Exit interviews are important, but we get asked all the time, “What to ask in an exit interview?” Whilst they may not be very comfortable scenarios, they help your business out with real feedback from a departing employee. Recruitment is expensive, therefore by gaining the best feedback, you can use to create changes in your organisation. Here are the best questions and what to ask in an exit interview: What prompted you to look for another job? Get to the root of why your employee is leaving in the first instance. They may have already told you, but maybe there is more to it. Does it have anything to do with your company, the other employees or management, or simply the position they were in? What made you decide overall to accept your new job? What does the other organisation have that has enticed your employee away? It could be as simple as salary, benefits, or distance from home. Although there could be deeper, more emotional motivation, such as better company culture or opportunities for advancement. What did you like most about your job? Ask them about the positives. Find out what your company is doing right for your employees? […]
Clients ask, how can we help an employee return to work after maternity leave? New mothers are an incredibly valuable part of the talent pool. As an employer you have a responsibility to help them when they return to work in a way that doesn’t impact on their long-term career. The first step in supporting women during and after their pregnancies is to ensure they think of their careers as a long term thing. Encourage them to see that having a baby isn’t the end of their career. If we assume an individual begins working at 22 and retires at 65, the time employees spend caring for young children is relatively brief. However, when a mother has had a baby which has been their only concern, they can forget they had a career beforehand. Therefore, when a new mum returns to the workplace, have a conversation about her career goals. Make sure she knows the value she can add to the company and discover how she wants to move forwards. Some new mums may want to tread water while others will want to go straight back to what they were doing before they went on maternity. However, it’s important to encourage them to […]
The retail industry has been in the news recently because of redundancies being made at an alarming rate and many have not received support in redundancy. Many retail sector staff have felt the pain of losing their job or a colleague to redundancy. Then how can managers ensure that staff who are being made redundant or those who survive the redundancy process are sufficiently supported? Equally, the uncertainty they face could potentially cause mental and physical stress. Help Reduce Uncertainty Uncertainty about the future is a big cause of stress to employees. Therefore, to reduce the impact of stress on your staff, it is important that you provide as much information as possible. Therefore, by offering support in redundancy, you could consider implementing: A clear communication strategy. Plan and implement a communication strategy, alongside your redundancy consultation, to ensure information is conveyed effectively to staff. This is to avoid sending out mixed messages to staff, and avoid inaccurate information circulating. This can be highly damaging and could derail the redundancy process. Financial advice. Additionally, financial worries are a major cause of stress. Therefore, you may wish to consider offering staff access to financial advice. Usually, this will ensure they understand the financial implications arising from their redundancy. […]
The 6 essential aspects of workplace culture are : Purpose Connecting employees to your organisation Opportunity Providing employees with the opportunity to learn Success Giving employees the opportunity to do meaningful work and be in winning teams Appreciation Acknowledging and recognising employees contributions Wellbeing Paying attention to employees’ health and physical and social wellbeing Leadership Connecting employees to purpose and empowering them to do great work Research by OC Tanner* shows us organisations that marginally improve in each of the 6 essential aspects of workplace culture see dramatic improvements. Those improvements show in recruitment, retention, satisfaction and other business metrics. Not convinced? 1 in 5 employees think that there is no reason for their organisation to even exist 38% of employees think that their organisation negatively affects the lives of others More than 1 in 3 employees are often bored with their work responsibilities Nearly half of employees feel that their skills are under utilised in their current role 1 in 5 employees say they do not do their best work because no one else does Almost 50% of employees feel that their employer takes them for granted 49% of employees say that the recognition they receive is not authentic or […]
Mediation in the workplace is a completely voluntary and confidential form of alternative dispute resolution. It involves an independent, impartial person helping two or more individuals or groups reach a solution that’s acceptable to everyone. The mediator can talk to both sides separately or together. Mediators do not make judgments or determine outcomes – they ask questions that help to uncover underlying problems, assist the parties to understand the issues and help them to clarify the options for resolving their difference or dispute. The overriding aim of workplace mediation is to restore and maintain the employment relationship wherever possible. This means the focus is on working together to go forward, not determining who was right or wrong in the past. Many kinds of dispute can be mediated if those involved want to find a way forward. It can be used at any stage in a dispute but is most effective before positions become entrenched. You might want to think about writing a mediation stage into your individual grievance procedure. In facilitative mediation – the style that dominates workplace mediation – the mediator is said to be neutral with respect to both the parties and any solutions found. Mediators manage a structured […]
