Tag Archive for: HR

Employee Flight Risk – How to handle unhappy employees considering leaving

What is a flight risk? 

In HR & recruitment, flight risk refers to the likelihood that an employee will leave the company presumably for a better job opportunity elsewhere. The flight risk most often involves an increase in salary, but there are many other reasons.  These non-financial motivators for switching employers include having a difficult relationship with a colleague, unfavorable micromanagement and little to no hope of career progression or personal development.


How can a flight risk impact your company?

Flight risk employees are a huge financial danger to a company.  If they decide to leave, not only are they leaving an employer with an added workload to redistribute, but they are creating a considerable financial burden for the company.  Indeed, if the employee has been with you for a considerable length of time, they will have a good handle on your business, suppliers and many contacts which they will take with them to their new position.  The hiring process alone to find a replacement, can be costly as well as the difficult matter of finding another candidate with the experience you require, to step in and continue working at the level the last employee did.

Of course, there are many other scenarios where employees may decide to leave.  Some of these, such as relocating or retirement are unavoidable but, there are many factors that can increase an employee’s flight risk that an employer can control.  By considering the motivators which make employees unhappy in their role, an employer can mitigate the risk staff leaving.


How to identify a flight risk

The trick is to spot the reasons why employees are leaving their jobs and adapting to try and retain them. Here are a few pointers to consider:

  • Competitive Salaries

Money talks and for an employee who works hard but doesn’t feel that their efforts are being gratified, they very quickly become a huge flight risk.   If a pay rise isn’t on the cards at the moment, consider implementing employee benefit schemes or a structured target with rewarding bonus at the end.

  • Clear routes for career progression

Frustrated employees who see colleagues progressing in their careers or changing direction within a company when they are not, are another flight risk.  Offer personal development plans, options to gain further qualifications and be transparent with your employees.  Ask them what their goals are and try to help if you can.

  • Minimise Stress

25% of all UK workers have said that their work or place of work has caused them stress in the past year. Employees often feel stressed because their workload is too much. A way to combat this is to get employees to tackle bigger tasks as a team instead of working individually. It’s best to let them decide amongst themselves how best to divide up the work as this also help great more autonomy. Many hands make light work.

  • Managers

For some people a poor relationship with their manager is the number one reason they leave their job. There are many different reasons why people don’t get along with their manager. For instance, failing to recognise an employee’s quality of work, undermining the employees work performance, and toxic communication.  By encouraging your managers to offer constructive feedback or help, it will allow the employee to feel part of the team and will pave the way for a better working relationship.

  • Keep things fresh

Monotonous tasks can make employees feel unstimulated and bored.  By doing the same things day in day out, many employees struggle to find motivation and actually end up being a lot less productive than if they have fresh, new and exciting tasks to complete.  Think about your workload and try to allow employees to do new things.

  • Strengthen your company culture

A company is only as strong as it’s employees thus it is paramount that they feel valued and looked after.  Your company values should be clear and concise and by introducing things such as healthcare plans will help to show that your employees matter.



If you require further support with staffing, please feel free to contact Julie Pollock on 07858089006 or e-mail julie@consulthr.co.uk. Visit our website here: www.consulthr.co.uk





6 tips for employers on how to re-motivate, re-energising and re-train staff as we return to work

6 tips for employers on how to re-motivate, re-energising and re-train staff as we return to work

With restrictions lifting in the last week of May, many businesses are reopening their doors for the first time in almost six months. It’s been greatly anticipated by customers and business owners alike. However, employees may not feel the same.

It’s only natural: staff are returning to work after a 6-month hiatus. Within that time many will have established new routines and adjusted to having a lot more time at home. So, some staff may feel a little deflated and unmotivated. Others may resent having to return to work, even in the most positive of working environments. While this is understandable, it’s not efficient for business.

Until we fully adapt to the ‘new normal’, business owners are responsible for guiding their staff through this exciting, rapidly evolving period. Here are 6 tips for employers to build confidence in staff as we begin to open our doors again:


  1. Safety first

Clarifying and implementing COVID procedures is a crucial first step. Government guidelines change almost weekly in Northern Ireland, so staying up to date with advice is vital. Doing so ensures that you are providing the safest and most comfortable environment for your employees, and your clients. Update employees about internal changes within your company which impacts how they should operate.


