We are asked at Metis HR for advice on how can we get better line managers? The CIPD and Simply-health’s 2019 Health and Wellbeing at Work report found that one of the major causes of absence due to stress was because of work management style. 43 per cent of employees blamed their line managers lack of empathy and support as the main stress factor. Skills, Knowledge, Behaviour The findings can show how detrimental to people’s health and wellbeing it is if managers aren’t equipped with the right level of skills, confidence and behaviour. There is much more to managing a team than just doing annual appraisals and approving holiday requests. A good manager is like a team leader, coach, trainer and psychiatrist all wrapped up into one. If managers do not possess the delicate balance of empathy, communication and leadership skills required, it’s not necessarily their fault. There appears to be a growing gap between the expectations placed on line-managers and the amount invested in their development. Not only do companies need to train managers in people management skills, the organisation’s policies and processes, we need to look at their own behaviour and competencies too. Investment in Development Management is […]
We’re often asked by clients, “What is workplace mediation?”. Workplace Mediation is a completely voluntary and confidential way to resolve informal and formal conflict at work. It involves a professionally trained, independent, impartial person. The mediator helps two or more individuals or groups to reach a solution that’s acceptable to everyone. A workplace mediator doesn’t make judgments or determine outcomes. They ask questions that help to uncover underlying problems. They help the parties to understand each others issues. Therefore, the mediator helps them to clarify the options for resolving the parties differences. So, part of the answer to the question “What is workplace mediation?” is that it’s a way of finding a way forward. It focuses on working together to move forward, instead of determining who was right or wrong. It doesn’t guarantee an answer, but it can guarantee is the chance to resolve conflict more constructively. Mediation can be used in a variety of settings. For example: misunderstandings with conflict between colleagues conflict between staff and managers perceptions of harassment, discrimination or bullying communication difficulties Mediation complements formal procedures for workplace issues. It’s based on the principle of problem solving with a focus on the future and rebuilding relationships. A successful mediation should lead […]
We have been asked in the past who should pay National Minimum Wage? The answer, quite simply is everyone. Some employers think they are above the law when deciding what they will pay their employees. The National Minimum Wage applies to every employee in the UK regardless of the number of hours they do, what work they perform or even what age or nationality they are. Employees may make a claim against their employer any time with the tribunal service if they believe they are being underpaid the national standards. Those employers who have been questioned and fined by HMRC have come up with some great excuses, here are just a few: Unbelievable Excuses why Employers do not pay National Minimum Wage. The employee wasn’t a good worker so they didn’t deserve to be paid the National Minimum Wage. Offer a performance review meeting, do some training or discipline the employee for poor performance. Don’t under pay them. It’s part of UK culture not to pay young workers for the first three months as they have to prove themselves. No it is not. Although younger workers (under 25) are given a lower wage band, employers still have to adhere these […]
Yesterday we were asked “What is the difference between an HR Consultant and an Employment Lawyer?” That got us to thinking. Cost is the obvious difference. An Employment Lawyer is possibly more expensive than an HR Consultant. We decided that the differences were probably more detailed than that if you’re an employer trying to make a decision. Obviously we are likely to be making generalised statements in this blog. We advise that whether engaging an HR Consultant or an Employment Lawyer you check out first their experience of dealing with your kind of issue. Why Choose an HR Consultant? An HR Consultant is likely to have spent many years “in the trenches”, dealing with employee challenges within organisations. They may even have been an operational manager and know what it’s like managing people on a day to day basis. They will likely have a proactive approach to managing your workforce. We would expect that they translate theory into practice for you, helping you to implement HR best practice, helping you to respond reactively to issues which arrive. You can expect that the HR Consultant will undertake continuous professional development. They’re unlikely to have a law degree but they should have a […]
Outsourced HR is when an employer pays a monthly fee to an external HR Consultancy Services company for professional HR advice and support. One third of small/medium sized companies now use outsourced HR support. Why should you consider using outsourced HR? If you already have some HR support in your business, consider what aspects of that support the Company would benefit from being improved? There are many different areas of HR. Different HR professionals will be experts in their own field. For example, an experienced employee relations HR professional will be effective at managing complex people problems. They do this whilst maintaining the reputation of your business. An HR professional experienced in recruiting will have the industry contacts to find the best places for recruiting talented employees and managing the candidate processes. Why use Metis HR for your outsourced HR? We take the burden off you letting you focus on your core business rather than your HR challenges. We’re likely to be more cost efficient than you employing an HR professional in house who potentially won’t be fully utilised. Using Metis HR for your outsourced HR will give you access to very experienced HR expertise that maybe isn’t available inside your Company. […]
