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Tick Tick! Relax Into Summer With Your HR Checklist

Tick Tick! Relax Into Summer With Your HR Checklist

As the Summer stretches out before us and much needed holidays are almost within touching distance, like many in my shoes, my workload expands from my normal work-work, to incorporate the role of COO (Chief Organising Officer) of my household. It’s a role I never really interviewed for and which I’m also not sure I’m totally qualified for either…  but one which is made infinitely more manageable by the most basic of things: checklists!  

As a teenager, I used to tease my best friend mercilessly about her love of checklists: her ability to turn any event into one needing such a list remains unrivalled by even the strongest of Project Managers I have met to date . However I have grown to make these lists my friend in latter years and find they are the only way that I get through any busy period, ensuring dogs, children and sometimes even me too,  have everything we need for a smooth and enjoyable Summer time. Packing checklist? Check. Activities checklist? Check. Menu plan checklist? Check! 

They’re also invaluable on the ‘work’ work front too: on boarding, off boarding, during boarding… you catch my drift. They are essentials which can be used for all manner of processes. 

And it’s not just me who’s a fan of these brilliant basics.  Google has been widely reported to have increased their news starter’s productivity by 25% as a result of sharing a simple but effective checklist for managers to follow the night before their new starters joined. Their checklist focusses on clarifying their roles and responsibilities, introducing them socially, setting up time to meet over the first few months, pairing them up with a buddy and practising open communications.   But there are also other steps you can add which support the practical questions people need to know as soon as possible – “ how to print”/ “ Invite for lunch” etc 

So in the spirit of helping you maintain a happy and healthy Summer at work, we’ve compiled a checklist of our own, descriptively-named …

Your Summer Checklist.

  • Reflect on your progress to date this year against your goals
  • Get feedback from your own team on your management style and behaviours (you can use when you reflect on your own goals and progress as you know you will do the minute your head hits the sun lounger…..)
  • Schedule your end of Quarter reviews/ 1-2-1’s for your return and start drafting next Quarter’s goals with your team (even if not confirmed until post-Summer it’)
  • Ensure all holidays for all the team are known 
  • Meet with all  team members & use as an opportunity to give them feedback on their contribution to date
  • Share who’s-going-to-cover-what whilst you’re away and that they know who to escalate anything to in your absence
  • Surprise your team by letting them knock off early one evening or take them out to lunch
  • Block out some time in your diary on your return to catch up on all progress

P.s We don’t need to tell you this part but just in case… 

  •  Don’t bombard your team with emails whilst you’re on holiday (It smacks of not trusting them very much – instead make drafts if you’re overcome with inspiration to share with them …)
  •  Don’t email your team members whilst they are on holiday. 

For any other HR queries – holidays or other – contact us at hello@thehrhub.co.uk or call 0203 627 7048

Bon Voyage 🙂

Photo by James Lee on Unsplash

The Work Summer Do: Why You Need One And How To Get It Right

The Work Summer Do: Why You Need One And How To Get It Right

For many, Glastonbury weekend heralds the start of an increasingly busy summer calendar of live cultural and sporting events. And more and more businesses are capturing some of this magic for their employees by hosting their own summer ‘do’. 

Here, Matt Turner, founder and MD of Clownfish Events  explains how work summer parties can be the perfect antidote to employee stress and gives us some great event theme ideas to boot….. 

If work is stressing you and your team out at the moment, you’re not alone. Research shows that people in the UK work longer hours than anywhere else in Europe. Stress can be hugely detrimental to productivity and engagement, not to mention our wellbeing. Over 11 million days are lost at work every year because of stress, according to annual reports by the Health & Safety Executive. More significant to business owners is the £1.24bn cost to UK employers of these high levels of absenteeism.

Balance sheets aside, we all know about the powers of exercise and mindfulness for combating workplace stress; but one of the best (albeit rather underrated) antidotes is a well thought-out summer office party. Done right, it can recharge the batteries of the most jaded of employees, whilst boosting engagement and reinforcing cultural values at the same time.

