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How to Inspire Loyalty Like a Bodyguard

How to Inspire Loyalty Like a Bodyguard

You may have noticed that over the past few weeks, the nation has been gripped by ‘Bodyguard’ fever: the television series most watched on the BBC all year, which has been the topic of numerous ‘water cooler’ conversations at work. Centred around the ongoing threat and execution of terrorist events and the impact of these on the Government, Security Services, Police and Armed forces, at the core of this drama is the concept of ‘loyalty’: who has it and to whom are they faithful?

So far, no different to a myriad of other dramas attempting to draw viewers. Here however the storyline is brilliantly balanced (and just a little bit too close to real life events we’ve seen to be dismissed as never-gonna-happen-here…), the acting even better and the ending…..well, far be it for me to unlock any spoilers for those who haven’t quite caught up on iPlayer, but suffice it to say it strikes again the right proportion of the believable and the shocking. And that’s because across all the goodies and baddies we meet in the series, across all the multiple plot lines, flaws and strengths are presented to us which are uniquely human and recognisable, with many coming from the type of loyalties which we see in ourselves in everyday life.

Of course, before we take the analogies too far, most of us after all aren’t likely to ever need or want to ‘take a bullet’ for our leader (it would bring a whole new meaning to ‘taking one for the team’…) however people take all sorts of action and inaction in the name of loyalty: they defend, attack and work hard for those they are loyal to. If your team are loyal to you, they’re going to care if you win the deal or not and put in the hours to help you secure it. If your team are loyal to you, they’ll travel to the ends of the earth for you (or even to that meeting in Bognor Regis someone’s slipped in their diary for 4pm on a Friday night…). And if your team are loyal to you, they’ll think twice about replying to that message received from a recruiter who’s been stalking them on LinkedIn…..

There are many ways to inspire and earn the type of loyalty which will transform your business but we’ve cherry picked our favourites below to give you a headstart:

  • Include others in the conversation. Listen to what your team are saying ( and also to what they’re not saying) as a healthy team is one where constructive dialogue and challenge is welcomed. So if your team is tight lipped or never offers anything more than a murmured ‘whatever you say boss’ to everything you suggest or ask, then now might be time to do a bit more listening than telling. Not sure how to do this?
  • Be a little bit vulnerable yourself: you certainly don’t need to take the lead from Hawe’s character in Episode 3 and have a ‘pre-conference’ moment yourself with a member of your team (in fact please don’t unless you want someone to take the lead in bringing some sort of harassment allegation against you) however disclosing information about yourself, including how you feel and what challenges you also may be up against, helps others to feel that they themselves can open up themselves a bit more too. It helps build trust and cement good relationships.
  • Stand back. People will not show you their best selves if you are looking over their shoulder constantly or lurking in that Google doc you’ve shared with them watching every keystroke and willing it to populate (yes, they can see you doing this – that’s why they’re called ‘live’ documents!). They will instead show you signs of anxiety and (probably) frustration. But never the flourish you are looking for. Period.
  • Treat people with respect: this includes not hiding bad news when it surfaces and not avoiding difficult conversations. Many years after I left one particular company I would have gone out of my way to recommend them as a brilliant place to work, despite the fact that my exit came shortly after writing my own redundancy letter*. The reason? Despite the P45, throughout my time with them, they had always been upfront with the bad news and treated me like an adult. And you’d be surprised at how uncommon that is….

But the biggest way to inspire loyalty?  I’ll give you a hint: it’s not the people working for you who should be taking on the role of Bodyguard. As their leader, it is you who should have their back. The one who should support and look out for them. Any team who doesn’t feel they have the support of their leader is not one which will feel loyalty. And in turn, all honesty, performance and discretionary effort flies out of the window along with all those ideas which may just help you become the next Apple, Google or Amazon….

For help in inspiring your own brand of employee loyalty in your team, drop us a line via hello@thehrhub.co.uk or 0203 627 7048.

Image: Photo by Paulius Dragunas on Unsplash

*It’s very common in HR-land to do this I promise. I mean, who else are you going to ask?

Employee Wellbeing: What’s All The Fuss About?

Employee Wellbeing: What’s All The Fuss About?

If you’re anything like me, you don’t have to scroll far down your LinkedIn news feed to stumble across a blog, article or company talking about employee wellbeing. It’s become the buzzword ‘de jour’ and my usually cynical self can’t help but feel rather excited about this. Let me tell you why.

Wellbeing Benefits Us All

It isn’t a mysterious concept. Put into plain English, it means looking after your physical and mental health, or the health of those you employ if you’re coming at this from a business owners perspective. Quite frankly, this is something we should all be doing anyway, right?

So Are Employers Really Doing Their Bit?

