How to improve your HR practices by the end of the year…

Ok business owners it’s now the final quarter of 2018! if you still have some goals that you haven’t quite achieved, now’s the time to do it and make that final push.  It’s also time to look back and see over the year and work out your wins, losses and what needs to be done differently in 2019!!

When you are reflecting on the year make sure that you don’t forget to factor in your people practices and how they have performed over the last 12 months.  Of course we know that most HR challenges can’t just be achieved overnight, however, that doesn’t mean you can’t act now to make positive and noticeable changes.

We outline/suggest a few ways in which you can take control and start making changes before 31 December.

Make a plan for 2019

You may be looking at what is needed to be done around the Christmas period, maybe recruiting temporary employees or tying up any loose ends an that is great.  But what about the bigger picture, will you be facing any challenges it the coming months?, are there any opportunities you can look at to help you meet your wider strategic goals?

Planning or having a plan will help to put your mind at ease that you have thought about things and hopefully not be faced with any nasty surprises.

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How compliant are your legislative changes?

I’m sure you would like to say that you are fully compliant, but when it comes down to it are you absolutely positive that you’re doing everything you should be?

We understand that the day-to-day complexities of running a business can sometimes get in the way, but if you haven’t done everything that’s required of you, you could be leaving yourself very vulnerable to problems in the future.

Do you need an HR audit?

Keeping on top of everything people orientated as your business grows can be a daunting process, but it need not be and as an early Christmas present why don’t you benefit from an having an experienced HR professional come in and assess what is working and what needs to be improved.

By having an end-of-year HR audit HR Revolution can help, let us carry out a HR healthcheck on your company and assess what’s working and what needs to be improved, this could be just what you need to make sure that you end the year on a high note and put practical steps in place to raise your game.

If you like to book an HR audit or need any HR advice please do get in touch:+44 203 538 5311 or email: talent@hrrevolution.co.uk or visit 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.

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Our new website has launched…

We are excited to announce our new and improved website has been launched…

We’ve listened to our clients and customers and made some key changes.

We our proud that we take an innovative approach to HR, cutting through the industry jargon to help make a real difference to any business, by providing excellent HR consultancy and HR support.

We know HR can be a scary prospect for businesses both big and small and there is a lot to take in.  However we ask questions that other HR consultancies don’t, because we want to make a positive impact on your business and understand your people, by providing excellent HR and Talent services in the form of employee documentation, support, management and advice regarding employment queries and processes.

Come and take a look:

Website Launch 1 - hr revolution - outsourced hrIf there are any of our services that you would like to discuss in more detail or
might be interested in then please give us a call on: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit 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.

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FRIDAY HR FAQs – How can you as an employer promote gender equality in your business?

Gender equality is a very hot topic at the moment and will be for many months if not years to come especially with big national companies such as the BBC failing to fulfill their responsibilities to promote it.  Also with many employees now increasingly looking for it in their own workplace, how can you make sure you are meeting their expectations?

1. Have fair recruitment policies

When recruiting for a role, it is important to make sure that your job adverts don’t include anything that might alienate potential applicants. This could mean including gendered language such as ‘salesman’ or ‘Barmaid’. Instead make sure that your Job Description is objective and focuses on the specific qualifications and skills required for the person to fill the role.

Similarly at interview stage it is important for hiring managers to be trained in equal opportunities, diversity, interview skills and avoiding unconscious bias. Ensure they understand your selection criteria and they don’t ask questions which may come across as biased.

2. Introduce Remote and Flexible working

In today’s digital world, remote working is becoming more acceptable and parents can enjoy the benefits of working whilst also being able to support with childcare. This way of working is a great way of showing your employees that you understand it is difficult to balance a career and children at the same time e.g. allowing flexible working hours for those who need to leave earlier for the school run etc.

Diverse friends holding checkmark icons
Diverse friends holding checkmark icons

3. Assist with child support and incentivise Paternity Leave

As a business owner you could consider helping to pay for child support and elderly care or ensure you have a set of family friendly policies in place for employees when your employees need extra support. Or you could look into incentivising paternity leave for dads, if fathers have additional paternity leave, this allows them to have some valued bonding time with their newborns, whilst allowing mothers to take less time off work.

