Three signs that your business isn’t ready for the festive rush…

The decorations, tinsel and chocolate tubs are filling up the shops.  There is no way to avoid it, Christmas is most definitely on its way.. and it offers some wonderful opportunities for businesses, but if you are not prepared, you could find yourself hugely disappointed come January when you’re taking a look at your figures and assessing how your operations shaped up.

So how do you know if you are ready?  Below, we’ll take a look at three important indicators that you’ve still got some serious work to do.

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You haven’t started recruiting your Christmas staff

Maybe you’re planning on getting started with your festive recruiting as soon as possible.  You already know that it’s a really important task, but you just can’t seem to find any spare time to give it the attention that you know it deserves.  Before we get into anything, it’s vital that you don’t panic, that isn’t going to help you and it’s not going to help your business.

You don’t have a back-up plan

Even the most inexperienced business owners realise that Christmas presents its own unique challenges and opportunities, so they get to work creating a plan that will help with them to get the best results possible.  The problem is that this is often where the preparation ends, you need to ask yourself whether you’ve got a Plan B and whether you know what to do if things don’t work out the way you first imagined.

What will you do if your new recruits decide that the role isn’t for them, and leave you in the lurch? What if your management team comes down with a nasty bug and can’t get to work? What if your Christmas party turns into a disaster that could do some serious damage to your business’s reputation?  Hopefully, these things won’t happen, but you don’t want to find yourself in a situation in which you have no idea how to pick up the pieces.  Having compliant Employee Handbook will help you manage your staff effectively, take a look at HR Revolution’s ready to use handbooks.

4 reasons an employee handbook is a must in any business

You haven’t made customer service training a priority

High levels of customer service are essential at any point in the year, but now is the time to make sure that it is firmly at the top of your agenda.  There are numerous reasons for this, you’ll hopefully have more customers coming through your doors and you need to ensure that standards aren’t gong to slip, as well, you’ll probably have the opportunity to impress prospects for the very first time.

Refresher training should be rolled out so carry out an audit of where you are right now, and where improvements can be made.  You don’t necessarily have to invest huge amounts of time and money.  It’s about establishing your current position and working out where you want to go next.  HR Revolution will be happy to carry out a full HR Audit of your business, click here to read more. (Free when you mention “Festive rush” normal audit price £750).

Of course, you now have an option, do you want to do all of this on your own or do you want to call upon some expert help? HR Revolution have a wealth of  HR experience and can work to tackle the issues you may face by providing you the HR solutions you need to overcome them. Have a look at our Outsourced solution below…

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If you’ve recognised that you need to make improvements, you are already in a great position for making sure that you really raise the bar this Christmas, acknowledging that there’s work to do is the very first step and HR Revolution can help.

Call +44 203 538 5311, 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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HR Revolution’s guide for a successful 2018 – PART 3

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HR Revolution specialise in giving SMEs the tools, frameworks, and knowledge to get the most out of their employees ensuring that people practices help them to achieve big things and in the final part of this guide, we take you through the last key action points you need to consider:

Are your line managers firing on all cylinders?

Your line managers are the oxygen of your business. They motivate employees, help you to achieve your goals, and can often be your eyes and ears when the workload starts to mount up and you can’t possibly keep on top of everything on your own.

The managers that you choose can make or break your business, so it makes good sense to consider how you will support them in their roles, and ensure that

Here are some important points to consider:

  • Do you assess your managers on their leadership skills during regular performance discussions?
  • Are you giving managers the tools they need to excel in their role? If you don’t have carefully crafted people policies, for example, then you are not providing the focus and direction that is really required
  • Who are your managers of the future? Do you have a succession plan?

 

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How can you become an exemplary employer?

HR is not just about ticking a few boxes and making sure that you’re not breaking the law. Savvy leaders know that becoming the best employer that they can possibly be can give them a huge competitive edge.

But what does this look like in practical terms? And what do you need to look at to make the shift from compliance to true excellence?

Ask yourself:

  • What do people really say about working for your business?
  • How have you built a positive employer brand? And if you haven’t, how can you get started?
  • How does your performance measure up against other businesses in your area and your industry?
  • Would YOU want to be an employee in your business?

