Why use an HR Consultancy Service?
With employment regulations constantly evolving and the potential people issues businesses may face being near infinite, sometimes the thought of dealing with your own company’s HR seems like a monumental task. But it doesn’t have to be this way.
When you run your own business or lead a team, there are so many plates to keep spinning and people management tasks can feel like they have an eternal spot on your to-do list - you may be unsure of how to tackle them in the most effective and legally compliant way. With outsourced HR support, you can focus on your core business operations and leave HR tasks to an expert, saving you time and resources.
When you work with an HR consultant like us, we will ensure you are fully compliant with your legal obligations as an employer and help you to manage your people fairly and legally. You will benefit from up-to-date employment law, best practices and workplace trends to ensure that you recruit, develop and retain the best people for your organisation.
We offer expert advice and guidance in the areas of recruitment, retention, contracts of employment, employment policies and procedures, training and development, absence management, compensation and benefits, organisational design and change, performance management and so much more.
Here at Rathbone HR Solutions, we specialise in creating robust HR practices that support long-term business growth and success and that develop a working culture that motivates and engages employees. By investing in your employee experience you will see numerous positive developments among your team, including reduced sickness absences, improved productivity and increased employee retention. This can give your business a serious commercial and competitive advantage!
We are based in Bath and work with local and national organisations. Whether you need help for a one-off project or ongoing HR guidance, we can tailor our support accordingly. Don't just take our word for it though, here are some of the client testimonials we've received over the years.
Stress Awareness Month
April is Stress Awareness month, and the theme this year is “Little by Little, a Little Becomes A Lot.” - I’m sure we’re all very aware of stress itself, but are you aware of the little ways you can help your team manage it?
Stress awareness month is held in April to encourage conversations about stress. The theme for this year is “Little by Little, a Little Becomes A Lot” - this is the idea that small actions each day contributes to overall wellbeing. Wellbeing is not just an absence of illness or stress, it is a state of health, happiness, contentment encompassing mental, physical and financial health. It includes positive relationships, a sense of purpose, a feeling of fulfilment, feeling good and functioning well.
According to the Health and Safety Executive, 1 in 6 people are reported to have a mental health issue at any time and mental health related workplace absences cost the UK economy £14bn per year. In March 2024, the Times reported that 20,000 people are off work with mental health related absences in the UK per month. It is more likely than not that you have employees within your workplace who are experiencing poor mental health. With mental health being such a prevalent issue that almost every workplace is trying to combat, this got us thinking about how an employer can recognise Stress Awareness Month and help people manage stress. Here are our top tips:
1. Get the basics right
Pay fair salaries, ensure that up to date job descriptions are in place for all staff and review employment policies to make sure that they are fit for purpose and supporting employees.
2. Keep work in the work-hours
Enable people to disconnect and take proper time away from work by not encouraging or expecting work outside of working hours.
3. Support systems
Promote what support is available, for example, an Employee Assistance Programme.
4. Share your thoughts
Talk about mental health to develop a more open environment. Encourage people to raise concerns, listen to concerns and respond quickly.
5. The power of leaders
Train managers to recognise signs and indications of poor mental health in team members and techniques to help individuals manage their stress.
6. Work-life balance
Promote work life balance and overall good health by encouraging healthy working behaviours, for example, diet, nutrition, staying hydrated and taking breaks and annual leave.
7. Reach out
Provide additional support, for example, having Mental Health First Aiders in your organisation, or referring an employee experiencing poor mental health to Occupational Health to help you understand how to better support them.
8. Get to know your employees’ needs
Help employees understand what coping mechanisms help them manage their mental health. A wellness action plan can be a helpful tool when managers are having conversations about mental health with staff, and individual plans can help with managing the individual’s mental health.
9. Accommodations
Understand and try to accommodate reasonable adjustments to support mental health - for example, allowing flexibility, which could include adjusting schedules or workloads temporarily.
10. Be positive
Recognise and praise great work, celebrating small wins and communicating the impact of someone's work on the overall business can be motivating on an individual and team basis.
Did you know that Polly from Rathbone HR is a trained Mental Health First Aider? If you need support with this, or any other HR issue, contact polly@rathbonehrsolutions.co.uk
Neurodiversity in the Workplace
It is estimated that 20% of the country are neurodivergent, but only 37% of employees feel as if their company supports their condition. In honour of Neurodiversity Celebration week, here are our top tips to support your neurodivergent employees and how to embrace their differences.