  1. Support and adjust early

Over the course of the pandemic many employees may have faced incredibly challenging personal circumstances. Their health and wellbeing, and that of their friends and family, may have been impacted. Extreme changes in circumstances can be reported to the human resources department if necessary.

It is important to offer support, and provide an invitation for employees to bring their concerns forward so that necessary adjustments can be made.

Now is also the perfect opportunity to revise existing set rotas, team structures and employee development plans.

Businesses are facing an ‘evolution’ stage. Areas for improvement and issues experienced prior to the pandemic should be highlighted and resolved alongside the new COVID alterations, while people are already adapting.


  1. Hit the ground jogging?

The lockdowns have severely adjusted the pace of our lives; this is especially true for people who have received furlough and have had a full break from work.

Accept that employees may initially struggle to readapt to the speed and energy required to work. If staff are in agreement and it’s possible financially, offer reduced hours or staggered working days. Working shorter, more frequent shifts opposed to longer days should prevent overwhelming staff until they are ready to return to work at full capacity. Flexi-furlough may be able assist this.

Where this isn’t feasible, collaborate with staff to figure out which tasks need to be prioritised. Express expectations, and implement a plan to determine the best way to move forward with maximum efficiency.

If staff are unwilling to return to work, contact HR about how to proceed. There is no blanket approach on how to treat individual staff members following a pandemic. However, if an employee is unnecessarily underperforming or unreasonably refusing to return to work, disciplinary actions may have to be considered.


  1. Refresh and retrain

Relying on muscle-memory may not be the best strategy to adopt towards people who haven’t been operating in their roles since December.

Providing a mini-induction training to cover the basics and daily operations will provide comfort, and allow staff to readjust to their roles. A refresher course will also instil confidence in staff who may be intimidated at the thought of returning to a job they haven’t worked at for half a year.

For those in the hospitality sector, offering a trial day, for example a friends and family only day, should alleviate pressure from employees and help sooth anxiety among those who feel overwhelmed.


  1. Reconnect through a team building activity

Many people experienced long periods of isolation over the duration of the pandemic. Another thing to consider is that many staff members may not have seen or spoken to each other in almost half a year.

Team building exercises not only reduce potential awkwardness between co-workers, but are proven to increase long term productivity and communication, and reduce the occurrence of health and safety incidents.[1]

Ice-breaking activities encourage collaboration and solidarity among co-workers. They bring people out of their shells, and closer together as a team. As Margaret Carty said, “The nicest thing about teamwork is that you always have others on your side.”


  1. Lead staff with compassion and clarity

Gather staff together for a meeting to acknowledge that you appreciate that things have been anything but normal for the past year, and that you understand discomfort – you are only human too, of course. Reminding employees that they are valued and an integral aspect of the business is also important.


Despite the challenges, it is time to move forward. Employees must be onboard and prepare to begin progressing enthusiastically, and as a team. Reinforce that they are still expected to work to a high standard upon reopening, even if that standard has changed.


If you require further support with the Coronavirus please feel free to contact Julie Pollock on 07858089006 or e-mail julie@consulthr.co.uk. Visit our website here: www.consulthr.co.uk

Tags: Coronavirus, Coronavirus HR, Covid-19, HR, COVID, return to work, adjusting to covid, motivating staff, human resources


[1] https://teambuilding.com/blog/team-building-statistics

Can Managers Make Staff Get a Covid-19 Vaccine?

Over half a million people living in Northern Ireland, have had their first dose of a Covid-19 vaccine.  And we are now one year on from the start of the Covid-19 pandemic.

In order to protect your staff and your business, it’s important to look at Covid-19 vaccines in the workplace.

One London company, has already hit the headlines on this issue. Pimlico Plumbers, announced that opportunities would be declined to workers, unless they could show proof of vaccination for Covid-19. If your staff deal with the public, should you consider a similar approach?

