by Jenny Stark | Nov 6, 2024 | HR Data & Systems, Uncategorized, Vision, Values & Culture
Think that you can’t afford an HR consultant?
Know that you could do with a helping hand with some issues that are bubbling away under the surface, but wondering whether you can really spare the budget?
Considering whether you’d be better off just hoping for the best and carrying on as you are?
We get you!
We know that it can be scary to make that leap and bring in some HR help. The reality here though is that we can often actually SAVE you a big chunk of money.
And that’s a no-brainer investment to make in your business.
Let’s have a look at just a few of the ways in which we could slash your costs…
We can keep you out of tribunals
It’s easy to fall into the trap of thinking that because you’re a fair employer who tries to do your best by all your employees, that you’re not at risk of having to face a tribunal. This isn’t necessary true though.
Employment law is complicated, and if you miss something, you could find yourself with a potentially very costly situation on your hands. We can make sure that your people practices are on the right side of the law.
We can skyrocket the performance of your workforce
Imagine if you could double the output of your workforce overnight. Realistically, that’s probably not going to happen. But a good HR consultant can dive deep into your business, pinpoint the exact issues that are at play, and create a step-by-step plan to fix them.
This can absolutely skyrocket your productivity and make sure that your staff are firing on all cylinders. You might think that a big marketing budget, or some fancy social media tactics are what are going to give you the edge. But the real breakthrough happens when you look INSIDE your business, rather than outside.
We can educate your managers
We don’t just come into your business, work some temporary magic, and then leave. We can give your managers the skills to ensure that they’re playing an active role in driving your business forward. This means less of a learning curve, less mistakes, and more strides forward.
Your staff are the most important investment that you can make, so it makes sense to nurture that investment. If you know that your managers have room for improvement, then stop blaming, take responsibility, and talk to someone who can help you to get things moving in the right direction.
We can provide a flexible, pick-and-mix service
Maybe you’re not quite at the stage where you need full-time, permanent HR help. That’s exactly why we can assist you. We don’t tie you into ridiculously long contracts that you don’t need, and we can create a package that’s perfect for your needs.
No ongoing retainers that don’t serve you. No off-the-shelf guidance. Just what you really need to move forward and solve your problems, right now. Our aim is to make you a better employer, not tie you up with unnecessary bureaucracy.
We also have a dedicated Monthly Membership
It’s like having an HR Director in your pocket. For £140 a month (or just £1,512 with 10% off annual membership) you get:
– On-Demand Support: HR advice from TheHRhub’s CIPD qualified consultants on the phone or online to help guide you through any queries you have
– Bi-monthly check-in calls: get a strategic sounding board for your HR plans and initiatives
– Access to the exclusive HR Hub portal which includes an extensive library of customisable employment contracts, policies and letter templates
– Access a wealth of templates, policies and guides, including essential contract clauses and practical ‘How-To’ guides
– Expert webinars: boost your knowledge of people-related goals e.g leadership coaching, menopause, DE&I with our regular webinars
– Regular employment law updates: keeping you up to speed with HR & employment law, direct to your inbox
– No lengthy lock-ins: No lengthy commitments. After an initial six-month period, you can cancel anytime with just one month’s notice
– No Limits on Calls: Benefit from our Fair Use policy which allows unlimited advisory calls, with extra casework billed at a reduced rate of £80 per hour
Want to talk about how we can move forward together? Drop us a line via hello@thehrhub.co.uk or give us a call on 0203 951 1208.
If you don’t want to speak to anyone but would like to learn more, read my book The MAGIC of HR.
by Jenny Stark | Nov 6, 2024 | Reward, Vision, Values & Culture, Wellbeing
As we approach another winter season, it’s a good moment to reflect on our teams’ financial health. Talk Money Week (Nov 4-8) provides the perfect opportunity to spark these conversations. The theme, “Do One Thing,” encourages each of us to take a single step toward improving our financial well-being and that of those around us.