Are you tapping into modern technology?

Make 2018 the year when you finally decide to make your life easier by harnessing the true potential of systems and processes. It could save you time, money, and a whole load of stress.

 

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Here are some points for you to consider:

  • When’s the last time that you caught up with your current providers? They may have new tools that you can utilise, or suggestions on how you can ramp up your return on investment
  • Where are you putting man-hours into tasks that could be automated?
  • What new solutions are being launched into the marketplace that could help you to achieve your goals?

Where do you want your business to be a year from now?

Whilst you’re getting down and dirty with the nitty-gritty considerations, be sure to keep an eye on the bigger picture and what you need to do to make real progress towards bigger goals.

Take a look at:

  • Where you are right now, and the reality of the obstacles that you’ll need to overcome to move forward
  • Where you will have to make investments to ensure that you have the skills and practical tools that you need
  • How you can make fast progress, without cutting corners and creating avoidable problems

Summary

There’s absolutely no doubt about it… If you make your way through the considerations that we’ve outlined in this guide, and you take action against them, then you can make massive leaps forward during 2018.

You don’t have to do everything at once, but you do need to be sensible with your time and make sure that you’re consistently making time for implementation.  Download the complete guide below.outsourced hr - hr revolution

Maybe this information has made you realise that there’s huge room for improvement, and you need a helping hand with getting started. If so, pick up the phone and give us a call. We can carry out an initial assessment of your strengths and weaknesses in terms of your HR practices, and give you advice around how we may be able to guide you through making meaningful and profitable changes.

I hope you enjoyed our guide and that it has given you food for thought… why not give us a call, or visit our website: HR Revolution, we are ready to answer any questions you may have +44 203 538 5311 or info@hrrevolution.co.uk

HR Revolution, expert CIPD HR professionals, supporting your employees and business.

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HR Revolution’s guide for a successful 2018 – PART 2

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HR Revolution specialise in giving SMEs the tools, frameworks, and knowledge to get the most out of their employees ensuring that people practices help them achieve big things.

In part two of this guide, we are  going to walk you through more key action points that you need to consider:

How can you get the most out of your employees?

Productivity can go through peaks and troughs throughout the year. To a certain extent, this is to be expected, and is sometimes unavoidable. Still though, you must unsure that you have mechanisms in place to encourage your employees to make their best possible contribution.

Address these points:

  • How have you recognised the achievements of your team over the busy Christmas period?
  • If organisational priorities have shifted over the past few months, how has this been communicated?
  • When’s the last time you said thank you?
  • How confident are you and your managers when it comes to initiating difficult conversations about performance?
  • What did you discover about how to get the most of your employees during 2017?

retain great employees

How will you retain your best employees?

You might think that your employees are happy and loyal, but January is a prime time for getting itchy feet, and imagining what other opportunities are out there. Can you really be confident that you won’t lose your key talent, and if this did happen, how would your business cope?

Ask yourself:

  • When’s the last time you assessed the workplace climate? Are you welcoming open and honest feedback? Can you be sure about how your employees are feeling?
  • How would you manage if a member of staff handed in their notice? What would happen in terms of covering the work, and reallocating responsibilities?
  • Have you considered external factors such as new businesses opening in the area?
  • How do you ensure that your business offers an attractive package to its employees?
  • If employees leave, are you holding exit interviews to collect meaningful feedback?

Are you up to speed with legislative changes?

Employment legislation changes and evolves on a very regular basis. This should be seen as a positive thing, as it often contributes towards fairer and safer workplaces. Still though, you can’t afford to get complacent.

legislative changesYou need to consider:

  • What legislation will come into force during 2018 that you need to comply with? What processes will you need to follow to ensure that you meet deadlines?
  • Will your policy documentation need to be updated?
  • Who will take responsibility for rolling out the changes?
  • How will you communicate any new provisions to your employees?
  • How will new legislation impact on any working relationships that you have with contractors, e.g. your payroll provider?

How will you develop your leadership skills?

