Keep it civil

Rudeness at work seems to be on the rise. In a survey by Professors Porath and Pearson, 40% of respondents said they had ‘no time to be nice’ and 25% said they were rude because their bosses behaved that way. We live in a busy world and people have many demands on their time. That’s not news, but in the words of Harry Hart (quoting William Horman) in Kingsman: The Secret Service, “manners maketh man”. Something has obviously gone wrong. Is politeness a thing of the past?

What’s the impact of rudeness?

There’s a great opportunity for business leaders and senior managers to have a positive impact on this issue, and ensure everyone in their business is treated respectfully as a result. 48% of employees on the receiving end of rudeness intentionally decreased their work effort and 47% intentionally decreased the quality of their work. Rudeness at work causes commitment to decline, turnover to increase, productivity to plummet and recruitment costs to increase. By creating a polite and respectful workplace, commitment and productivity will increase and your turnover and recruitment costs will decrease, because you’ll be able to attract and retain the best talent.

What can you do?

Small changes can make a big difference, so here are our top tips for creating a respectful workplace.

  • Be friendly, greet people warmly, say ‘thank you’ and ‘you’re welcome’.
  • Give 100% of your attention in meetings. Put your phone down and engage in the matter at hand. The meeting will probably be shorter and more focussed as a result.
  • Listen to your team members’ thoughts and ideas – they may be on to something.
  • Make it clear that rudeness won’t be tolerated and there are no excuses for it. If you make politeness part of day to day interactions, it will be contagious, so the impact could be huge.
  • If you see rudeness, address it directly, and encourage employees to report any incidents to their line manager.
  • Establish a staff forum where employees can share concerns with a nominated senior team member and discuss how the concerns could be addressed.
  • Hire and retain employees who exhibit the ‘right’ behaviours.
  • Lead by example, regardless of who you’re talking to and your own stress levels.
  • Carry out exit interviews to find out what employees really think.
  • Train and coach line managers in respectful people management practices.

If you’re concerned about behaviours in your company and want to discuss ideas on how to address it, get in touch.

Managing Sickness Absence

Current statistics tell us that on average each year businesses lose a working week per employee to sickness absence. If your company has 10 employees, you could be losing 10 working weeks each year. A lot of business owners don’t measure the real cost of absence, but it’s definitely something they worry about.

Whilst we know everyone gets sick from time to time, effective absence management and a clear policy ensures you stay on the front foot. It will prevent a sickness absence issue from becoming a problem, financially or in terms of productivity and quality.

Top-tips for your sickness absence policy:
  • Make sure employees know when and who to call when they are unable to attend work due to sickness. Insist on a telephone call where possible.
  • Include the requirement to provide a ‘Fit Note’ covering continuous periods of absence longer than a week
  • Have a policy of carrying out return to work interviews with employees consistently for any sickness absence
  • Introduce a Sickness Absence Review process with clear trigger points, to flag high levels of absence and discuss constructively with employees
  • Ensure the Sickness Absence Review process covers short and long-term absence
  • Manage expectations around sick pay by stating the policy clearly. Ie if you have company sick pay or Statutory Sick Pay, and when they apply
  • State that the company can require employees to attend a medical examination with a doctor should it deem necessary
  • Include information and links about any support available through company benefits, or public bodies/charities
  • Ensure the policy covers support the company provides on mental health issues

By following these top tips for putting together your policy, you can address any sickness absence issues arising before they reach unacceptable levels.

If you’re worried about sickness absence in your business and would like help to introduce a policy so you can manage sickness absence, get in touch.

 

Sporting Life

This month we’ve watched Radio 2’s Zoe Ball struggle through cycling 400 miles from Blackpool to Brighton entitled “Zoe’s Hardest Road Home”. We also saw Radio 1’s Greg James struggle with his “Pedal to the Peaks” challenge, which the Beast from the East put a stop to. Watching these Sport Relief challenges, we’re encouraged not only to donate to the cause, but to take on a physical challenge ourselves.

Since the start of 2018, every month there has been something in the media which drives healthy living. In January it was Dryanuary, in February it was the Winter Olympics and in March it’s the aforementioned Sport Relief.

The benefits

While we may start to tire of feeling pressure to exert ourselves, the benefits of encouraging physical activity cannot be underestimated.

Did you know?

  • 80% of commuting employees felt more energised after a walk to the office
  • 74% of employees acknowledge that getting outside during a working day improved their mood
  • 85% of employees believe keeping active is good for their mind and body
  • 94% of employees said exercising relieves stress

(Source: Asics survey|2017)

These results show employees really value physical exercise. Businesses could also enjoy the benefits of having a more energised, happy and less stressed (if not stress-free) employee population. Unfortunately, despite the benefits, over half of employees felt work prevented them from going to the gym. (Source: HR Grapevine|2017)

What next?

Businesses which promote and support the healthy practices employees value could see an increase in employee engagement and in turn, productivity.

One size doesn’t fit all, but if you’d like to find out what you could do to promote the health and wellbeing of employees in your business, please do get in touch.

Blue Monday?

Apparently this coming Monday, 15th January 2018, is ‘Blue Monday’, the most depressing day of the year.  January can be a tough month after the (hopefully) joyous Festive Period and a welcome break from work. But can we really pick one day out of the 31 in January, or the 365 in the year, and say that this coming Monday 15th January 2018 is the most depressing of all?