Following on from our previous blog about transgender staff, we now look at how to deal with employees undergoing gender reassignment. Some employers don’t realise that it’s not enough just to cater for one group covered by the acronym LGBT (lesbian, gay, bisexual or transgender people). Different groups can have very different needs. Employers need a diversity policy which is visible to all employees. Reference it in workplace memos or emails so that people remember it’s there. Staff need to know that you take your equality policy seriously. Giving employees a clear contact point in case they have concerns that the policy may be being violated is important. Measures also need to be in place to protect whistle-blowers to show that discrimination and harassment will not be tolerated. Research shows that transgender people face harassment all the time and it can be very damaging. It’s important to investigate all complaints. If the bullying or harassment stems from ignorance, training could help. However, problems won’t go away by themselves and transgender employees are entitled to their employer’s protection. How To Deal With Employees Undergoing Gender Reassignment Making transgender people feel welcome in the workplace isn’t just about avoiding words or comments that might cause distress. Employers can make a proactive effort to be inclusive by: Using terms other […]
HR Support for Small Businesses is a typical example of where you as a business owner need some help sometimes. guru Peter Drucker said ‘Do what you do best and outsource the rest’. Wise man. For most small businesses it makes sense to buy in some services on as ‘as required’ basis and HR is a prime example If you are looking for HR support for small businesses, in our opinion you need to outsource to a company that will look after your best interests as a business. How can you do this? We have three pointers that may make your choice easier You want high quality service Some outsourced HR support for small businesses take a one-size-fits-all approach. We can see it when we take on a new HR client from one of these companies, and can tell you exactly which company it was by looking at the paperwork! Contracts, handbooks, policies, they’re identical, all they’ve done is change the Company name. A good outsourced company will want to take the time to understand your business and what you want to achieve. You will likely want to satisfy yourself that its consultants are practical and business-driven; that they can […]
If you have transgender staff employed in your business, you may to know what the legal situation is. A recent survey by Total jobs found that 43% of transgender people look for trans-friendly employers when they are job hunting. Employers who adopt HR policies in equality, diversity, gender transition issues, and transgender inclusive healthcare benefits are distinct. Lesbian, gay and bisexual employees may also take an organisation’s trans-friendliness as a good sign that they are welcome there. It is important that all employees know how to treat transgender staff employed in your business and the issues that may arise. Transgender Staff and Gender Reassignment Gender reassignment is a ‘protected characteristic’ under the Equality Act 2010. Treating an employee less favourably than others because of gender reassignment is unlawful and is an act of direct discrimination . It is also unlawful to discriminate indirectly by imposing a provision, criterion or practice that disadvantages transgender employees. These need to be justified objectively. The provisions also extend to businesses supplying goods and services to transgender members of the public. In a recent tribunal case, Bisson v Condor Ferries, a transgender passenger succeeded in claiming direct discrimination against a cross-channel ferry company. Condor Ferries had advised her to use the disabled toilet when she asked which facilities she should use. Toilet signs with the […]
Employees sometimes have the statutory right to be accompanied to meetings, but who can support employers in meetings with employees? We can! If you are new to managing people, some of the more conflicting meetings such as disciplinary and performance management can be a little daunting. This can be especially so if you know you have to have a difficult conversation with the employee concerned. New employers often wonder what they can and can’t say in these situations. They feel like they want professional support to help them get it right, to avoid making the situation worse by saying something that they shouldn’t say. The call to us asking “Who can support employers in meetings with employees?” is quite common. It’s not a failing to ask for professional help. We certainly won’t judge you for asking for help. It’s our job to help. It’s far easier to advise somebody before the event rather than trying to dig them out of a hole after things have gone wrong! New and Experienced Employers Need Support From Time to Time However, it isn’t just new employers who ask “Who can support employers in meetings with employees?” Employers with experience in dealing with difficult situations can still feel apprehensive in certain situations, and may want help […]
Wondering what to do if an employee acts inappropriately on social media? Always follow your disciplinary procedures to the letter. A recent Tribunal case about a man who was fired after seven and a half years’ employment for sharing another butcher’s ‘meat deal’ on social media has left the employer out of pocket. The employee won his case for unfair dismissal against his former employer, a small, and well-respected butcher in Wigan. He recommended a discount offer from another online fresh meat retailer to his girlfriend on Facebook. The directors dismissed him for gross misconduct and breach of contract. They believed the ‘advertising’ was for a competitor and breaching the company’s social media policy. The tribunal heard the employer had already decided to dismiss Hayward before they brought him into a disciplinary meeting. The buisness had no formal HR function snd they hadn’t taken advice. The employee did not receive a written or verbal formal warning. Even though he had requested one. The employee was denied a colleague or Union Rep to accompany him at the meeting. The Employers did not give a reason why his actions online were wrong. The employee was denied the right to appeal. And so, he lost confidence in his employers and did not follow up the matter further. The tribunal […]
