A blog providing trustworthy Human Resources advice to business owners, managers and employees plus the occasional LOL true story from the workplace.
Strategies for Being a Better Leader …read more
It’s Time to Admit That You’re Only Human
When many of us think about companies that have made big HR mistakes, we’re quick to jump to the assumption that it’s all the fault of greedy bosses who are more interested in lining their own pockets than doing the right thing by their loyal employees.
Mistakes with administrative processes that result in employees receiving their wages far later than expected? Obviously a ploy so the business can keep hold of their cash for as long as possible.
Employees forced to give up their vacation because of a last-minute crisis? Probably a crafty trick concocted to make sure that staff are worked to the bone.
Disgruntled staff who are vocal about their negative experiences at work? Well, there’s no smoke without fire.
We’ve all seen the stories in the press, often sensationalized for the purpose of selling more newspapers, and we’ve made our own judgements about the moral standing of those in charge. Sometimes though, it isn’t black and white.
Let’s not get it twisted… Legislation exists for a reason, and for the greater good. As an employer, you have a responsibility to make sure that you’re compliant, that you’re implementing best practices, and that you’re doing everything you can to create an environment that’s fair and nurturing for your workers.
But mistakes can happen, and even the most dedicated and ethical employers can find themselves facing extremely difficult circumstances.
When your business is growing fast, and you have a million and one things to balance, you can take your eye off the ball. You can overlook important details. And you can find yourself facing circumstances that you never imagined, but which can put your entire business in jeopardy.
At this stage, what really matters is what you do next, and how you decide to put things right.
If you’re worried that there could be an HR nightmare on the horizon, then we want to help. We can assess your current circumstances, and help you to create an action plan that gets things back on the right track as quickly as possible, and with the least amount of fuss.
We’re not here to judge you – we’re just passionate about getting things right, and we understand the challenges that you’re facing. Give us a call, and we can have an open and honest conversation about how we may be able to work together.
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How To Handle Office Romances
With many of us spending more and more time at the office, it’s no surprise that many working relationships blossom into something a little more intimate. In fact, research carried out by CareerBuilder.com found that 38% of workers have dated a colleague at some point in their working lives.
As an employer though, you’d be right to be a little cautious about what the implications could be for your business. If you suspect that there’s an office romance, you may be concerned about the impact that this could have on your team or what might happen if things turn sour.
Spring is in the air, so now is a great time to consider what some of the best practice is on this subject. Without any further ado, here’s what you need to know:
Accept that these things happen
It would be unreasonable to try to implement any kind of policy that banned romantic relationships between employees. Also, it probably wouldn’t act as a deterrent. If anything, you’d be simply creating a culture of secrecy and mistrust.
The bottom line here is that these things happen and, as a leader, you have to accept it.
Nip any problems in the bud ASAP
Public displays of affection aren’t appropriate in the workplace. No one wants to see PDA by the water cooler, or have to navigate their way through a kissing couple just to get to the break-room. Luckily, most couples will know this already, and will often do everything they can to make sure that there are no awkward moments for their colleagues.
If you do feel that boundaries are being crossed, you need to take action as soon as possible. Have a discreet word with both individuals, explain your worries, and remind them of what’s acceptable and what isn’t.
Consider the team as a whole
You’re probably not in the office all day long, every day of the week. So in many ways, you only get a very limited snapshot of what’s going on and how everyone’s interacting on a day-to-day basis. This means that you need to be extra vigilant when it comes to monitoring sentiment.
Of course, this is a larger issue surrounding workplace culture and it covers more than just office romances. Keeping your finger on the pulse and collecting meaningful, insightful feedback from your staff on a regular basis will ensure that you’re creating a productive, motivated, and happy workforce – if, of course, you’re taking action on your findings.
Don’t take sides if things go wrong
Many employers worry about the potential fallout of office relationships turning sour. It’s essential that you’re prepared for the worst-case scenario. Stay impartial, try to exercise a degree of understanding and sympathy, but make sure that you keep overall business objectives and priorities in sight.
Of course, it’s vital that you can recognize the difference between a break-up and something more sinister. Your policies and procedures on serious matters such as sexual harassment and bullying should be tough and always implemented.
If you’ve got these key areas covered, romance at work doesn’t have to leave you feeling stressed out and uncertain about what to do for the best. If you feel like you need to ensure that you’re prepared for anything that your business might throw at you this year, we can help to make sure that you’re ready. Give us a call to arrange a consultation.
HR U CAN TRUST