How to monitor remote employees and increase productivity is a question we are often asked by those managing remote workers. Where you manage a remote workforce, understanding the dynamics and how you influence them is a key part of your role. Your remote workers must maintain a productive mindset that fosters success. This is achieved by engaging employees and removing the potential feelings of alienation of working away from the office. Keeping your employees in a productive and consistent working state is an essential part to success. Disengaged and unmotivated employees aren’t likely to share your mission for success. But how do you track productivity levels? Monitoring is one approach. It can help encourage healthy productive habits. However, some people view employee monitoring as intrusive. They may also consider it an act of spying on the employee. To eliminate feelings of distrust, we must combine effective leadership skills and technology to increase productivity without alienating your team. As a leader you can look at using technological tools to stay in touch with the tasks being worked on. Taking time to find software that promotes productivity and communication is a good idea. Team communication is necessary to ensure engagement in a remote […]
If you think your employee is faking illness to take time off work, here’s a recent case to help you decide what you may need to do. An employee was on sick leave after a workplace accident. He was put under surveillance after suspicions were raised to the employer. He was seen to be walking easily. The employee was dismissed for fraud. However, he claimed that while he could walk, he could not perform his contractual duties at work. Furthermore, this required him to remain seated for long periods. The Employment Appeal Tribunal confirmed that an employee who dishonestly claims they cannot work because of an illness or injury breaches the trust and confidence. This is required of any employee in the employer/employee relationship. Their dismissal is a result of their conduct, not their capability. The procedures to be followed are those for dismissal for misconduct. The employer in this case was found to have carried out a reasonable investigation. As they genuinely and reasonably believed the employee was acting fraudulently. The dismissal was therefore fair. In cases of employees believed to be faking illness to take time off work, the issue is one of conduct. Therefore, this should be dealt with as a disciplinary issue. Employers should: ensure they […]
When the unemployment rate is low, how to create an effective employee retention plan becomes an urgent piece of work. Replacing employees is expensive. It can cost up to a third of the worker’s salary to find a replacement. The latest ONS statistics show that the unemployment rate in the UK continues to fall (the latest rate for 2018 is 4.2%). Organisations that aren’t serious about retention are risking real money. With around 727,000 jobs available, workers have plenty of opportunities to jump ship if they want to. The 2017 Investors In People Employee Sentiment Report shows that 25% of employees are actively seeking new employment. Whatever sector you’re in, establishing how to create an effective employee retention plan is critical. It isn’t a science, and it isn’t easy. Employee retention in a competitive market In today’s competitive labour market, keeping workers on board involves more than just making them happy on the job. Employers have to engage employees enough to avoid the temptations being dangled in front of them by other companies. A higher salary on its own can be a powerful incentive to leave; but the number one reason why people leave their jobs is because they don’t […]
How to manage world cup matches in work time could be tricky. With the 2018 FIFA World Cup starting this week, expect coffee breaks, lunches and hallway chats to be dominated by talk of this, for some, a beautiful game. Football can be a powerful icebreaker, allowing employees to transcend job titles. It is inevitable that some employees will want to keep up with the latest scores during working hours – ten games in the group stages will take place during European working hours. Don’t worry though, this doesn’t have to be a waste of time and resources. According to Gallup’s 2017 global survey, only 15% of full-time workers are truly engaged at work. Almost a quarter of employees surveyed by recruitment agency Adecco said they don’t think their employer tries to improve their happiness. The best predictor of workplace satisfaction, according to the Glassdoor research group, is the culture and values of the organisation, while compensation and benefits were consistently rated among the least important factors. The World Cup is a timely opportunity to engage workers. With an estimated audience of 3.5 billion worldwide, it’s the most-watched sporting event in TV history. Beyond the excitement of the tournament, it […]
A plumber has won a legal battle for working rights in a Supreme Court ruling. It is expected to have huge consequences for freelance workers across the UK who are classed as self employed contractors in the Gig Economy. The plumber had worked solely for Pimlico Plumbers for six years and despite being VAT-registered and paying self-employed tax, the court ruled he was entitled to workers’ rights. He argued his working relationship with Pimlico Plumbers meant he should be classed as an employee and not a subcontractor and therefore be entitled to certain employment rights. The worker wanted to reduce his working week from five days to three after suffering a heart attack in April 2011, but Pimlico Plumbers refused the request and took away his branded van. The employment tribunal found that he was classed as a worker, and therefore could proceed with his claims relating to unlawful wage deduction, statutory leave and disability discrimination. All cases like Uber, Deliveroo and now Pimlico, are all very different in how they work as companies and employees have different issues. Therefore, to protect yourself from any claims, try this simple test. If you use people who you think are self-employed contractors, check below to see if you have self- employed […]