4. Be transparent about pay

It is also a good idea to explain how your business determines salaries and pay increases from the outset and ensure that promotions and rewards are fair. As a business owner, you must make sure that these are not in favour of male employees or those that are able to work over and above the standard business hours, so that everyone has a fair chance of receiving a promotion, reward, or salary increase.

By promoting an equal and positive work environment that rewards those who do their role well; your employees will see that working within your company supports their lifestyle and you will ultimately gain their loyalty.

If you need any HR advice or guidance, please get in touch: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit 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.

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Why SMEs need to invest in HR now…

An interview with Silicon Valley investor Marc Andreessen in Business Insider this week has revealed what all HR consultancies know too well; setting up your HR function should be a priority and failing to do so can lead to almost certain catastrophe for your business.

This advice is particularly pertinent for startups, who are known for their focus on revenue generation and encouraging their teams to work long hours to reach their financial goals.

Andreessen has made many large investments into businesses within the technology industry – one of the most popular sectors for startups – so we know his advice will be based on high-profile experience with the likes of Facebook, Twitter and Pinterest.

He specifically advises that companies should look to hire a HR leader when it has somewhere between 50 and 150 employees. Sound advice we can definitely vouch for and which should be taken on board by any company hoping to see not only their revenue grow but their team develop and remain motivated.

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“Most new startups don’t have a designated HR manager, and most CEOs lack the proper HR training. Instead, they rely on the company’s grandiose vision or founder’s social skills to compensate for the lack of basic procedures.

“That typically works well enough the first few months, and then the dust begins to settle, and operational holes become evident.”

The advice from Andreessen on the importance of setting-up your HR function is clear – do it before it’s too late. Focus on creating a robust onboarding process, be transparent with your team about the hard work they will be expected to put in and don’t overlook their development.

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Outsourcing your HR function means you can pick and choose the elements you need, such as support with recruitment, legal documents and ongoing support for your team.

Ultimately a business that prioritises its revenue over its people will end up with neither, so biting the bullet and investing in HR will safeguard not only your employees but your overall business functionality.

HR Revolution provide a fully outsourced solution for businesses of all sizes and sectors. We have hands on experience working with pioneering London-based startups to support their business leaders and ensure they are meeting all of the legal requirements for their team.

Give us a call: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit 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.

HR Blogger

 

How to plan for the Summer holidays

The school summer holiday’s are nearly upon us, when all across the country, teachers are breathing a sigh of relief and getting ready to wind down.  However the opposite is true for working parents who will be worrying how they’ll balance childcare responsibilities for the next 6 weeks.

The bottom line here is clear. When the kids are off school, either due to organised breaks throughout the academic year, or because of other factors, it can have a big impact on business. As an employer, it definitely pays to take a proactive approach. Here, we share our advice and guidance for managing the associated challenges effectively.

Have a more flexible approach

Giving your employees more flexibility can help to ensure that an appropriate balance is struck. Consider whether you could offer your team members the opportunity to work from home, or slightly alter their hours during the summer holidays.

When most people think of flexible working, they think of arrangements like the above, and it’s true that these can really help. Don’t be scared to get a little more creative though and think outside of the box. Many businesses have successfully offered term-time only contracts for employees who are balancing their careers with caring responsibilities.

Be prepared for an influx of holiday requests

At this time of year, many of us are tempted by the prospect of booking a last-minute getaway. We all like a bit of sun and sand, but when your employees are planning a mass exodus, the situation can turn into a major headache. Remember that giving priority to employees with children could be discriminatory.HR passion - outsourced hr - hr revolutionIf you feel like you’re struggling to manage holiday requests, it might be time to implement a more robust system, take a look at breatheHR which can help you organise stress free employee holiday management. It can ensure that your processes are fair and equal, and that you’re fully prepared for the challenges that the summer period can bring.

Take the time to plan

Many workplaces experience a bit of a lull during the summer months. Employees are away on holiday, they’re thinking about spending time with the kids, and you might find yourself slipping into the trap of letting the time just pass you by. Instead of going down this route, take the opportunity to get your leadership team together and focus on where you’re going.

