Asking for feedback is a critical part of maintaining a successful business. Whether that is customer testimonials, product reviews or a follow up after a specific incident.
As you can imagine during the past years pandemic our team have been extremely busy. Our help has ranged hugely, from adapting to new ways of working, guiding clients through new legalities, assisting with furlough, giving tips on staff motivation through to dealing with crisis. Plus an extraordinary amount of personal employee health and family matters on top of dealing with more regular company HR solutions remotely. Now as workplaces are starting to open back up we are advising on successful ways to get people back into the office, guidelines for new hybrid working plans and even a few clients that are keen to embrace the working from home system, ditching the office altogether.
Our team have had our clients backs through it all and there is a definite feeling of success within us. However, it still felt brave to put ourselves out there to ask our clients for testimonials. We were blown away by the amount of responses and the kind words they have shared with us.
We are very proud and happy to share what Laura Paplauskaite, CEO, Bit Zesty had to say about the HR Hub.
“The service HR Hub provides is very personal and pragmatic, which is of great value to us. They really understand balancing people and business and the service feels perfectly tailored to our small business needs. Initially I was worried that the advice would not take into account my concerns as a business owner. However, this is not the case.
The HR Hub saves me lots of time and money trying to figure things out from a legal perspective. More importantly, the team help me make the right business and people decisions. Claire is very personal and always has her business as well as people hat on. Working with her saved me countless sleepless hours, especially through the difficult times during Covid.
HR Hub acts as an advisor and sounding board – which gives me confidence that I am doing the right thing by all. I would recommend TheHRhub to any small business.”
Here at the HR Hub, we love that not only have we managed to help Bit Zesty save time and money, but that we have established a relationship that empowers Laura to feel confident when making HR decisions. Seeing these kind supportive words come in from a diverse range of clients has given us all a boost. This is more than just the marketing tool we thought it would be, this is motivation and pride for the team.
If you haven’t asked your customers for a while – How are we doing? Maybe now is the time…..
Image credit : Canva
Stepping out of the North Sea on New Year’s Day after my short ‘dip’, I was grappling with changing back out of my wetsuit into dry clothes under an enormous (yet not quite big enough…) towel, when my family were greeted by some passers by on the beach shaking their heads and muttering “It takes all sorts” to each other. We smiled and nodded at them through chattering teeth with what I hoped conveyed a sense of more cheery New Year’s Day vigour than I felt at that particular moment (given both the temperature around us and the fact that due to misjudging the car parking vs beach entry point we were in for a ‘bit of a walk’ back to anything which resembled heating). And ignored the slight judginess that came with the phrase they’d just shared.
True, it might be slightly at odds to submerge yourself in near freezing water when you could have joined the masses on ‘a perfectly good walk’ to get you out in the fresh air and keep healthy, without the risk of pneumonia or (worse still) ‘hat hair’ for the rest of the day. And there was nothing particularly accomplished about our trip to the beach: no fitness records broken, no significant calories burnt (I did mention it was a ‘dip’ didn’t I??). But who’s to say with the many health benefits cold water swimming gives, that my version isn’t better for you? I just have a different view of what’s fun…
And it’s the same in any business to a degree. You need to have different points of view to see the options available to you: diverse perspectives and experiences which don’t mirror your own.
Over the past few years, it’s become clear that a key way to accelerate your business performance is to become more diverse and inclusive. Gartner found that the difference in performance between diverse teams was 12% more positive than non-diverse teams and Fast Company reported that those companies with higher gender diversity and engagement experience up to 48 – 56% stronger financial performance than others.
Yet ‘Diversity’ as a word in my experience has tended to anaesthetise or polarise many in SMEs. Either they zone out on the basis that it’s not something they need to concern themselves about (I’m not sexist/ racist/ ageist/ ableist so we’re doing good, right?), they associate it with something that only ‘big’ companies’ need to get their head around or that it’s just too hard.
And I understand that to a degree. Because taking action on diversity and inclusivity isn’t passive and takes energy. Energy to sit and listen to other’s experiences who do not mirror your own view of the world, a growth mindset that is open to the fact that there is more you can learn on a regular basis and then take action to change what needs to. And who has any energy left after such a bumper year?!
But with increased data on the impact of diversity (from the positive it brings to the negative when it’s not present) and key world events such as the killing of George Floyd sparking candid conversations in the workplace, it’s not something anyone can ignore.
And there are many things you can do whether your team is made up of 5 or 500 people.
- Re-think your strategy and be as intentional with planning diversity & inclusion as you are with planning out your sales.