Here, Consult HR outlines the legal and ethical issues employers face by making a Covid-19 vaccine mandatory.

Covid-19 Vaccine Refusal & Unfair Dismissal


If an employee refuses to get a Covid-19 vaccine  required for ongoing work, they could lodge a  claim for unfair dismissal. Your employees may encounter the public, customers or colleagues in their work. If so, an unreasonable refusal will generally be defined in two ways. This could be an issue of conduct/capability, or “some other substantial reason for dismissal.”

With every dismissal, managers should ensure they follow a fair process, in line with Labour Relations Agency Code of Practice and your own internal Company Policies. Firstly, you need to look at the reasons why they are refusing the vaccine. Do they have a genuine health concern? If so, you might want to explore alternatives to dismissal, such as redeployment.

It would help managers if employees received reliable and accurate information on the benefits and risks of vaccines.  The Public Health Agency would be an excellent source to use. If safety at work issues outweigh your employee’s vaccine concern, you may be able to successfully defend a dismissal.

However, every claim has its particulars and a lot depends on the circumstances. A nurse refusing a Covid-19 vaccination, and a gardener, for example, could have wildly different outcomes at tribunal. Nurses must interact with vulnerable people daily. A gardener, however, may encounter no other people in the course of their daily duties.

Covid-19 Vaccine & Working from Home Requests

Whilst the current guidance continues to be if you can work from home you should do so and those who are in the extremely vulnerable category should also work from home.

Managers do not universally have to grant employee requests to work from home, because of exposure risks to Covid-19 (with the exception of the above). Again, as a manager you should fairly assess the wishes of the employee and the needs of the company.

All your staff may be called to return to the workplace. So, a tribunal may find that it is reasonable to require that all staff receive a Covid-19 vaccine. This also applies for staff interacting with the wider public, in the course of their duties. If someone refusing a Covid-19 vaccine places other people’s health at risk, this is a strong defence for an employer.

The Right to Freedom of the Individual and Beliefs


Tribunal claims indicate that the remit of “religious or other belief” under Equal Opportunities, is wide and open-ended. Human rights principles, such as personal choice, liberty, privacy of medical records and bodily autonomy, could arise in such claims.

Rights must be weighed up against the best interests of all who are affected. An employee’s beliefs are protected, but only if an employer’s actions are deemed disproportionate to the needs of the business.

As these issues have yet to be tested in tribunals, however. So, employers should be careful and cautious in how they handle staff refusals to receive a Covid-19 vaccine. An in-depth consideration of the employee’s position, and the needs of a business, is essential.

Consult HR Help for Tribunal Issues


Going to tribunal is a complex, and stressful process. The best option is to seek professional guidance. Consult HR provides guidance on employment matters to avoid possible tribunal claims.

For bespoke guidance, contact Julie Pollock on 07858089006 or email julie@consulthr.co.uk

Visit our website here: www.consulthr.co.uk


How to Manage Your Staff Remotely

Fresh concerns and restrictions over the spread of Covid-19 may mean that you now manage more staff remotely again. Even with some office-based work, most managers will still be working virtually with many of their team.

In our experience, many offices are working on a hybrid basis. This involves staff spending a day or two in the office and the rest of the time at home. This reduces the amount of interaction but also removes the feeling of being isolated. In addition, it allows for those essential team meet-ups to discuss key work duties. And, it enables teams to have those face to face chats that are difficult or not as effective virtually.


Whatever formula you are using, you still need to brush up your remote management skills.  Consult HR are here to help you out with a quick look at some of the key areas and some tips for making things easier and more effective.


Communicating with Your Remote Staff Team

Online meetings and communication are crucial to the success of managing a remote working team. You should stick to normal meeting routines, such as daily or weekly team meetings. Just switch to online platforms like Zoom instead of face to face. You may feel all Zoomed out, but the platform’s popularity means people are familiar with its use.

If you need more specialised or secure platforms, research the best options for you and your business.  But don’t forget, everyone needs to be able to access it and use it. Team members may have

If you were in the habit of one-to-one discussions with individual team members, keep this up too. Use video calls or phone calls in preference to email, text or online chat for these kinds of chat.

