Feeling the January blues? They are real you know!

What was once just a phrase following all the happy frivolity of Christmas and New year is now an actual recognised health complaint!  And I’m not joking!  Well I don’t know about that but feeling tired, bloated and skint can certainly be a little depressing.

The mornings are dark and if not cold, the very least dreary and it can be very hard to get yourself motivated to even get out of bed, let alone embark on the ever more difficult journey to work! Also, to cheer you up even more, as temperatures plummet across Europe, they have now said that snow is almost certainly on it’s way this week, so that won’t impact the commute to work… much!!  Sorry about that…

Ok, so I realise I am not making you feel any better at this point, so let me help you snap out of this maudlin mood and get Monday motivated!

Here are a couple of tips that I am going to put in place and hope you do to…

First give yourself meaning.  Do you know why what you do is so significant? Are you aware really, of how you are impacting on the company, clients and even your colleagues.  No? Then find out. Who wants to be working with a “what’s the point” attitude – Not me! Look at your goals, targets and see the bigger picture; feeling like you have a purpose is a huge motivator, after all don’t we all want to make a difference.

Next…. Stimulate your brain…

If you have a number of tasks to work through, I am pretty sure you will find some much more enjoyable than others. So instead of doing a whole day of the fun stuff knowing that you will dread the bore of tomorrow, why not break all the tasks up into more palatable chunks; perhaps morning and afternoon sessions could work for you? After all they do say variety is the spice of life!

Now you need clear thinking. Sometimes even the most comprehensive to-do list can be overwhelming and you feel like you’re on a never ending hamster wheel achieving very little and getting nowhere fast. In reality you are probably getting through more than you think. There is always “stuff” that comes up that you deal with, distracting you from your tasks, and this is what makes you feel that you aren’t getting through your core jobs. These distractions are probably very important but they just get forgotten about, so why not make a “done” list so you can see what you are really getting through and you will be surprised just how satisfying it is…. Go on, I can already see that little smirk of over achievement!

And finally…. It’s time to set yourself up to manage your own work. You’ve got your brain pumped and ready, you know what needs to be done now let’s take responsibility for the task in hand.
Autonomy in a role is a wonderful thing, that’s not to say you are not part of a team, but it really allows you to take ownership of your work.  Set out your ideas and get the training you might need to allow you to truly pick up your projects and run with them and in turn get the results you want. Achieving your goals, what better motivator is there than that.

If all the above fails to get you motivated… there’s only 14 weeks until the next Bank Holiday!!

For more advice on how to give your team a little boost, then get in touch with HR Revolution +203 538 5311 we’d love to hear from you!

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National Work-Life Week

I’m sure you’ll all agree that we could all do with a better work-life balance and I was interested to find out that at the beginning of Oct it was National Work-Life Week, an initiative set up as an opportunity for both employers and employees to focus on well-being at work and work-life balance.

I think it is fair to say that the UK workforce does tend to glorify working long hours, the very thing that has been linked with stress and anxiety in the workplace, therefore not something an employer should encourage, given the problems managing sickness and absence.

So here are a few tips that employers could implement to help redress the balance.

More hours do not equal a better quality of work

There will obviously be exceptions to the rule, but, generally speaking, if an employee has to work late are they really working at their best during their normal working hours? It is usually because they aren’t that they feel the need to overcompensate. If you encourage them to leave on time you inspire them to be more disciplined at work and motivate them to be more productive throughout the day so that they can leave at the same time as every one else.

No success is worth it if it starts causing ill health

There won’t be an employer around that thinks it’s ok to work people into the ground. Let your employees know that you expect a lot from them because you want to challenge them and allow them to contribute to the success of the business in every way that they can. However, emphasise the need for them to be living a healthy lifestyle whilst they are also striving to achieve their dreams.

Work is never worth neglecting family and friends for

A great job may seem like the highest of priorities at a particular moment in time. However, it won’t be the boss standing beside them when things aren’t going quite as they’d like, it will be their family and friends. So they need to make sure that they allow themselves some downtime to spend with their loved ones. We are not robots, its good to be reminded of it from time to time.

So hopefully at 5.30pm today, you will be shutting down your computer and getting ready to go home, surely there are always better places to be.

Dealing with negativity in the workplace, take our advice.

