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.
by Jenny Stark | Sep 11, 2024 | Employee Engagement, HR Data & Systems, Wellbeing
Let’s face it, talking about money is a very un-British thing. We like to keep things to ourselves, not draw too much attention…move the conversation to the weather instead? But in honour of UK Savings Week, I thought it would be good to chat about something we should all feel a little less ashamed about…money.
1 in 4 workers report losing sleep over money worries, and 59% of employees confess that current financial concerns prevent them from performing at their best. Alarmingly, approximately 4.2 million worker days are lost each year due to a lack of financial wellbeing, which equates to £626 million in lost output. This might come as little surprise in the light of the recession and contraction of many industries, but what can you do as an SME leader to create peace of mind among your team?
Pay Fair and Review Regularly
This one’s a no-brainer, but probably also the most effective step. Employees want to feel valued in their workplace, especially in an SME where they’re probably going above and beyond the call of their job role. One way to do that is by conducting annual market research and salary benchmarking to maintain competitive pay, so your employees are satisfied that you’re paying them what they’re worth. To do this:
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Identify comparable roles in similar-sized companies within your industry and region
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Gather salary data from reliable sources such as industry reports and government statistics
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Analyse the data to determine where your company’s salaries stand in comparison
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Adjust salaries as necessary to remain competitive
Remember, the goal is not necessarily to offer the highest salaries in the market, but to make sure that your compensation packages are fair and reflective of your employees’ value to the company.
Offer Flexible Benefits
Different employees need different things, so offering flexible benefits is an effective way to meet the unique needs of your team. This could include healthcare coverage, gym memberships, childcare vouchers or cycle-to-work schemes. By providing a menu of choices, you empower employees to select benefits that resonate with their lifestyles and priorities.
Do you champion a culture of work-life balance through flexible working arrangements? Perhaps you could consider additional paid time off and professional development opportunities. Talk to your employees about their preferences and needs, so you can create a benefits package that not only aligns with your company’s budget but also significantly contributes to employee engagement and loyalty.
Encourage Open Communication
Your employees should feel safe and supported when discussing money issues at work. Train your managers to recognise signs of financial stress, or establish an open-door policy which encourages employees to seek help when needed. Alternatively, you could consider organising workshops on budgeting, saving, and investing to empower your team to take control of their finances.
Then there’s the question of transparency as a company. How often do you as an SME leader share information about the financial wellbeing of the company? Consider creating a culture of transparency by regularly sharing the company’s financial status, goals and challenges with employees. This could involve holding quarterly financial update meetings or sending out clear, easy-to-understand financial reports. By demystifying the company’s finances, you can help employees understand how their work contributes to the overall financial health of the organisation.
Measuring Impact
As with any successful venture, you want to measure the impact of what you’re doing to decide what’s working and what isn’t.
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Regular anonymous employee surveys – use these to gauge your employees’ financial stress levels, understanding of available benefits, and overall financial wellbeing.
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Monitor participation rates and engagement – this could include attendance at financial education workshops, usage of financial planning tools or resources, or how many of your team chatted with financial advisors.
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Analyse key business metrics – While it may be challenging to directly attribute changes to financial wellbeing initiatives, monitor metrics that could be influenced by improved financial wellbeing, such as: productivity levels, absenteeism rates, employee turnover and employee satisfaction scores.
Remember, prioritising financial wellbeing is not just compassionate leadership; it’s smart business. By implementing targeted strategies, you can create a more productive, engaged, and loyal team that’s motivated to get up every morning and work on a shared vision – a win-win situation.
Need help with measuring your workforce’s financial wellbeing? 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.
by Jenny Stark | Aug 27, 2024 | Employee Engagement, Vision, Values & Culture, Wellbeing
It’s that time of the year again when the temperature’s soon going to drop, the woolly cardies will come back out of the drawer, leaves will start to change colour and a new academic year will begin. If you’re a working parent that transition period can be particularly stressful.