It all starts at the beginning… So get real in your advertising and think about the words you are using to describe the candidates you are looking for. Make sure any job adverts are inclusive by checking for the sentiment they convey and don’t include a wish list which doesn’t actually describe what you are looking for. Is it really essential that this person has over ten years experience in a specific type of environment at a senior level? Because if it is, then you might have unwittingly just ruled out anyone who’s ever had a career break. Surely you want someone who’s delivered the best results and in which case, change your criteria (and your questions later).
Shortlist a blend of candidates: The next time you go to hire, ask the person helping you with your hiring to provide a representative group of candidates in the mix. It’ll be tough in some industries, but challenge yourself (and them) to do so.
Highlight the unconscious bias that sits in all of us: Make everyone who is interviewing candidates watch at least 3 of the videos in Facebook’s series of unconscious bias training. They take about 15 minutes each, can be watched over lunch and I guarantee will have people thinking more about their own unconscious biases and the impact of them. This isn’t a male or female ‘thing’. We’re all in this one together.
Promote those people who are underrepresented in your business. And I don’t mean promote them to a new role all the time. But promote and recognise their accomplishments, encourage them to showcase their work internally and externally and act as a champion for them.
Find role models to mentor these team members: if you can’t find any internal mentors then provide external help or encourage them to join networking groups in your industry where they can find support.
Offer greater flexibility. More so than ever people have opened up to the idea of flexible working, historically something which has helped women progress their careers.
It really does take all sorts to build a business. Well, a successful one at least.
If you want to chat about how you can encourage diversity & inclusivity in your team, then drop us a line at email@example.com or call 0203 627 7048
Most leaders would be quick to say that having high performing teams are near the top of their wish list for things they want to have in their business, but in my experience most also dread getting their head around performance management as a strategic way to achieving this. And often it’s for fear of being overwhelmed, not getting it ‘right’ and/or not finding the time.
I absolutely understand all of those things. But the truth is that the longer you put off addressing performance any more than holding the occasional 1-2-1 meeting, the more overwhelming it will seem. There is no ‘perfect’ system, no ‘wrong’ way to do it and you will find the time once you realise how beneficial it can be for you personally, as well as for achieving your overall business goals.
Have no fear however. See below for a helping hand in getting you moving and taking your performance practices to the next level:
- Create a business process that actually, well, supports the business….. Performance management appears to have found it’s home with HR over the years, but the reality is that any performance process is a business one which should support the overall goals of the team and be culturally right. So if you’re not a formal kind of place, don’t overegg the forms and language. If you’re an agile kind of business, make sure your conversations are little and often too. If you haven’t recently reviewed your own process to see if it’s supporting your team, then take this as a reminder to do so.
- Design a framework to manage conversations There needs to be a degree of flexibility in your conversations, and each and every member of staff will be different. Still though, having a framework that allows you to structure the meetings and cover key points is essential. For the record those mostly include setting expectations (via goals/ objectives/ OKRS etc), developing to meet those, reviewing performance and rewarding said performance. Exactly what you decide to include at each stage will depend on the nature of your business however as a hint – for most people, annual objectives are a tad too long to be relevant. Ditto for checking in.
- Try focussing on strengths: As with writing any contract, policy or process, assume that you are creating it for the 99% of employees who are competent and want to do a great job and spend time focussing on what people have done well, rather than ‘fixing’ what you think needs correcting in an employee’s behaviour or performance. Evidence from the CIPD (Strengths-based performance conversations 2017) found that focussing on an individual’s strengths during these conversations improved personal conversations between the manager and employees as well as the frequency.
- Be future focussed: Likewise to the point above, don’t spend the valuable time you have dwelling on the past. If you’ve been having reasonably regular 1-2-1’s, you shouldn’t need to re-hash events which have gone before – a summary should be enough. The rest of the time should be focused on what the individual has learned from the past and how that’s going to help them in the future in terms of their career objectives.
- Upskill your managers who are taking part: As your business grows, it’s unlikely that you will be able to manage all the performance discussions. The responsibility will be passed over to your other managers, and this of course makes sense if they are the ones who staff report to on a daily basis. What you need to think about here is how you’re ensuring that these managers have the appropriate skills and training. Are they confident with the task? Do they understand its importance? And are they operating within the policies and frameworks that you have created? One-off interventions can be useful but for more sustained change and impact on behaviours, it’s best to look at a longer term programme to help them.
- Involve others: Some people think that a performance discussion simply involves the member of staff being ‘talked at’ for half an hour. This should never be the case and research shows that an individual is more likely to feel invested in the outcomes and actions of any performance conversations or ratings (if you go down that road) if they have also given the chance to have their say. Always ask individuals to share their thoughts on how they’ve performed over the past quarter, and what they think they need to focus on in the near future. Not only might you unearth important information that you hadn’t previously thought about, but making it a two-way conversation shows your staff that you respect and value their contribution.