In the workplace, negativity can spread like wildfire. So how exactly should you approach the situation if you have one employee who’s bringing down the rest of your workforce? Here, we share practical hints and considerations.


Sometimes, people simply need a sounding board for their frustrations and concerns. Burying your head in the sand and hoping that things will fix themselves is very rarely a sensible strategy. Instead of just paying lip service to the concept of having an open door policy, make sure that you live by it.

Get to know your employees. Work out what makes them tick. Find the real issues that are at play. This is what makes the difference between a manager and a leader.

Challenge negative thinking

There are always external influences that you and your business can have no control over. No one’s expecting you to solve the worlds problems.  However, if comments are being made about internal issues, you need to tackle them.

If they’re true, take the time to explain the reason why things are the way they are, and how employees can play a part in improving the situation. If false statements are being shared, speak up immediately and put the record straight. Sometimes, a little strong leadership is what’s needed to get things back on the right track.

Recognise the difference between a bit of negativity and serious mental health problems

Most of us are guilty of letting negative feelings take over now and again. Some might say that it’s all part and parcel of living in the modern world. As a leader though, you have a responsibility to know the difference between this, and mental health issues amongst your employees.

If you suspect that there are more serious problems at play, you have a responsibility to ensure that your staff are supported and given the professional assistance that they might need. In this situation, your first port of call should be to speak with an expert. Remember that discretion is key, and you absolutely must honour the confidentiality of your employees.

The feeling and mood in many workplaces goes through peaks and troughs. It’s your job to make sure that your employees are motivated and productive.

If you’re experiencing problems, it may be worthwhile to have a chat with us about your challenges. Get in touch today www.hrrevolution.co.uk | info@hrrevolution.co.uk | 0203 538 5311

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Guide to managing your SME talent…

In a small to medium sized business, the management of your talent can make or break your business and its growth. Managing an SME comes with its challenges, but your people don’t need to be one of them. We at HR Revolution have developed, through our experience and expertise as a team, a few helpful tips that may just come in handy.

  1. Sourcing your talent: No one wants to have the added expenditure of instructing an agency to do your recruitment, but sometimes, just sometimes, you do get what you pay for and after all your people are your business engine. Agencies have the expertise, skill, resources and most importantly, time that you as a business owner don’t necessarily have.
  2. The talent: You want team members that share your vision for the company and who want to take ownership of their role and the part they will play in the success of the company. Yes, this does need to be coupled with the skills and experience required to do the role, but in a SME it’s about more than that. Yes you want a reliable member of the team who turns up on time and can do the job, but every team member needs to have the mind-set of we are one, we are a team in every sense of the word.
  3. The Law! Scary!? There are some basic legal requirements that you need to be sure to comply with, but they don’t need to be scary. They range from putting in recruitment policies which include checking new employees have the right to work in the UK, to giving them a written statement of terms and conditions, in other words an employment contract, within 3 months of joining.
  4. Keeping your talent: There are several tips we can offer for keeping your talent and they don’t all involve remuneration:-
  • Communicate – effective communication doesn’t cost anything but time, and in the long run it can actually help you save time. 10 – 15 minute catch ups with your team on a regular basis can avoid issues festering and can avoid mistakes being made.
  • Open ideas forum – welcome suggestions from your all your team members, after all they are on the front line.
  • Motivation – this can come from inspiration.  It is your role to inspire your team to greater things, get them to buy into the company mission and let them see the part they play in it and keep them informed of any new developments within the business.
  1. Managing your talent: Deal with performance issues promptly. No matter how good your management skills are, you will most likely still encounter issues with poor employee performance. The key here is speaking to the individual as soon as the issue becomes apparent.  The longer you leave it, the harder it will be to resolve, and you will start to become frustrated yourself which can make things worse.  Additionally, find out the cause of the problem rather than just focusing on the symptoms – is it due to personal problems?, lack of knowledge or training?, or not feeling recognised?  A good employee does not start under-performing or making mistakes for no reason, so find out why and agree a joint action plan to address it.
  1. I need help! Knowing when to seek help is key after all we aren’t all experts in every field. Being an effective manager requires skills that not everyone has naturally. Some tasks require different or more unique knowledge and skills, such as managing internal restructures, changing employment contracts or undertaking criminal record checks.

These are just a snapshot of things to consider when running an SME and HR Revolution can help you tick them off your to do list.

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