Many of your employees might find that they’re juggling conflicting schedules between work meetings and school events, adjusting to new routines and after-school programs, managing half-days and unexpected school closures, and balancing work responsibilities with increased family demands.
51% of working parents report that back-to-school interferes with their work. So what can leaders do to ensure their companies support their workforce and while maintaining productivity and engagement?
Be Generous With Flexibility
One effective strategy is to offer flexible work arrangements, or extend the flexible arrangements you already have. By providing options for flexible hours or remote work during the transition period, you can help parents attend school orientations or manage new schedules without sacrificing work quality.
Consider implementing extended leave options that allow parents to use holiday days for school-related activities without penalty. At its heart, most parents want to do a good job at work but often feel overstretched by commitments, so the more generous and flexible you can be as an employer, the more loyalty and respect you’ll earn from your team.
Listen to their worries without judgement
Creating a supportive environment goes beyond policy changes. Encourage your managers to have candid discussions with their teams about work-life balance and family responsibilities. Senior leaders should also model work-life balance by being transparent about their own family commitments, reinforcing that it is acceptable to prioritise family needs.
Working parents often worry about how their family responsibilities might impact their professional image. Promote inclusivity through workshops or discussion groups where employees can share experiences and strategies for balancing work and family life.
The other thing that helps is recognising performance based on results rather than face time, which reassures parents that their contributions are valued. Do you really care if your employee had to work early in the morning rather than in the afternoon, if she ultimately got her work done and the client was happy?
Make sure that important meetings have virtual attendance options, which allows parents to participate even if they need to be at home.
Helping with childcare costs as an employer
In the UK, companies are increasingly recognising the importance of supporting their employees with childcare costs, particularly as the demands of balancing work and family life grow more complex.
In 2017 the UK government introduced the Tax-Free Childcare program. While not directly provided by employers, companies can play a vital role in educating their employees about this initiative. Under the Tax-Free Childcare scheme, the government contributes £2 for every £8 that parents pay towards childcare, up to a maximum of £2,000 per child per year, or £4,000 for disabled children. Research shows that employees with access to backup care work an average of six additional days per year, decreasing absenteeism and increasing productivity.
The other scheme that’s useful but less well known is up to 18 weeks of unpaid parental leave for each child and adopted child, up to their 18th birthday. The limit on how much parental leave each parent can take in a year is 4 weeks for each child (unless the employer agrees otherwise). You must take parental leave as whole weeks (for example 1 week or 2 weeks) rather than individual days, unless your employer agrees otherwise or if your child is disabled, and you don’t have to take all the leave at once.
Need help making sure you’re supporting your employees during the back to school season? 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.
by Jenny Stark | Aug 19, 2024 | Employee Engagement, HR Data & Systems, Reward, Wellbeing
Ever wondered why your best people are heading for the exits? Hint: it’s not always about the money. Sure, a fat paycheck is nice, but it’s not the be-all and end-all. So what’s going wrong? Let’s dive into the numbers, which come straight from hundreds of companies that have already completed our HR Scorecard Discovery Quiz, and see where the cracks are showing.
But first, a quick word about MAGIC. No, not the kind with rabbits and hats, but the kind that transforms workplaces. In my book, The MAGIC of HR, I lay out the five pillars that can give your business a serious boost: Meaning, Accountability, Growth, Inclusion, and Care. These aren’t just buzzwords – they’re the building blocks of a thriving workplace. And they’re exactly what’s missing when your best people start to eye the door.
Recruitment – You’re Halfway There
With an average score of 67.5%, recruitment is looking decent, but there’s still room for improvement. You’re attracting talent, sure, but are you attracting the right talent? And once they’re in, are you setting them up to succeed, or just throwing them into the deep end? Remember, recruitment isn’t just about filling seats – it’s about building a team that sticks around for the long haul.
Here’s where Meaning and Accountability come into play. From the get-go, your recruitment process should be about more than just a job description. It’s about finding people who resonate with your company’s mission and feel like they’re part of something bigger. Once you’ve got them on board, make sure they know what’s expected of them and how they can contribute – that’s accountability. Get those right, and you’re already ahead of the game.