If you need an open platform for team chats, then make sure to agree a platform that suits everyone. For example, WhatsApp is popular but it can be easy to miss key messages if you are in too many chat groups. Consult and agree the best choice for your team.

But also try to avoid communication overload too as this can be a real drain on team energy. This may mean putting limits on chats, out of hours emails or texts, encouraging people to use meetings more effectively and using online project tools (see below).


Tools and Equipment for Staff Working Remotely

Make sure staff have access to the equipment they need to work remotely. They may need a better laptop or office chair.  There may be IT or security issues with accessing central data. Talk to them to find out what they need to work better from home.

Tools like Trello and Asana can help with team project work. Find out more about top online tools here.

Measuring Staff Activity & Productivity

Don’t automatically assume your staff need to be under your eye to work effectively and productively. Some of your team may enjoy the flexibility that remote working offers and this can enhance productivity.

Some staff may need this flexibility if there are small children at home. For example, they may prefer to start work earlier and work in the evenings. Work around this if you can and where it works for your team and business. If there are limits to the flexibility you can offer, then negotiate an agreement that will work for the team.

Use meetings to get feedback on how work is progressing. You can also use tools from Excel sheets to Trello boards to monitor tasks and progress. If you feel someone is not pulling their weight, don’t let it slide. Have a one-to-one chat and express your concerns. If there is an ongoing performance problem, then you may need to use disciplinary procedures. But make sure to get HR advice to ensure you comply with the regulations.

remote-working-Brian Wangenheim-unsplash-photo-1588346986082-dbadd9babce0

Mind Mental Health

Remember the obvious – we’re all in the middle of a crisis with the Covid pandemic. You need to be mindful of your own mental health and your team’s. You or any of your team may have serious concerns about older relatives, vulnerable children, or loved ones with immune problems or who are ill.  Some may be dealing with bereavement or isolation.

A team that works well together remotely can also be a supportive team, for you and for them.

For information or advice on managing staff remotely, Contact Julie Pollock on 07858089006 or email julie@consulthr.co.uk.

Visit our website here: www.consulthr.co.uk


Why You Need a HR Professional on Your Team

How do you know when it is time to get expert HR Advice? We are all facing a volatile working environment at the moment due to Covid-19. Employers have to make difficult decisions on staffing levels.  

This creates an increased risk that an employee will seek compensation if you get it wrong.  So now is the time to ensure you get professional HR advice, to protect you and your business.

HR professional advising clients

Should You Outsource HR or Keep it In-House?

Outsourcing works best for small and medium-sized businesses who don’t have their own HR departments. Given the current economic uncertainty, it may not be the right time to expand your management team. However, at such times, it’s crucially important that you have access to HR expertise.

Outsourcing your HR offers a flexible solution to match your needs and your budget. Contact us to arrange to discuss your HR needs on  07858089006 or email julie@consulthr.co.uk.

How a HR Service Can Ease Your Business Through This Pandemic 

Running a business during a global pandemic is a constant challenge but good HR makes sure you have a strong team to help. A specialist HR service supports your business with cost effective and flexible advice to get you back on track. 

HR experts like Consult HR can help you make the changes needed to navigate the post-Covid business world.  We have the experience you need to offer year-round support in key areas like employment law, redundancy and restructuring We also help you shape the management team you need to lead your business through this crisis.  

Covid-19 and Company Staffing 

For businesses who need to streamline their staff, redundancies may have to be an option. The redundancy process can be a complex area and the procedures vary depending on the number of redundancies involved. 

Redundancies and Covid-19

You may need to reduce your staffing costs but don’t know how. We help businesses map out their options and guide business owners through the statutory procedures Let us take care of the legalities and provide you with the framework to streamline your business. We create plans to deal sensitively and supportively with staff, while providing on-site and offsite support, as needed. 

