Human Resources

The talk of the town….

This recent case Casamitjana vs League Against Cruel Sports has caused a huge amount of discussion and may open the door for more action of this type and others may want to seek protection for an asserted belief.

https://www.personneltoday.com/hr/tribunal-rules-that-ethical-veganism-is-a-protected-characteristic/

Whilst we all wait and watch to see if this decision is appealed, we still need to consider what we have in place for our employees. We need to remember that this is not just about veganism we need to consider all our employees and how we can ensure we nurture a diverse and inclusive culture.

We would urge you to ensure you understand your workforce and consider their needs such as dietary requirements, flexibility and contemplation space.

For a free confidential chat about how we can support your business please call us on 01422 897152 or email enquiries@optimal-hr.co.uk

Forget New Year New Me

It’s that time of year where we can face extreme pressure to start new routines, get fit, eat healthy and become a BETTER version of ourselves. This can be tough at the best of times but after days of indulging, relaxing and generally enjoying yourself it can be even harder.

For me I’ve noticed this can add to the January blues we already face. We are telling ourselves we are not good enough and we need to change and this is not always healthy for us. We also put lots of pressure on ourselves in one of the hardest months of the year! So this year I am doing a new year, same me and I would encourage you to do the same. I’m not going to change drastically overnight due to a calendar date, but I am making some conscious efforts to maintain my wellbeing throughout this year.

I’m going to cover the main areas people seek to improve at New Year and let you know my approach.

Diet

I work a busy schedule and I can be in a different location from one day to the next which can affect my diet. I also have a wheat allergy which means finding food on the go can be difficult. Last year I spent a lot of time upset and disappointed about the fact that all I can eat at most motorway services is a basic side salad with no dressing! So this year I am taking ownership and will be meal prepping and batch cooking to help make things easier. I am choosing slow release energy foods that will keep me going and ensuring I eat at regular times. I’m avoiding processed foods and high sugar contents as I find these make me crash and feel lethargic not long after eating them.

Fitness

Towards the back end of 2019 my fitness regime was non existent! To suddenly add lots of exercise now would be quite difficult for me but I acknowledge I would benefit from a more active lifestyle. Again with a busy schedule this can be difficult to find the time to fit this in. I have decided that instead of giving myself any targets or strict goals I am just going to make a conscious effort to increase physical activity. So I am taking the stairs instead of the lift, I am walking to the shops and leaving the car at home and now instead of walking my dogs I am jogging with them (okay it’s a walk, jog, walk, run, jog, walk, walk, walk but it’s a start). I have one evening a week where I have scheduled 1 hour to practice yoga as this has two benefits for me, one if the physical benefits and the second is it’s really good for my mental health to have this quiet time and I find it relaxing.

Finances

I am usually pretty good when it comes to money and from a young age have always had a savings account. I am strict with myself at the start of the month and will transfer a set amount into savings as soon as I get paid. If I have money left over at the end of the month I will sometimes treat myself but I focus more on the future now and I am happy adding the extra pennies towards my future goals and plans than buying that new outfit. I do think it’s important we use our earnings for fun and enjoyment and planning those days outs and holidays can be really exciting too.

Studying

Working in the field of Learning and Development I am a strong believer that learning should never stop, and because of this I am a lifelong learner! This year I am focusing on Neuro Linguistic Programming. It’s a subject I have been interested in for a long time and I have decided this is the year I will dedicate to learning more. Learning new things is very good for our Mental Health but you don’t need to think in terms of formal training and education it could be learning a new sport or hobby. It could be the year you learn to cook or bake, take up that craft activity or finally play golf.

Going forward

So you will probably have gathered I am not saying don’t make positive changes. I do think we should always strive to make positive changes throughout the whole year. What I am saying is don’t put too much pressure on yourself to make big changes, quickly. Most things take time, patience and dedication. Give yourself chance to ease into the New Year instead of putting the pressure on yourself and you will hopefully find making positive changes a lot easier.

I would love to hear your views so do comment below or get in touch.

