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.

How Much Should You Pay For HR Services?

Tiffany Boyes - Tuesday, August 23, 2016

How Much Should You Pay For HR Services?



Are you at the stage in your business where you know you could use a little HR help, but you’re feeling unsure about the cost implications? You’re not alone. It’s an issue that many leaders have to tackle. It can feel like an absolute minefield when you’re trying to hunt down all the relevant information.

Don’t panic though, because we’re here to give you the help you really need. In this guide, we’re going to walk you through some things you need to know about investing in HR services to help you to take your business to the next level.



Focus on investment, not cost



If you’re purely thinking about HR as a cost, then you’re missing an important part of the bigger picture. In many cases, getting some professional help can prove to be one of the best investments that you ever make. You could cut costs, improve productivity and output, and ensure that you attract and hold on to the people who are really going to drive your business forward. The potential benefits are endless.

A good HR consultant will be more than happy to sit down with you and pinpoint the opportunities that exist within your business. They can also help determine what could potentially be achieved on a realistic level. Don’t be scared to ask plenty of questions.


Recognize that DIY could cost you a lot more


These days, you don’t have to look too far for advice and guidance when it comes to HR. In fact, a quick Google search will bring up masses of information. You can even find templates for creating your own people policies. This can be helpful, to a certain extent, but it’s vital that you question whether or not going down this route is really a good idea.

Get things wrong, and you could end up spending a whole lot more on fixing the problems that you’ve created. Working with a professional will ensure that you get things right from the start. This will bring much needed peace of mind.


Stop speculating and get the facts


Some business leaders wait longer than necessary to get the HR help they need purely because they’re worried about managing their budget. They assume that professional services may be out of their reach. So they continue to try to do things on their own for far too long.


The truth here is that how much you should expect to spend will vary depending on a range of factors. These factors include the exact nature of the help that you need. Instead of guessing, why not speak with a professional? We’re more than happy to have a no-obligation informal discussion with you about what you need, what your options are, and how much you should expect to pay.


Get in touch today, and we’ll book a suitable time that works with your schedule.

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Should Employers Ban Cake Culture?

Tiffany Boyes - Tuesday, August 16, 2016

Should Employers Ban Cake Culture?


Some of us are pretty familiar with so-called ‘cake culture’ in the workplace. Whether it’s to celebrate a birthday, a promotion, a retirement, or just the end of another week, there’s no shortage of baked goods to enjoy with a nice cup of coffee in the office. It’s a tradition that plenty of us enjoy, but have you stopped to think about the potential health implications?


Senior dentist Prof Nigel Hunt delivered a speech at an annual dinner for dentists, where he said:

Managers want to reward staff for their efforts, colleagues want to celebrate special occasions, and workers want to bring back a gift from their holidays. But for many people the workplace is now the primary site of their sugar intake and is contributing to the current obesity epidemic and poor oral health. Cake culture also poses difficulties for those who are trying their hardest to lose weight or become healthier - how many of us have begun such diets only to cave in to the temptation of the doughnuts, cookies or the triple chocolate biscuits?’


And many would agree with him. More than one-third (34.9% or 78.6 million) of U.S. adults are obese. [Read abstract Journal of American Medicine (JAMA). The implications for society are obvious, so perhaps it’s time for employers to consider the impact that growing waistlines could have on their businesses.

If your staff are overweight, they’re more likely to experience health problems, including high blood pressure and diabetes. This could put a real strain on your operations.


But is it really your responsibility to encourage your workers to make a change?


Let’s be totally honest here – banning cake in the workplace is going to make you fairly unpopular, and it’s a step too far. There’s no reason why sugary treats can’t be enjoyed in moderation. You could argue that it’s absolutely not your job to police what your workers eat.

Still though, it’s sensible to recognize that the lines between work and home are becoming increasingly blurred. Employees are spending more and more time at work. If you want to get the most out of your staff, it’s worth thinking about how you can promote a healthier lifestyle.

Consider making other options available, such as fruit and veggies. Also, recognize that you have a responsibility to encourage your workers to make good choices.


In many cases, your employees will greatly appreciate you rolling out positive changes that allow them to put their well-being at the top of the agenda.

If you want to be a truly exemplary employer, then it could be time for you to consider taking a more proactive approach to promoting health and positive lifestyle choices. Maybe you’ve got some ideas about how you could do this, but you’re unsure about the finer details. If so, we can help. Give us a call today for a no-obligation talk about your plans.