Retention – You’ve Got Them, Now Keep Them
At 72.1%, your retention score shows that you’re doing a solid job of keeping your people happy – for now. But let’s not get complacent. Retention is a bit like gardening: it needs constant attention. Ignore it, and the weeds (or recruiters from other companies) will start creeping in. Keep your team engaged, challenged, and appreciated, and they’ll be less likely to jump ship.
Growth is a key part of retention, and it’s one of the MAGIC pillars for a reason. People want to know that they’re not just treading water, but swimming towards something – a promotion, new skills, or even just a bigger challenge. Show them the path forward, give them the tools to get there, and watch as your retention rates soar. And don’t forget Care – it’s not just about checking in on performance, but also about genuinely caring for their well-being.
Rewarding the Right Way
Let’s talk about rewards – because let’s face it, everyone likes to feel valued. But with a score of 62.9%, it seems like some of you might be handing out gold stars when a genuine “thank you” would do. It’s not just about bonuses and pay rises (though those don’t hurt). It’s about recognizing hard work and celebrating wins, big or small. If your team feels like they’re slogging away with no recognition, they’re going to start looking for somewhere that appreciates them more.
This is where Inclusion and Care from the MAGIC formula come in. A reward doesn’t have to be a grand gesture – sometimes, the smallest act of recognition can have the biggest impact. Make sure your team feels seen and included in the company’s successes. When everyone feels like they’re a valued part of the story, they’re less likely to start writing a new chapter elsewhere.
Offboarding – Don’t Let the Door Hit Them on the Way Out
And then there’s offboarding. At a paltry 54.5%, this is where many of you are really dropping the ball. Here’s a tip: how you treat people on the way out is just as important as how you treat them on the way in. A shoddy offboarding process can undo years of good work, leaving a bad taste in everyone’s mouth. It’s not just about HR forms and exit interviews – it’s about leaving the door open for future opportunities and keeping your company’s reputation intact.
Offboarding is the ultimate test of Accountability and Care. Even as someone’s walking out the door, you need to show them that their time with you was valued and that their departure is handled with respect. It’s about being accountable to all your employees, past and present, and showing that you care about their experience until the very end.
Time to Take Action
So, what’s the takeaway here? If you’re serious about keeping your best people, it’s time to take a good hard look at your employee experience – from recruitment to offboarding and everything in between. And here’s the kicker: it’s not just about ticking boxes. It’s about weaving in those MAGIC elements – Meaning, Accountability, Growth, Inclusion, and Care – across every stage of the employee journey.
The data from hundreds of companies that have already completed our scorecard doesn’t lie: there’s work to be done. But the good news is, you’re not in this alone. Thehrhub.co.uk is here to help you fill in the gaps, whether it’s boosting your onboarding process, sprucing up your rewards program, or making sure your offboarding process isn’t an afterthought. Because in the end, a happy, engaged team isn’t just good for morale – it’s good for business. And who doesn’t want that?
At thehrhub.co.uk, we’re here to help you apply that MAGIC across all stages of the employee experience. Whether it’s giving your onboarding process that extra sprinkle of meaning, boosting your growth opportunities, or making sure your offboarding process leaves everyone with a smile, we’ve got you covered. Because at the end of the day, a happy team means a happy bottom line.
Need help making sure you’re retaining your top talent? 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.
by Jenny Stark | Jul 29, 2024 | Employee Engagement, Learning & Development, Wellbeing
As a CEO, you’ve probably encountered the whirlwind of emotions that comes with leading your business: the stress, the elation, the frustration – it’s a lot to handle! Recently, I found some unexpected insights into managing these emotions from Pixar’s latest release, Inside Out 2. Yes, you read that right – a children’s film! But don’t be fooled by its animated exterior; this film offers some profound lessons on emotional intelligence that are incredibly relevant to the workplace.
What’s Happening Inside Our Heads?