Neurodivergence is an umbrella term for a variety of different brain functions including autism, ADHD and dyslexia. There is now more understanding about the many benefits that diversity of skills and talents can bring to the workplace. Neurodiversity Celebration Week, 18th-24th March, is an initiative that helps the world to understand, value and celebrate the talents of neurodiverse minds. With this in mind, we have put together some tips for employers looking to help neurodiverse workers to thrive.
1. Develop awareness
As with all aspects of inclusion and diversity, it is important to demonstrate commitment. Create a working environment where people feel able to talk openly about working preferences and provide training to managers to raise awareness and improve understanding.
Rathbone HR has a podcast episode with lots of information and practical tips for business owners and people managers looking to support neurodiversity in the workplace. Check it out here!
2. Review working practices
Forcing people to adapt to working practices that simply aren’t compatible with their way of thinking can have many negative impacts. Instead, understand and try to be accommodate adjustments they may need to be comfortable and thus more productive. This could be anything from providing autistic members of staff with the option to work from home or a quiet, private space in the office, to speech-to-text software for those with dyslexia.
Similarly, review your policies and ensure that neurodiversity is covered in diversity and inclusion policies.
3. Take a stand against discrimination.
Foster a positive working environment by setting the standard for what is and isn’t acceptable in the workplace. If your employees feel their workplace is a safe place for them and that you as their leader will support them, they will trust your leadership more, which can lead to better productivity. More of your staff may feel secure enough to disclose a diagnosis they may have kept secret out of fear of discrimination. This will allow you to make more accommodations for members of staff; again leading to better productivity and more trust in you as a leader.
If you would like to know more about this topic or anything else HR-related, please get in touch with us at Rathbone HR Solutions via polly@rathbonehrsolutions.co.uk
Changes to Employment Law in 2024
There are a number of significant legal changes coming to the world of work this April. Stay informed and make sure your business’ policies are in line with the new laws and legislations with this helpful guide.
2024 will see a number of employment law developments. There are several changes to employment legislation coming in 2024 that employers need to know about, so make sure to adjust your company’s policies accordingly!
Statutory Carer’s Leave
From 6th April 2024, employees who have caring responsibilities will be able to request a week's carers leave. Carer’s leave will be unpaid; however, all other terms and conditions of employment should remain in place.
Statutory carer’s leave will be a day one right, meaning there is no minimum period of service required for an employee to be eligible to take it.
Carer’s leave must be taken for the purposes of providing or arranging care for a dependent with a long-term care need.
New rules around flexible working requests
In June 2023, the UK Government committed to introducing a day-one right to request flexible working for employees.
On 11th December, the Flexible Working (Amendment) Regulations 2023 were published.
This new legislation comes into force in April 2024 and will ensure that employees will have the right to make flexible working requests from the first day of their employment.
It is thought that millions will benefit from more flexible working measures. Flexible working is a broad term and can relate to working hours or patterns including part-time working, term time working, flexi-time, compressed hours or adjusting start and finish times. It can also include flexibility over where someone works.
As well as benefits to employees, the measures are also good for business. Research has shown that companies that embrace flexible working can attract more talent, improve motivation and reduce turnover, boosting productivity and competitiveness.
Changes to National Minimum Wage / National Living Wage
The national minimum wage (NMW) applies to all workers and is paid at different rates according to age. There is a separate rate for apprentices, and a National Living Wage (NLW) that applies to workers aged 23 and over. This will be expanded to include workers aged 21 and over from 1 April 2024.
The current and upcoming NMW/NLW rates (which represent gross pay) are as follows:
Embracing Furry Companions at Work: The Debate Over Pet-Friendly Workplaces
Embracing pet-friendly workplaces on National Love Your Pet Day: Advocates argue it supports employee well-being, reduces stress, and encourages a positive work environment, while sceptics raise concerns about potential distractions and hygiene issues.
National Love Your Pet Day on February 20th celebrates the special bond between humans and their beloved animal companions.
In recent years, this bond has extended beyond the confines of home life and into the workplace, with more companies considering or implementing pet-friendly policies. While the idea of bringing pets to work may seem appealing to many, it also sparks a debate over its practicality and potential drawbacks. In this article, we'll explore both sides of the argument surrounding pet-friendly workplaces, weighing up the benefits against the challenges.