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Dealing With A Debbie Downer In The Workplace

Tiffany Boyes - Tuesday, August 09, 2016

Dealing With A Debbie Downer In The Workplace


If you’re the skeptical type, it wouldn’t be too difficult to find a whole host of reasons to feel negative right now. The future of the country is up in the air, the summer so far has been a bit of a washout and the papers are full of tales of unrest and uncertainty.

In the workplace, negativity can spread like wildfire. So how exactly should you approach the situation if you have one employee who’s bringing down the rest of your workforce? Here, we share practical hints and considerations.




Sometimes, people simply need a sounding board for their frustrations and concerns. Burying your head in the sand and hoping that things will fix themselves is very rarely a sensible strategy. Instead of just paying lip service to the concept of having an open door policy, make sure that you live by it.

Get to know your staff. Work out what makes them tick. Unearth the real issues that are at play. This is what makes the difference between a manager and a leader.


Challenge negative thinking



There are external things going on that you and your business can have no control over. No one’s expecting you to solve all the problems in the world. However, if comments are being made about internal issues, you need to tackle them.

If they’re true, take the time to explain the reasoning behind why things are the way they are, and how employees can play a part in improving the situation. If false statements are being shared, speak up immediately and set the record straight. Sometimes, a bit of strong leadership is what’s needed to get things back on the right track.


Recognize the difference between a bit of negativity and serious mental health problems


Most of us are guilty of letting negative feelings take over now and again. Some might say that it’s all part of living in the modern world. However, as a leader, you have a responsibility to know the difference between this and mental health issues among your employees.

If you suspect that there are more serious problems at play, you have a responsibility to ensure that your staff are supported and given the professional assistance that they might need. In this situation, your first port of call should be to speak with an expert. Remember that discretion is key, and you absolutely must honor the confidentiality of your employees.


The feeling and mood in many workplaces go through peaks and valleys. It’s your job to make sure that your staff are motivated and productive. If you’re experiencing problems, it may be worthwhile to have a chat with us about your challenges. Get in touch today and we can book a call at a time that suits you.

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School’s Out For Summer

Tiffany Boyes - Tuesday, August 02, 2016

School’s Out For Summer


It’s that time of year where summer vacation is in full swing. All across the country, teachers have breathed a sigh of relief and have wound down for summer vacation. All while parents have been forced to consider how they’ll balance childcare responsibilities with their working lives.

The bottom line here is clear. When the kids are off school, either due to organized breaks throughout the academic year, or because of other factors, it can have a big impact on businesses. As an employer, it pays to take a proactive approach. Here, we share our advice and guidance for managing associated challenges effectively.


Harness a more flexible approach


Giving your staff more flexibility can help to ensure that an appropriate balance is struck. Consider whether you could offer your team members the opportunity to work from home, or slightly alter their hours during the summer.

When most people think of flexible working, they think of arrangements like the above, and it’s true that these can really help. Don’t be scared to get a little more creative though and think outside of the box. Many businesses have successfully offered term-time only contracts for employees who are balancing their careers with caring responsibilities.


Be prepared for an influx of time off requests



At this time of year, many of us are tempted by the prospect of booking a last-minute getaway. We all like a bit of sun and sand, but when your staff are planning a mass exodus, the situation can turn into a major headache. Remember that giving priority to staff with children could be discriminatory.

If you feel like you’re struggling to manage time off requests, it might be time to implement a more robust system. This can ensure that your processes are fair and equal, and that you’re fully prepared for the challenges that the summer period can bring.



Take the time to rethink your priorities



Many workplaces experience a bit of a lull during the summer months. Staff are away on vacation, they’re thinking about spending time with the kids, and you might find yourself slipping into the trap of letting the time just pass you by. Instead of going down this route, take the opportunity to get your leadership team together and focus on where you’re going.

What are your priorities for the second half of the year? What challenges do you need to overcome? What opportunities exist that you aren’t tapping into? A little planning can go a long way.


If the summer season is causing HR headaches in your business, seek out professional assistance. This is often exactly what you need to get things back on the right track, and stop small issues from escalating into something more serious.


Give us a call today, and we’ll get you booked in for a no-obligation chat.



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Top Tips To Share With Your Night-shift Workers

Tiffany Boyes - Tuesday, July 19, 2016

Top Tips To Share With Your Night-shift Workers


If you work the night or evening shifts, you are not alone. According to research carried out by the U.S. Bureau of Labor Statistics, three million Americans work graveyard shifts and another four million work evening shifts.

