such as accruing the right to take maternity leave or pay and the right to ask to request flexible working.

Breaks between employment

Depending on what agreements are outlined, a zero hours contract might mean that the contract only exists when work is provided to the employee. If this is the case a break in employment is considered as when no work is provided for a full calendar week (from Sunday to Saturday).

If employment is continuous then the worker has rights that accumulate over time. Equally, workers are also entitled to the minimum living wage, paid holiday, rest breaks and protection against discrimination, overwork and unlawful wage deductions.

When an employment is broken, the employer has responsibilities too, including the need to pay the worker for any accrued and untaken holiday pay. In event of the employment being broken, the worker is not required to notify the employer or provide a period of notice.

If you need any further help or clarification on the above, get in touch with HR Revolution +44 203 538 5311 or email: info@hrrevolution.co.uk, we look forward to hearing from you.

HR Revolution – www.hrrevolution.co.uk

 

When do a few drinks after work turn into a potential HR nightmare?

In a culture where regular heavy drinking and partying hard has become the norm, many of us are no strangers to tipple after work, a glass of wine or two with colleagues to put the working week and the world to rights or an informal brainstorming session over a few beers to bond away from the constraints and routine of being tied to a desk.

But as a business owner, you no doubt fully recognise that alcohol can turn into a serious problem in your workplace if it’s not carefully managed.

What would you do if an employee turned up for their shift looking worse for wear and constantly late?  What if rowdy behaviour in the pub brought your business into disrepute? and what exactly is the difference between your employee enjoying a couple of drinks, and your business being faced with a more serious problem?

What you really need to understand is…

You have legal obligations under The Health and Safety at work Act 1974, The Transport and Works Act 1992 and The Misuse of Drugs Act 1971.

You must have policies that ensure that issues are handled fairly and consistently and your managers should have sufficient training and capability to deal with workers who need help.

It would be well to note here that taking a hardline approach rarely serves anyone well. You probably don’t need us to tell you that dragging an employee with a serious problem into your office and giving them a telling off isn’t going to fix anything.

As a responsible employer, you’ve got a duty of care to make sure that you support your employees through difficult times… Which is a solid reason why many employers now view alcohol and drug problems as illnesses that need to be treated through rehabilitation practices.

Of course, drugs can be a different kettle of fish entirely, as they’re less socially acceptable, and can have a much more damaging impact on a person’s life than enjoying a few drinks with workmates now and again.

Remember too that if you have a team of managers, their role is important in all of this. Can they spot potential problems? Do they have the confidence and ability to tackle them? Do they know where to turn to for expert help if things start to escalate?

If you’re just reading this blog out of interest, and you don’t have an issue like this in your workplace at the moment, then that’s great.  However, you must recognise that you do need to be prepared, firefighting issues like this is always going to be difficult for everyone involved.

This is complex stuff, and you don’t have to manage it on your own.

Get in touch with HR Revolution +44 203 538 5311 or email: info@hrrevolution.co.uk to arrange a no-obligation and confidential discussion around how we might be able to help you deal with alcohol and drug problems at work.

HR Revolution – www.hrrevolution.co.uk

Top 10 causes of stress at work

In this day and age we often hear a lot about workplace stress and sadly it’s symptomatic of society’s drive for constant growth and increased wealth, the outcome of which is ever increasing pressure on companies and employees alike.

Listed below are the 10 most common causes of stress in the workplace:

  1. Being given too much work
  2. Unrealistic deadlines
  3. Not being paid enough for the hours worked/duties performed
  4. Work-life balance
  5. Fear of missing targets
  6. Expected to work more hours than contracted too
  7. Poor working relationships
  8. Bullying or harassment
  9. Fear of redundancy
  10. Lack of control over work activities

So how can you deal with it? Well, start by showing signs that you really care.

Speak to your employees: try to get them talking in a relaxed setting outside the office and show real concern for their welfare.

Make small changes to help them out – it will foster a sense of trust that you may be willing to listen when there is a larger problem. While still challenging them, be careful to keep goals realistic.

Encourage an atmosphere where employees can tell their peers about things that aren’t working or make suggestions for improvements (keep it anonymous if necessary). Make sure the good ideas get acted upon or problems dealt with – very publicly – so that everyone knows you respect the process. This will build confidence that you take their views seriously, and if something can’t be solved, make sure you explain why.

Remember that employees can be stretched more when they feel listened to and respected as people.  They will work harder for you, and it will benefit you, your employees and the company.

 

If you have any issues with stress in the workplace, give HR Revolution a call +203 531 5388 or email: info@hrrevolution.co.uk, we are here to help.

HR Revolution – www.hrrevolution.co.uk