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HR U Can Trust Blog

A blog providing trustworthy Human Resources advice to business owners, managers and employees plus the occasional LOL true story from the workplace.

Three Key HR Challenges For The Fourth Quarter – And How To Smash Them

Tiffany Boyes - Tuesday, October 10, 2017

Three Key HR Challenges For The Fourth Quarter – And How To Smash Them

 


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Are your Employees happy at their jobs?

Tiffany Boyes - Tuesday, October 03, 2017

Are your Employees happy?   …read more


 

A Quick Drink After Work, Or A Serious Problem For Your Business?

Tiffany Boyes - Tuesday, April 25, 2017

A Quick Drink After Work, Or A Serious Problem For Your Business?

 

Many of us are no strangers to a little tipple after work.

A glass of wine with colleagues to put the world to rights.

An informal brainstorming session over a few beers.

Some all-important bonding and team building away from the constraints and routine of being tied to a desk.

But as a leader, you no doubt fully recognize 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?

What if rowdy behavior in the bar brought your business into disrepute?

And what exactly is the difference between your staff enjoying a couple of drinks, and your business being faced with a deeper and more serious problem?

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 should be noted here that taking a hard-line 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 staff 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. 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 guide 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 understand that you need to be prepared. Firefighting problems like this is always going to be seriously difficult for everyone involved. But if you’re dipping into this advice because you’re worried about a current situation regarding alcohol or drugs in your business, then getting some tailored advice from a professional is highly advisable. This is complex stuff, and you don’t have to manage it on your own.

Get in touch today to arrange a no-obligation and confidential discussion around how we might be able to work together to deal with alcohol and drug problems at work. If we are unable to fulfill your HR needs, then we will direct you to an HR professional who can.

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Will Facebook’s New Jobs Feature Make LinkedIn Obsolete?

Tiffany Boyes - Wednesday, March 08, 2017

Will Facebook’s New Jobs Feature Make LinkedIn Obsolete?

 

For the past couple of years, LinkedIn has well and truly had a monopoly when it comes to being the social network of choice for recruiters and small business owners on the lookout for top new talent. With the new changes recently announced from Facebook though, the more ‘professional network’ might have a fight on its hands.

 

Of course, many business owners have been using Facebook for recruitment more informally for quite some time now. We’ve all seen the posts from companies letting their followers know that they’re hiring. The new feature simply makes the process a little more intuitive.

 

As soon as the job listing is posted to Facebook, anyone who visits the page will be able to make an application. There’s even the option for candidates to auto-fill their information based on the details that Facebook holds on them, such as name and location, to make the process a little speedier.

Similarly, Facebook will allow page owners to pay to ‘boost’ their job ads to reach more people, based on their demographics and interests.

 

The feature’s brand right now, so it’ll be interesting to see how it works out over the coming weeks and months, and how businesses manage to leverage the power of Facebook to find their top talent. Still though, the move demonstrates that online recruitment is very much a growing phenomenon, and it’s something that businesses absolutely can’t afford to ignore. Putting an ad in your local paper is not likely to cut it anymore, and you need to make sure that your recruiting toolkit is up to date.

 

With Facebook more traditionally being the less formal social network, favored by those looking to connect with their friends rather than seek out professional opportunities, the new developments also raise some compelling points about how the world of business is changing. The lines between work and play are becoming more and more blurred, and this is a challenge and an opportunity in its own right for small business owners.

 

What do you think about the recent announcement from Facebook? Will you update your recruitment practices accordingly? Get in touch today for a free no-obligation consultation. If we are unable to meet your HR needs, we will put you in touch with an HR professional who can.

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Recruiting For Less Desirable Roles… What Do You Need To Know?

Tiffany Boyes - Tuesday, February 21, 2017

Recruiting For Less Desirable Roles… What Do You Need To Know?

 Picture the scene…

Your business is growing, and it’s time to bring in an extra pair of hands to manage all the various different tasks that are clogging up your desk. Excellent! It’s a sign of growth, and it could mark the start of an exciting new chapter for your business.

But you sit down, and you start to put your job description together.

All of a sudden, you’re worried.

You know that you need to recruit a cold-caller, but you also know that finding someone who loves getting on the phone to complete strangers and attempting to sell them something is going to be a bit of a challenge.

So what do you do?

Well first of all, don’t be tempted to write a whole load of lies (or even exaggerated truths) about what the role involves.