HR professional consulting

Restructuring During Covid-19

Where appropriate, HR professionals can provide advice on alternative options to redundancies. We support business owners to create a plan that fits with the vision of their business.  Restructuring your business does not need to be a difficult undertaking and may allow you to keep on staff you’re reluctant to lose. Sometimes job losses can be avoided by changing the role of staffHR professionals can guide you through the legalities of restructuring your business and creating new positions for existing staff 

Employment Law during the Covid Pandemic

Most business owners do not have the time – or inclination – to learn the ins and outs of employment law. This is where a specialist HR professional can save you a lot of time and money. A good HR provider will work with you to develop robust terms and conditions of employment. They will ensure these terms comply with legislation and are specifically tailored to suit the requirements of your business. 

At Consult HR we take care of all aspects of employment policies and procedures for the businesses we work with. We ensure your business is compliant with all employment legislation, which can also protect your Company in litigation claims. 

HR proffessional working

 Coronavirus and Dismissals 

 Employment law is particularly important right now, as many business owners are letting go of staff. Consult HR can advise and guide you through the process to ensure you comply with legislative requirements  

Consult HR are experts in the field of employment law and can provide you with advice on legally binding agreements. This helps you to avoid future litigation and unfair dismissal claims through the industrial tribunals.  

At this time of great upheaval for businesses, a professional HR service can ease the burden and hassle of employment issues. Consult HR have a range of service options to meet all businesses needs and budgets, from project work to pay as you go. Contact us today to find out how we can support your business,  


Contact Julie Pollock on 07858089006 or email julie@consulthr.co.uk.  

Visit our website here: www.consulthr.co.uk 






Coronavirus: Top tips for working from home

The hashtag #wfh (working from home) is currently trending online, which isn’t surprising, considering that millions of us are working remotely due to the coronavirus crisis. With lockdown expected to last for another few weeks yet, it’s likely that for some, the novelty of working from home will wear off soon enough. If you find yourself in this situation, panic not. Consult HR’s Julie Pollock shares her top tips for working away from the office.

  1. Get up & dressed as normal

When working from home, there is obviously the temptation to wear pyjamas or loungewear all day long. However, you should dress for your work environment. Wearing such clothing is likely to have an impact on your mood and therefore impact your productivity.

You don’t need to dress as formally as you might usually do but the act of actually getting dressed sends a signal to the brain that it’s time to get to work. How often have you spent the day or weekend lounging about, only to finally get showered and dressed before admitting that you “Feel more human”? The same applies when you’re working remotely. The way to think about it is that you should always be prepared for unexpected video calls from colleagues or managers, so get ready each day with that scenario in mind.

2. Create a designated workspace or office

For those who work remotely from home full time (such as freelancers) one of their biggest challenges is separating their work and home lives. One way to ensure that you can fully disconnect from work is by having a physical area for it. If you have a home office – great! If not, you’ll need to find somewhere that serves this purpose and which is distraction-free. If you can, avoid working from the kitchen table, sofa or bed. Having an area – such as a dining room – so that you can physically close the door at the end of the day is ideal.

Set up the area as best as you can so that it resembles a workspace environment. Consider what you use on a daily basis in your office and make sure you have access to any computer programmes or software that you might need. Place your desk where there is good lighting, make sure the temperature is comfortable and that you have stocked up on pens and stationery.

3. Stick to working hours

There is always the temptation to sleep in and start work later, but it is better to stick to your usual working hours. This means that you are more likely to be productive during this time and being on the same schedule as your co-workers makes things easier for everyone. If you live with other people, or find that others in your household are also working from home, separate yourself from them and establish boundaries in order to limit distractions during the day.

That way, when you are finished for the day, you can give others your full attention. Carving out a separate time for work will ensure you are more present in your home life.

4. Incorporate travel times & rituals

The physical act of getting ourselves to work each day actually sets us up for the day ahead. As mentioned above, it’s best to avoid lying in each morning. You might think that you are saving yourself commute time and therefore it’s warranted. However, use this time to set yourself up for the day. If you usually listen to your favourite podcast or playlist on the way to work, continue to carry out this ritual.

Likewise, the act of travelling and arriving home serves as a wind down time each day, so again, try to continue with this. If, for example, you usually walk the dog before making your dinner, make sure you do these things. This way, you will remind both your mind and body that you have finished work for the evening.

