Tag Archive for: Outsourced HR

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 

 

 

 

 

 

How to deal with poor time management in your workplace

A new year has arrived and as a business owner or manager, you are probably keen to get the year off to a perfect start! If you’re tired of hearing excuses from employees such as “I didn’t get to it today”, “Something else came up” or “There just aren’t enough hours in the day”, read on as Consult HR’s Julie Pollock shares her top tips on how to address poor time management in the workplace.

One of the most common things I hear from managers and business owners is that when they ask for an update on a task or project from employees, they are met with an array of excuses. When you realise that something is far from being completed (or even started) it can be easy to react with a tut, sigh or reprimand. While hearing the same old excuses can be tiring and frustrating, reacting negatively won’t instantly solve the problem. The work still won’t be complete and if you don’t deal with the situation in the correct way, it can become a recurring one.

While it may seem like you are just wasting more time by trying to deal with the problem, in the long-run this can stop a huge issue arising, and actually save you time. So, if you have noticed a pattern of poor time management in your office, here are our top tips for tackling it.

Get to the source of the problem for poor time management

While an employee might tell you they haven’t yet completed something you asked of them, there are several reasons why this could have happened. In order to effectively deal with the situation, you’ll need to find out the reason why.

5 reasons for deadline delays

  1. They poorly prioritise workload: While it can seem like a basic skill, some people simply lack the ability to prioritise their workload. Maybe they are procrastinating too much or simply don’t know which tasks are more urgent that others. If this is the case, speaking with an employee once a week to check what’s on their agenda and how they are prioritising their work is an easy way to make sure work is completed on time.
  2. They are easily distracted by others: While it’s essential to create a happy work environment, making sure it isn’t so relaxed that colleagues continually engage in non-work related discussions is key. Consider if the structure of your office or seating plans could be reviewed. Make sure that employees are aware to reserve personal discussions for break and lunchtimes. This should be included in their company induction.
  3. They really didn’t have the time: It might be the case that quite simply, they have an unrealistic workload. Perhaps another employee is off and they are picking up the slack. Or maybe another manager has been assigning them work without your knowledge. Checking in to see what employees have on their agenda will make sure they aren’t overloaded, which can lead to stress and time off work, costing you money in the long-run.
  4. They don’t have the right resources: Whether a programme is out of date and causing delays, or they simply don’t have the training, it is essential that all staff members have the necessary tools and knowledge to complete their work.
  5. They are lazy & unskilled: In some situations, unfortunately it can be a case that they are quite simply, not the correct person for the job.

Deal with each scenario accordingly

In each of the above scenarios, a different remedy is required in order to rectify it. It is a good idea to meet with an employee to try to learn about their workload in order to determine the best course of action to take.

Time management training and offering regular support may be required, while dealing with unproductive employees is essential in ensuring your business operates efficiently.

If poor time management is an issue in your workplace, you could benefit from professional advice. For more information, contact Julie Pollock on 07858089006 or email: julie@consulthr.co.uk to discuss further.

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…

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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.

Vouchers

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.

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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.

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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.

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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.

Top tips to reduce employee absenteeism in the workplace

We’ve just had a scorching May and early June and fingers crossed, the good weather is set to return. While the sunshine puts a spring in our step, it has brought with it some problems, with many employers reporting that they noticed a rise in absenteeism in the workplace.

In particular, employees are phoning in sick when employers suspected that they were basking in the sun in their gardens or soaking up the sun at the beach!

With the average UK worker being absent over six days annually, costing employers an average of £554 in sick pay per employee, no doubt you are keen to limit this cost within your business.

Effectively dealing with employee absence and differentiating between genuine absence and those taking advantage is a common challenge that many employers face.

So what exactly can you do to reduce employee absenteeism? Here, Julie Pollock from Consult HR provides her top tips on how you get a handle on it this summer.

employee absenteeism

Have a clear policy in place

The first and most important step is to ensure that your company has a practical, well-written policy in place, which is given to employees when they take up their post. The document should state the process which employees are expected to follow should absence from work arise. Having clear attendance and absence policies will keep employees versed on the standards expected of them, as well as assisting managers when dealing with proceedings. Furthermore, the policy should be readily available to staff, such as on the company’s intranet. This easy access and high visibility will enhance its importance. Finally, asking employees to read and confirm they have understood the procedures regarding absence helps improve compliance.

Conduct return to work interviews

The thought of having to sit down with a manager face-to-face to explain absence, after taking a ‘sneaky’ day off can be enough to make employees think twice about actually phoning in sick.

So having return to work interviews as standard practice can reduce your absence levels without you even noticing.

Ensure managers are approachable

If employees don’t have an understanding point of contact in the form of a manager, they may be less likely to discuss issues or requests which could avoid absence. For example, if an employee feels they can’t approach staff for a couple of hours off to attend a necessary appointment, the result of this may be calling in sick at the last minute, requiring a full day off work. Having an open, sympathetic ear will help put employees at ease and open the door for communication and ultimately reduce absence levels.

employee absenteeism

Monitor absence

If you aren’t already doing so, monitoring absence patterns and levels is an effective way of foreseeing potential problems. This will help you identify those employees you need to have a conversation with, distinguishing between those who genuinely need assistance with ongoing health problems and those who may be taking advantage of your company’s sick pay scheme.

Keeping a record will also help you to keep abreast of trends, ie those that have ‘Monday-itis’. Furthermore, this can help notify you of absence trends, which may reveal that the employee has some external issues, which are impacting on their ability to attend work and may be resolved in a short period of time with some support from you.