The Rise & Rise Of The ‘Digital Detox’ Party

Given the contribution of smartphone addiction to stress levels, not to mention the current ‘always on’ culture, it’s unsurprising that Digital Detox parties are a huge trend at the moment, as employers opt for summer events that urge colleagues to re-connect face to face and share quality time away from their devices. 

They can be surprisingly cost effective too. Think fires-side alongs: a tipi, firepit, cosy blankets, toasted marshmallows and maybe an open mic for coworkers to show off their talents. There’s no need for expensive catering or fine wines, but you could include a discreet photographer, so no one is tempted to use their phones and post the action on social media!

And a digital detox event is suitable for all brands, regardless of their specific cultural values, because it makes the vital connection between respecting work/life balance and the impact of proper downtime on mental wellbeing. 

But if a detox isn’t needed for your team, and you’d like something more bespoke to your business, here are four more cost-effective options that can be used to convey specific brand values and create a consistent cultural experience that boosts employee engagement levels…

Creative Summer Party Themes That Reflect Specific Brand Values

  • White Party – stylish, sophisticated and achingly cool. 

This theme is ideal for luxury brands and high-end professional services companies that might also want to celebrate their organisation’s emphasis on promoting diversity and a cosmopolitan culture. 

Think Mediterranean islands, white furniture and ambient lighting to recreate an exclusive holiday hotspot. Add a dance floor, DJ, chill out zone and plenty of entertainment for an event worthy of an A-list beach club.

Brand values: passion, attention to detail, diversity, dare to be different, simplicity, style

  • Traditional English Fair – heritage, tradition, under-stated style and practicality. 

This theme is great for brands that want to emphasise their British provenance as a sign of quality – like custom manufacturers, food and drink producers and ethical brands. 

Choosing a garden party theme with traditional accents like deckchairs, bunting, fairground rides and side stalls (with some Pimm’s and strawberries thrown in!) is a great way to celebrate the summer, keeping costs down but still delivering an event that is unique and memorable. 

Brand values: community, fun, quirky, sustainable, heritage, traditional. 

  • Sporting Fun – competitive, team spirited, entrepreneurial and spontaneous. 

This theme is the perfect choice for challenger brands, start-ups and dynamic/fast moving industries where risk-taking is the norm. 

With the FIFA Women’s World Cup this year and increasing numbers of companies wanting to promote health and wellness amongst employees, sporting challenges are likely be very popular this summer.

Brand values: excellence, growth orientated, teamwork, courage, commitment

  • Boho Festival – glamorous and fun; a good fit for international brands looking to emphasise the importance of ‘down time’ and adventure. 

If your employees are longing to be back at Glasto, why not bring the Pyramid Stage to them with music, hay bales and street food vendors.

Brand values: innovation, distinctive, creative, open-minded, sustainability

Summer Parties Are Quickly Overtaking Christmas Dos As The Must Have Annual Event

Whereas a Christmas party is often fairly traditional, summer events can be much better at conveying an employer’s brand values and reinforcing its personality. This is important for everyone but especially for millennials, who tend to value personal experiences, their employer’s values and a sense of feeling appreciated over material rewards. 

Furthermore, they are flexible to organise, cost effective and a greater return on investment in terms of improving productivity. So why not take inspiration from Glastonbury, The FIFA Women’s World Cup or simply your local village fete and make your work summer party a legendary fixture in the event calendar for your team… 

Author

Matt Turner is the founder and MD of Clownfish Events. He started his first business aged 13, DJ-ing at community discos, and now runs themed events, team building and parties for some of the UK’s best known brands and business owners.

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 last year’s Love Islander 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 that 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.

Team Need A Jump Start? Your 90 day plan to get the spark back.

Team Need A Jump Start? Your 90 day plan to get the spark back.

More than any month, June is often the time when employees run out of battery. The excitement and momentum from the first quarter has begun to wane and summer holidays seem a long way off. Staff are the engine room of any business, and when their spirit starts to tire, employee engagement and well-being are at risk, not to mention business efficiency and effectiveness. If you think this is even a potential issue in your organisation you need to take action now….