What are your priorities for the second half of the year? What challenges do you need to overcome? Are there any opportunities that exist that you aren’t tapping into? A little planning can go a long way.

If the summer season is beginning to cause HR headaches in your business, get in touch with HR Revolution and let us help you get things back on the right track and stop any minor issues escalating into something more serious.

Why not get in touch: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit 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.

HR Blogger

 

 

Putting a few HR myths to bed…

At HR Revolution, we’ve heard our fair share of HR myths and misinformation, so we thought we would list below the most common ones and why they are just that…

Employees don’t have a contract unless there is something in writing

A contract of employment is an agreement between an employer and employee whether it is verbal or in writing. Once work has commenced the employment relationship has been forged. A full contract of employment does not need to be given writing to make the agreement legally binding, however it is worth bearing in mind that it is a legal requirement for an employer to provide at least a statement of written particulars to an employee within one month of starting.

You can’t make a pregnant employee redundant

Yes you can. However it must be a fair procedure, you have to be very careful that there is no risk of discrimination in the selection process. Also be mindful that once a pregnant employee goes on maternity leave, they have extra legal protection by having first option on any available positions that they are qualified to do if placed at risk of redundancy. Make sure you take HR advice!!!

 No one can take you to tribunal without two years’ service

It is a common misconception among employers that dismissing an employee who does not have two years of service will mean that they are “safe” from an employment tribunal claim.  But an employee can and for a range of reasons such as discrimination related to any of the nine protected characteristics, like underpayment of wages of the National Living Wage or National Minimum Wage, breach of working-time regulations in terms of holiday pay or a breach of contract.

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I can decide if I want someone to be self-employed

No, there are strict rules for deciding the status of people in a business. It is unhelpful that HMRC and employment law rules are different in deciding if someone is an employee, a worker or self-employed as the recent cases of Uber and Pimlico Plumbers can attest!

You don’t have to give part-time employees the same benefits as full-time employees

Part-time employees must suffer no disadvantage, so must have the same benefits as full-time employees. Many benefits can be pro-rated for part-time employees, such as holiday allowance.

Casual and zero-hour employees do not get holiday

All employees and workers accrue statutory holiday from day one. This is 5.6 weeks prorated to hours worked.

I am not able to contact sick employees

Not at all, as an employer you have a ‘duty of care’ to keep in touch with a sick employee when they are signed-off to see how they are. However, this doesn’t entail daily calls and emails as this could lead to a harassment case. Also, regular contact should not just focus on their return to work, but their well-being and if any realistic adjustments could be implemented to help their return.

So there you have it a few HR myths debunked…

If you need and HR advice or guidance give HR Revolution a call and see how we could help: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit 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.

HR Blogger

 

5 things employers should do to support employee wellbeing

Wellbeing is climbing up the corporate agenda and more businesses are implementing measures that encourage employees to bring their best selves to work.

There are plenty of benefits that companies can use to prioritize health, however, when it comes to mental health, it’s a different story.

According to research from CV-Library over three quarters (77.8%) of UK workers agree that not enough is being done to support mental health at work. In fact, almost half (46.1%) have considered resigning from a job due to lack of support. The survey of 1,100 UK workers, also found that 42.9% said that aspects of their job can cause them to feel anxious or depressed. Worse still, they have no one to turn to. 60.2% of Brits confessed that they would be too embarrassed to disclose information about the state of their mental health to their employer.

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Yet, with 15% of people at work having symptoms of a mental health condition, the stigma around opening a dialogue about mental health is making the matter worse.

A Government review in association with Mind, found that around 300,000 people with a long-term mental health problem lose their jobs each year.

From this survey it’s sad to learn that workers aren’t feeling supported by their employers when it comes to their mental health and it’s clear more needs to be done to tackle this. Also with almost half respondents confessing that they’ve thought about quitting a job due to lack of support, employers need to know how to address these issues.

So how can employers help? 83.6% of professionals believe that employers should offer mental health days for employees, with 78% agreeing that they’d be more likely to work for a company that did.