Ask a room full of people if they think it’s important to be healthy and I’m sure the majority will say yes.  Ask them if they want their employer to care if they are healthy, again, it’s probably a yes. Ask them if they feel their employer actually does care if they’re healthy…I suspect the answers will be less favourable.

Modern Life Can Dehumanise Us All With Wellbeing Taking A Back Seat

You see, somewhere in the midst of hyper growth tech unicorns, the burnout culture perpetuated by Silicon Valley and the constantly blurred lines between work and life; we forgot to acknowledge that people are not robots. You cannot ask for 200% effort from them every day and not expect someone to topple over at some point.

Burnout Is Particularly Prevalent In The Technology Sector

Work ethic is a perennial topic in the tech industry (where I’ve spent most of my working career), which has its own blinkered take on the American dream of bootstrapped socioeconomic mobility. Parables of extreme devotion — like the story of Elon Musk sleeping on a bean bag near Tesla’s production line — are recited faithfully by entrepreneur acolytes and established VCs alike. And this kind of thinking is bad news for the ‘average’ employee. Apparently, we are living in generation burnout, with the once desirable burnout ‘badge’ seen only in senior execs being achieved at a much younger age and with much more regular frequency. Our social media obsession comes with an abundance of pressure to ‘have it all’, ‘do it all’, ‘buy it all’ and for goodness sake, ‘don’t be AVERAGE’. Combine this with the expectation to work like Elon Musk and it doesn’t take a genius to work out this is only headed in one direction, and it ain’t a pretty ending.

But Reports Show Tech Firms Are Starting To Put Wellbeing Strategies In Place

Thankfully, some smart companies (around 69% according to a recent Towers Watson survey) are already clocking on to one simple fact; healthier employees = happier employees = productive employees and have decided to put employee wellbeing at the top of their agenda over the next 2 years.

Great for Apple, But What About Me?

So, you’re probably thinking, that’s all very well and good for the big corporates who have money to throw at these problems, but what about us, the SME with our modest budgets and countless ‘priorities’ to spend it on.  And I get it, it’s far easier to justify spending money on things that are obvious and the benefits are clear to the business right now.  New systems, IT equipment, marketing collateral, sales events – there are countless needs when growing a business and unless the ‘people’ are screaming and shouting at you everyday, they are not going to be the number 1 priority.  But that is the problem with stress, wellbeing, health issues and the like; they can creep up on you or even come completely out of the blue. Before you know it your top sales guy is signed off work for a month and you’re facing a huge gap in your targets for that quarter.

Wellbeing Starts With Getting To Know Your Team

I’ll let you into a secret, wellbeing doesn’t have to cost a fortune. You’re a human too (I expect!) so think for a second about a time when you felt happy, healthy and generally ‘well’. Was it because your company was spending a ton of money on gurus coming in to teach you how to meditate and expensive staff trips to Ibiza to practice Yoga?  It’s possible that the answer is yes, of course, but it’s also possible that it was because you just felt like you had enough balance in your life. Time to spend with family and friends, a meaningful job where you got acknowledged for your contribution, the ability to manage your own time and work around your own life priorities, and the feeling that your employer cared about you as a person, not just a bum on a seat churning out work. That’s employee wellbeing at it’s finest. Putting it bluntly, it’s giving a sh*t about how your staff feel day to day, and supporting them when how they’re feeling is, actually, a little bit overwhelmed.

Practical Solutions Can Be Simple, Cheap & Easy To Implement

Perhaps Dave would love to leave early next week so he can pick up his kid from school.  Sarah might really appreciate the opportunity to have some coaching around achieving some of her life goals.  Aarthi might really value a team lunch or drinks after work. James would love to just be told he’s doing a great job and thanked for his contribution (and a cheeky Amazon voucher would go down well too).

Wellbeing is not a black art.  It’s also not a one size fits all exercise (despite their being a  ping pong table at the back of every single tech office I’ve ever worked in!).  It’s taking the time to listen, get to know your team and spending whatever budget you have on something that matters, to them.

Here at the HR Hub, we’ve seen the good, the bad and the very ugly when it comes to wellbeing strategies and we’d love to have a pragmatic chat with you about what might actually work for your business. Drop us a line at hello@thehrhub.co.uk or call us on 0203 627 7048.

Image: Canva

 

The Bad HR Habits Of Good Bosses – How Many Are YOU Guilty Of?

The Bad HR Habits Of Good Bosses – How Many Are YOU Guilty Of?

Even the most well-meaning of leaders can fall into habitual behaviours that can have a negative impact on their people. It’s the same as eating or drinking too much,  it’s only when things spiral out of control that you realise you’ve got a problem.

Here are some of the bad HR habits we’ve witnessed over the years. And the good news is they’re easy to fix….