The single best way to jump start your team is good, old fashioned TLC. Happily for SME leaders, you are the exactly right people to give it – all it takes it some thought and a little bit of time.

Here’s how to give the team the boost they’ll need to keep going ’til the year end: 

  1. Remind the team of the Vision: You know the one I mean. ‘Why’ you are all here in the first place. ‘Why’ it’s important to them that you hit those goals. ‘Why’ the company is in existence. Without this connection to the purpose, they could be working for anyone….
  2. Spend time giving a little feedback: It’s one of the best (and cheapest) ways to help someone grow. Raise their self awareness by praising the things they have done a great job on.
  3. Listen to what the team have got to say: They may seem tired, grumpy, lazy or any other seven dwarves, but you can bet they’ll be feeling motivated after some time spent with their leader and the given the opportunity to have their say.
  4. Hold a 30-day Check-in: Meet with all the team, communicate what progress has been made and what a difference this has made.
  5. Allow trust to flourish & go easy on the micromanagement: It’s tempting when things aren’t going as we like to jump in and start holding meetings every day to see how you’ve progressed, but If you set out clearly what you are looking for your team to deliver, give them support to do so, then allow them some breathing space to do just that, without their diaries being clogged up by meetings and their autonomy jeopardised.
  6. Add a little extra incentive: We’ve all read that the evidence for complex bonus structures and remuneration packages driving motivation is lacking (even decreasing it in certain areas..). However incentives which are offered for a simple, easy to understand and achievable task are a different kettle of fish all together. So offer a meal out, front row tickets to the Donmar or whatever floats the particular boat of your team to get them focussed on a short term competition.
  7. Hold a 60-day Check-In: Reward any progress which has been made (publicly and privately) to reinforce the behaviour you want to see.
  8. Wheel in your best client : Have one of your customers/ clients come in to talk to the team about what a difference your product/ service has made to their business. Get’s straight to the point of ‘Why’ they’re here and helps instil a sense of pride.
  9. Give them a break: It doesn’t have to be an expenses trip to Dubai; but a Friday afternoon/ early evening jaunt to somewhere local to get a bit of downtime will be something to look forward to for all.
  10. Cut yourself some slack: With all this focus on other’s it’s easy to forgo the progress you have made, so re-visit where you were this time last year and give yourself a pat on the back.

TheHRhub is a complete HR support solution for SMEs. We provide operational and strategic HR expertise in-house, ad hoc or online. Give us a call on 0203 627 7048 for a no strings discussion about your business needs or drop us a line at hello@thehrhub.co.uk. 

Photocredit: Canva

Still Can’t Find ‘The One’? 7 Ways To Refresh Your Recruitment

Still Can’t Find ‘The One’? 7 Ways To Refresh Your Recruitment

We all know that recruiting great talent is one of the top priorities for most businesses. And we all know that it’s  bl**dy difficult to do so (amount of people I’ve ever heard saying in my entire career “ I can’t move for quality candidates”? = zero…). And whilst the buzz that you can get when you finally find the right candidate can be highly energising & worth the wait, even the most experienced business owner or recruiter can feel like getting to that point can be a hard slog when the wind isn’t going in your direction ….

If this is chiming a chord with you, then you need to get out of the rut, step back, re-group, and take a fresh look at what else you could be looking at doing to attract people. Strengthening your branding, positioning and process will certainly come into play and influence your hiring on longer term basis, however if it’s a quicker boost you’re after, then nothing beats getting out there and going on the hunt for talent yourself. To help energise your efforts, we’ve spoken to our own network of gurus from The HR Hub who shared some of their favourite ways to kickstart things:

  1. Use social media in the way it was intended: Taking a peak at people’s professional profiles  on LinkedIn is definitely recommended & not to be confused with stalking someone all over Facebook ….. You can pay right up to a Recruiter seat on the site costing £££s per year, however even as a basic entry level user, you can type in job titles or industries in the search field and a list of those people in your immediate network with those criteria will appear for you to click on. If you see someone’s profile who interests you and who you have in common, then ask for an introduction or use the direct messaging to find out if they’re interested in speaking further. Candidates are always more likely to respond if you are contacting them directly about a role in your business and find this approach more flattering than a spamming/ cookie-cutter approach adopted by some less selective agents, so don’t be shy & get connected!
  2. Be open to talent in unusual places:  One of my favourite recent hiring stories is a long time client of ours who hired someone into their business after they were served by them in a chicken restaurant. The server in question demonstrated such fabulous customer service towards my client that they struck up a conversation and ultimately a few weeks later, the server became her new sales & marketing assistant. It might not work for all roles, however bear in mind that most people have transferable skills and one of the most sought after traits people are after in hew hires is a great attitude!
  3. Tap into your (existing) network: Employees first. I almost left this one off the list as I figured it’s such a common channel for people to use when hiring, but then thought again as it’s value is so important that it’s still worth a gentle reminder for those who still haven’t tried it….. However if you’re not asking your existing team if they know of anyone who might want to come and work for you, then you should do this straight away (& then remember to keep asking on a regular basis to keep it front of mind). Financial incentives can work well in this area and provide a tidy little bonus for those who successfully refer someone they know (one of my former companies paid up to £5k per successful referral which was still less than the average recruiter fee for their industry) but you don’t always need to stretch the budget that far as many will be simply happy to refer people they want to work with. If you are going to provide an incentive for employee referrals however, then make sure it’s clear, consistently applied and isn’t over complicated.
  4. Tap into your (existing wider) network: Referrals from employees are one thing, but a less utilised route is to make your wider network of suppliers, clients and partners aware that you’re hiring and what roles you have. Asking people directly might not feel like the comfortable thing to do in some cases, however adding a note to your footer of your emails or doing a few posts on social media to say you are hiring can be just the jogger they may need to drop “I might know just the person…”.   into conversation when you next speak.
  5. Get objective about your adverts:  I was introduced recently by a client to a wonderful site called Textio, the augmented writing site which demonstrates how your words (in this case , job adverts) will be perceived by others. It’s brilliant in terms of showcasing which words are more persuasive than others as well as highlighting the gender attractiveness of different words and phrases used and is well worth the time plugging your own job ads into their free trial to see how yours can be improved.
  6. Keep track of the numbers: this doesn’t need to be complicated, but in order to track how effective your recruitment activities and processes are (and at each stage), then you need to start measuring them to see which parts need re-visiting and addressing. If you’re using an Applicant Tracking System then many will have these built in, but if not, then set up your own spreadsheet with the ones most important to your business and build out from there. Ones I’ve used in the past include: number of applicants at each stage, time to hire , cost per hire and quality of hire.
  7. Outsource it: (I feel it would be remiss of me not to mention here….) But if you value your time over spending a little bit of cash or don’t have the internal resources to focus on this area, then we have our own service we provide to many customers – one that has been developed from the experience of hiring hundreds of people over the last 15 years and which – for the want of a better name right now – I’m going to call Recruitment-in-a-box.  We take the brief, recommend the media, write and place the advert right through to sifting and conducting first round interviews.

When it comes to channels, there’s never just ‘the one’ however. A lot of people still just stick to either agencies or advertising for any new hires. But by narrowing all channels to just one or two, you rarely see the results you want (and definitely not if you’re hiring for multiple roles). Here at theHRhub, we’ve used dozens of different ways to hire and are all in favour of multiple recruitment channels. But rarely at the same time and always varying the approach depending on the role. Would you woo a Managing Director for a contract worth millions in the same way you would get signups for your SaaS product? No, of course you wouldn’t. Same goes for finding the right people.

None of these on their own are silver bullets and the reality is that (as with any good sales process) you will need to apply these processes in a consistent way over a period of time to see really strong results. But a fresh perspective and a bit of analysis and tweaking can work wonders on kickstarting things again.

Need any extra help?  TheHRhub helps ambitious business owners hire, manage and grow their teams in a direct and pragmatic way. Find out more about us here at www.thehrhub.co.uk or drop us a line at hello@thehrhub.co.uk or call 0203 627 7048 to chat about how we can help.