The majority 88.4% also said that they believe that employers should be given training to help them understand mental health and how to help employees who may be suffering.

Honesty and communication jointly contribute towards a great company culture and the wellbeing of employees needs to play a part in this. Employers need to create an environment where employees feel they can approach their boss if they’re struggling or take some time out when they need to recharge their batteries.

The respondents also listed the top 5 things their bosses can do for them to prevent poor mental health below:

  1. Promote a healthy work-life balance
  2. Create an environment where mental health is not stigmatised
  3. Refer employees to a counselling service
  4. Talk more openly about mental health
  5. Have an internal counselling service for employees

Food for thought indeed.

Do you have any issues surrounding employee wellbeing? why not give HR Revolution a call and see how we could help: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit 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.

HR Blogger

A version of this article first appeared on HR Grapevine

It’s hot, tips for keeping cool in the office…

It might not happen often, but this week the UK will swelter in soaring temperatures and while those of you lucky enough to be on holiday during this week will enjoy the fantastic weather in your gardens what about us poor workers when the mercury rises?

Rules around temperatures in the indoor workplace are covered by the Workplace (Health, Safety and Welfare) Regulations 1992.  The regulations place a legal obligation on employers to provide a “reasonable” temperature in the workplace.

However, while there is a minimum working temperature, there is no statutory upper limit.

Employers should consult with employees or their representatives to establish sensible means to cope with high temperatures.

The HSE offers guidance on workplace temperatures including details on carrying out an optional thermal comfort risk assessment if employees are unhappy with the temperature – Health and Safety Executive (HSE) – Temperature.

However here are a few helpful tips about working in the heat:

Getting to work…

Generally hot weather shouldn’t affect journeys to work, but occasionally in the UK there might be an impact on public transport if temperatures go over a certain level. Train companies may limit the speed of trains in case the tracks buckle which may result in the late arrival of your train. You should check with your local train company to see if speed restrictions are in place or cancellations are expected and plan accordingly.

Keeping cool at work…

While employers are not legally obliged to provide air conditioning in workplaces they are expected to provide reasonable temperatures. If you have air conditioning switch it on, if you have blinds or curtains use them to block out sunlight and if you’re working outside wear appropriate clothing and use sun screen to protect from sunburn.

It is also important to drink plenty of water and employers must provide you with suitable drinking water in the workplace. It is important to drink water regularly throughout the day and not to wait until you are thirsty as this is an indication that you are already dehydrated.

Here at HR Revolution we will be out at lunch time buying our employees a tasty ice cream treat!!! #keepingHRRevolutioncool.

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Increase rest breaks where necessary…

The hot weather can make workers feel tired and less energetic especially for those who are young, older, pregnant or those on medication. Employers may wish to give these workers, more frequent rest breaks and ensure ventilation is adequate by providing fans, or portable air cooling units.

Dress code…

Employers often have a dress code in the workplace for many reasons such as health and safety, or workers may be asked to wear a uniform to communicate a corporate image. A dress code can often be used to ensure workers are dressed appropriately.

While employers are under no obligation to relax their dress code or uniform requirements during hot weather, some may allow employees to wear more casual clothes, or allow “dress down” days. This does not necessarily mean that shorts and flip flops are appropriate, rather employers may relax the rules in regards to wearing ties or suits.

If you need any further guidance give HR Revolution a call and see how we could help: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit 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.

HR Blogger

Don’t think you need HR – think again…

Growing a business from the ground up can be one of the most challenging but rewarding experiences in the world. From recruiting your very first employee, to really stepping things up a level and recruiting entire teams and departments, HR Revolution have helped business owners navigate it all.

When your business is in its infancy you can feel like getting HR help is not entirely necessary. You might see it as an added expense that you just don’t need, or a ‘nice-to-have’ that you’ll engage at some point in the future. In reality though, if you have got big ambitions for your business, whether that be in terms of income or impact – then working with an outsourced HR consultant in the beginning could be one of the wisest moves you ever make.

Prevention is always better than cure

It’s can be easy to take your eye off the ball with your HR practices, and let issues bubble away beneath the surface. For example, you might currently have no problems when it comes to absence management with the only four employees you currently have, so see no imminent reason to implement a policy.