5. Avoid distractions

It can be tempting to sit down in front of the TV at lunchtime but before you know it, you’ve been sucked in and find yourself saying: “Just one more episode.” Taking breaks are important but make them just that. Throwing on a load of washing or emptying the dishwasher is fine but don’t be tempted to take on bigger tasks which can easily take over your day.


6. Communication with your team is key

There is a certain level of trust that comes with working remotely. One thing that is expected to come out of the current crisis is that more employees are likely to request working from home and employers will to be more open to allowing this to happen. This is your opportunity as a manager to test the water and see how this works.

The key is to communicate clearly with your staff. Whether it’s a Zoom call in the morning, outlining the schedule for the day, requesting a report at the close of business showing what each team member has achieved that day or a weekly team meeting, when everyone is on the same page and are aware of what is expected of them, things run more smoothly.

Finally, don’t be tempted to default to text-based communication. Don’t email someone if it is something you would usually speak to them about in person. Pick up the phone, or better still, jump on a video call. Seeing and speaking to people is an easy way to ensure we all feel connected.

7. Remember to socialise

One of the big things we’re seeing is just how well people can stay in contact, despite being separated. So many apps such as Skype, Zoom, Microsoft Teams and House Party allow multiple people to engage in video calls at the same time. Have a virtual 10 O’Clock coffee break with the team or if you have a Friday ritual of a drink after work, there’s no reason why you can’t continue this. Getting everyone on the same call – even for just a few minutes – will keep morale high and connections open.

If you require further support with the Coronavirus please feel free to contact Julie Pollock on 07858089006 or e-mail julie@consulthr.co.uk. Visit our website here: www.consulthr.co.uk

Top tips for managing long term sickness

It might surprise you to learn that in the UK, employee sickness rates are at an all-time low. This, no doubt, will be welcome news for employers, but the truth is, this doesn’t show the whole picture. While sickness levels are at a record low, what is on the rise is presenteeism, which is when sick employees turn up to work, and this statistic is also breaking records.

While presenteeism means more people are at work, if they’re sick, it’s unlikely that they’re working efficiently. When employees don’t take time off to recuperate, as well as spreading sickness to other members of their team, they are putting themselves at greater risk of requiring long term sick leave, which can have a massive impact on your business.

Causes of long-term sickness absence

CIPD long term absence statistics reports that the most common reasons for long-term sickness are:

  1. Mental ill-health (clinical depression and anxiety)
  2. Stress
  3. Musculoskeletal injuries
  4. Acute medical conditions, such as stroke, heart attack and cancer

The effect of long-term sickness absence

Long term absence (which is normally regarded as continuous absence of 4 or more weeks), can put significant strain on your business. Other employees may be expected to take on some of the absent employee’s duties, which can cause stress, particularly if they are already busy. Changes to your business operations may be required and if you need to arrange cover or make adjustments, this can be costly.

In order to reduce long-term sickness absence, it is important to implement a prevention policy. From the statistics above, the main reason for long-term sickness is mental ill health closely followed by stress. Therefore, having a good health and wellbeing at work policy in place can help with this, as early intervention is vital for prevention.

However, undeniably, not all sickness can be avoided. As this is the case, as an employer, you should be aware of your obligations and what to do when an employee is off on long-term sickness.

How to manage long-term sickness absence

1. Have a Clear Policy

Your employment policy should clearly indicate the protocol employees are expected to follow regarding long-term sickness absence. This demonstrates that you take absence in the workplace seriously. It also outlines the rules to both line-managers and staff and ensures everyone is treated fairly. Employees should understand how to report it and the certification required. While they are off, you should keep in touch with them, as many employees on long-term sickness report feeling disconnected from their job and company. Staying in contact also ensures that you are notified of any changes to their condition and their expected return to work date. Keep a record of all communication.

2. Decide How you are Going to Allocate The Work

As well as this, you will need to consider how their work can be effectively covered. Often, it’s hard to know how long an employee will be off so temporary cover may be required in this instance.  You should ensure that you only recruit someone on a temporary basis until you are sure when and if the employee is going to return to work. Otherwise the employee could claim that you have already filled their job while they were off on sick leave.

