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.

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FRIDAY HR FAQS – Why is speed important in the recruitment process?

Stand-out talent with forward-thinking mindsets are in high demand, which means businesses need to be reactive to the market and move quickly to secure the best people for their teams.

The recruitment process works at its best when it is quick and there are no delays from the employer’s side, which could risk a good candidate being snapped up by a competitor.  This is particularly true for the junior and middle management market, where strong candidates can take their pick of jobs.

On top of this technological advancement means the hiring process has sped up and candidates are being matched to potential employers by AI powered tools.

To remain competitive and in with a chance of welcoming engaging minds to your team, here are some considerations you need to think about before beginning a recruitment project:

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Be quick to respond

If you want to have great talent in your team, then you need to prioritise hiring.

Recruiters might seem like they are nagging you to respond, but the reason for this is because they know what a great candidate looks like and that they will be on the radar of your competitors – so they are acting quickly to secure them.

If you’re too busy too manage the admin of a hiring project, then consider using an HR consultancy who can manage the process for you.

Know who you’re after

It pays to have a plan in place before you start looking for someone new to bring on board – even if they’re a replacement – taking the time to evaluate what you need from the role that might have been lacking before is a sensible process to go through.

You should plan the specifics of the job role, how it fits into your business vision, what skills you need, how you culture will work for you to attract talent and so forth.

Once you have a plan in place and have got cracking then the process needs to be smooth, with regular communication between you and the candidates and time set aside to dedicate to the process.

This will mean that when you find your perfect candidate, you are able to keep them engaged and get them in front of the team within days of submitting their application and show you are a proactive and organised business.

If you know they’re good, then remember that it’s likely they will be a star candidate for other job vacancies too. So, act quickly and if you don’t have anyone else to compare them to, it may be that you won’t have time to run a longer, robust process in order to have other candidates to square them up against. Be confident that they are right for the role and get them in the bag.

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Be flexible with your offer

It would be a great shame to have planned and executed your hiring process and found your star candidate only then discover that what you’re offering them isn’t enough to convince them to accept your job.

Candidates expect fair remuneration, generous benefits, interesting perks and flexible working to name a few!

If you are going to risk losing a great candidate because you don’t match up to what others in your sector are offering, then it may be time to revise your offer package.

Even if you are on a tight budget, there are still things you can do to swing the balance – such as offering a few extra days holiday, contributions towards travel costs or investing in softer benefits that add to your overall offering.

After all, if a candidate has the potential to boost your business productivity and increase your bottom line, then finding ways to bring them over the line will be well worth the effort.

If you need any recruitment advice or guidance, 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.

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World Mental Health Day 10th Oct 2018

Today is World Mental Health Day, aimed at raising awareness and educating people on a subject that has been too stigmatised for too long.  It’s an opportunity for us all to reflect on our own mental health and wellbeing and those around us. Unfortunately, mental ill health isn’t something that affects people for just one day a year, for some it really is something that affects them long term.

When we talk about Mental Health, what do we mean? Well in short it’s our emotional, psychological and social wellbeing – fundamentally the part of us that affects how we think, feel and act in certain situations. It determines how we handle stress, the choices we make and more importantly how we relate to others.

Mental illness can range from feeling a little down to debilitating anxiety and less commonly the severe conditions bi-polar or schizophrenia, but even feeling down can affect us and the people around us.  Most people will feel some level of stress or anxiety as our daily life throws different pressures and expectations at us, so never assume someone is always happy and never struggles with mental ill health as this will rarely be true.

The statistics show that 1 in 4 will experience mental ill health at some point in their lives and it is now a real issue that needs to be addressed and not swept under the carpet. Luckily awareness is on the increase and some big charities and household names are at the forefront of ensuring that we are all able to talk about our issues openly and promoting positive mental health.

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There are steps we can all put in place from employers and business owner to colleagues and peers to promote positive mental wellbeing in the workplace.  Below are just a few things that should be in place and we would encourage all employers and their employees to get involved, not just to help promote positive mental health in the workplace, but support those already suffering with mental ill health.

Employers

1. Take time to understand the impact to your business.

2. Ensure your managers are informed and aware, include training if necessary, but most importantly ensure they are open to having conversations with their employees.