It’s really easy to get caught up with all the finer details of running your business. At the end of the day though, you need to recognise that you are a leader, and you need to be keeping your skills sharp. You expect development from your team, so why should you be any different?

Consider the following:

  • What are your strengths, and how can you build upon them further?
  • How do you really know that these are your strengths? Would your staff say the same? And how can you find out?
  • Where do you need to bring your skills up to speed, and have you developed a plan for doing so?
  • How will your monitor your own progress? How can you stay objective? How will you keep going when the initial motivation wears off?
  • Do you need help and accountability from a mentor?

Look out for the final installment of HR Revolution’s guide, Part 3 on Friday and don’t forget we’ll be attaching the full guide for you to download and keep!

If you would like to contact us to discuss anything in the meantime, please call us on +44 203 538 5311 or email: info@hrrevolution.co.uk or click here to visit our website.

HR Revolution, expert CIPD HR professionals, supporting your employees and business.

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HR Revolution’s guide for a successful 2018 – PART 1

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So the end of the year is getting closer, and as a business owner I’m sure you’re no doubt taking a little time to reflect on your successes during the past 12 months, and assess your growth plans for next year.

So we thought we’d would take the opportunity to put together this three part guide, giving you the perfect opportunity to take stock, get your head well and truly in the game, and work out precisely what needs to be done to allow you achieve your big goals during 2018.

If you haven’t already started the planning process, then you might be feeling the pressure. It’s true that a head start can give you a great advantage, but help is at hand to make sure that you have the key points covered.

HR Revolution specialise in giving SMEs the tools, frameworks, and knowledge to get the most out of their employees ensuring that people practices help them to achieve big things.

In this three part guide, we are going to walk you through the key action points that you need to consider:

Have you translated your business goals into tangible policies and practices?

Your HR policies and practices aren’t just there so you can demonstrate that you’ve ticked a few boxes. They should guide your business, help you to navigate your big challenges, and bring you closer to your goals.

hr revolution's guide to a successful 2018 - part 1

Click here to visit our website…

So with this in mind, grab a pen and brainstorm the following points:

  • Do your employees fully understand their personal and team objectives, and how these fit into the bigger picture?
  • Have you considered how you can use reward practices to motivate employees and drive productivity?
  • Do you encourage ongoing learning and development? How can you engrain this into your workplace culture?
  • Are your line managers confident in their roles, and playing a part in your growth plans?
  • Can you clearly articulate how everyday working practices are translating into key results?
  • How confident are you that your plans are robust enough to guide you forward?

Sometimes, taking the time to really assess where you are can make it clear where you need to make changes, or perhaps adapt your approach.

Will you need to bring in new employees?

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Click here to visit our website…

Recruiting new employees may be essential if you want to expand, so it’s possible that you’re starting to think about how your team will grow during 2018.

Consider:

  • Do you need temporary employees? Could using the services of contractors give you more flexibility?
  • Are your recruitment processes in line with relevant legislation? Do you know your responsibilities in terms of ensuring that you don’t discriminate during the selection process, for example?
  • Do you have a strategy around how you’ll tackle the war for talent? Do you know where to find the very best candidates, and how to get them excited about the opportunity to work with your business?
  • Do you have an induction and onboarding process to help new recruits to really hit the ground running and get off to the best possible start?

Look out for Part 2 of HR Revolution’s guide on Wednesday!

We’ll be attaching the guide in full for you to download and keep in our final installment, so keep an eye out for Part 3…

If you would like to contact us to discuss anything in the meantime, please call us on +44 203 538 5311 or email: info@hrrevolution.co.uk or click here to visit our website.

 

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How to nail your 2018 HR planning…

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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.

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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.

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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…

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3 difficult questions you need to ask yourself before 2018

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I’m sure by this stage in the year you have asked yourself the important questions about how your business measured up during the past year.  You’ll know how much you increased your turnover and how many new employees you recruited and what your goals are moving forward.

Planning sessions can be hugely useful, but it can be easy to miss the less obvious measures of what you are and are not achieving.  If you are serious about making 2018 a success, you really need to delve a little deeper and consider the questions that probably haven’t even crossed your mind.

So have you really thought or asked yourself the following questions:

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What HR mistakes have you made over the past year?

