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…

 

How to manage stress in the workplace

Stress is a very real problem in the workplace and so it is really important that businesses have a genuine and supportive culture, not just policies that are applied inconsistently by different managers.

Losing a valued member of staff as a result of Stress, is expensive not only in terms of absence but potentially in any discrimination claim they could bring if it is found an employer has contributed to their condition.

Below are five tips for employers and businesses on how to ensure a culture that guards against workplace stress:

Communicate – Employers should have open lines of communication with all employees, making them feel valued and involved in their company.

Consult on change – Employers should inform and consult employees on changes that are likely to affect them before they take place and encourage them to ask questions, before, during and after any changes so that they feel involved in the process, making sure that their opinions are valued ad respected.

Manage Absence – Make sure you are dealing with employee absences appropriately, helping people return to work with the appropriate health services, such as, occupational health and return to work interviews.

Offer Help – Employee assistance programmes should be made available, for example confidential or in person counselling.

Lead by Example  Employers should lead by example and actively promote healthy lifestyle themselves by having a good work/life balance, managing working hours, using full holiday allowance and taking lunch breaks.

Stress is a tricky subject to handle, so if you are unsure we are here to help. For further advice or assistance relating to Stress Management or Stress in the workplace, please contact HR Revolution on +44 203 538 5311 or email: info@hrrevolution.co.uk

We are friendly expert HR professionals who can help you resolve any issues whilst supporting your employees and minimising any risk to your business.

 

 

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

Why you need HR Revolution

Do you need HR support?  Want to reduce your HR burden?

HR Revolution’s retained HR support could be the solution you are looking for, enabling you to focus on growing your business.

What are the benefits of using our HR Outsourced solution I hear you ask.

Simply put, it gives you peace of mind knowing you can call on professionals to handle HR issues, reducing the risk to your business from employee challenges.  It also helps you cut down the amount of time you spend on HR issues by making sure that all your employee documentation is legal and compliant.

For a fixed monthly fee, you can secure our expert services on a retainer basis. You can choose to get HR support over the telephone and by email, schedule regular onsite visits, or opt for full outsourcing of your HR function. We will discuss the type and level of support you need and allocate an agreed number of hours to be used as you wish.  Our aim is to provide a ‘flexible’ option that meets a changing business environment rather than tie you into a long arrangement that no longer suits your needs.

Bottom line, HR Revolution are a team who are passionate about performance based HR which means we commit to making sure your business and employees excel.

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

 

 

Don’t lose track of who’s in and out of the office this summer…

HR Revolution are a gold partner of breatheHR and we couldn’t be happier to recommend them, we love their HRIS software and our clients love it too.  However, this isn’t a sales pitch we want to show you how easy it can be for you to manage who’s in and out of the office over the summer period when the workforce tends to be at minimum strength.

Running a busy office is timely enough without having to check spreadsheets for who’s in and who’s due to go off, can you approve holiday? is your system up to date? well why not let technology to do the leg work for you!

Just for the holiday season alone, here’s how breatheHR can help:

Holiday Booking

Most HR Managers agree that holiday booking is the most time consuming aspect of people management unless it is fully automated. Employees can request holidays online at any time through the website or an app.

Holiday Approval

The approval process needs to be quick and easy too. With breatheHR the line Manager (or approver) receives an email with the holiday request, they can easily compare the request with the calendar of all their teams holidays as well as synchronising holidays through to Outlook or Google calendars.

Holiday Allowance

Not sure how much leave an employee has left to take? Well how about a reliable holiday allowance calculator for dummies. You just choose the holiday rules that apply for each employee (you can have as many as you like) for example full or part time in days or hours and it does it for you, you’ll even find the bank holidays are already in the system. At any time the employee, manager, or HR user can check how much holiday has been taken and how much is available to take.

This cloud based HR System can do so much more than just organise holidays for you, there’s sickness, appraisals, expenses, employee data review and much more.

The best part, if you don’t have time to input all the data to get you started, HR Revolution can do it for you call +44 203 538 5311 or email: info@hrrevolution.co.uk

HR Revolution – www.hrrevolution.co.uk

 

 

5 mistakes employers are making with Employee Handbooks..

A recent survey has stated that over 90% of companies have created an employee handbook to share with their employees; that is positive, but in reality are these handbooks HR compliant?  Just listing policies and sharing some mission statements, will not cut it!!!