3. Openly show that you are committed to positive mental health.

4. Deal with the issues that could be causing your workforce stress and anxiety.

5. Reduce negativity, tell people it’s ok to talk and reinforce that they won’t be punished as a result.

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Managers

1. Ensure you know how to handle a potentially difficult conversation effectively and don’t be afraid to ask for help if not.

2. Promote a positive work-life balance in your teams, and yourself too!

3. Don’t think you’re the expert because you’re a manager, really understand mental health and the issues associated with it.

4. Build a good relationship with your team – this is probably the most important; your employees need to feel like they can come to you.

Employees

1. What causes you anxiety? Do you really know what your stress triggers are? Think about it, and how you manage it in the workplace, or at home.

2. Look after your wellbeing, do things that you know make you feel positive and happy.

3. Take notice of your peers and support them.

4. Lastly but most importantly talk! Don’t keep things to yourself, if you are struggling let your manager know and then you can work together.

FACT: Stress is the major cause of long-term absence in manual and non-manual workers.

Let’s work together to change this and stop people suffering in silence.

If you need any help or advice on how to approach Mental Health in your workplace, 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.

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FRIDAY HR FAQS – Can an employee be dismissed during their notice period for gross misconduct?

If an employee is dismissed or resigns they’ll most likely stay at work for their notice period, as agreed or outlined in their contract of employment. For some employees this can be a difficult time, as they can loose motivation or feel awkward working in an environment after they have been dismissed.

If an employee were to do anything which is classed as gross misconduct, contrary to some beliefs an employer CAN terminate an employee, even during their notice period as long as the proper process is followed. Giving notice that you are ending the employment relationship does not change the employer’s right to independently end the relationship first if it is appropriate.

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Is it worth it?

In practice, dismissing an employee on their notice period is very rare and is usually not worth the expense and possibility of legal action. Employers cannot make any deductions to pay in respect of time already worked due to an employee leaving before their notice period is up, unless this is specifically allowed by the employment contract.

If you dismiss someone without following the proper disciplinary process you could be subject to an unfair dismissal claim. If this was they case, a tribunal could drag on for months.

With this in mind if you are considering dismissing an employee for gross misconduct whilst they are on their notice period, it would be important to consider the individual situation and the cost and time implications to the business of each case and therefore in these instances we would always recommend seeking professional HR advice.

If you would like HR guidance on any issues you may have in your business 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.

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HR disaster? HR Revolution can help

You might not be surprised to hear that at HR Revolution high percentage of the enquiries we receive are from businesses who are experiencing what they consider to be ‘a bit of a disaster’, to say the least.

Sometimes, it’s that productivity levels have slumped to the extent that they can’t fulfill their agreements with customers and clients and occasionally, it’s because they’re facing a tribunal.

But often it is relations with employees that have spiraled out of control and they’re not quite sure what to do for the best.

Most businesses recognise that they can’t fix these problems on their own, and they then draft in expert help, this being a sensible course of action.  As good as HR consultant’s are at helping you to sort your people issues, we don’t have a magic wand.

Of course we can help you to create a plan that’s going to give you the best chances of navigating your way out of a tricky situation and make sure that you’re acting on the right side of the law, and your next steps minimise the potential of any long-lasting damage to your business.

But prevention is always better than cure.

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Consider this…

Right now, are there any issues that are bubbling away beneath the surface of your business?  Do you worry that you’re only one mismanaged situation away from landing yourself in hot water?

In so many businesses, the answer here is a very firm YES… Regardless of whether or not you’re willing to admit it.

If so, then don’t wait until the proverbial hits the wall before you do something about it.

Fixing issues before they spiral out of control is going to save you a whole load of time, money, and hassle in the longer term.

Don’t put your business at unnecessary risk.

That’s where HR Revolution can help, we have different HR solutions to help businesses whatever the budget, give us a call today and we can arrange to carry out a no-obligation review 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.

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FRIDAY HR FAQS – Can you fire an employee for lying on their CV?

Well you might think that lying on your CV may seem harmless, but in the eyes of the law it’s committing fraud by false representation, which could certainly lead to dismissal or a maximum penalty of ten years in prison! A seemingly little white lie on paper, in an email or even an interview is a crime under the Fraud Act of 2006, if the candidate knows the lie to be untrue.