Money worries are not confined to the holiday season. Financial pressures can arise at any time and weigh heavily on employees. In fact, over 40% of people constantly worry about money, and one in four report that these concerns impact their job performance (Close Brothers, CIPD). With financial insecurity continuing, it’s a good idea to do a quick audit of the support that you can offer your teams.
But supporting financial well-being doesn’t require big gestures. Here are a few simple actions your organisation can take to make a difference:
- Listen to Understand: Start by understanding where your team feels the pinch. Surveys or anonymous feedback can uncover specific needs, whether around budgeting, debt management, or building savings. Tailor your initiatives to address these areas for maximum impact.
- Encourage Conversations: Just as openness around mental health reduces stigma, normalising financial conversations can foster understanding and resource-sharing. Consider a forum where employees can share their stories, providing a supportive environment and practical tips that might resonate with others.
- Offer Financial Flexibility Tools: Financial literacy sessions and budgeting workshops can empower employees to take charge of their finances. Lunch-and-learn sessions, focused on setting financial goals or managing debt, can be a great way to introduce these concepts. Financial well-being apps like Mintago can also help employees get a handle on their expenses and set future goals.
- Provide Basic Financial Education: You don’t need to be a financial expert to offer resources. Weekly tips, podcast suggestions, or articles on budgeting and financial planning can help employees make informed decisions. Great resources include podcasts such as “In Her Financial Shoes,” “Meaningful Money,” and “Money to the Masses.”
- Highlight Support Resources: Remind your team of available Employee Assistance Programs (EAPs) that offer financial guidance. For employees facing financial crises, access to confidential, professional advice can be the first step toward finding relief.
- Maximise Workplace Benefits: Pensions, salary sacrifice schemes, and other financial benefits can make a significant impact. Arrange sessions to explain the tax benefits and long-term value of your pension scheme, and explore if other salary-saving programs, like Cycle to Work, might benefit your team.
- Promote One Simple Step: For Talk Money Week, encourage employees to choose “one thing” they’ll commit to for improving their financial wellbeing. It might be as small as setting a budget, consolidating debts, or opening a savings account. This single action can be a manageable step with a big impact.
This Talk Money Week, encourage your team to take that “one thing” step for their financial future. Small changes, supported by a workplace that understands and cares, can make a lasting difference.
Need a hand setting up these initiatives? Drop us a line at hello@thehrhub.co.uk or call 0203 627 7048 to chat about ways to support your team’s financial wellbeing.
If you don’t want to speak to anyone but would like to learn more, read my book The MAGIC of HR.
by Jenny Stark | Oct 28, 2024 | Vision, Values & Culture
Happy Halloween! Today’s that spooky day of the year when the creepy decorations come out, Pam from Accounts comes in dressed as a ghost (or an Excel spreadsheet – whichever is scarier!) and everyone enjoys eating a sweet or two.
At its best, Halloween’s a festive excuse to let your hair down and have some fun. But at its worst, it can become an HR nightmare. Never fear, for the HR Hub is here, with our top tips for when the sweet festivities turn sour.
Dress to impress…or not
Inappropriate attire…that old chestnut. While it’s great that Halloween encourages creativity, some employees might push the boundaries of good taste. This should be dealt with on a case-by-case basis…is it culturally offensive, or just a slip of the wardrobe?
Your staff are adults, and they should be well aware that offensive costumes aren’t appropriate. Tackle issues head-on – just because it’s Halloween, it doesn’t mean that you should let standards slide, and you definitely shouldn’t dismiss inappropriate behaviour as ‘just a bit of fun.’
If an employee shows up in an inappropriate costume, address the issue promptly and privately, offering them the option to change or providing alternative clothing if necessary. When hosting a party, it may be worth clearly communicating a costume guideline in advance so everyone knows what the dress code is.
It’s okay to sit on the sidelines
Not everyone celebrates or feels comfortable participating in Halloween activities, so it’s important to ensure that all employees feel included.
Make all Halloween-related events optional and provide alternative activities or spaces for those who choose not to participate. The more you can be flexible and inclusive, the more you’ll earn your team’s respect as a leader.