Advocating for Pet-Friendly Workplaces
1. Boosting Morale and Productivity
Pet-friendly workplace advocates argue that allowing employees to bring their pets to work can significantly boost morale and productivity. Pets have been shown to reduce stress levels and increase feelings of happiness and relaxation. By having their furry friends by their side, employees may feel more motivated and engaged, leading to improved performance and creativity.
2. Building a Positive Work Environment:
Pets have a unique ability to bring people together and create a sense of community. Allowing pets in the workplace can create a more inclusive and welcoming environment where employees feel valued and supported. Interactions between colleagues and their pets can also serve as icebreakers, facilitating communication and collaboration among team members.
3. Encouraging Work-Life Balance:
For many pet owners, the idea of leaving their beloved companions at home all day can be stressful. Allowing pets into the workplace provides employees with the flexibility to tend to their pets' needs while still fulfilling their work responsibilities. This balance can lead to greater job satisfaction and loyalty among employees, as they feel grateful for the opportunity to prioritise both their work and their pets.
Challenges and Considerations
1. Allergies and Health Concerns:
One of the most significant challenges of pet-friendly workplaces is the potential for allergies and health issues among employees. Not everyone may be comfortable or able to be around pets due to allergies or respiratory conditions. Introducing pets into the workplace could inadvertently create a hostile environment for those with sensitivities, leading to discomfort and decreased productivity.
2. Distractions and Disruptions:
While pets can provide comfort and companionship, they can also be sources of distraction in the workplace. Barking, meowing, or playful behavior from pets may disrupt meetings, calls, or concentration, especially in environments that require focus and quiet. Employers must consider how to balance the benefits of having pets with the need for a productive work environment.
3. Liability and Safety Concerns:
Allowing pets in the workplace introduces liability and safety considerations that employers must consider. There's always a risk of pet-related accidents or incidents, such as bites or property damage. Employers must establish clear guidelines and protocols to ensure the safety of both employees and pets, including vaccinations, behavior training, and insurance coverage.
Conclusion:
As National Love Your Pet Day reminds us of the joy and companionship our pets bring into our lives, the debate over pet-friendly workplaces continues to evolve. While there are undeniable benefits to allowing pets in the workplace, there are also valid concerns and challenges that must be considered. Ultimately, the decision to implement a pet-friendly policy should consider the needs and preferences of both employees and employers, striking a balance between creating a positive work environment and maintaining productivity and safety standards.
Please get in touch if you would like help with creating your policy on pet friendly workplaces, or for anything else HR related - polly@rathbonehrsolutions.co.uk
Managing the workplace impact of bad weather
Do you have an adverse weather plan for this winter? The rest of the country may come to a halt due to snowy conditions, but your business doesn’t have to.
Most of the country is likely to face snow, ice or other weather warnings over the winter season. It is important to be prepared with what to do when adverse weather affects work.
1. Closure of the workplace
Weather conditions may lead to a complete closure of the workplace. Employees are entitled to be paid in full for hours they would have worked had the workplace been open unless there is a contractual clause to be placed on unpaid leave.
2. Employees travelling to work
Employees are expected to make every reasonable effort to get to work unless they are notified in advance that they should not travel to work.
3. Working from home
Allowing people to work from home during periods of bad weather can allow them to continue working despite workplace closures.
Please get in touch if you would like to know more about this topic or for anything else HR related - polly@rathbonehrsolutions.co.uk
Menopause Awareness Month: Empower Your Workforce
It’s Menopause Awareness Month - a unique opportunity to shine a spotlight on a topic that affects a significant portion of the workforce. Find out how you can educate and support your workforce on this important topic.
Each October, we observe Menopause Awareness Month, which aims to shed light on a significant life transition that affects millions of women in the UK and around the globe each year.
As a HR consultancy that’s committed to fostering inclusive and supportive workplaces, we believe it's crucial for businesses to not only to acknowledge Menopause Awareness Month but also to take proactive steps to empower their employees during this phase of life.
In this blog, we delve into what Menopause Awareness Month is all about and explore how businesses can shape their support to ensure a smooth and productive journey for their female workforce.