3. Manage The Absence

Meet with the employee regularly to keep up to date with their recovery and what their GP is advising them about returning to work. This is to gage when they will be in a fit position to consider returning to work.

4. Consider Requesting Medical Information

Where you are struggling to get an employee to indicate when they will be returning to work you should consider requesting a medical report or assessment to establish when they will be fit to return to work and what they will be capable of doing when they return.

5. Consider Reasonable adjustments

If an employee is deemed to be disabled, consider reasonable adjustments to assist in their return such as a phased return to work, assigning them to another job temporarily, a change to their working environment, a new piece of equipment etc.

6. Conduct Review Meetings

Once the employee has returned to work conduct review meetings as regular as felt necessary until the employee has settled back into work.

7. Consider Termination On Ill Health Grounds

Where you have considered all options, including a medical report, reasonable adjustments and there are no signs of the employee being able to return to work any time soon, you may be left with no other option but to consider ending their employment due to ill health.

You should exercise caution at this stage and I would suggest that you take appropriate expert advice before you do this as any mistakes made at this stage will be costly to you and your business.

If you need help managing long-term employee absence in your workplace, help is at hand. Contact Julie on: 078 5808 9006 or email: julie@consulthr.co.uk

Easy ways to reward staff without giving them a pay rise

As a business owner and employer, you may have realised by now that recognising your staff’s hard work and dedication is an effective way to keep moral high. Business owners sometimes assume that the only way staff want to be rewarded is with a cash incentive, such as a bonus or a pay rise. However, that isn’t always the case and is not always possible. Thankfully, there are some amazing alternative ways to reward staff, when there’s no money in the budget for an increase in salary or you want to build and retain key staff. Here’s how…


Offer the opportunity for progression

Often for employees it isn’t just about money; it’s about feeling like they are progressing within a company. Knowing they are moving up the career ladder instils a sense of security and helps staff feel valued. So if the situation allows it, promoting someone from say, Account Executive to Senior Account Executive is often all they really want or need.


Who doesn’t love receiving a gift voucher? Do a little digging to find out which restaurants, shops or hotels an employee loves and present them with a voucher to treat themselves.


A day off

A simple, yet effective way to show your appreciation is to give an employee an extra one or two days off on top of their current holiday allowance. This means they can book a longer holiday, or use the day as they wish, whether that be lazing about at home, or doing something they enjoy.

Set high standards for training

As well as benefiting the employee, you’ll also reap the advantages of training staff. Whether it’s offering on-site training, or presenting them with the opportunity to enrol in a course, which will help further their career, regular training is effective in ensuring staff remain loyal to the company and they learn a new skill or knowledge which benefits the business.


Take them out

Who would turn down the opportunity to get away from the office, particularly when it’s paid for?! Whether it’s lunch in a restaurant, a drink in a bar or something more extravagant, taking staff out shows you value their hard work and builds stronger relationships within the workforce.

Employee of the month

This strategy has been around for years, which isn’t surprising, given its ability to instantly praise an employee and boost morale. Not only will you be highlighting their great efforts, you’ll be letting everyone else know. Plus, you’ll spark a little healthy competition among employees who are keen to earn the title for themselves.


A thank-you note

An old fashioned idea but a goodie… a simple, handwritten note to an employee, acknowledging their good work can go a long way. Leave it sitting on their desk so that they pick it up when they arrive at work the next day. You would be amazed at what this does to someone’s attitude at work and their work performance!

Be their mentor

Or if that isn’t possible, assign someone else who would do a good job. Appointing someone who will help an employee grow and progress within your company is an amazing opportunity that many would snap up in a heartbeat. Choose someone who the person can really learn from and who they admire to ensure it is a worthwhile opportunity.

Making the effort to regularly reward staff by supplementing pay rises and bonuses with some of these perks, brings with it many benefits such as:- staff work well together in a friendly environment, staff will work harder and create better results at work and you hold onto key staff that you don’t want to lose, which ultimately strengthens your business.

If any of these issues are causing you some problems, contact Julie Pollock on 07858089006 or julie@consulthr.co.uk to discuss further.