Carrying Out Annual Reviews On An Annual Basis

Hang on a sec – why exactly is this a bad habit?? Shouldn’t you be making sure that performance discussions do take 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.

Getting Stuck In The Filing Cabinet

You don’t need us to tell you that the world of business is moving faster than ever before. You’re probably using online tactics when it comes to your sales and marketing, for example, but what about HR? It could be time to ditch the notion that HR lives in the filing cabinet, and bring your business up to speed. Online systems with good security are as secure as any filing cabinets and will often save you time and hassle with your HR Admin.

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 and/or advisable: when you’re rolling out new software, when your team require a recognised qualification etc. But what’s arguably much more important is ongoing learning within the workplace. Nurturing your talent isn’t a one-off event – it’s about what happens in your business on a day-to-day basis. So get to it with those lunch and learn sessions, involve all the team in what they can all learn from each other and challenge your team to show what they’ve learnt on an on-going basis.

Hogging All The Decision Making

As the boss you may be thinking: but that’s what I’m here for! Obviously there are some key decisions that only you and your top team should be making, but imagine how much time you would free up in your life if others around you came up with a range of solutions to the things which had been stopping you from sleeping for most of the previous night, gave you ideas for your next product or sorted out problems they had about the office move between themselves…. Allowing and encouraging your team to make decisions (or at least contribute to them by involving them) inspires trust and confidence which can pay you back massive returns in terms of loyalty and engagement, not to mention the innovation which can come from a varied viewpoint.

Being self-aware enough to recognise and correct your own bad habits is a hugely positive example to show your team. Even more so if you’ve had the courage to ask for their opinions first.

For help or advice on any HR issue get in touch today at hello@thehrhub.co.uk.co.uk or call 0203 627 7048 to speak to our team direct. We’re offering a free initial review to help you understand how to make the valuable changes to best support your business.

Image: Canva

 

Love Island Lessons For Employers: How To Stop Getting ‘Pied’….

Love Island Lessons For Employers: How To Stop Getting ‘Pied’….

A resignation can feel like just like getting dumped. Particularly if the person in question has been coupled up with your business for some time. If you’ve been ‘pied’ more times than Love Island’s Dr Alex, here’s a few tips on how to avoid it next time.

1. Prioritise keeping your team as much as you would your clients.  For many this involves a real change in mindset but with an average employee in the professional sector costing up to £30k to replace, you’ll be glad you did.

2. At budgeting time, include staff turnover in your forecasting figures and set targets for turnover. The UK average is approximately 15% but this rises to closer to 20% in the digital sectors. You do need to keep new ideas flowing within the business and adapt to your changing model, so not all turnover is bad and it’s likely that you will want to see some movement to avoid becoming complacent, but set targets for this which you can check progress against. It’ll be less of a surprise.

3. Identify your ‘keepers’. The people which, if you lost, you would be stuffed. And then plan how you are going to to show them the love. To support them in what they want out of the business. Too many business leaders don’t take the time to speak to their teams on a 1-2-1 regular basis to uncover what it is that their people want and show support by their actions.

4. Take the time to get to know your team. To know what they want out of life on a wider level than just what they are doing at work. I know it’ll come as a shock to many, but most people don’t simply dream of doing better at work! So find out what possibilities lie for people within the confines of the business and how they can help them get to where they want to be.

5. Bear with it. And I’m not saying it’s easy by any stretch. It’s a hell of a commitment to meet with your team each week/ fortnight/ build a relationship/ keep it going through the good and the tough times. But people are less likely to leave a place where they feel valued and listened to than anywhere else. And even if you can’t keep them, the chances are that they will feel more comfortable giving you a heads up that they may be off, allowing you a bit more time to plan and handover.

5. Remember, not every resignation is bad news. If you are planning on going through a restructure or making redundancies and the person in question was going to be affected, then you may have just saved yourself a bit of heartache ( not to mention a few quid).

And if you do get ‘pied’?

Try not to take it personally. Be kind. In all likelihood they’ll have had a few sleepless nights mulling over the “er – can I grab you for a second?…” conversation in their minds. But play it cool. Don’t beg. To have actually applied and interviewed for a job elsewhere their mind at least has moved on, for now anyway.

You’ll get the most out of the situation by trying to listen to what they say and learn from it. On the odd occasion I have seen someone ‘bought back’ by their business when they’ve resigned, it’s been because the relationship and loyalty was there already, they’d just let things get stale. The drama of resigning was enough to wake both parties up to the fact that changes could be made.

The reality is in your business, like in Love Island, the majority of the relationships aren’t going to last forever. Your role as leader is to make the very most of the team you’ve got, while you’ve got them.