Communication Is Key

Where you identify some concerns with an employee’s attendance at work, address the matter early by having a conversation, advising the employee concerned what your concerns are. This in itself may be enough to correct the problem early without the matter getting out of hand.

Health and wellbeing programmes

Companies which offer health and wellness programmes, have been shown to have lower levels of absence than those which don’t. These programmes cover a range of conditions, such as offering on-site yoga classes at lunchtime, to helping employees quit smoking or lose weight. There should be no pressure for employees to participate but they should be made aware of such programmes should they wish to avail of them. As well as helping improve health and wellbeing, staff moral will be higher and good working relationships will be developed, not to mention improved attendance levels.

employee absenteeism

Instil flexible working hours

This is a big decision for a company to take, but one which can result in lower levels of employee absenteeism. Flexible working can take many forms such as working from home, job-sharing, part-time, term-time, job-shares and flexitime. Being able to fit working hours around the demands of a busy life, will again, ensure employees take fewer unexpected days off work. Furthermore, being accommodating instils a greater level of trust between the employer and employee.

Keep staff moral high

Keeping staff motivated is an effective way to ensure absence levels are kept to a minimum. Encourage good morale with incentives, recognition programmes, career advancement opportunities and arranging social events for teams. Undoubtedly, a combination of emotional and physical factors are responsible for preventing employee absenteeism. A positive work environment is a key factor in encouraging staff to come to work everyday.

If you are struggling with employee absenteeism in the workplace, help is at hand. At Consult HR, many companies have benefited from our outsourced HR services. For more information, get in touch here.

How to avoid tears, tantrums and legal actions following your office Christmas party

Tis the season to be jolly but with the office Christmas party comes the need to keep both your employees and business safe during the festive frenzy. With a staggering 9 out of 10 businesses having had an employment issue as the result of a Christmas party, here are my top tips for avoiding tears, tantrums and legal actions this festive season.

You are invited to attend…

As an employer organising a Christmas party, you are undoubtedly responsible for the behavior of your employees at the event. When it comes to inviting staff, avoid discrimination claims by extending the invite to everyone. This includes those who are sick, on maternity leave or who may have mentioned they are unable to attend.

At the time of inviting employees, it is important to address the code of conduct that is expected of them, highlighting that social events connected with work are an extension of the workplace. In particular, staff should adhere to the Dignity at Work and Bullying and Harassment policies or indeed, these should be put in place if they are not already in existence.

The Chief Constable of the Police in Lincolnshire was held accountable for the actions of a male employee, who sexually harassed a female colleague, whilst at a pub. The Employment Appeal Tribunal in The Chief Constable of Lincolnshire v Stubbs [1999] ICR 547 upheld the original Employment Tribunal’s conclusion that “attending a public house for relaxation immediately after the end of the working day is, in our view, merely an extension of employment…”

 

Office Christmas party

It was the drink talking…

In Judge v Crown Leisure Ltd [2005] IRLR 823 (CA), a company director who attended the office Christmas party advised Mr Judge that he planned to align his salary soon to meet that of a new employee who was earning considerably more. Two years later, with no advance in salary, Mr Judge resigned and claimed constructive dismissal. His claim was dismissed in the view that the Director was merely providing “words of comfort”.

Beware of promises made. Don’t make promises about pay rises or promotions at the Christmas party. The employer here was not held to it but a different tribunal may have ruled differently. Plus, the entire affair is costly in time and money so it’s best to avoid this type of conversation outside of the office.

The morning after

As employers are obliged to provide a safe place of work, be mindful of employees who are required to work the day after the Christmas party, especially those who have to drive or operate office machinery.

Employers should make employees aware of their expectations in not returning to work the day after the Christmas party under the influence of alcohol or drugs. With this in mind, it is advisable to limit the amount of free alcohol that employees have access to at the Christmas party.

 

Office Christmas party

Secret Santa implications

Although fun and a highlight of the festive season, the anonymity surrounding Secret Santa can result in inappropriate or offensive gifts being swapped. An easy way to avoid potential problems, is to make staff aware that this practice falls under the Dignity at Work and Bullying and Harassment policies, which they should keep in mind when purchasing gifts. It’s also advisable to put a spending limit on gifts in order to ensure that all staff feel included.

Beware of social media

While many believe there is no such thing as bad publicity, a clip or photos of your office Christmas party going viral on social media, for all the wrong reasons, can bring with it much more than just a hangover. With the popularity of social media on the rise, comes an increase in the number of cases involving inappropriate use of social media sites.

To avoid this, employers should have a Social Media Policy in place, which advises employees not to place material online which could negatively affect the reputation of the employer, or which breaches its Bullying and Harassment Procedures. Employees should be reminded about the practice of social media in the run up to Christmas.

The Christmas bonus conundrum

At this time of year, it is common practice for Christmas bonuses to be given, as a gesture of goodwill. However, with the effects of the economic downturn still lingering, employers often question whether they are obliged to give employees such bonuses.

If an employee’s contact is silent in relation to this payment, it can be argued that if this has previously been a custom, it is an implied term in his/her employment contract. To avoid this, employee contracts should be very clear that Christmas bonuses are at the discretion of the employer.

 

Office Christmas party

Have fun

While this all might sound a bit Scrooge, we don’t advocate that your Christmas party should be a bland affair, free of all fun. With the correct communications and employee expectations laid out beforehand, the office Christmas party can be a great event, devoid of drama and disciplinary hearings.

Happy Christmas from Consult HR.