Regardless of the industry that you operate in, it’s quite likely that there will come a time when you need your team to work night-shifts, even if it’s just temporarily. Perhaps your IT staff will have to install important updates outside of usual working hours. Maybe staff on your shop floor will be asked to change their shift patterns to stack the shelves in the run up to the holiday period.

The potential health and lifestyle implications are well documented and you have a responsibility to ensure that you’re giving your workforce the support they need. Let’s take a look at some valuable tips that could make all the difference to your staff when the times comes that they have to work unsociable hours.


Think carefully about the journey home


Most of us know what it’s like to feel exhausted after a long day and drive home almost on autopilot. After a night shift though, tiredness can become a serious problem that can quite quickly escalate into a potentially dangerous situation.

It makes sense to consider how you could help with provisions for getting home at the end of a night-shift. It might make good business sense to provide financial support for the cost of taxis or to share information about local public transport arrangements.


Create good sleep routines


Sleeping during the day can feel unnatural, so it’s important to get into a good routine if you want to enjoy quality rest. Blackout curtains can make a big difference, as well as avoiding using mobile phones before sleeping and ensuring that you aren’t exposed to too much daylight before trying to nod off. In other words, it can really help if night workers get straight to bed after their shift.

Of course, every individual is different. There will be a strong element of trial and error when it comes to finding the best pattern and routine. To support your staff though, be sure that you’re sharing guidance and positive suggestions.


Never underestimate the value of quality sleep


Many of us would agree that there’s no better feeling than crashing out in a comfortable bed, but it’s way too easy to underestimate just how important sleep really is. There’s a whole host of medical problems and conditions that have been linked to poor sleep patterns, including heart attacks and diabetes.

Be sure to promote the importance of sleep to your workers. If they’re struggling, do the right thing and suggest that they make an appointment with their GP to discuss their options.

There have been calls to give extra rights to staff working night-shifts, to help protect them from the physical, mental, and emotional strain of working such unsociable hours. Whether this is something that will happen remains to be seen. Right now, you need to focus on doing all you can to support your staff and ensure that you’re taking reasonable steps to protect their well being.


If you’re confused about your responsibilities, or you need to know more about the law when it comes to night shift, get in touch. We can help you to understand exactly what you need to know.

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Are You Riding The Silver Wave?

Tiffany Boyes - Tuesday, July 05, 2016

Are You Riding The Silver Wave?


New data from the Office for National Statistics has revealed that over 10 million over-50s are now in employment. The potential reasons could include the fact that the state pension age has increased and we’re also living longer than we were just a couple of decades ago. The fact of the matter is that we have more older people in the workplace, and as employers, we have a duty to make sure that we’re supporting our staff and ensuring that diverse needs are being met.

So what exactly do you need to know about your responsibilities? And how can you tap into the opportunity that exists when it comes to harnessing the skills of the older generation? Here, we share some of our top tips for making sure that your business is riding the silver wave.


Don’t write off older staff when it comes to learning and development


There’s often the assumption that older people have one eye firmly on retirement, so there can be a tendency to neglect learning and development provisions, and keep the bigger opportunities for younger employees. This is potentially a form of discriminative and it’s also extremely short sighted.

Invest in your older workers and you could see many benefits. Be aware of the skills that they may be lacking. Focus on what you can do to ensure that they’re brought up to speed so they can continue to contribute to the bigger picture.


Consider reverse mentoring initiatives


Technology is often a stumbling block for older employees. They can sometimes lack confidence when it comes to getting a handle on the new systems and processes. This is obviously a generalization, though it’s well worth considering whether this could be the case within your business.

A fantastic option here is to create a reverse mentoring program. Younger staff, who tend to have less overall experience but more confidence with technology, could share their knowledge with their older colleagues. It’s easy to jump to the assumption that you need to fork out for formal training. It’s true that this is sometimes necessary, but there are many other options that can be just as effective.


Be aware of the needs of older workers


At every different life stage, there are things that employers need to be aware of when it comes to making sure that they’re supporting their staff and giving them a degree of flexibility to help them to meet their needs. One thing that you might want to consider for older staff is how you can support them when it comes to their caring responsibilities.

Many older workers will want to spend time with grandchildren, and taking this into account could keep them motivated and engaged. As a rule of thumb, offering flexibility, as long as you keep operational requirements in mind, can be great for morale and motivation.

Our workforces are becoming more diverse. This can be a wonderful thing for your business. But you do need to take the time to make sure that you’re fulfilling your responsibilities and doing all you can to keep your policies and practices fit for purpose.