For help in getting (and keeping!) your business on track with it’s team please email hello@thehrhub.co.uk.co.uk or call 0203 627 7048  and speak to our team. We’re always happy to help and offer a free initial review to help you understand how to make valuable changes to support your business.

HR Surgery: What Should I Be Doing As a Startup Every Month For HR?

HR Surgery: What Should I Be Doing As a Startup Every Month For HR?

Time flies when you’re running your own business. One minute it’s January and you’re hiring your first few team members, telling yourself you’ll align their progress with the rest of the business, and then the next, you find it’s Summer already and all your good intentions have never not quite translated into any sort of strategy ….

Very Few Startups & SMEs Allocate Time Once A Month To Focus On HR

And whilst it’s likely that you’ve kept a regular eye on your sales and finance tasks in a structured way every month, when it comes to your people, chances are that any structure has been left to happen ‘naturally’. If you’re close to the team, check in regularly as a matter of course and have spent time building relationships with them from the word ‘go’, then this is all good news as you’ve built some really strong foundations already despite no mention of the words ‘HR’. However if you’ve left all checkups and communications aside as you have your head down, there not only may there be a risk that the next “have you got a quick minute?” directed your way, might just be a complaint or – worse still – the dreaded resignation letter, you will also be missing a trick in planning and investing in your biggest asset: your team.

Our Monthly HR Checklist For Startups & SMEs

To help you structure what can sometimes seem a daunting task, we’ve created a monthly HR checklist for you, designed to make sure you keep your business and your people on track. Nothing heavy. And nothing daunting. But a few things that – if you review on a regular monthly basis – will significantly help boost your team’s productivity and your overall leadership, saving you oodles of time and hassle in the long run.

1. Step back and do a quick people overview (as you would your sales or finances): What are its strengths and weaknesses? What does your team look like this year in size, shape, roles and productivity? More importantly, what do you want them to be doing differently in the next 6 – 12 months to meet your own overall goals?

2. With 1) in mind… how you want to develop the team and what are the 1, 2 and 3 priorities you will be looking at for the coming 6 months with them?

3. Set up some simple KPIs to track in relation to your team. Basics ordinarily will include things such as headcount, salary bill, absence rates etc (which track directly to your finances), right through to those which might tell you a little bit more in the long run & will take a bit of time to start yielding the insight you’re after. In this latter category, you need to put your thinking cap on about what you want to measure (employee satisfaction, time you spend with each employee, number of new ideas/ initiatives generated by the team etc) and why it’s important.

4. Clarify to the team what the company goals are and what progress is being made towards them. Too busy for an All Hands/ Town Hall/ Company Meeting? Whilst face to face is often best in this regard, we find that the ‘little and often’ approach works best to get the message across and make people feel involved, so just make sure that there is some communication on this each month, even if via Email/ slack/ video etc

5. Get feedback from the team on how they are finding each project/ progress against the goals. Whilst there are now many different software programmes which can help do this for you in a regular and structured way, at the very least, add on a question to all at the bottom of any team wide communications that make clear that you want to hear from people or walk around the office and ask people face to face.

6. Put together a simple action plan to address any queries which arise. And forecast for the team over how their roles might change, what their risk profile is and how you can support and motivate them

7. Make the team see you as human: take them out to lunch to chat away from the office and stay connected. One former CEO I worked with liked to take afternoon tea with his team & another took each person out for lunch in their first week to find out more about them, both delightful traditions appreciated by all.

8. Review the behaviours of your current team. Look at what the qualities of the team are displaying are and what channel they joined you via. When it comes to recruiting, referrals can be a really good channel & work wonders on those KPIs. Share recognition about great performance: your team will love you for it (even if they’re a bit embarrassed initially…)

9. Take stock of what learning may be needed for individuals/ teams to support your goals. This doesn’t need to be expensive (we have heaps of ideas in a previous blog ‘Learning on a Shoestring’) but as a no.1 area for motivation as well as often being needed to adapt to a changing business, getting a clear idea on where people can develop is key.

10. Talk to the team and bounce ideas off people who don’t have a direct interest in your business to get some objective advice and open your mind to trying out new ways of doing things. But whether you’re are start up with just a couple of employees or hitting the big time and your headcount is getting into triple figures, it’s never the wrong time to focus on getting the most from your team and providing a great environment for them to thrive.

If you’re struggling however with getting the full benefits from your team and finding the time to develop your ideas, help from a switched-on HR professional could be what you need.

For help in getting (and keeping!) your business on track with it’s team please email hello@thehrhub.co.uk.co.uk or call 0203 627 7048  and speak to our team. We’re always happy to help and offer a free initial review to help you understand how to make valuable changes to support your business.

TheHRhub: helping restless business owners create and manage good working relationships with their staff in a direct and pragmatic way. #employeemagic