What happens when your team grows and you start to hit bumps in the road? Having a clearly communicated absence policy and other policies and procedures from the outset is likely to save you from a whole load of HR headaches, and ensure that you’re growth-proofing your business.

However, if you think your business is too small to worry about HR, I urge you to think again and here are some important reasons why you should definitely be considering it…

 

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Business owners aren’t exempt from complying with legislation

There are certain legal requirements that don’t apply to smaller businesses, for example gender pay gap reporting, which has been hitting the headlines recently, only applies to businesses with 250 or more employees.

But don’t be fooled there are many, many pieces of employment legislation that you must comply with whether you have 1 or 1,000 employees. If you’re not compliant, you’re running the risk having legal action taken against you, regardless of how small you might be, or how recently you started hiring.

 

Great HR practices could save – and make – you money

You’re no doubt aware that HR problems can cost you money, and could also cost you your reputation as a business owner and employer. A little investment could go a long way towards saving you money in the future.

Also HR can help you generate more cash and more profits.  Whilst plenty of business owners turn to marketing to tick this box, it’s essential that HR plays a role in generating revenue too. The HR function can help to ensure that your employees are performing, your leaders inspiring, and that everyone is working effectively towards a common goal – to grow the business.

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Getting some professional outsourced HR help might be more affordable than you think.  Many consultancies offer a range of packages for small business owners who recognise the importance of HR, but aren’t in the position just yet to embark on long term and costly commitments.

Why not give HR Revolution a call and see how we could help: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit 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.

HR Blogger

 

Don’t let Summer impact productivity…

Well the holiday season is well and truly underway and workers across the country are looking forward to a bit of well-deserved time away from their desks, or maybe they have just returned from holiday and their heads are still on a sandy beach somewhere sipping margaritas!

However, whilst many people will be worrying about how much they can squeeze into their luggage allowance and whether last year’s swimwear still fits, many business owners will have more pressing concerns;  how to ensure that the summer season doesn’t have a negative impact on productivity?

As always, we’re here to help with some practical suggestions. Read on to find out more about what you can do to ensure that you’re doing all you can to avoid any problems.

Organise the holiday rota in advance

If you find yourself in a situation whereby 50% of your employees are off at the same time, it’s quite likely that you’re going to run into difficulties and those employees who are in the office will be struggling to cover their teammates’ absences and keep up with demand.  We have just the software to help with this, breathhr, simplify and automate your people management, to find out more click here.

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Obviously, it might be a bit late to get this sorted out for this year, but it’s definitely worth taking the time to think about how you’ll approach the working calendar next summer. As well, it won’t be long before you’ll have to start thinking about how you’ll manage your employees over the Christmas period, so you can probably take away some very important lessons.

Bring the summer feeling to your office

When the weather’s warmer and there are – let’s face it – many other things that your employees would rather be doing than sitting in the office, it could be worthwhile to think about how you can raise spirits and inject a bit of oomph back into proceedings. If some members of staff are away on holiday, you can ensure that those who are left behind aren’t feeling deflated and demotivated.

Your approach here needn’t cost you a fortune, and there are many options for you to choose from. Could you get in touch with a local ice cream seller and have them come round your workplace with some cool treats, paid for by you? Could you contact a nearby personal trainer and ask them to lead an outdoor workout for your employees? Small gestures can make a big difference difference.

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Give your HR processes an overhaul

It’s natural that there will be certain times of the year when you notice a change in productivity. Sometimes, slight fluctuations are unavoidable, and you need to simply do all you can to minimise the impact. If reduced productivity has become a longstanding problem though, it’s time to address the reasons why, and do something about it.

Your people processes and procedures will often provide you with clues, and they can also be the remedy. Is your business suffering as a result of poor management practices? Are you using outdated systems? Are your employees dissatisfied with certain aspects of their roles, or the way in which the business is being operated?

An overall HR health-check/Audit could be exactly what you need to start making some positive changes. We’d be delighted to have an initial chat with you about how we could help, give HR Revolution a call: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit 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.

HR Blogger