If you want to ensure that you’re getting things right, get in touch. We can carry out a review of where you are and what changes may need to be made to keep your business thriving.

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Calling Last Orders On The Post-Work Drink?

Tiffany Boyes - Tuesday, June 21, 2016

Calling Last Orders On The Post-Work Drink?


The tradition of enjoying a cold beer after a hard day at work is one that’s been carried down through generations. Plenty of us are familiar with the comforting feeling of putting the world to rights over a few drinks with colleagues.


The world’s changing though and the law has caught up.


Every state in the U.S. and the District of Columbia now have per se drunk driving laws, which means that if a driver is found to have a blood-alcohol content (BAC) of 0.08 or greater, that driver is guilty of driving under the influence based on that evidence alone. However, there is an effort by advocates to further lower that limit to 0.05 or lower, as it is in most European countries. Many states, if not all, have laws that increase the penalties for drivers whose blood-alcohol content levels are recorded at a certain level over the legal limit. Usually if someone has a BAC of 0.15 or 0.20 the penalties for DUI are enhanced.


So what does this mean for business owners?


Should you develop a policy on driving? What are your responsibilities? Could your staff bring your business into disrepute after a few too many? How exactly are you supposed to navigate the minefield of everyone getting home safely after an organized work get-together?

Spend a few minutes thinking about it, and it’s easy to see how a friendly tradition can become an HR nightmare.

You could of course argue that your staff are adults and that making sensible choices ultimately comes down to them. And that’s true. After all, you’re not a schoolteacher or a caregiver.

A good leader is one who encourages autonomy and empowers their workers to make their own decisions. At the end of the day, you can only have a certain level of impact on your employees once they clock out. It may be sensible to make timely reminders about the drink driving laws, especially during times of celebration, but in reality, there’s little that you can do when staff are on their own time.

If hangovers are getting in the way of getting the job done, then obviously that’s an issue that needs to be addressed immediately, and drinking during working hours should never be accepted.

But let’s put savvy business decisions and simple common sense aside here for a second. Let’s suppose that you’re organizing a social event after work and you know that drinks are likely to be flowing.

The right thing to do is always the right thing to do. Sometimes, it’s less about considering your budget and the finer details of whether you can afford to pay for transportation home after your get-together. It’s more about being a responsible employer and realizing that in the grand scheme of things, a few taxis aren’t going to break the bank.


Know the law. Take action on what simply isn’t acceptable. Take responsibility, but accept that there are limitations to just how much you can do.

And if alcohol is causing problems that are starting to escalate out of control, get in touch. A confidential chat with us could help you to get things back on the right track without any hassle or fuss. There’s no reason why your HR practices should leave you feeling like you need a stiff drink.

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What You Need To Know About Offering Work Experience

Tiffany Boyes - Tuesday, June 14, 2016

What You Really Need To Know About Offering Work Experience


The idea of giving local young people the opportunity to get a taste of the world of employment can be an appealing one, for many reasons. Offering work experience roles can strengthen your reputation, give you an immense amount of satisfaction and ensure that you’re playing your part in creating a skilled workforce for the future.

When you get down to the nitty gritty though, it can become tempting to ditch the idea completely. The process traditionally involves a ton of red tape and jumping through hoops, so however good your intentions, it can sometimes just seem like too much hassle.

Things are changing though, and many business leaders can see the value of creating opportunities for young people. Here we explain what you need to know to move forward.


Step outside the notion of a one-week placement


Back in the day, work experience would involve young people taking a week out of formal education to work a 9-5 role with a local employer. Nowadays, things are much more flexible.

Could you offer site visits to schools? Could you, or a member of your staff, offer mentoring? Could you offer evening or weekend opportunities? Thinking outside of the box could prove to be better for your business and for the young people who you’ll be working with.


Think beyond making the coffee and collecting the mail



No one’s expecting you to hand over the running of your company, and throwing your placement right in at the deep end could prove to be overwhelming. Ease them in gently, but be sure to give them real opportunities and challenges to get their teeth sunk into during their time in your business.


Keep in mind that a young person can bring a fresh perspective to the table, as well as energy and enthusiasm. You might just stumble upon your next big business idea.


Draw up a plan



It makes sense to think about how your young person will spend their time when they’re at your business. Of course, they’ll need to know what hours they’re working and where they need to show up on the first day, but thinking a little wider than this can set you up for success.