So based on the statistics, you’ve probably made a token attempt at creating an employee handbook for your business – but are you missing the mark? Here, we uncover the mistakes that too many businesses are making, and explain how you can turn things around.

Taking a cookie-cutter approach

Of course there are certain things that all employee handbooks should include, but this certainly doesn’t mean that you should just download a free template from Google, fill in the blanks, and hope for the best. Your business is unique. Its culture and practices make it individual, and your handbook needs to reflect this. After all, first impressions count, so you need to make sure that you’re giving your employees a quality document that reflects what you’re really all about.

Don’t be scared to showcase your business’s personality and create something that demonstrates what it’s like to work for your company. Your new employees should feel inspired, motivated, and ready to face their new challenges.

Neglecting to seek out a professional opinion

You wouldn’t finalise your end-of-year accounts without speaking to an accountant, so why should your employment documentation be any different? HR Revolution can advise you on anything that you might have missed, unearth any points that could potentially get you into hot water, and give you the peace of mind that comes with knowing that everything’s in order.

Speaking in legal lingo

Your HR practices need to be created in accordance with relevant legislation. Staying on the right side of the law will save you a whole load of time and hassle. Before stuffing your handbook with jargon though, take a step back and think about how you can make the important information as easy as possible to digest. A better understanding of what’s expected will ultimately lead to higher rates of compliance.

Consider your audience, and keep things as straightforward as possible. At the end of the day, your handbook should be there to help people – not overwhelm them.

 

Letting the document gather dust

The world of business changes and adapts every single day. New legislation is rolled out, light is cast on exciting and innovative ways to get the most out of a workforce, and advances in technology present new challenges. What works right now isn’t necessarily going to be fit for purpose in the near future.

Before signing off your document as completed, set a date for review. Keeping on top of changes can be a manageable job only if you make sure that you don’t let the grass grow under your feet. Shockingly, 2.8% of employers don’t know when they last carried out any reviews or changes – don’t fall into this camp!

Forgetting to make sure that every employee has their copy

Creating a document to be proud of is only the first part of the story. It isn’t going to make any difference unless you ensure that all employees get their copy, and that they’re given time to digest the information. These days, this is easier than ever before. Many companies decide to distribute their handbooks via email or an intranet system.

And finally, be sure to lead by example. When’s the last time that you familiarised yourself with the content? Do you have a copy on your desk? Are you confident that you could answer questions about the points that are covered? If not, consider this your wake-up call!

Ready to seek out some advice that you know you can trust? Whether you’re starting from scratch with your handbook and you’re not sure where to begin, or you’ve done the work yourself and just want a second opinion, HR Revolution can help. Contact us for a no-obligation chat about working together.

HR Revolution’s employee handbooks will help you to set core business policies and expectations and help portray your business culture, values, branding and vision, setting the tone for your business and employees, whilst maintaining HR compliance and best practice for all.

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

School’s out for summer…

It’s that time of year again. All across the country, teachers are breathing a sigh of relief and getting ready to wind down for the summer holidays, whilst parents are forced to consider how they’ll balance childcare responsibilities with their working lives.

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 businesses. As an employer, it pays to take a proactive approach.  Below, HR Revolution shares our advice and guidance for managing the associated challenges effectively.

Harness a more flexible approach

Giving your staff 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 staff are planning a mass exodus, the situation can turn into a major headache. Remember that giving priority to employees with children could be discriminatory.

If you feel like you’re struggling to manage holiday requests, it might be time to implement a more robust system. This 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 rethink your priorities

Many workplaces experience a bit of a lull during the summer months. Employees are away on holiday 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? What opportunities exist that you aren’t tapping into? A little planning can go a long way.

If the summer season is causing you HR headaches in your business, seek out HR Revolution’s assistance, we can help you get things back on track and stop small issues from escalating into something more serious.

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

 

Do you really communicate with your colleagues?…

It’s easy to stop and moan about work or discuss a work related project but how often to you ever stop and just have a little chit chat with your work colleagues on a more personal level?

At HR Revolution we like having a bit of office banter, finding out what our colleagues did during their holidays or at the weekend, we think it’s important to remember that we all have interesting lives outside the workplace.  Establishing a conversational comfort level with your colleagues will allow you to talk to them about anything and make it easier to share your ideas.

Here are a few tips to get you started:

Be the first to speak. It doesn’t pay to be shy, so just go ahead and ask a question to get the conversation started. They might be pleased that someone has stopped to talk to them.

