Seven Things to Look For Deciding whether to promote an employee to a management position and succession planning in general is a challenge for many of you. However, not every employee is a born leader. When looking at succession planning there are seven characteristics of a potential candidate that may not be what you’d like to see when thinking about offering a promotion. Do not fall into the trap of promoting someone just because they have been there the longest. Here are some traits to look out for that may make you want to think twice about that promotion offer. Never asking for help When a high-performing employee never asks for help, it might seem that they are extremely talented and self-driven. However, a self-sufficient employee doesn’t always make for a good candidate for a managerial position. A good manager can effectively delegate tasks and ask for input from their teams. If an employee never asks colleagues for help, this may be a sign that the person would not reach out to staff once promoted. Ignoring colleagues’ problems Employees who go above and beyond on their own projects, but never lend a helping hand to co-workers in need, may not […]
Further to the previous blog: 4 Ways Employers Lose Money Through Poor HR Policies, we continue to look at how some Employers lose money unnecessarily because they haven’t followed legislation, or simply do not have the right policies and procedures in place. 1. Health and Safety Make sure you provide the required basic health and safety training when an employee starts. There could be a £20,000 HSE penalty if you don’t. The risk to new employees is doubled in their first 6 months of employment. At the very least new employees should be given information on your fire alarm, evacuation and first aid provisions. What if there is a fire or someone injures them self and does not know what the procedure is? In a serious case this could lead to investigation by the HSE, prohibition order and fines. Make sure you have an adequate induction process in place for new employees especially for young or inexperienced workers. With the introduction of Intervention Costs (where an inspector identifies issues during a visit), can you afford to think Health and Safety is just another burden to be ignored? 2. Staff Motivation Hang onto good staff by providing the motivation good staff […]
We are asked regularly, how do you get good managers? There are many ways to get good managers and get the best from them. Communicating Communicating clear expectations mean that both managers and employees understand the role of organisational leaders. Certainly, the best leaders find a way to thrive within an organisation. However, they also need effective organisational support to fulfil their true potential. Therefore, given the right tools and a proper support network, there’s no reason why your managers can’t become the influential people you need to lead your business to success. Strategising Great leaders are brave enough to make sweeping changes and need a range of skills. However, one of the most important traits in any leader is knowing when something is or isn’t working. Some managers can get caught in a loop of reactive activities, like solving functional problems or achieving short-term objectives. Great leaders need to be strategic in nature. Therefore, they need to meet operational goals whilst planning for future success. Analysing Good managers can see how their decisions will affect the organisation. Therefore, their decisions can be interpreted by everyone from employees, to competitors, and to the media. So, this involves different levels of […]
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 […]
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 […]
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. […]
How to be a better manager is not as trendy a question as it once was. How to be a better leader is a much more trendy question. Why is that do you think? Surely an organisation can only have so many leaders before they start falling over one another and confusing the direction? Effective managers are a key bedrock on which any organisation relies. So how do you become one? How to be a better manager in 5 steps Know your policies and procedures Be consistent Be brave enough to question your own management style Actively use reflective learning Earn the trust of your team Know your policies and procedures Become thoroughly familiar with your organisation’s HR policies. What are the rules on time off for Doctors appointments? How much notice of annual leave do people have to give? how frequently are you expected to meet individually with your team members. If you don’t know the rules, how can you respond quickly and with authority to your team? Be consistent Consistency builds credibility. It’s so important there was even a management theory devoted to it in the 1950’s. Consistency Theory tells us that people become uncomfortable when things are out […]
Managing an employee with cancer can be hard. An employee who has cancer is considered, in law, to be disabled. An employee who has had cancer and no longer has cancer is considered to be disabled. All cancers are included. Employees don’t have to tell you that they have cancer. If they don’t tell you your chances of managing an employee with cancer appropriately will obviously be affected. This isn’t just a problem of an aging workforce. 22% of people claiming income protection for cancer treatment or care are under the age of 40. There’s a strong legal, moral and business case for managing employees with terminal illness sensitively. This includes supporting people to stay in work with a terminal diagnosis, and/or helping them to leave work at an appropriate point. There are a number of benefits for the organisation of managing an employee with cancer sensitively: managing an employee with cancer effectively can help limit the cost of long-term absence and the costs of recruiting a replacement. you have a legal obligation to consider reasonable adjustments for employees with cancer. While reasonable adjustments are a legal obligation, they’re not always easy. What might be a reasonable adjustment one day, may not be […]
We’ve been reviewing our 2017 files to find the 10 oddest non-work activities that employees have got up to at work when they should have been working! Our top ten list of the oddest non-work activities that employees have got up to at work is certainly memorable! The things that employees have been caught doing in 2017 when they should have been working include: An employee who was working on a scrapbook of her holidays that year. An employee who decorated their cubicle with chains of paper clips. The employee who used the privacy of his work cubicle to indulge his interest in origami. The female employee who brought her embroidery kit from home. She wanted to continue making embroidery items at work for a craft show that she was exhibiting at. The young worker who brought in a kitten she found outside the offices and tried to keep it quiet inside her large handbag. The employee working on her son’s school project that included using uncooked pasta shapes as decoration. The Care Assistant who was found lying on a patient’s bed talking to the patient while the patient sat in her wheelchair. The employee found watching YouTube videos of people shoving […]