Kim Fidler

Learning and Development Consultant

Optimal PBS

It’s that time of year where the leaves are starting to fall, and nature is showing us how we need to change and transform to survive the future. Which makes it a perfect time for businesses to review the past year and make plans for the new year ahead. 

I personally find it all quite exciting but then again I thrive on change. I know a lot of people who really fear and resist change so for them it can be a route they don’t go down unless forced. 

So firstly, why is reflection so beneficial?

When we have evidence available, we can learn a lot more. Sometimes we implement a change based on a need and we are unsure exactly how well it will go. More often than not there is no change because we feel everything is working and we lack the insight of the advantages a change could bring. It is important that we continually review our working practices and ask:

• What went well? Or What is working?

• What didn’t go so well? Or What is not working?

• What can we learn from this?

• What do we need to do differently going forward?

• What should remain the same?

Once we have the answers to these questions we can plan what we should do next.

Some times even a small change can have huge benefits so why not utilise the time now to ensure you are well equipped to start 2020 with a bang and start as you mean to go on. 

To find out which of our events best suit your needs, please contact our Learning and Development Consultant, Kimberley Fidler, on 07487 512 928 or visit https://www.optimalpbs.co.uk/events

A recent BBC article is causing a stir….

This business has clearly identified what it believes are the right perks/ benefits are for its employees. For them its about being open and honest and attracting the right talent into its business.

This however needs very clear guidelines in place to ensure that this perk does not become ‘overused or misused’ as this could impact on the business and of course the employer-employee relationship

How has your business identified the benefits/ perks for your employees and what measures do you have in place to ensure they are inclusive and fair for your employees?

https://www.bbc.co.uk/news/business-50731781

Around this time of year when office Christmas parties are in full swing, HR often receive calls from employers reporting unacceptable behaviour from colleagues at the Christmas party, potentially leading to disciplinary(s) and/or grievances being raised. As HR Professionals we have probably heard and seen it all from drunken fights to non-consensual or even consensual flirtatious activities between colleagues to rude and inappropriate comments to other colleagues or individuals working at the party venue.

Here are our hints and tips to ensure that everyone enjoys the office Christmas party without the New Year hangover of disciplinaries or grievances…

1. Set Expectations

Prior to the Christmas party or any other work related social event for that matter, employers should set out their expectations of colleagues. Employers should be clear that whilst the Christmas party may be out of “normal” working hours and/or off-site, they are still representing the company and as such they should see it as an extension of work. Therefore, the behaviours expected in the workplace, albeit a little more relaxed, are still expected at the office Christmas party. If it isn’t appropriate in the office environment it isn’t appropriate at the Christmas party, and colleagues should be aware that there will be potential consequences for their actions.

2. Be a Responsible Employer

Most businesses see the Christmas party as a way to reward their colleagues for their efforts over the last year and for everyone to have fun, and it usually means providing alcohol either all night or for part of the night. However, businesses should be mindful of the provision of alcohol at such events and how this can lower people’s inhibitions and have an effect on their judgement. Whilst colleagues should be responsible for the amount of alcohol they consume, it is recommended that businesses limit the amount of free alcohol they provide at the Christmas party to mitigate any inappropriate misconduct or behaviours, and particularly if colleagues are expected to work the next day and/or drive for business purposes.

Remember, employers are liable for colleague’s actions.

3. Be Consistent

If you do need to deal with any misconduct that occurs it is important that employers are consistent in the action that they take. The outcomes may be different, depending upon the circumstances; however, the procedures followed should be the same. This is particularly important for employer’s who have multiple sites and multiple Christmas parties.

The foundations of these hints and tips lie in transparent and robust HR policies that give guidance to both the employer and employees. Sound HR policies not only set out the expectations the business places on its employees, but what the employee can expect from the business.

If you would like us to carry out a review of your current HR policies and procedures or if you need help or advice with regards to any employee relations matters arising from your Christmas party or otherwise, please speak to a member of the Optimal People & Business Services HR Team on 01422 897152.