Partying in the dead of night
Common sense really but – if your company’s hosting a Halloween party outside of work hours, remember that company policies still apply. Set guidelines for alcohol consumption if applicable and remind employees about appropriate behaviour even in social settings. And make sure there’s a plan for employees to get home safely after the event.
In the (unlikely but serious) event that an employee raises concerns about Halloween-related activities, take all complaints seriously. Listen actively and empathetically, and investigate thoroughly if necessary. Address valid concerns promptly and document all discussions and actions taken.
With proper planning and clear guidelines, you can create a spooktacular celebration that everyone can enjoy—without any HR horrors lurking in the shadows. And once things are done and dusted, remember that it’s only a few months until you face a whole new set of challenges in the shape of Christmas!!
Need help with any spooky HR problems post-Halloween? Drop us a line via hello@thehrhub.co.uk or give us a call on 0203 951 1208.
If you don’t want to speak to anyone but would like to learn more, read my book The MAGIC of HR.
by Jenny Stark | Sep 30, 2024 | Employee Engagement, HR Data & Systems, Reward, Vision, Values & Culture
It’s National Poetry Day today but don’t worry, I’ll spare you the cringe of reading one of my fabulous rhyming HR poems. Instead I thought I’d touch on a topic that affects both poetry and management in the workplace…the subtle art of balancing freedom and structure.
O Romeo, Romeo, wherefore art thou employment contract?
There’s a myth that great poets sit at their desks, quill in hand, pouring mystical inspiration out onto the page by candlelight. But the truth is probably closer to a very boring but necessary routine, where they structure their work according to beginning, middle and end, with various set turning points in the narrative.
Think of all the famous poems across time that have very set structures: Sonnets (three quatrains and a couplet), Haikus (5-7-5 syllables), Villanelles (19 line poems), Sestinas (39 line poems), Limericks (AABBA rhyming schemes). In other words – the structure creates limitations, and it’s in the limitations that creativity can roam wild.
The same could be said about good leadership in the workplace. Too much structure and you become that loathed micromanager, checking and double checking that things are done, on the hour every hour. Too little structure and you’re the manager everyone knows they can get away with doing their own thing and missing deadlines due to a lack of negative consequence.
Structure provides clarity, direction and a sense of security for team members. It establishes clear expectations, roles and responsibilities, which helps reduce uncertainty and allows people to focus on their work. As HR Goldilocks once famously said, “not too strict, not too loose, but just right.” (Yes…that’s as close as you’re coming to getting an HR poem out of me!)
Tell me, what is it you plan to do with your one wild and precious life?
The key of course is finding the right balance between these two elements. That will depend on your leadership style, your company’s culture and your goals. Some teams may require more structure, while others thrive with greater freedom. And even within teams, you’ll find that different personality types require different levels of hand-holding.
To achieve this balance, I recommend creating a framework that provides clear direction while allowing for flexibility. What are the non-negotiable deadlines and tasks you’d like your team to achieve? Set clear goals / objectives / OKRS, and milestones for reviewing and rewarding said performance.
Exactly what you decide to include at each stage will depend on the nature of your business…although (hint!) for most people, annual objectives are a tad too long to be relevant. With this guidance in place, employees can start making autonomous decisions that align with the company’s best interests.
Some people think that goal setting simply involves the member of staff being ‘talked at’, for half an hour. This should never be the case. Always ask individuals to share their thoughts on what they’d like to achieve over the next quarter, and what they think they need to focus on for the year on a personal level. You might unearth important information that you hadn’t previously thought about.
This above all: to thine own self be true
The key takeaway here is that, in the same way different poems need different types of structure to work, different people function differently…so work out where on the spectrum of independence vs management your key talent lies and let them flourish.
Be sure that your line managers are having open and honest conversations with their direct reports, and that information is taken seriously and considered when it comes to adopting the right style of leadership for each individual.
Need help creating leadership processes for your company? Drop us a line via hello@thehrhub.co.uk or give us a call on 0203 951 1208.