Understanding Menopause Awareness Month
Menopause Awareness Month is an annual initiative aimed at raising awareness about menopause, a natural biological process marking the end of a woman's reproductive years. Typically occurring between the ages of 45 and 55 (but can occur earlier), menopause brings hormonal changes that can lead to a range of physical and emotional symptoms. These symptoms can vary widely from person to person and may include hot flashes, mood swings, sleep disturbances, and more.
Why Menopause Awareness Matters in the Workplace
Menopause is a significant life transition, and its impact on an employee's well-being can have repercussions in the workplace. As business leaders, it's essential to recognise that menopause is not just a personal matter but also a workplace topic that should be considered by employers.
Here's just why Menopause Awareness Month is relevant to your business:
Employee Well-Being: Menopausal symptoms can negatively affect an employee's physical and emotional well-being. Acknowledging and supporting employees during this phase is essential for maintaining their overall health.
Productivity: Untreated menopausal symptoms can lead to decreased productivity, increased absenteeism, and potentially significant costs for both the employee and employer.
Retention and Talent Attraction: Companies that provide supportive environments for employees going through menopause are more likely to attract and retain top talent, as well as create a more inclusive workplace culture.
How Businesses Can Shape Their Support
Now that we understand the significance of Menopause Awareness Month, let's explore how businesses can shape their support to empower their female workforce:
Education and Awareness: Start by educating your workforce about menopause. Host workshops, webinars, or distribute informative resources that help employees understand what menopause is and what to expect.
Open Dialogue: Encourage open and empathetic conversations about menopause in the workplace. Create a safe space where employees can discuss their experiences, concerns, and seek support from colleagues and managers.
Flexible Work Arrangements: Where possible, offer flexible work arrangements to accommodate employees experiencing menopausal symptoms. This may include options like remote work, adjusted schedules, or compressed workweeks.
Wellness Programs: Incorporate menopause-specific wellness programs into your employee benefits package. These may include access to counseling, yoga or meditation classes, or nutrition and fitness guidance tailored to menopausal needs.
Policies and Guidelines: Develop clear policies and guidelines that address menopause-related issues, such as managing hot flashes, scheduling breaks, or providing access to private rest areas.
Manager Training: Train managers and supervisors to recognise the signs of menopausal symptoms and provide appropriate support. Empathy and flexibility from leadership can make a world of difference.
Menopause Awareness Month serves as a timely reminder for businesses to take proactive steps in supporting their female employees. By creating an inclusive and empathetic work environment, companies can empower their workforce to navigate this natural life transition with confidence, ultimately benefiting both employees and the business.
Let's make Menopause Awareness Month a time for positive change and a catalyst for building more supportive workplaces.
Please get in touch if you would like to know more about this topic or for anything else HR related - polly@rathbonehrsolutions.co.uk
Listen to our latest podcast on the topic of menopause with June Potts MBA - Listen here
Are your employees working unpaid overtime?
In the bustling world of modern business, the line between work and personal life can easily blur, and employers often rely on their dedicated workforce to go the extra mile. While this dedication is commendable, it raises an important question: Are your employees working unpaid overtime?
A recent study from the CIPD found that the average UK employee clocks up 18 days of unpaid overtime per year.
Although many contracts of employment include a clause that states an employee might be required to work extra hours for the needs of the business, an employee working additional unpaid hours should be an occasional occurrence rather than the norm.
Ongoing unpaid overtime can result potential issues with minimum wage law and working hours legislation as well as affecting morale and wellbeing.
If regular overworking is happening, an employer needs to understand what they can do to help, and make changes where possible, employers could consider current staffing levels are appropriate. Employers could also consider whether paid overtime is an option or alternative solutions such as time off in lieu.
Please get in touch if you would like to know more about this topic or for anything else HR related - polly@rathbonehrsolutions.co.uk
New menopause and menstruation standards released
Empower Your Workforce: and embrace the New Workplace Standard for Menopause and Menstruation Support, advocated by the Institute of Occupational Safety and Health
The Institute of Occupational Safety and Health is calling on businesses to use a new workplace standard designed to support employees experiencing the menopause or menstruation as part of their overall approach to supporting employee wellbeing.
Research from the Fawcett Society suggested about 10% of those experiencing menopause have left the workplace because of symptoms. However, few workplaces and managers are knowledgeable on how to address these issues and the preventative role they can play.