HR Client Account Manager for Optimal PBS, Vici McLean, says “With the darker mornings and nights closing in and temperatures dropping, there is often an increase in travel disruption and bad weather which can delay or prevent employees getting to work. It can also mean that you have to adapt your business working arrangements to accommodate these challenges. If you don’t already have a policy in place you need to consider the following points:

• Paying delayed or absent workers

• Paying workers when an employer decides to close

• Alternative arrangements for disrupted work

• School closures and other unexpected issues

• Working temperatures during bad weather

• Planning ahead to minimise difficulties

ACAS have more information on this at: https://bit.ly/2OJKNDY

At Optimal PBS we can create or review your policies to ensure you support your employees and minimise the impacts on your business.”

Does your company have such a policy in place? If not, contact Vici to discuss your requirements on 07939 252 790 or vici@optimal-hr.co.uk

What is leaveism and does it exist in your organisation? 

Have you ever, checked your emails whilst on holiday or popped into the office on our day off or at the weekend?

If yes, then you could be guilty of leaveism, this is when an individual use scheduled time off (such as planned holidays) to perform work tasks or make themselves always available for work.

Ensuring employees take regular breaks from work is important for their mental health and overall wellbeing. Along with their rights to minimum rest periods and paid annual leave being protected by the Working Time Regulations 1998.

Do you have this in your organisation and are you personally promoting by doing this yourself?

Two-thirds of UK workers surveyed in November 2018 told the Chartered Institute of Personnel and Development (CIPD) that they had observed leaveism in the last twelve months.

In this day and age, thanks to technology we are always available and have the ability to check our mailbox wherever we are.

Why could this be an issue for you? 

This could cause your employees to ‘burn out’ impacting the individuals wellbeing and family work life balance. It also has a significant on productivity and morale of your employees.

This may just become the ‘norm’ an expectation and intern impact on the retention within your organisation and ultimately hitting the bottom line due to increased costs in recruitment and training.

What are the signs?

It could be that emails are sent out at all hours of the day and night or at weekend and employees come into the office on days off.

It also could be that you have set the expectation that your employees should action work outside of the ‘normal’ working day?

What can you do to prevent this from impacting your business?

• Have an awareness of your employees work activity checking in with on workload and what support they require.
• Review the flexible working practices to empower your employees to manage their time.
• Look to resolve any workload issues that prevent employees from switching off outside of working hours.
• Reinforce the importance of annual leave to staff, encouraging them to use their full allocation for their own wellbeing.
• Review your family friendly policies

For more information on managing absence in the workplace come and join our free breakfast briefing. Call 01422 897 673 or email enquiries@optimal-hr.co.uk to find our when our next event is taking place.

The Change Curve

The Change Curve is a popular and powerful model used to understand the stages of personal transition and organisational change. It helps you understand how people will react to change, so that you can help them make their own personal transitions, and make sure that they have the help and support they need.

There are many variations and adaptations of the Change Curve and it is widely used in organisations and change management. Psychiatrist Elisabeth Kubler – Ross put the work into the creation of the curve resulting from her work on personal transition in grief and bereavement.

The Change Curve describes the four stages which individuals will go through as they adjust to change.

Step 1 – Peoples initial reaction when change is first introduced is shock or denial, as they react to the challenge to the status quo.

Step 2 – Once the reality of change starts to hit, people tend to react negatively. They may fear the impact; feel angry; and actively resist or protest against the changes. For as long as people resist the change and remain at stage 2, the change will be unsuccessful, at least for the people who react in this way. This is a stressful and unpleasant stage. For everyone, it is much healthier to move to stage 3 where acceptance from individuals is received.

Step 3 – People start to accept the changes and learn to let go of the past and analysing what’s good/bad of the change and working out how they need to adapt to the change.

Step 4 – Accept and embrace the changes and it’s only at this stage where the organisation can really start to benefit.

 

Using the Change Curve

Having knowledge of the change curve can help you plan change with minimal negative impact. The aim is to make the curve shallower and narrower.

