HR Revolution’s guide to organising work Christmas parties…

The Christmas period is a challenging time for many companies and business owners alike.  Profits are at the forefront of their minds to ensure sales continue right up to the end of the year and their products and services are the ones consumers want to spend their hard earned cash on.

If you’re caught up with the complexities of planning your approach to maximising sales and profits, you might not have yet thought about whether you’ll organise a Christmas party for your employees.

On paper, it’s a great idea. Everyone enjoys a chance to unwind, and you reward your employees for all their hard work that they’ve put in over the past year.

What could possibly go wrong?

Generally speaking, Christmas parties get a lot of bad press. You’re probably familiar with horror stories involving workers who have taken full advantage of the free bar, and then went on to well and truly disgrace their employers. The truth of the matter here though is that these incidents are few and far between.

Yes, of course things can go wrong. But if you do some thorough planning in advance, you can avoid problems and give your employees the motivational celebration that they deserve.

Download our FREE guide, where we will go through the bases you need to cover so you can round off 2017 on a high note for you and your employees.

Why not give us a call, or visit our website: HR Revolution, we are ready to answer any Christmas related questions you may have +44 203 538 5311 or email: info@hrrevolution.co.uk

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

 

 

HR Revolution’s guide for a successful 2018 – PART 3

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?

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.

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.

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.

 

 

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

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?

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.

You 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.

 

 

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

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.

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?

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.

How to nail your 2018 HR planning…

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

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

Anticipate any key legislative changes

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

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

Consider external forces that are out of your control

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

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

Ask yourself whether you’re really considering strategic goals

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

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

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

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

 

3 difficult questions you need to ask yourself before 2018

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:

 

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.

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

 

How to identify stress in the workplace…

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

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

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

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

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

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

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

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

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

 

Why don’t you have HR?

We know that growing a business without HR expertise is challenging at best, and if you’ve ever had to tackle a people issue on your own, you’ll know just how stressful it can be.

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

Of course, there’s the option to call upon help on a project-by-project basis, and there can be real value in that approach. 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 relationship with an outsourced HR company.

This could be the HR secret weapon that you need. Here’s why:

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

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.

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

Employers 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 do happen though, and it’s vital that you’re ready to respond ASAP as many issues can spiral out of control if you don’t formulate a fit-for-purpose 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 (during traditional business hours, of course), there’s no panicking and no fuss. You’ve already got your plan in place, and you know that your advisor has already got you covered.

You’re probably going to save yourself a chunk of cash

Contrary to popular (though very much dated) belief, 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 smash your strategic objectives.

We also know that you have a keen eye on your costs, so yet another benefit of working on a retainer basis is that you can take advantage of some extremely savvy savings, you’ll know what you’re paying each month, so you’ll never face any nasty surprises.

Employers who are mindful of the importance of their people practices, might have an HR professional in mind who can help them when things go wrong. But those employers who have thought ahead and really stepped up and are ready for whatever their business throws at them… are working with us on a retainer!

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

HR Revolution – www.hrrevolution.co.uk

Holidays over – our back to work survival guide!

Why is it that when children go back to school in September they get about a week’s worth of half days to ‘ease them back in’?  Ok I’m probably exaggerating and I might be a bit bitter (definitely!), but my point is; they get a nice steady transition period to help them adjust to the harsh reality of going back to school. However, workers are faced with the reality of returning to work with no settling in phase!!!.  So if your going back to work with an error 404: ‘brain not found’ message, fear not, I have put together this back to work survival guide to help you get through it.

Be an early bird

If your first day back after a holiday falls on a Monday, then I feel for you, I really do. As if Mondays aren’t bad enough, this is a workers’ worst nightmare. However, I always find that getting up early, eating a proper breakfast then heading off to work early is a good way to set you up for having a productive day.

Also, being in work early before your co-workers descend on you with queries that they’ve been building up whilst you’re away, gives you the chance to acclimatise into work mode. It also means you get the peace and quiet you need to remember your computer password that has completely slipped your mind!

Tackle your emails head on

Inevitably, when you return from annual leave, even if its just one day, you’ll return to email Armageddon (why is it that everyone has questions for you when you’re not there?). First you should scan through and delete anything that is not critical, is that latest 20% off Gap clothing offer really something you need to look at right now. Then, when you’re down to a manageable number read and respond in chronological order. You’ll need some method to the madness or it just will never end! Top tip: when someone responds to your reply, DON’T immediately respond to them. Get through the rest of your remaining unread emails before you start engaging in conversation and get pulled away from your email-ocalypse.

Catch up on the goss

Returning to a busy office with lots to do and lots to catch up on after spending your days relaxing on the beach without a care in the world, can leave you feeling discombobulated. You’ve been ‘out of the loop’ and when it comes to the world of office goings on you’ll have missed a ton of gossip and activity.

Schedule a tea break with your colleagues to catch up on all the news you’ve missed whilst you’ve been away.

Regroup

It’s only natural to return to work after a holiday and feel a bit like workplace deadwood. You’ll be reminiscing about what you were doing this time last week and you’ll be easily distracted and when you’ve got a mountain of things to tackle at work, it’s sometimes really hard to get back into the swing of things and you’ll be struggling to get motivated!

When this happens, regroup and remind yourself of what you’re trying to achieve at work. Giving your work some meaning will give you the boost to get stuck back in. You might be working towards a bonus, promotion or working hard to save for something special. Reassess your goals and see where you’re at with them, plan your next steps in achieving them and crack on and succeed.

Don’t let your holiday spirit be put out

We all get a boost from taking time off of work to relax and recharge, so don’t let returning to the office instantly crush your joie de vivre. Everyone in the office will want to hear you gush over what you got up to, it’s their duty, so revel in it. Show off your holiday pictures, pass round the holiday sweets and keep your holiday spirit alive just a little bit longer.

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

HR Revolution – www.hrrevolution.co.uk

Thinking about HR for your business?

A recent study from Recruiter Robert Walters, which surveyed 123 hiring managers, found that 89% intended to hire mid-level HR staff, while 77% planned to recruit at junior level.  43% of employers explained that growth in their businesses was driving their hiring strategies.   However, according to Laura Harrison, Strategy and Transformation Director at the CIPD, the changing economic and political environment also meant that businesses were increasingly turning to HR for expertise and advice.

She also went onto say “Businesses are trying to plan for Brexit and the potential skills shortage that will come with it, so there is a lot of change management to do.  All involves HR, so it’s not surprising that more HR professionals are being recruited.  HR is a guiding light because there is only so much that line managers can dedicate their time to.”  Harrison added that the “unprecedented levels of change and uncertainty” many organisations were facing required “fair, consistent and coherent HR.”

If you have concerns about the future but currently don’t have the budget to employ a full-time HR professional, why not explore the outsourced solutions that HR Revolution can bring to your business.

We are an outsourced HR company and simply put, want to revolutionise the way in which businesses work with HR.  Wendy Read our CEO explains “We know that people are the key to any successful business, without them the wheels just do not turn.  The problem is that most businesses don’t focus on their people and only concentrate on the bottom line.  Our philosophy is simple; focus on your people, hire, on-board, train, manage and develop them and the bottom line will look after itself.”

Why not give us a call today and see how HR Revolution can help your business +44 203 538 5311 or email: info@hrrevolution.co.uk

HR Revolution – www.hrrevolution.co.uk