The science bit

The term Blue Monday was, so we’re told, invented by the marketing team at Sky Travel in 2005 in an attempt to encourage people to buy a holiday at a quiet time of year. There’s even a formula for calculating the date, which includes weather, debt, days ‘til payday, time since Christmas, resolutions broken. It also includes some feeling factors which somewhat compromise the ‘science bit’.

Resistance is not futile

There’s definitely a case for rebellion here. January is tough, but we shouldn’t be told how to feel on a particular day, should we? There are enough challenges to face in this fast-moving world, so let’s all resist this phenomenon! To help us, there’s even a website dedicated to encouraging positive acts on Blue Monday.

Blue at work

The Blue Monday phenomenon does have potential implications for businesses. There may be many people who believe the hype and expect to feel blue on Monday 15th January 2018. And purely for this reason, they may succumb to the negative feelings Blue Monday is designed to exploit.

Be part of the solution

What can employers do to counter these negative feelings? We live in a time when businesses are struggling and ‘austerity’ feels like it has become part of our culture. So how can you motivate a workforce who are feeling the pinch and maintain positivity at work?

There’s no easy, one-size fits all answer. People are motivated in different ways, whether it’s hitting advertising targets and achieving bonus, or receiving accolades for good performance.

Top tips

Here are 5 top tips that should support the rebellion against Blue Monday:

  • Spend time getting to know your team as individuals. Find out hat they enjoy, what motivates them, how they like to be recognised.
  • Make sure you diarise regular 1-1s with your team for the year. Show your commitment to them through the giving of your time.
  • Give thought to what you can do to help them achieve their career aspirations. It may be development, training, work-shadowing, job swapping, coaching and/or action planning. There are many possibilities to consider.
  • Start the year with a team meeting to share ideas and make a plan for the year ahead to which everyone can contribute.
  • Consider a physical activity, to get those endorphins flowing, maybe a team walk at lunchtime, or a sponsored activity which everyone can engage in.

These top tips should help to create a positive working environment where employees can flourish at any time of year. Developing an open, inclusive work place where everyone feels valued will definitely help to build this positivity.

So, while these top tips won’t necessarily stop people from being conned into feeling Blue on this coming Monday, it might help in the longer term.

If you would like to find out more about what you can do to build a positive working environment, we can help, so do get in touch with Helpful HR.

The Season of Goodwill

As the festive season approaches, business leaders have probably been thinking about goodwill gestures they could make, to show their employees they recognise the value they bring to the success of the business. This might be an additional day off, or an end of year bonus and both or either of those options would obviously be very welcome, I have no doubt.

Is it reciprocal?

But how many business leaders approach the end of the year and consider goodwill from a different perspective; that of the employee? How many business leaders will question the goodwill their employees feel towards them as an employer? And how many employers have been pro-actively creating goodwill throughout the year, through their everyday working practices?

Why does it matter?

As Linda Ray commented here, employees who feel appreciated will have a positive attitude towards their employer. As a result they will be much more engaged and loyal, which will help to keep employee turnover rates low. This will lead to reduced recruitment and on-boarding costs, both in terms of money and time. Ultimately this employee engagement, when coupled with structured performance management processes will increase employee productivity and performance, making a direct contribution to the success of the company.

We can help

If you would like to find out more about how to gain or grow the goodwill of your employees, and discover how engaged your employees are, we can help, so get in touch with Helpful HR.

What does being a ‘Manager’ mean?

I’ve come across several situations where a team, or individual members of a team, are suffering with low morale and poor performance. They’re on a downward spiral as not enough care and attention has been paid to the management of that team and the individuals within it.

Some managers genuinely think their Human Resources department are there to line manage each employee in the business. They don’t feel HR is part of their role and concentrate on providing functional business leadership.

Managing people as well as a function is not easy. As a manager you have several things to think about and probably several people, all with different needs and abilities. The role of HR is to help and guide managers through this aspect of their role and it’s a constant learning curve.

Top tips for successful management

I’ve come up with some ‘top tips’ for managers to help them flourish as a truly good manager:

GET TO KNOW YOUR TEAM.   You may think you know them, but have you spent any quality 1-1 time with them?Do you really know who they are, what they do, what they want to do and what they think of what they do? Regular 1-1s are invaluable and should be in the diary at least monthly.

ADAPT YOUR STYLE.   Remember that as the manager it’s your responsibility to adapt your management style to get the best out of your team. It’s not their job to adapt to you.

MANAGE PERFORMANCE.   Make sure you ask people in your team what they think of their performance. Ensure  you discuss and agree with them what their specific objectives are, and when they are expected to achieve them.

COMMUNICATE.   Ensure you communicate any non-confidential management and financial information to your team. This can include any information you think is relevant, useful and of interest. No-one really complains about being given too much information.

CELEBRATE DIVERSITY.   Accept and ENJOY the fact that you have people in your team with different goals, skills, experience and beliefs. Provided you’re all working to the same departmental goals, it’s a benefit to have such diversity within the team, so draw on it.

PROVIDE CLARITY.   Ensure that everyone in your team knows what their role is, what the boundaries are, where they have authority and what you expect of them.

This isn’t a definitive list, but it should set you up for success as a manager. If this doesn’t work, or you have a more specific need then that’s what your manager is for, to provide you with guidance.

If you advice and support to grow and develop to become the best manager you can be, get in touch. We can’t do the job for you, but we can definitely help!