If you do that, then sure, you might get more applications.

But what happens once they’re working in the role? They’re quickly going to realize that you deceived them. There will be unrest, disappointment, and it’s highly likely that they’ll move on to new pastures … Meaning that you’ve pretty much just wasted your recruitment and training budget.

Giving your applicants a realistic job preview at every stage of the recruitment process is essential. They should know exactly what they’re applying for, and understand what their role is likely to involve on a day-to-day basis.

The key here is knowing how to craft an honest but compelling job advert and description, and getting it in front of the RIGHT people. It’s about knowing your audience, knowing how to draw out the key points of a role, and speaking the language of the kind of applicants who can take your business to the next level.

Just because YOU hate the idea of cold-calling, it doesn’t mean that everyone else does. Some people will love the challenge of jumping on the phone and forming profitable relationships with people of influence and buyers, and they’ll be dying to get plugged in.

Bringing those kinds of people through your doors is a challenge, but when you have the right tools in your kit, it’s definitely very achievable.

If you’re struggling to find the right talent for your roles, or you’re unsure about how to craft your descriptions and advertisements, then let’s talk. Working with a professional to get this right first time could save you a huge load of time, money, and hassle in the longer term.

Give us a call today, and we’ll arrange a no-obligation consultation. If we’re not able to fulfill all your HR needs, we’ll direct you to HR professionals who can.

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What You Need To Know If You’re Recruiting in 2017

Tiffany Boyes - Tuesday, January 24, 2017

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Why You Should Worry About Your Staff’s New Year Resolutions

Tiffany Boyes - Tuesday, January 10, 2017

Why You Should Worry About Your Staff’s New Year Resolutions

 

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How To Use Your Greatest Asset To Maximize Profits in The Final Quarter

Tiffany Boyes - Thursday, October 20, 2016

How To Use Your Greatest Asset To Maximize Profits in The Final Quarter

 

 

At this time of the year, savvy business owners are starting to really knuckle down on the tactics that they’ll use to make the most of the opportunity that’s presented in the final quarter. Perhaps you’re rolling out special offers in your stores to entice festive spending, or maybe you have an exciting new line of products that you’re expecting to fly off the shelves.

 

These strategies can work, for sure, but if you’re serious about really upping the ante and ending 2016 in the best position possible, then it’s time to think about how you can leverage your best asset – your people.

 

Here, we’re going to share some practical hints and tips that you can start implementing right away.

 

Consider whether you need to roll out refresher training

 

 

At this time of the year, exemplary customer service can make a huge difference when it comes to your profits. Are your staff comfortable with talking about your products and services? Can they pinpoint opportunities to offer an up-sell? And are they really firing on all cylinders when it comes to their day-to-day work

Take the opportunity to consider how you can offer training to drill down on key points and take performance up to that next level. You don’t necessarily have to spend a fortune on bringing in external providers. Think outside of the box when it comes to how you can deliver.

 

Ensure that individuals and teams have goals to be working towards

 

If your staff have been in their positions for a while, then they can really easily fall into a mundane routine. They turn up to work, do their bit and then go home. Could it be the case that they’re feeling complacent? If so, now’s an excellent time to get your leadership team together and ensure that everyone has realistic but stretching goals to be making progress towards.

 

Individuals should understand and recognize the contribution they make to the bigger picture, though it’s also sensible to think about how you can encourage staff to work together to achieve bigger things.

 

Work out how you’ll incentivize outstanding performance

 

 

Think that it’s enough to pay your staff the money you owe them at the end of the week, and then expect them to thank their lucky stars that they’re so generously rewarded for their work? Think again. Pay is only one part of the story here. You need to consider how you can make sure that your employees know that their contribution is valued.

 

Again, this doesn’t have to be something that puts a strain on your budget. There’s a ton of things that you can do to offer an attractive inventive for outstanding performance, even if you’re on a tight budget. And, of course, you should never underestimate the value of saying thank you.

 

The year’s speeding to an end, but if you start taking action right away on the points that we’ve outlined above, you can make a big difference to your final results. So what are you waiting for?

 

If you need some help with managing that final push, then pick up the phone. We’ll be looking forward to having an initial chat about how we might be able to work together, without any obligation or pressure.

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Should Employers Be Worried About Pokémon Go?