Running a business is a steep learning curve, so whether you are completely new to entrepreneurship or been in business for years, the world is constantly changing and adapting and you need to make sure that you are keeping up.  What worked in the past won’t necessarily bring about desirable results right now.

So have you make any mistakes in HR during 2017?  Think about operational issues, as well as the bigger strategic picture.  Are your employees on-board with organisational goals?  Does everyone understand and embrace their role in achieving growth?  Only when you get really honest with yourself, can you start to work out how you won’t fall into the same trap.

Are your managers really capable?

It is safe to say that your managers are, in many respects, the backbone of your business.  They deal with the day-to-day issues, they handle unexpected events, they make sure your policies are implemented and adhered to and they keep things ticking over when you can’t be there.  So its vitally important that they can perform to the best of their ability.

It is important to note here that identifying problems when it comes to capability isn’t about pointing the finger.  You need to avoid knee-jerk reactions and carefully consider where there is room for improvement, and create a plan that will help you get to where you want to be.  This may involve training, coaching, mentoring etc.

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What do you need to do to grow as a leader?

It’s easy to overlook your own personal development when  you’re trying to grow a team, but it is crucially important.  How can you be expected to get the most out of everyone else, if you aren’t constantly improving and growing yourself?  This should be a consideration throughout the year, but it is easy to drop the ball and now is a good time to look back and reflect.

Remember, asking questions can be a huge source of growth in your business, but you need to be really honest with yourself when working out the answers! Jot down your thoughts, then scrap them and work on being really truthful… It’s not necessarily easy, but the powerful tactics rarely are!

HR Revolution are here to help you get answers and get organised for 2018, get in touch today +44 203 538 5311 or email: info@hrrevolution.co.uk

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HR… your secret weapon…

Without HR expertise, growing a business is very challenging and if you’ve ever had to tackle a people issue without professional help, you’ll know just how stressful it can be.

Between trying to manage legal obligations, and meeting operational requirements, solving HR problems can become part of your everyday routine if you aren’t careful.

There is always the option to call upon help on a project-by-project basis, but if you’re ready to raise the bar (and give yourself the valuable gift of peace of mind along the way), then it might be time for you to start a retainer solution with your HR consultant.

This could be the HR secret weapon that you need and here’s why:

You know and trust your dedicated consultant so you can get straight to the heart of any issue

If you’ve ever outsourced work to a consultant in the past, you’ll know that there’s often a steep learning curve called ‘getting to know each other’ and before you can really get down to business, the right foundations have to be laid. You have to gain an understanding of how they operate, and they need to find out what your business is really all about.

So if you have a pressing HR issue and you’re working with someone who you’ve never worked with before, it’s inevitable that you aren’t going to immediately hit the ground running. When you’re using retainer services though, this isn’t a problem. You know your consultant, you know how they do things, and you trust in their decisions and advice. It’s not difficult to see the massive difference this will make.

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You don’t have to face the prospect of hunting down a expert when something goes wrong

Leaders often don’t expect to go into work on any given morning and find themselves faced with handling the fall-out of an HR issue. These things happen though, and it’s vital that you’re ready to respond as soon as possible. Many issues can spiral out of control if you don’t formulate a solution within a quick timescale.

By the time you’ve contacted your business peers, asked for recommendations, and managed to get hold of someone who has a solution, serious damage might have already been done. When you have an HR expert who you can get in touch with at any time, there’s no panicking and no fuss. You’ve already got your plan in place, and you know that your consultant has already got you covered.

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You will save yourself a money

Contrary to popular belief (although very outdated!!), HR isn’t all about soft tactics that can’t be measured in terms of true business success. The best HR professionals understand their role in contributing to the bottom line of your business, and play a role in helping you to exceed your strategic objectives.

And we know that you have a keen eye on your costs. Yet another benefit of working on a retainer basis is that you’ll know what you’re paying each month, so you’ll never have to face any nasty surprises.

Are you ready to make the change? Give HR Revolution a call today for an initial chat about how we might be able to work with you. Tel: +44 203 538 5311 or email: info@hrrevolution.co.uk

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