The lie could be anything from making up exam grades to over elaborating previous job responsibilities. A misinterpretation could even be made through body language – a nod or shake of the head can lead to questions if they appear to confirm a lie, such as in an interview.

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Lying about qualifications is especially serious in industries like healthcare, engineering and roles in the public sector. When an employee in one of these sectors says they have a particular qualification and it turns out they have lied, they could be putting their colleagues, your customers and the general public in danger. A dishonest employee could damage the reputation of your company, especially if you have clients who rely on expert knowledge and it also doesn’t make you look like a very diligent employer.

If you decide to dismiss an employee because you found out they have lied on their CV, the longer your employee has been working for you, the harder it will be to justify the dismissal as fair. An employee may have been with you for a few years before you discover they lied and they could argue that they are still good at their job, even without the qualifications fabricated on their CV.

How to avoid the risk of employing someone who has lied on their CV?

Employing someone who has lied on their CV can be both time consuming and costly to an employer. Fortunately, there are some simple steps you can adopt in order to avoid this happening:

  • Make sure to carryout checks before you onboard the employee.
  • Ask to see proof of certificates/qualifications which have been detailed on their CV.
  • Carry out DBS checks to ensure your employee hasn’t been convicted of any crime.
  • Check previous employer references in advance and ask for details regarding the employees previous role.

If you need any HR help or advice on vetting a new employee. 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.

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FRIDAY HR FAQS – What are the pro’s and con’s of remote working?

Remote working is here to stay and with statistics indicating that over 4 million people in the UK work from home, the way we work is changing. Employees and employers alike are pushing for options to work remotely, but do they know what they are signing up for?

Below we list some of the pro’s and con’s you need to consider before thinking about implementing a remote working policy.

Pro’s

1. Flexibility – having the flexibility to work where you want means you can create the ideal workspace for yourself, while also having the option of attending events or traveling to various meetings on your schedule. Similarly if you work better at a certain time of the day, you can adapt (within reason) your work day around this.

2. Save money – working from home benefits employees, as they can take home more of their hard-earned money each month. Working from home can also help them save on food no need for lunch or morning coffee.

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3. Family commitments – these are much easier to manage when employees don’t need to worry about travelling to work. They can pick up and drop children off at school without needing to arrange childcare and might even opt to look after young children at home whilst working, saving on childcare costs.

4. Not working in an office environment, means work place dramas or disagreements between employees could be avoided.

5. Allowing employees to work from home may mean that you are able to encourage a more diverse workforce. You could have a team who live at opposite ends of the country or even across the globe, bringing diversity, variation and new ideas to the company.

Con’s

1. Working remotely could mean that you’ll have less face to face contact with your, peers, manager and possibly clients. It can make it hard to stay in the loop with your team which could lead to complications and mistakes further down the line. In an office you can be surrounded by your team and are able to bounce ideas from each another. Home working could lead to a team that are less motivated which could cause delays.

2. Some situations at work call for fast effective action. If you’re faced with a problem at work which requires an urgent solution at 8:30am and your manager decides to start work an hour later, this could cause big delays in solving the problem, putting the company at risk.

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3. Working in an office has many social benefits and can promote positive wellbeing for employees. However working from home can be isolating for some. Many employees could spend their working week at home without having to leave their surroundings. Remote working means you could say goodbye to happy hour and social events with colleagues and this could lead to a strain on employee’s mental health and affect productivity.

4. If employees have a space in their home where they can work effectively that’s great, but for those who don’t or are easily distracted by household chores or young children, it can be less effective.

Whether or not you think remote working is for you or your business, there is a lot to consider. A good work life balance is important for everyone, so it’s vital that you plan all factors regarding employees’ working environment.

If you would like some friendly, helpful HR advice, 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.

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Helping your employees through change

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

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

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

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

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

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

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

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

We provide a fully outsourced HR solution for businesses of all sizes and sectors and can help you and your employees manage change, give us a call: +44 203 538 5311 or email: 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 – Bullied by your Boss? What should you do?