If you don’t want to speak to anyone but would like to learn more, read my book The MAGIC of HR.
by Jenny Stark | Sep 23, 2024 | HR Data & Systems, Vision, Values & Culture, Wellbeing
Have you ever watched those David Attenborough documentaries where a wolf pack sniffs out a new member, wondering whether to welcome them into the pack or turn their backs? (Bear with me…it’s relevant to HR, I promise!). The scientific term for that is social integration, and it applies to any newcomer’s role within pack hierarchies – including humans.
It’s why your newcomers may feel a bit jittery on their first day at work, subconsciously scared about being rejected from the status quo. So let’s say you’re happy with your new hire and want to give them a brilliant first day. What are some fundamentals you can do, to make sure they’re welcomed into the pack?
Before Day One: Get the Ball Rolling
You’ve made that offer, and your new hire has accepted – brilliant! They’re probably quite nervous moving from job to job, so it’s a good idea to alleviate their worries with a welcome email. This might seem like a small thing, but it creates a structure that lets them know what they can expect on their first day, so they can plan in advance. It’s also worth including any paperwork needed to sort out.
Then there’s the physical preparation. Make sure their workspace is sorted with all the essentials – laptop, stationary, maybe a cheeky little welcome plant or some chocolate. Many companies forget this part and see it as superfluous, but a recent survey found that 76% of HR professionals feel that their company doesn’t make the most of their onboarding. In other words, first impressions matter and if you want your talent to perform at 100%, make sure as a company you’re going above and beyond to make them feel seen. I’ve seen companies share fun bits about their team culture and bios, or even some who’ve created welcome videos.
Day One: First Impressions Matter
Hurrah, the big day’s finally here. Besides the mandatory office tour (or virtual intro of the team, if you’re on Zoom), what are some ways you could elevate the experience and give them a warm welcome? A little effort goes a long way, so try and make your greetings as personalised as possible. That includes everyone in your company…even (especially!) the senior leadership team.
Pair your new joiner with an onboarding buddy who can be their go-to for questions and support. And perhaps most of all, don’t overwhelm them and give them space to adjust to their new setting. At least for the first few days, keep that calendar relaxed and let them explore Google Drive, familiarising themselves with where files are kept.
The First Week: Settling In
Now that they’re on board, it’s time to help them feel at home. Create a fun schedule with training sessions, intro meetings and perhaps even a team lunch. Keep it balanced so they don’t feel overwhelmed. Some companies I’ve worked with have spiced things up with interactive videos that feature quizzes and games to make the learning more enjoyable. Who says training has to be dull? Don’t forget to regularly check in and touch base daily to see how they’re getting on, and answer any burning questions.
The First Month: Keeping the Momentum Going
I’ve witnessed many businesses fail at this point…they see that the first week went well and then pile on the work for the new joiner, making them feel overwhelmed and throwing them in at the deep end. The truth is that at least for the first month, you really want your new joiner’s manager to be a guiding force and to be by their side – more contact time is better than less contact time.
Only 12% of employees believe that their organisation provides a satisfactory onboarding program. So ask for feedback and encourage them to share their thoughts on the onboarding experience. And finally, celebrate their achievements! Did they complete their training? Finish a project? Throw a mini celebration! Everyone loves a bit of recognition, especially in the first month when you’ll gain high employee loyalty from your new hire.
To wrap up, remember the four keys:
- Personalise it: make it relevant to each role.
- Keep it engaging: use fun formats to keep them interested.
- Bite-sized info: break things down so it’s easy to digest.
- Stay in touch: regular check-ins show you care.
Need help with your company’s onboarding process? Drop us a line via hello@thehrhub.co.uk or give us a call on 0203 951 1208.If you don’t want to speak to anyone but would like to learn more, read my book The MAGIC of HR.
by Jenny Stark | Sep 17, 2024 | Employee Engagement, Vision, Values & Culture, Wellbeing
Trust…it’s the cornerstone of any healthy relationship, but especially in the workplace where you’re collaborating as a team to achieve a united vision. An MIT study found that trusting employees are 260% more motivated to work, have 41% lower rates of absenteeism, and are 50% less likely to look for another job. At the same time, most employers overestimate their workforce’s trust level by almost 40%. With this misalignment in trust, it’s no wonder that worker engagement is suffering. So how can you as a leader gain your employees’ trust?