Tiffany Boyes - Tuesday, September 13, 2016

Should Employers Be Worried About Pokémon Go?

 

Unless you’ve been living under a rock for the past couple of months, you’ll no doubt be familiar with the latest digital trend to be sweeping the world. Pokémon Go involves using your mobile device to locate and capture virtual creatures. It’s currently being used by more than 100 million users.

 

Some have praised the app for encouraging people to get outside and become more active, but it’s also had its fair share of criticism. Concerns have been expressed about the likelihood of players being involved in accidents while engrossed in the game. There have also been reports of trespassing, and even fights breaking out in the street.

 

Whether you’re an addicted player or a bit of a cynic, if you’re an employer then you have some serious considerations to make. Statistically speaking, it’s very likely that your staff are indulging in a little Pokémon Go in their spare time, and possibly even at the office. So what are you supposed to do about it?

 

Interestingly, Boeing was the first large company to ban the use of the app for employees during working hours. It was reported that it had been installed on more than 100 work devices. One employee was almost injured after being distracted by the game. The aerospace company didn’t mess around and Pokémon Go was added to their software blacklist.

 

There have also been concerns raised around security. The app allows users to take photographs of their ‘catches’, including a live shot of the location. These shots are often shared to social media networks by those eager to show off their latest achievements. If your staff are capturing images of your workplace, then this is a can of worms that you probably don’t want to open. Sensitive data and documentation could very easily be compromised.

 

But is an outright ban on the game really the best answer here? It doesn’t take a genius to work out that if your staff are chasing Pikachu when they should be working, you’re going to see a drop in productivity and profit. It’s not necessarily all doom and gloom, though. Playing the game could inject some fun and excitement into the working day. It could also encourage your staff to get away from their desks for a little while, which is often a positive thing.

 

Before you issue an outright ban on Pokémon Go in the workplace, think about the bigger picture. What are your existing social media policies? Do they cover the current issues? Do your policies need a refresh, to ensure that they’re still fit for purpose? What opportunities and threats are you facing, and how can you handle them without overreacting, while keeping business priorities in mind?

 

When it comes to people issues, there are often no right or wrong answers. What’s important is that you can keep a level head and act in your best strategic interests.

 

If one thing is for certain, it’s that challenges surrounding social media and the usage of mobile devices are only going to become more prevalent in the coming months and years. Make sure that you’re ready for them. Need help to navigate these issues, contact us today!

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How To Handle Hate In The Workplace

Tiffany Boyes - Tuesday, August 30, 2016

How To Handle Hate In The Workplace

 

Most offices are a place of diversity- as they should be. In one workplace, there are employees of different sex, race, age, religion and more. While businesses may pride themselves on being diverse, so many differing perspectives on life can create friction when all of these people are in the same room and expected to work together.

At some point in their career, most people will encounter someone that they dislike or even hate. We spend a lot of time with the people we work with. As a result, office friction and tension can be a regular occurrence between employees. So what exactly do employers need to be aware of, and what are your responsibilities as we navigate our way through what’s to come? Read on for advice and guidance.

 

Take a zero-tolerance approach to discrimination and harassment

 

If you witness hateful incidents in your workplace, it’s your responsibility to take action. Leaders should never turn a blind eye to such situations. If you were to take this route, you’d be likely to find that everything very quickly escalated out of control.

Many of our clients employ diverse work-forces and enjoy the many benefits of doing so. It’s important that you have a plan in place when problems arise. Act fast, and in line with your existing people policies. Be firm, and lead by example. This is no time for waiting around or being ambiguous with your actions.

 

Contact the appropriate authorities where necessary

 

 

Some problems can be nipped in the budded immediately with some clear communication and a firm stand. Sometimes however, there are deeper issues as play, and things can very quickly spiral out of control. It may be the case that you need to involve the police.

This may seem like a big step to take, but it’s vital that you remember that you have a responsibility as an employer. The authorities will be able to give you advice on what to do next, and will be able to take any necessary steps to ensure that the situation is managed in accordance with the law.

 

Our advice for handling hatred in the workplace is short and to the point. Take action quickly, and take a stand against any such behavior.

 

If you suspect that your discrimination and harassment policies may be outdated or no longer fit for purpose, then now would be a great time to complete an audit of exactly where you are, and what challenges may be ahead. Not sure where to start? We can help. Give us a call today and we can arrange a no-obligation consultation.

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