Recommendations for employers include; suitable training for line managers, reviewing the workplace environment to ensure there are facilities or quiet spaces, providing options for flexible working and enabling open conversations so that employees are more likely to be able to request support.
Please get in touch if you would like to know more about this topic or for anything else HR related - polly@rathbonehrsolutions.co.uk
Managing people during the holiday season
How do you manage holiday requests when multiple people ask for time off at the same time? Here are some practical tips around managing the holiday season.
As holiday season approaches many employers will be managing multiple requests for annual leave and this can present challenges for employers. How do you manage holiday requests when multiple people ask for time off at the same time? Here are some practical tips around managing the holiday season.
As an employer you should make it clear what is expected of employees when intending to take time off work. Create absence policies to cover how planned absence is handled.
Operating a first come, first served policy around holiday requests is usually the fairest way to manage a situation where multiple employees might want to take holiday at the same time.
You may need to set limits on the number of employees who can take leave at the same time.
If you have periods of time when the company closes and you would like employees to take holiday over that period, make this clear in your absence policies and give plenty of notice, for example the time between Christmas and New Year.
Please get in touch if you would like to know more about this topic or for anything else HR related - polly@rathbonehrsolutions.co.uk
New employment rights on the way for working parents
Parents and carers will be provided with new employment rights as a result of three Bills which have received Royal Assent.
Three Bills which have now received Royal Assent, will provide new employment protections for parents and unpaid carers.
Once they come into force, the following three Acts will provide new protections in these areas:
The Neonatal Care (Leave and Pay) Act will allow eligible employed parents whose newborn baby is admitted to neonatal care to take up to 12 weeks of paid leave, in addition to other leave entitlements.
The Protection from Redundancy (Pregnancy and Family Leave) Act will allow the extension of existing redundancy protections whilst on maternity, adoption or shared parental leave to also cover pregnancy and a period of time after a new parent has returned to work.
The Carer’s Leave Act will create a new statutory unpaid leave entitlement for employees who are caring for a dependant with a long-term care need.
The government will introduce secondary legislation to implement these new entitlements on a date yet to be announced.
Is your selection process fair?
Unfair treatment in the selection process can leave your company at risk and can make an organisation much less attractive to candidates. To avoid potentially biased decision-making, employers should commit to a structured process, find out more about this here.
Unfair treatment in the selection process can leave your company at risk and can make an organisation much less attractive to candidates. Interviews are commonly used during the hiring process but without a structured and thought-out process, they can be prone to bias. Here are some potential drawbacks to watch out for during the interview process:
Self-fulfilling prophecy effect - Interviewers may ask questions designed to confirm initial impressions of candidates gained in the earlier stages of the recruitment process.
Stereotyping effect - Interviewers sometimes assume that particular characteristics are typical of members of a particular group. In the case of protected characteristics, decisions made on this basis are often illegal.
Halo and horns effect - Once interviewers rate candidates as ‘good’ or ‘bad’ in some aspects, they often replicate this judgement across the board, reaching unbalanced decisions.
Similar-to-me effect - Interviewers sometimes give preference to candidates they perceive as having a similar background, career history, personality or attitudes to themselves.
To avoid potentially biased decision-making, employers should commit to a structured process. This includes developing criteria required to fulfil the job so that interviewers can assess candidates objectively and developing an agreed set of interview questions that are directly related to performance on the job.
Tackling conflict and bullying at work
Find out about new guidance recently released by the CIPD around tackling bullying, discrimination and conflict at work.
Deputy prime minister Dominic Raab resigned on 21st April following an investigation into claims of bullying that had been made against him, and has since confirmed that he will step down as an MP after the next General Election.
CIPD research shows that working in an inclusive, supportive culture is in the top three of what employees now look for. This got us thinking about how employers can tackle conflict at work.
It is crucial that leadership teams lead by example and role model expected behaviours in an organisation. It is also important that any inappropriate behaviour or actions that do not align with company values are challenged and not accepted. This will help to create a positive and inclusive working culture where people will feel able to bring up concerns.
Click here to find more information in new guidance recently released by the CIPD around tackling bullying, discrimination and conflict at work.
Please get in touch if you would like to know more about tackling conflict and bullying in the workplace or for anything else HR related - polly@rathbonehrsolutions.co.uk
Neurodiversity; building an inclusive culture
Did you know that around 10%-15% of the UK population is thought to be neurodivergent?