How will their time be filled? Can they shadow various members of staff? Can they get involved in different projects? Is it possible to offer them an element of choice, so they can learn more about the areas they’re interested in? Be flexible, but be sure to have at least the bare bones of a plan.


Communication, communication, communication



Communication is always important in the workplace. If you want to offer a successful placement, then it’s absolutely essential. Start by having an initial conversation with the school so you understand what they’re expecting.

On the very first day of the placement, arrange an informal chat with the young person so you can understand what they want to take away from the process. On the final day, provide them with feedback. And of course, invite them to share their own feedback about the experience. You could take away some really valuable insights into how your business is operating.


At this stage, you may well have questions about how all of this could work for you. Perhaps you’ve got unique challenges that you need to overcome, or you’d just like to chat with an experienced professional about getting your work placements right the first time. Get in touch today for a no-obligation chat.

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Bad HR Habits That Could End Your Business

Tiffany Boyes - Tuesday, May 24, 2016

Bad HR Habits That Could End Your Business



We all know that bad habits in our personal lives can lead to serious problems. From trying to adopt a healthier diet all the way through to kicking cigarettes, most of us have experienced a time when we recognized that changes had to be made.

But have you ever stopped to think about the HR habits that could be having a seriously negative impact on your business? Like many less than favorable behaviors, we sometimes don’t realize that they’re a problem until they’ve spiraled out of control. Here, we identify some bad HR habits that you might be committing.


Carrying out annual reviews

Wait a minute – why exactly is this a bad habit? Shouldn’t you be making sure that performance discussions are taking place? Of course you should. But if they’re only happening once a year, then you’re missing a trick. Managing and improving performance needs to be built into your everyday working practices. If it’s not, then you can’t realistically expect to improve productivity.


Being stuck in the past


You don’t need us to tell you that the world of business is moving faster than ever before. You’re probably utilizing modern tactics when it comes to your marketing, for example, but what about your HR? It could be time to ditch the notion that HR lives in the filing cabinet and bring your business up to speed. A few savvy investments in technology and software could yield a huge return.


Thinking that training and learning are one and the same


There’s no denying that training can be expensive. Send a few employees to a conference, book in some places on an external course, or bring in a professional trainer for a couple of days and your bill will be hefty. Sometimes, formal training is essential. But what’s arguably much more important is ongoing learning within the workplace. Nurturing your talent isn’t a one-time event – it’s about what happens in your business on a day-to-day basis.

Bad habits are often deeply engraved into a business’s culture, but that doesn’t mean that you should just ignore them and hope for the best. Tackling these issues head-on is the only option. Need a little help for working out your next steps? Get in touch today.

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Why Is Your Customer Service Slipping?

Tiffany Boyes - Tuesday, May 17, 2016

Why Is Your Customer Service Slipping?


If your customer service isn’t up to par, your profits are seriously going to suffer. Most leaders would probably be quick to say that it isn’t a problem in their operations, but can you honestly say that you couldn’t make some improvements? Working on upping your game in this area is the type of activity that could have a quick and tangible impact on your bottom line. So it’s worth taking some time to pinpoint potential issues and get a handle on them.

Not sure where to start? We’re here to help. Let’s look at the issues that could be at play in your business and how to fix them.


Your staff doesn’t know what good service looks like


First of all, ask yourself whether your staff even know what’s expected from them. In your mind, you no doubt have a clear vision of how you want your workforce to handle queries and sales. But have you communicated this to the right people and have you created accountability? It’s vital that your teams fully understand what outstanding service looks like and when they’re hitting the mark. You might be amazed by how easily problems can be avoided when you take the time to share your expectations.


You haven’t invested in training


Training isn’t about talking your staff through some PowerPoint slides or sharing some broad theory about how things should be done. It’s about giving your team the practical skills they need to deliver results. If it’s been a while since you offered customer service training to your workers, then you could have identified your main problem.


Your staff doesn’t care about your overall aims and objectives


Let’s take a step back for a second. Perhaps you feel confident that your staff understand what good service looks like and you know that you’ve offered quality training, So, if problems still exist, then you need to consider the possibility that you have some deeper cultural issues that need to be addressed. Having your staff on-board with what you’re trying to achieve in the broader sense is essential if you want to continue to grow.

When you know that changes need to be made, the road ahead can seem daunting. You don’t have to do it on your own though. It makes sense to work with a professional with a proven track record. After all, don’t you want results as quickly as possible?

So when it comes to fixing the problems that are holding back your workforce, get in touch with us about how we might be able to work together. You’ll walk away from your consultation with a clear idea about what you need to do next

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