Here is my advice for each stage:

Step 1 – At the very outset people need information. They need to understand what is happening, why it is happening and how it will happen. Communication is important at this stage however we need to ensure it is not overwhelming. We need to communicate frequently and breaking the information down is a great way to make it digestible and easier for people to understand. We need to maintain open dialogue and let everyone know how to get help, and ask any questions that may arise.

Step 2 – Sometimes referred to as the ‘danger zone’ because if this stage is badly managed the organisation may descend into crisis or chaos. Now that everyone has been informed you need to carefully consider the impacts and objections that people may have and prepare for this. It’s important to make sure that individual concerns are addressed early with clear communication and support. Listen and observe how people are feeling and make sure this is acknowledged.

Step 3 – As acceptance grows the organisation is on its way to making success with the change. Now you can begin testing and exploring what the change means in practice. What does the new world look like? This is very easily managed through well planned training initiatives. It can take time for some people to adjust to change and produce results so the aim of this stage is to fully prepare and equip all employees so that there is minimal drop in outputs throughout the transitional period.

Step 4 – You will know when you have reached the final stage as you will start to see the benefits you worked so hard for. The Organisation starts to become productive and efficient and you can all celebrate the success!

At Optimal PBS not only are we experienced in the field of Change Management we now use that experience to share our knowledge and best practice in the form of one-to-one coaching and training programmes. Why not take advantage of our free 30 minute consultation to find out how to best equip yourself and your organisation for the future? Call Optimal PBS on 01422 897 673 or email enquiries@optimal-hr.co.uk to get started.

This week, Executive Grapevine revealed a number of workplace statistics about how the workplace is changing, and how professionals are responding to these changes.

• 70% of employees are actively disengaged
• 58% of workers would actively trust a total stranger over their boss
• 79% of professionals quit their job because of a ‘lack of appreciation’
• 50% of workers forfeited nearly half their paid holiday last year
• 10% of professionals didn’t take any holiday last year

Mel Stead, Managing Director of Optimal People & Business Services, says “The reality is that often, business leaders are unaware of the issues facing their own workforce. As business leaders, we need to show our employees, staff or team that we care by creating a culture of inclusiveness and opening channels for better social interaction.”

Mel Stead
Managing Director
Optimal PBS

Source: https://www.executivegrapevine.com/content/article/2019-11-07-shocking-workplace-stats-you-need-to-know/linkedin

#contract #employment #business #recruitment

Improving gender balance in boardrooms without enforced quotas

Balanced gender boardrooms are the most successful boardrooms, but everyone around that table should be there based on their skills and capabilities and not because of an enforced quota, says Mel Stead.

As the MD of a growing HR Outsourcing and Recruitment business we support our clients to find the balance they need in the boardroom through strong networks and genuinely understanding the role and the clients’ needs.

It’s an exciting time for our clients, several of them have significant plans for growth which will see more senior opportunities becoming available for women to progress up the corporate ladder. By working in partnership with them and often challenging their thinking, we are cutting through the barrier’s women face by leading the way in ensuring they genuinely consider flexible working, equal maternity and paternity leave, networking opportunities and structured training programmes to attract women into to senior roles within the business.

 

Overcoming the barriers

Some of the challenge’s women face begin with the pressures of combining childcare, family and work, not all workplaces are where they should be regarding women being discriminated against because of family commitments. In today’s day and age and with the flexibility around parental leave, this just isn’t acceptable and often forces women to choose between becoming a mother and having a career.

Alongside this it’s critically important for women to support each other and act as role models and mentors. One of the biggest challenge’s women face is believing in themselves and stepping outside of their comfort zone. Women tend to have more doubt about their ability and don’t put themselves forward for roles until they are wholly sure they can fulfil the majority of the role, whereas men apply for a role if they think they can fulfil some elements of it which means we are not seeing the same level of female candidates as males when we are recruiting.

Fortunately, the increased presence of networking programmes and events which are now supported by more and more businesses are providing both men and women with the opportunities to become connected, build confidence and advance to senior positions. Social networking sites such as LinkedIn has proven to be an extremely useful tool for keeping up to date with what’s happening in your network.