- Welcome feedback on your own performance : You no doubt spend a decent amount of time thinking about how you can get the most out of your team. But have you stopped to think about how you’re performing as a boss? If you’re not already doing so, think about how you might be able to collect meaningful and honest feedback from your members of staff. Being a good leader is an ongoing process, and you need to have continuous development on your list of priorities, always.
Need a little help getting started?
If you’ve recognised that your performance management processes have some room for improvement, then get in touch. We can help you to assess where you are right now, and where you need to make changes. Get in contact via firstname.lastname@example.org or call 0203 627 7048 for your no-obligation chat.
Photo by NEW DATA SERVICES on Unsplash
Pull out your coats and put the flip flops back in the loft. Although we have a few more days until it’s officially ‘Autumn’, the gentle chill is already here. For me, like many, September is my preferred ‘January’: the time where I sort out what’s going on across all areas of my life, reset my goals and generally set myself up as best I can for full steam ahead to the end of the year.
And because I find that a little organisation can go a long way to helping me hit my goals, I get my metaphorical rubber gloves on and do a bit of an audit on everything in my business which has been slightly bugging me, before lining up everything I need to focus on hitting my goals in each part of it. The unsightly paperwork that was lurking for so long on my desk that I filed it in a ‘boring but important’ folder where I couldn’t see it? Or the nagging question I never got around to asking my accountant yet? Yep, they’re both on my to-do list for this month.
Same with your People. You might feel like you have your work cut out for you, but we want to lighten that load though, and give you the tools and prompts that you need to get focused, and do the work that really matters. Below therefore is a quick checklist to help keep you on course for success for the rest of the year:
- Ensure that everyone has goals to be working towards toward the end of the year : There’s often a bit of a slump in productivity at this time of year. After the excitement and de-stressing for many of Summer, the mood can suddenly dampen, and you can find yourself with a problem when it comes to ensuring that the work gets done with gusto and enthusiasm. You can prevent this by getting your team together and spending time with them individually, reassessing priorities, and agreeing goals to inject motivation. Communication is key here, so be sure to lead with positivity and enthusiasm and remember to explain ‘why’ these are important….
- Consider how to increase your business capability: If you’ve assessed your organisational goals, you’ll be clear on what capabilities your team need in order to deliver what is going to drive you forward as a business and give you the edge you need. Many of your team will also be coming to work having thought about what else they’d like to do in terms of skills/ roles/ development. Recognise this, and use it to your advantage. Talk to them about what you will need longer term and consider how you can encourage staff to step up and develop their skills and talents outside of just their existing role. Formal training is an option, but it’s not the only route that you can take. Consider coaching, mentoring, and untapped opportunities for development that already exist in your business.
- Double check your basics: No Autumn Clean would be complete without looking at some of your basics and whilst I would be the first person to say that a document is unlikely to be the thing which spearheads high performance in every corner, your HR policies and procedures should never just be documents that gather dust on your hard drive and are never again looked after once they’ve been created. By regularly reviewing their effectiveness, and assessing whether they are fit for purpose, you should take a look at them with a critical eye and ask yourself: Do they help you run the business? Do they answer questions which others still come to you for? Are they really being applied on a daily basis? Are there any gaps that you need to fill? Do your staff even know they exist?
- Plan your development as a leader: Don’t forget yourself in all of this…. It’s likely that you have already considered how you will increase your staff’s capability this year. But what about YOU? As the leader of your business, it’s essential that you’re continuously developing your own skills. Running a business is challenging, and it absolutely must be a process of learning and growing. If you know that you struggle with a certain area, then it could be time to overcome that, or bring in help to make sure that your business doesn’t suffer as a result. I’ve recently signed up to an online business coaching course (after months of telling myself I simply didn’t have time to do anything like this…) to give me support with a few key things and whilst it’s early days, I ultimately recognise that I investing in myself (as I wouldn’t hesitate to do with others), will provide significant benefits.
- Reach out and get the help you need: As your business grows, you quickly discover that you can’t do everything on your own. There aren’t enough hours in the day, and you can’t be expected to be good at everything! To achieve your big goals, you’ll need to consider how you are growing your team of expert advisors.
If you know that your HR practices and procedures need work, then we can help. No-one is an expert on everything and if you’re looking for an affordable way to outsource some of your People practices, then get in touch today at email@example.com or 0203 627 7048 to arrange a chat. No strings attached. Just a frank discussion about how we can help you.
Image: Unsplash: Photo by JESHOOTS.COM on Unsplash
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…
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.
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:
- 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….
- 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.
- 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.
- Hold a 30-day Check-in: Meet with all the team, communicate what progress has been made and what a difference this has made.
- 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.
- 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.
- Hold a 60-day Check-In: Reward any progress which has been made (publicly and privately) to reinforce the behaviour you want to see.
- 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.
- 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.
- 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 firstname.lastname@example.org.