Look in the mirror
As the leader of your business, trust starts squarely with you. Many business leaders woefully underestimate the size of the shadow they cast through their day-to-day actions and behaviours (which are, of course, driven by the values, beliefs and attitudes going on inside them). Your actions and behaviours have a real impact on your organisation.
Like the rest of the human race, your staff have a natural desire to fit in hardwired into their subconscious (as pack animals, our survival depends on it, genetically speaking). So they will look to you and their managers for behavioural cues: what behaviours are valued, and what it takes to be accepted in the company. Think about people you have worked with in the past who ‘didn’t fit in’ or whose ‘face didn’t fit’. This is likely to have been because of a mismatch between their style and values, and the culture of the company or ‘the way things are done around here’.
So coming back to trust – your company will not develop a culture of trust if you do not actively role model the right behaviours yourself. This means wholeheartedly placing your trust in your people and behaving in ways that encourages them to place their trust in you.
Act with integrity
From time to time, the temptation to cut a corner, mislead a customer, show a bit of favouritism for a member of staff, or indulge in some creative accounting can be strong. Particularly if you believe the need is business critical. It’s easy to persuade ourselves that expediency is king and occasionally the end justifies the means. However it is in exactly these situations that you must be most aware of how your actions as a leader reflect on you.
If your employees see you forgoing your ethics, then your reputation for being honest and trustworthy will be immediately shot to pieces – and damaged reputations are difficult to repair. Moreover, having seen you mark down the value of honour and integrity – how will this influence the choices your people make in the future? Having seen you cut corners, will they be so motivated to do the right thing? If you have been disingenuous, how much value will they place on your word in the future? So be consistent and act with integrity at all times, and make clear to your managers you expect them to do the same.
Listen to your people
The ability to listen, to make the other person feel they have something interesting and helpful that deserves to be heard is a powerful communication skill. But most of us are far worse at listening than we think. Before the other person has got their words out we’re leaping ahead, assuming we already know all we need to know, or we’re just nodding politely and thinking about other stuff. And while listening doesn’t mean you have to agree with all that you hear, it’s likely you’ll learn plenty of useful information if you’re open to it.
Ask your employees for their thoughts, ideas and feedback. Make it ok for them to voice disagreement, give you bad news or say things they think you might not want to hear (if they’re thinking it anyway, or discussing it between themselves, wouldn’t you rather know?). Your people should see you as approachable and open to listening to what they have to say. You can disagree, of course, but try to do so thoughtfully in a way that shows you heard them rather than dismissing them out of hand. Granted, this might take a few extra moments of your time but in terms of building trust it’s going to be time worth investing.
Give your employees some freedom
Much of the research that has been done on motivation at work shows that when people feel they have the freedom and space to make decisions for themselves, try out different approaches and challenge the way things have always been done, they feel more enthusiastic and motivated in their work. Indeed this helps them go on to become even more productive. Likewise if they feel they can innovate, take thoughtful, calculated risks, and make mistakes without fear of being punished or criticised, you will not only see a culture of trust develop, but one of courage and creativity which are of course essential drivers to business growth.
An important management skill is recognising there is usually more than one ‘correct’ way to get something done. So allow your employees freedom to act, and ensure all your managers do the same.
Show some vulnerability
Don’t be afraid to share an occasional fear or weakness with your team. If you make a mistake, be prepared to admit it, with humility. To help your people get to know and understand you, allow them a glimpse of the real you from time to time. We trust people we believe are real, like us, and can relate to on a human level. But you have to be authentic here – no faking.
This is not about morphing into a kind-hearted and cuddly people-person, so don’t worry about needing a personality transplant if that’s not how you see yourself. We’re talking about authenticity, integrity and fairness here. You can do all of that and still be the same tough-minded and direct leader.
Need help creating a culture of genuine trust in your organisation? Drop us a line via hello@thehrhub.co.uk or give us a call on 0203 6277048.
If you don’t want to speak to anyone but would like to learn more, read my book The MAGIC of HR.
