With the inevitable ups and downs a small business faces, there may be times when you need to lose some staff.
To stay on the right side of UK employment laws, employers must understand how to carry out the redundancy procedure correctly, so here’s a step-by-step guide to the redundancy process, and how to negotiate it safely. (more…)
No matter how successful your business has been with just you working in it, if you want to grow you’ll need to employ people.
There are innumerable benefits of having employees. The right people will ease the workload on you and allow you take holidays. Good staff keep your business running day to day, so you can focus on the most important part of your role as the leader: growing the business. (more…)
It’s not uncommon that when an employee makes a complaint about a fellow colleague that employers wish to bury their heads in the sand and ignore the issue.
A getting on with business approach, however, is unlikely to solve the dispute and can cause the situation to spiral out of control. Employers who manage disputes and try to resolve these when raised will see the benefits of taking such an approach.
Today, more young professionals are making alternative choices to the standard roles assumed by their parents’ generation. As a result, the landscape of work has changed dramatically for this generation, and for generations to follow.
It’s simple. We want more from our jobs than just a salary. We also want to be happy in the place we spend 70% of our waking hours.
This may be surprising, but for small business owners and start-ups, this is actually really great news. Even if we’re not a multi-national company, we can still compete for talent by offering a happier workplace than our big business counterparts.
So how do you create a fun culture and put happiness at the core of your small business? Here are five examples of companies that are focusing on employee happiness and reaping the benefits; (more…)
Despite every effort, even the best-run businesses may encounter disciplinary problems with employees from time to time.
Although it is always best to focus on effective management practice and preventative measures, having clear and fair disciplinary procedures is a good first step in avoiding difficult employment tribunals.
Here’s what you need to consider, the procedures you need to put in place and the steps to follow when it comes to disciplinary matters;
Firing staff is never easy. But if you have decided to run your own business then this will be part of what you will be required to do.
Here’s how to conduct positive feedback conversations with staff and effectively manage employees that aren’t performing satisfactorily; (more…)
As a business owner, the welfare of your staff will naturally be a key concern. Health and safety is just one of many concerns for small businesses, both in terms protecting employees and complying with the law.
The government’s Health and Safety Regulations state that employers must provide “adequate and appropriate” equipment that ensures injured employees can be treated immediately if they have an accident or feel ill. The regulations apply to businesses of every size, even if you have fewer than five employees, so this means you need to have First Aid Kits available to treat staff injuries and illnesses.
Latest figures from the Government have shown that 131 million working days are lost to sickness absence very year in the UK, and over 1 million workers had sickness absences greater than one month.
The cost to employers, and to the country, in lost productivity, is considerable. Therefore, steps are now being taken to reduce longer term sickness absences by between 20% and 40% annually.
With the recent introduction of the ‘Fit for Work’ scheme, the Government is attempting to cut the cost of sick days, but how does the scheme work, and how can employers use it to lower the number of staff absences in their business? (more…)
Working is a balancing act. Whether its deadlines or internal demands, we all have plates to spin. This is particularly so in small businesses where there are fewer resources to draw on when the pressure is on.
Being busy at work is the norm for most of us, and often leads to an imbalance between work and life. Letting this equilibrium tip more towards work is not good for our wellbeing and can have negative effects on health and performance at work.
With recent news reporting that 40% of employees are suffering from “brownout”, a milder form of burnout, and are consequently disengaged and demotivated at work, businesses need to think how they can get the best out of employees, including allowing them to re-energise themselves. (more…)
The short answer is yes. But most business owners and managers seem to think that it is currently impossible to fire anyone, let alone be thanked for doing so.
Too many owners and managers hold these two beliefs about firing staff: (more…)
Being an employer comes with all manner of responsibilities, not least ensuring the happiness and safety of your staff.
So when an employee approaches you, or the person responsible for HR within your organisation, with a problem or complaint (a grievance) you need to ensure you have the necessary procedures in place to resolve the situation efficiently and fairly.
Failing to recognise and deal with a grievance properly could result in the complaint going to an employment tribunal, which would likely prove to be costly, not to mention a huge strain on time and resources on any small business.
To help ensure, your business avoids such costly distractions, here’s how to prepare for, and manage staff grievances.
Disability in the workplace is a very contentious issue, and something that we certainly wouldn’t be able to definitively cover here.
However, what we can do is to help you as an employer to understand how to behave with care and attention – so as to avoid getting into any grief when it comes to dealing with any disability in your business.
Nearly a third of workers have admitted using drugs at work, and virtually every employee say they’ve been drunk in the workplace.
These are the incredible figures from a new survey carried out for Protecting.co.uk, which also found significant numbers of staff are “under the influence” every working day.