Neurodiversity refers to the different ways the brain processes and interprets information. Neurodiverse people can bring highly sought after strengths and skills which can be valuable within the workplace.
Did you know that around 10%-15% of the UK population is thought to be neurodivergent?
Neurodiversity refers to the different ways the brain processes and interprets information. Neurodiverse people can bring highly sought after strengths and skills which can be valuable within the workplace. If employers can see the strengths that neurodiverse people bring and embrace their potential, they will benefit in many ways from this valuable talent pool.
Here are some tips to become a more neurodivergent friendly workplace:
Provide training for managers on unconscious bias, neurodiversity and how to support neurodivergent employees.
Understand what support individuals may need and make reasonable adjustments where necessary to an employee’s role or working conditions if they have a disability that places them at a disadvantage when performing their role.
Introduce a neurodiversity taskforce responsible for leading neurodiversity initiatives and understanding.
Provide flexible working arrangements and the environment that enables individuals to work at their best.
Review your recruitment process and remove unnecessary barriers.
Hiring and supporting neurodiverse employees can bring significant benefits to your organisation.
'A diverse mix of voices leads to better discussion, decisions and outcomes for everyone' Sundar Pichai
Would you enrol on a course for further training to help advance your career?
According to Forbes, a staggering 71% of British people surveyed are now considering a career change due to the impact of inflation and the cost of living crisis.
According to Forbes, a staggering 71% of British people surveyed are now considering a career change due to the impact of inflation and the cost of living crisis.
A recent survey conducted by the International Career Institute (ICI), an independent and private provider of online education, asked 1000 people what their career regrets and dreams are…..
Interestingly they found the majority of respondents (37%) regretted working too much in their careers.
This result was mostly seen amongst the male respondents with the majority of men (40%) aged 18 to over 54 voted to having this regret in their careers.
Compared to 36% of women aged 35 to over 54 who were the main age bracket who also chose working too much as their career regret.
If you had the chance to relearn or learn a new skill enabling you to progress your career or go into a new career, would you?
There are plenty of free courses to get involved in to be able to develop new skills and follow your dream career, however sometimes you will have to pay to enrol on certain courses, especially those that need thorough training.
With the cost of living crisis, having to pay extra money towards enrolling into a course can be difficult for many to afford and often causes people to not be able to follow their goals in upskilling.
The government can help provide different financial support options to help adults to achieve their career goals, for example, grants and bursaries are common amongst adults to be able to pay for courses and training.
You can apply for this through the organisation that’s providing your training to see if you qualify for one.
Please get in touch if you would like to know more about upskilling your workforce or for anything else HR related - polly@rathbonehrsolutions.co.uk
How to boost wellbeing in the workplace
During these challenging times, employers will likely want to prioritise health and wellbeing programmes to support their employees. This could include a framework to promote good physical and mental health financial advice and improving employee communications. This article offers 5 tips to assist with wellbeing in the workplace.
The year ahead may present significant wellbeing challenges for employers such as ongoing economic uncertainty, recession looming, rising costs and continued industrial action. In addition this time of year can feel cold and dark now that people are back at work after the festivities in December.
During these challenging times, employers should prioritise health and wellbeing programmes to support staff. This could include a framework to promote good physical and mental health including employee assistance programmes and other wellbeing assistance, financial advice and improving employee communications.
The mental health charity Mind recommends these 5 ways to support wellbeing:
1. Connect - provide opportunities for connection amongst your employees. Strong evidence indicates that feeling close to and valued by other people is a fundamental human need that contributes to an improved sense of wellbeing.
2. Be Active. Regular physical activity is associated with lower rates of depression and anxiety across all age groups. A team fitness challenge would encourage activity and engagement.
3. Take Notice. Being present and taking notice of what is around you can strengthen and broaden awareness, enhancing wellbeing.
4. Learn. Providing development opportunities for employees encourages continued learning which enhances self-esteem and encourages social interaction.
5. Give. Enable employees to participate in social and community life, which is associated with an increase in wellbeing
Here to help you…
If you'd like to hear how we could support you with any HR matter, then please get in touch - polly@rathbonehrsolutions.co.uk
What are the benefits of mentoring within an organisation?