It’s ok to be nosy, sorry I mean inquisitive! People generally like being asked about themselves, just don’t get too personal or sound like you’re trying to get the dirt, you’re supposed to be having a light hearted conversation.

Be positive,  again it’s meant to be light hearted so don’t drone on about a miserable experience, focus on something good, like a new fantastic restaurant you’ve tried, maybe a new box set that has you hooked (if you’re like me, I love a box set, Game of Thrones, Line of Duty, Walking Dead to name but a few!), this will definitely get them interacting.

Remember to listen in return. If you plan too hard what you are going to say they won’t get a word in edgeways, and next time they won’t bother engaging with you at all. Besides they might have some great ideas you can use too.

Be discreet. They may also be “inquisitive” about you but they don’t really want to know the in’s and out’s of your life’s back story and remember you do have to work with these people so keep some things to yourself!

Know when to draw the conversation to an end. Remember this was a quick chit chat, and shouldn’t detract from your working day, but make sure you end it on a high, maybe with a “we’ll talk about that next time”! which also then lends itself to be an inner for the next one.

I hope this helps and encourages you to talk to each other, communication is a key factor in good relationships and the more you do it, the easier it becomes.

Click this link now to download your FREE guide to Communicating Effectively:

HR Revolutions Guide – Are you communicating effectively

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

!

 

Your new improved bespoke HR Outsourcing website has landed

At HR Revolution we have streamlined our website, so all our great HR solutions are in one place. So whether you’re looking to outsource your HR support or download a contract of employment, it’s all just one click away.

With more small businesses outsourcing their HR function, you need to know you are making the right choice.  As your outsourced HR Partner we work alongside you to tailor a bespoke HR solution, ensuring your employees are properly contracted, fully committed, highly engaged and your business thoroughly protected.

HR Revolution are real people, providing real solutions for businesses with real drive. Performance focused HR that builds your business with you.

Take a look and see how we can help you revolutionise the way in which you use HR…

Flexible HR solutions to suit any business… come and have a browse…

Contact HR Revolution for practical HR support and advice +203 538 5311 or email: customerservices@hrrevolution.co.uk

HR Revolution – www.hrrevolution.co.uk

 

When do a few drinks after work turn into a potential HR nightmare?

In a culture where regular heavy drinking and partying hard has become the norm, many of us are no strangers to tipple after work, a glass of wine or two with colleagues to put the working week and the world to rights or an informal brainstorming session over a few beers to bond away from the constraints and routine of being tied to a desk.

But as a business owner, you no doubt fully recognise that alcohol can turn into a serious problem in your workplace if it’s not carefully managed.

What would you do if an employee turned up for their shift looking worse for wear and constantly late?  What if rowdy behaviour in the pub brought your business into disrepute? and what exactly is the difference between your employee enjoying a couple of drinks, and your business being faced with a more serious problem?

What you really need to understand is…

You have legal obligations under The Health and Safety at work Act 1974, The Transport and Works Act 1992 and The Misuse of Drugs Act 1971.

You must have policies that ensure that issues are handled fairly and consistently and your managers should have sufficient training and capability to deal with workers who need help.

It would be well to note here that taking a hardline approach rarely serves anyone well. You probably don’t need us to tell you that dragging an employee with a serious problem into your office and giving them a telling off isn’t going to fix anything.

As a responsible employer, you’ve got a duty of care to make sure that you support your employees through difficult times… Which is a solid reason why many employers now view alcohol and drug problems as illnesses that need to be treated through rehabilitation practices.

Of course, drugs can be a different kettle of fish entirely, as they’re less socially acceptable, and can have a much more damaging impact on a person’s life than enjoying a few drinks with workmates now and again.

Remember too that if you have a team of managers, their role is important in all of this. Can they spot potential problems? Do they have the confidence and ability to tackle them? Do they know where to turn to for expert help if things start to escalate?

If you’re just reading this blog out of interest, and you don’t have an issue like this in your workplace at the moment, then that’s great.  However, you must recognise that you do need to be prepared, firefighting issues like this is always going to be difficult for everyone involved.

This is complex stuff, and you don’t have to manage it on your own.

Get in touch with HR Revolution +44 203 538 5311 or email: info@hrrevolution.co.uk to arrange a no-obligation and confidential discussion around how we might be able to help you deal with alcohol and drug problems at work.

HR Revolution – www.hrrevolution.co.uk