For those of you who haven’t seen the Pixar sensation, Inside Out 2 takes us on a journey through the complex emotional landscape of its characters. At its core, the film illustrates how different emotions – Joy, Sadness, Anger, Fear, and Disgust (plus many more as this sequel to the original focuses on the teenage years) – interact and influence our behaviour. In the workplace – as with everyday life – of course, these emotions play out daily, often impacting decision-making, productivity, and team dynamics….whether we like it or not.
Common Emotional Triggers at Work
Everyday stressors like tight deadlines, challenging projects and interpersonal conflicts can trigger a range of emotions. Understanding these triggers is the first step in managing them effectively. For example, fear might rear its head during uncertain times, while anger could surface when dealing with uncooperative team members.
Unmanaged emotions can wreak havoc on performance and relationships. Imagine a scenario where a team member’s frustration leads to a heated argument during a crucial meeting. Not only does this disrupt the flow of ideas, but it can also damage relationships and lower morale. On the flip side, positive emotions like joy and enthusiasm can boost creativity and collaboration, driving the business forward.
One of the key takeaways from Inside Out 2 is the importance of being aware of our emotions. The film shows that recognising and naming our emotions helps us understand their source and influence. In a business setting, this awareness can prevent knee-jerk reactions and promote more thoughtful responses.
Healthy Expression Through the Emotions Wheel
One effective tool for managing and understanding emotions is the Emotions Wheel, a visual guide that categorises emotions into primary feelings and their nuanced variations. By using the Emotions Wheel, anyone can better identify and articulate their emotions, moving beyond generic labels like “happy” or “angry” to more specific descriptors such as “joyful” or “frustrated.” This deeper understanding allows for more precise emotional awareness, which is crucial in a workplace setting.
For instance, recognising that a feeling of “overwhelmed” is rooted in “fear” and “anxiety” can help leaders address the underlying issues more effectively. By regularly consulting the Emotions Wheel, employees and leaders alike can develop a richer emotional vocabulary, facilitating clearer communication and more thoughtful responses to emotional triggers. This practice not only enhances personal well-being but also contributes to a more empathetic and resilient workplace culture.
The characters in Inside Out 2 find various ways to express and manage their emotions. This highlights the value of healthy emotional expression in the workplace. Encouraging team members to voice their feelings in constructive ways can lead to better communication and a more harmonious work environment.
Six practical steps to manage your emotions in a positive way as an SME leader:
1. Encourage Open Communication. Foster a culture where open communication is valued. Create safe spaces for team members to share their feelings without fear of judgment. Regular check-ins and anonymous feedback tools can help in this regard.
2. Implement Stress Management Techniques. Introduce stress management techniques such as mindfulness sessions, flexible working hours, and regular breaks. These practices can help employees manage their stress levels and maintain a healthy work-life balance.
3. Provide Support Systems. Establish support systems within your organisation. This could include access to mental health resources, employee assistance programs, and peer support groups. Knowing that help is available can significantly reduce the stigma around discussing mental health issues.
4. Foster Empathy and Understanding. Empathy is a powerful tool in leadership. By understanding and addressing your employees’ emotional needs, you can build a more engaged and loyal team. Lead by example by showing empathy in your interactions and decisions.
5. Lead by Example. Share your own experiences with managing emotions at work. This vulnerability can break down barriers and encourage others to be open about their struggles. It’s all about creating an environment where everyone feels valued and understood.
6. Promote Work-Life Balance. A healthy work-life balance is essential for mental well-being. Encourage your team to take time off when needed and respect their boundaries. This not only improves mental health but also enhances productivity and job satisfaction.
So, why not take a break and watch Inside Out 2? You might just find the emotional insight you need to lead your team to new heights. If you need a hand with your HR services or want to dive deeper into emotional intelligence and its impact on leadership, drop us a line via hello@thehrhub.co.uk or give us a call on 0203 6277048.
Don’t want to speak to anyone but would like to read more? Read my book The MAGIC of HR.