Instances of anxiety and depression in the workplace have become much more common in recent years; it’s a matter of record. For example, the number of mental health related absences in the NHS last year showed a two-fold increase since 2010, and on average in the UK 23 days are lost for each case of stress, depression or anxiety.
Whilst these statistics may not exactly represent the state of mental health in your business, it’s worth thinking about. Not least because mental health issues affect more people in the UK than you might think, about four in ten adults having experienced anxiety about their work in 2014.
So, as an employer, what should you do if one of your employees encounters mental health issues? If they’re work-related especially, what is expected of a business?
If you are taking on a new employee, you need to be aware of a whole range of issues. With staff come a range of responsibilities that you, as an employer, are required to fulfil.
Taking on the first employee in your small business is something you should take real care doing. What many employers don’t realise is that small errors in an employee’s early days can cost them thousands of pounds.
To help you successfully hire your first member of staff, here are 4 key things that you must get right.
Giving your customer a great experience is not just about customer service. It goes far deeper than that. It’s also essential if you want to increase your sales and make your marketing budget go further.
The reason people don’t want to do business with organisations that aren’t customer focused is because it’s so difficult to do business with them! As a start-up or small business the last thing you want to do is make life difficult for your customers!
This is why it is important to understand that delivering great customer experiences is about the WHOLE customer journey.
From website design, product design, and marketing to finance, operations, HR, procedures and policies. You name it, and it should be linked to delivering a WOW customer experience.
When it comes to the subject of employee wellbeing, it is very easy for employers to push it to the bottom of the agenda, or shrug it off as a waste of valuable time.
But with many firms now taking staff wellbeing seriously, and beginning to recognise the benefits of a focus on ‘mindfulness’, this guide explains what business owners and leaders need to know about mindfulness in the workplace and highlights the benefits in can bring to modern businesses.
One of the beautiful things about running a small business is that it’s so much easier to motivate your staff.
As the leader of a small team, you will have the opportunity to get to know exactly why each employee is working for you – and use that knowledge to press the right buttons and positively influence productivity.
Managers of large companies can’t do that, especially when their hands are tied by daft schemes “sent from head office”. You can therefore use the advantages of a well-motivated team to sharpen your business’s performance against your bigger rivals.
As a small business owner, it is likely that you will have had at least a couple of employees call in sick this winter and with the cold weather expected to last a while longer, sick leave may become a HR issue that you deal with well into Spring.
If you own a small business you need to keep paper work to a minimum but not cut corners when it comes to employment law. But without any in-house HR support this can be easier said than done.
If your new business is a success, at some point you may find yourself wanting to take on some assistance.
One thing that often puts people off starting their own business is knowing they will need employees to deliver a good service, but are afraid of being an employer.
Peter Vreede of Redundancy Assist provides advice about successful redundancy transitions.
As you grow your business you will eventually need to rely on other people to execute the work while you focus on sales and running the business. This also means that sooner or later you will have a difficult employee to deal with.
Taking on new staff can be a risky business, particularly if you’ve never done it before. Discrimination laws are tighter than ever, and there are plenty of other rules besides those, all of which you should take into account when placing a new employee into a role at your firm.
Every business owner who employs people has to face the horrifying possibility that at some point they may have to make someone redundant.
Sometimes it’s inevitable. No matter how much you care about your team and want to look after them, if times are tight, you must reduce the cost base of the business or it will go under. And that would put your entire staff out of a job.
With the day-to-day costs of running a business on the increase, the pressure is on to make the most of existing resources. A skilled and motivated workforce can be an organisation’s greatest asset, helping to improve both competitiveness and profitability. For businesses of any size or sector looking to get the best out of their staff, here are a few ideas to get you started.
People are a business’ strongest asset. To make sure your business stays competitive and flexible, you need to look at ways to keep ahead of the game. Giving your staff the skills to perform their roles to the best of their ability is key to this as training your employees can increase profits, improve customer satisfaction, and make your business a great place to work.
For a small business operating with just a few people, stress can be a massive problem that can bring the business to its knees.
The easiest and most risk free way to start a business is to base it at home and do all the work yourself. Many successful firms started that way and grew organically; funding growth from increased sales rather than by borrowing cash.
But for some businesses starting up it’s virtually impossible to get going or grow without employees of some kind.
With the World Cup beginning on the 11 June, hopes and dreams will be placed upon the national team doing well and of course lifting the Cup on 11 July. Inevitably the talk around the water cooler will be centred on football but what other impact is this month of sport going to have on the workplace?
Increased fraud, and other types of financial crime is one of the unfortunate consequences of the current economic downturn across Europe, according to the ACCA’s head of business law, John Davies.