Employers can use mentoring to enhance skills, knowledge and performance around specific skills and goals. This is a useful and cost-effective way to develop broader personal skills and career development of the workforce.
Mentoring is a reciprocal and collaborative relationship usually between a senior and more junior person for the purpose of growth, learning, and career development.
Employers can use mentoring to enhance skills, knowledge and performance around specific skills and goals. This is a useful and cost-effective way to develop broader personal skills and career development of the workforce.
What are the benefits of a mentoring programme?
- Upskilling employees can assist with recruitment and retention challenges
- Mentoring can improve work performance.
- All parties can enjoy the benefits of mentoring.
- Mentoring can work at any age. Reverse mentoring means that the more senior person can also learn from the more junior person.
How can you set up the mentoring programme for success?
- Ensure that the mentor is equipped with the right set of skills.
- Ensure that both parties are aware and follow good practice and ground rules.
- Discuss details of the mentoring programme, to set out clear expectations, outcomes and level of participation.
- Set goals and track progress.
- Review the mentoring programme through feedback and evaluation.
World Menopause Day 2022 - Cognition & Mood
Today is World Menopause Day (Tuesday 18th October) and the theme for 2022 is Cognition and Mood.
Today is World Menopause Day (Tuesday 18th October) and the theme for 2022 is Cognition and Mood.
Did you know...?
44% of people say menopause has affected their ability to do their job for example, missing deadlines.
14% of people have reduced their working hours due to menopause which impacts the talent pipeline as they’re overlooked for promotion.
10% of people have quit their job due to menopause which means that companies are losing valuable employees who are typically at the peak of their experience and knowledge.
Thankfully, more organisations are implementing policies and strategies to support women going through the menopause.
It is crucial that we continue the conversation and World Menopause Day is a fantastic opportunity to raise awareness, share resources and let women know that they are valued and supported and how they can access support.
The first episode of our tHRive at work podcast focused on supporting women at work experiencing symptoms of the menopause. Our guest Lauren Chiren shared lots of valuable insight and practical tips - click here to listen.
Employment policies help to create a happy workforce
Having effective employment policies in place is an essential aspect of managing people.
Employment policies can be a mechanism to support and promote wellbeing, drive behaviour to encourage a diverse workforce and let people know that they are valued.
Having effective employment policies in place is an essential aspect of managing people. Here are just some of the many benefits to having policies in place:
- They protect the business and prevent employment tribunal claims
- They confirm the official organisational stance on numerous issues
- They provide a reference point for managers and staff, can set expectations and help ensure a consistent approach
- They can promote benefits and let people know what is available to them
In recent months, employment policies are increasingly being leveraged as a mechanism to support and promote wellbeing, drive behaviour to encourage a diverse workforce and let people know that they are valued, all of which can help to recruit and retain valuable employees.
Here are some examples:
Work life balance
- Flexible working and hybrid working policies
- Family friendly policies, including parental leave
- Bereavement support
Wellbeing (inside and outside work)
- Reproductive health, including menopause and fertility journey policies
- Financial wellbeing
- Physical and mental health
Boosting morale
- Corporate social responsibility and environmental policies
- Recognition and reward policies
- Training and development
If you would like support with your employment policies or any further information about this, please do get in touch; polly@rathbonehrsolutions.co.uk
The continuing rise of living expenses
A recent survey by PWC found that more than 4 in 5 large organisations (83%) are taking action to support their employees with the cost-of-living crisis.
A recent survey by Price Waterhouse Coopers found that more than 4 in 5 large organisations (83%) are taking action to support their employees with the cost-of-living crisis.
It has also been reported that the John Lewis Partnership and Waitrose are providing food to employees for a temporary period from October until January 2023, to help support people with rising living costs.
These initiatives can be very helpful for people and can also help with recruitment and retention of staff, which continues to be a priority for employers. This got us thinking about how smaller organisations can also support employees as living expenses continue to rise. Here are some useful ideas for you to consider;
1. Having conversations about money and finances can help to normalise the conversation and employers can signpost team members to further resources and information that may help.
2. Offering flexible working options or working from home might help to reduce commuting costs during peak times.
3. Providing discount schemes as a benefit for employees can help with providing reductions on many day to day expenses.
There are many more ideas and useful information on supporting employees though the cost-of-living crisis in our podcast episode, Understanding Reward and Recognition in the Workplace. Click here to listen on Spotify.