Diabetes Sufferers Are Experiencing Discrimination At Work …read more
A blog providing trustworthy Human Resources advice to business owners, managers and employees plus the occasional LOL true story from the workplace.
Diabetes Sufferers Are Experiencing Discrimination At Work …read more
Three Signs That You Do NOT Need To Work With An HR Consultant
You might think that because we run an HR consultancy, we have a list a mile long of all the reasons why you should definitely work with an HR professional to help you to hit your business goals. It’s true that there are many ways in which we can help you to hit those targets and create a positive, productive workplace. But it’s also true that we know that we can’t help everyone. There are some people who just aren’t in the right position to use our services, and if you’re on the fence right now about what your next moves should be, then we want to make sure that you’ve got all the information you need.
Let’s explore three of the biggest reasons why now might not be the right time to look at outsourcing your HR practices…
You’re at the stage where it’s necessary to employ a permanent HR member of staff
HR consultancy can be a great option for small and emerging businesses that could benefit from knowledge and expertise on matters relating to personnel management, but are not yet ready or able to bring on a permanent employee. There often comes a point though when it just makes better sense all round to build your own HR team.
There are obvious benefits of having a dedicated HR member of staff who knows your business inside out, and is out there operating on the front line each and every day. Most of our clients aren’t quite yet at that stage, though many do plan to get there in the not too distant future. Your HR function should grow with your business, and it’s important to carefully assess your needs.
You’ve got a wealth of knowledge on the nuances of employment law and its application
Employment law can be complex, to say the least. Keeping on top of changes and ensuring that your business is fully compliant can almost be a full-time job in its own right. Depending on your background though, you might feel like your knowledge is up to date and will keep you on the right side of compliance for a long time to come.
It’s true that many of our clients are business owners whose skills and talents are very much in a different area, and so they choose to outsource the tasks where there are gaps in their knowledge. We’re their eyes and ears when it comes to searching out new developments, and seamlessly bringing their practices up to date. If you have a deep understanding of employment law, you might be able to do this for yourself.
You’re not willing to have open and frank conversations with your consultant
So many businesses have problems of varying sizes bubbling away beneath the surface. Leading human beings can be a complicated and messy business. It’s inevitable that mistakes will sometimes be made. When you’re outsourcing, you’re only going to take value away from your relationship with your consultant if you’re willing to have honest conversations. This includes giving them access to everything they need… The good, the bad, and the ugly.
It can be overwhelming and daunting, but a good HR consultant is not there to judge, or to point the finger of blame. Of course, your confidentiality
will always be a key priority.
If you would like to discuss whether working with an HR consultant is right for you, get in touch today for an initial no-obligation consultation. We can discuss your current challenges, and the options that are available to you.
Five critical actions for managing an employee grievance …read more
How Can You Better Support Moms In Your Workplace?
With Mother’s Day on the horizon, a ton of people will be showing their appreciation for the women in their lives with flowers, chocolates, and cards. As an employer though, the gift that you can give working moms goes a little bit deeper… Really, it’s your duty to make sure that they’re treated equally in the workplace, and that a woman’s decision to start a family doesn’t have to mean game over for their career.
It’s 2017, so you might think that we’re past the stage where these kinds of things are still burning issues. The statistics speak for themselves though. According to AAUW’s The Simple Truth about the Gender Pay Gap, women will not reach pay equity with men until 2152. And of course, the fact that women are more likely to take on childcare responsibilities can play a big role in how they’re able to pursue opportunities.
Look for solutions and opportunities instead of problems
If you run a small business and an employee announces that they’ll be taking maternity leave soon, you might feel slightly panicked. Regardless of how much you want to support your staff, the reality of having to navigate through the changes can be overwhelming.