Unfortunately these days, bullying does not get left in the school playground and for some it continues well into adulthood, making their lives miserable. Bullying is becoming more common within the workplace and while peer to peer bullying is bad enough, being bullied by your boss can be even worse!

It is of course important to distinguish between a manager being firm and disciplining if work needs to be improved (and they have the right to do this), or when it crosses the line into bullying. A bully seeks to control their target through humiliation, mistreatment, shaming, aggression, isolation and general unpleasant behaviour.

So what should you do?

Recognise what is happening. The first step in dealing with bullying, is to recognize it for what it is, to realise that you are not to blame and to protect yourself from harm. Ask yourself, are you given unreasonable tasks by your boss? Are you threatened? Are you insulted or criticised or ridiculed in front of colleagues? Are you yelled or sworn at? Are you constantly denied recognition for achievements? Are you made to feel excluded? These are all signs that you could be being bullied.

 

Document the situation. Make sure you keep a track of what is going on once you realise you could be being bullied. Document any incidents, so if the situation is ever dealt with formally, i.e. a grievance or disciplinary procedure, you have clear evidence to back you up. Keep it formal and factual rather than over emotional,  include dates, times, quotes, tone of voice, names of those involved including any witnesses present and how you felt at the time. Keep copies of any relevant documentation that could be used as evidence, i.e. email correspondence, performance review documents or text messages. Documenting is also good for your mental health, clearing things out of your head and making sense of it on paper.

Don’t isolate yourself. Bullies are experts in creating a feeling of self-doubt and making their targets feel alone – this increases vulnerability. So it is important not to cut yourself off, keep colleague relationships within the workplace as strong as possible to ensure you have a support network when dealing with this.

Don’t wait to ask for help! Talk to someone! This can be anyone, a friend, family member, colleague, a manager you trust or HR – talking about it will make you feel better! If you don’t feel comfortable talking to someone you know, you can seek impartial advice elsewhere, such as the Citizens Advice Bureau or ACAS. Make sure you research your rights, this will strengthen and increase your confidence when reaching out for support.

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Make a complaint. If you feel comfortable enough, approach the person and tell them what they are doing is causing you upset – they may not be aware the effect their actions are having. This could be face to face or via email, but with either method, be firm but not aggressive, stay calm and stick to the facts.

Alternatively, you can raise a formal complaint against the person as a grievance, your employer should have a grievance procedure (generally available in the Employee handbook) which will outline the process of what you need to do. The result of the grievance could result in either a reconciliation between the parties involved, a recommendation for mediation and/or counselling to try and resolve the issue, or a decision to take disciplinary action against the bully. 

If you have any issues or concerns about bullying in the workplace but not sure where to begin then get in touch, HR Revolution are here to help; call us 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.

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Want to improve your HR practices by the end of the year?

As we power on through the summer holidays I’m sure most business owners will be focusing on a few things. Maybe there are still some big goals that haven’t been reached and now’s the time to pull your socks up and make that final push.

However, please don’t neglect your people practices, it’s a good chance to reflect on how well they have performed over the course of the past 12 months. Ok it’s true that many HR changes can’t be achieved overnight, but that doesn’t mean that you shouldn’t take action. In fact, there are certain things that you can do over the next few months that will help you to make positive and tangible changes.

Are you ready to take on the challenge? We hope so and this is what we suggest:

Start planning for 2019

Always make sure that you’re looking a little further ahead. What key challenges will you face next year? What opportunities could you harness to help you to meet your wider strategic goals? Heading into the new year with a plan will put your mind at ease, and ensure that you don’t find yourself faced with any nasty surprises.

Assess how compliant you are with legislative changes

There have been several key changes to employment law this year and many business owners would like to say that they know they’re fully compliant. When it comes down to it though, 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 future problems.

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Take advantage of an HR audit

As a business grows, there’ll be a wider range of HR tasks and responsibilities that need to be taken care of. Keeping on top everything can be a massive job, and savvy leaders realise that they can’t do everything themselves.

It’s very likely that your business could take many benefits away from an end-of-year HR audit.  That’s where 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, 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.

You have a few choices right now, you can carry on doing what you’re doing, and seeing the same results. Or you can recognise that there is always room for improvement and do something about it.

Make sure you make the right choice…  Contact us today for your free no obligation HR Audit +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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