Instead of just looking at the potential problems though, examine the opportunities that exist. Is there another member of staff who can step up and cover the role? Could this be an indicator that it’s time for you to start to look towards more flexible working practices? How can this situation be turned on its head to make your workplace
Speak to your staff
Hopefully you already speak to your staff all the time, so this might seem a little bit obvious. But are you actually having meaningful, honest, and open conversations about your role as an employer, and how you can support your workforce as they navigate their way through key life stages?
Rather than just assuming that you know what your working mothers want and need, ask them. It may be the case that small changes to your policies and practices could make a big difference to your workforce.
If you know that you need to make changes to give various segments of your employees a better chance to thrive and succeed, then there’s no time like the present. If issues are bubbling away under the surface, or you suspect that problems could arise if you don’t take action, get in touch today. We can arrange to have a no-obligation discussion about your options, and how we might be able to work together. Of course, if we are unable to fulfill your HR needs, we will direct you to an HR professional who can.
Why You Should Never Download Your People Policies Online
What did you do the very first time that you realized that you were going to need some people policies? If you’re like most employers, then you probably carried out a quick Google search to grab what you needed to make sure that you’re compliant with the law and doing everything you can to drive performance and engagement.
It seems like the obvious place to start. You’ve no doubt picked up a ton of valuable business advice online during your time as an entrepreneur. So, naturally, search engines often become your trusty advisor when it comes to the things that you just don’t know.
However, it pays to exercise more than just a little bit of caution. You’d know better than to search for medical advice online, or just hope for the best when it comes to what you’ve heard about managing your finances… So should you really trust Google to give you the policies and templates that have the power to make or destroy your business?
Here’s why you might want to rethink…
You have no real idea where your advice is coming from
You don’t have to be an expert legal advisor, or even an HR consultant, to create a website and share your views and opinions online. Pretty much anyone with a laptop and the patience to watch a few YouTube videos can do it. You might say that it would be pretty pointless for someone to intentionally give you the wrong advice, and that’s probably true. But it’s not worth leaving anything to chance.
Working with a skilled HR professional will make sure that your documentation is informed by legal requirements and cutting-edge best practice.
The law changes regularly
There are times in your business when doing a few online searches is going to give you exactly what you need. But when it comes to managing your most valuable asset – your people – it’s never worth cutting corners.
If you’re concerned about whether your practices are hitting the mark, get in touch today and we will have a no-obligation chat about where you stand and what your options are.…read more
Many people do – both managers and employees alike. Employees dread them because they often have no idea what the manager is going to say about their performance. Managers dread them because they don’t know how to deliver the difficult news when an employee is not performing well. This stems from fear of conflict and not knowing how to manage it. …read more
Your Human Resources Policy states that the Company computer systems and devices provided to employees are intended for business purposes and may be used only during work time. However, the policy goes on to state that limited personal use is permitted during non-work time (breaks, lunch) if it doesn’t hinder job performance or violate any other Company policy. …read more
As an employee, you have certain rights. Most of us are familiar with the federal laws that protect employee rights and prohibit employers from discriminating against someone based on certain protected categories – such as race, color, religion, sex, or national origin. …read more
I love working in Human Resources – probably because I really do care about people. I know that sounds cliché because every HR person would say they care about people. Unfortunately I sometimes see HR “not practicing what they preach”. This is not always completely their fault. Part of it is due to the direction of the HR focus over the past 10-15 years. HR has become much more focused on the business, being a part of the business, having a seat at the table, influencing the strategic pieces of HR as they relate to the business. These have all been necessary, positive, right changes. But I fear the focus on the employee has been lost in the shuffle. Employees see HR engaging with management and automatically believe that HR is therefore siding with management in all the decisions. In some cases this is true depending on the HR person. Some HR professionals are able to separate themselves from the business and still make good decisions around individual employees. But the bottom line, no matter how you cut it, is that the HR professional’s first obligation is to the Company, not to the employee. Their first obligation is to protect the company against litigation or charges of discrimination/harassment. The U.S. has become a culture full of lawsuits, some legitimate but many frivolous. A Company expects its HR professionals to help protect them from both. …read more
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