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23 09 2024

The Importance of Transparency in HR | Consensus HR in Herts & Beds

Matthew Chilcott Blog, General @sg1businessclub, #consensus hr, #consensushr, #HR Herts, #HRAdvice, #HRblog, #HRSupport, #networkinbeds, #outsourcedemploymentlaw, #transparency, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, SME, SME's

The Importance of Transparency in HR: A Key to Building Trust and Success

By Matthew Chilcott, Owner of Consensus HR

In today’s business landscape, transparency is not just a buzzword—it’s a necessity. Whether you’re a small startup or a large corporation, the way your Human Resources (HR) department operates can significantly impact your company’s culture, employee satisfaction, and overall success. At Consensus HR, we firmly believe in the power of transparent HR practices and is part of the reason, we partnered up with Breathe HR and to become a client of Consensus HR with Breathe HR IT support, Click Here . But why is transparency so important, and what could be the consequences if it’s not embraced?

Why Transparency in HR Matters:

Building Trust and Engagement
Transparency fosters trust. When HR policies, decisions, and actions are clear and communicated openly, employees feel respected and valued. They understand the company’s goals, their roles, and how they contribute to the bigger picture. This not only builds trust but also enhances engagement, leading to higher productivity and employee retention.
Encouraging Open Communication
A transparent HR team sets the tone for open communication across the organisation. Employees are more likely to voice concerns, provide feedback, and share innovative ideas when they know they will be heard without judgment. This open dialogue helps address issues before they escalate, creating a healthier, more collaborative work environment.
Enhancing Decision-Making
Transparent HR practices ensure that decisions are made fairly and based on consistent criteria. When employees understand the ‘why’ behind decisions—whether it’s related to promotions, disciplinary actions, or policy changes—they are more likely to accept and respect those decisions, even if they don’t always agree.
Compliance and Risk Management
Transparency is also crucial from a legal perspective. Clear HR policies and procedures help ensure compliance with employment laws and regulations, reducing the risk of legal disputes. Employees who are well-informed about their rights and responsibilities are less likely to engage in behaviours that could lead to costly litigation.
Creating a Positive Workplace Culture
Transparency is at the heart of a positive workplace culture. It signals that the company values honesty and integrity, setting a standard that influences how employees interact with each other. A transparent workplace is often seen as more inclusive, fair, and respectful qualities that are highly attractive to current and prospective employees.

AI in the Workplace| Consensus HR in Herts & Beds

The Consequences of a Lack of Transparency in HR:

Failing to be transparent can have significant negative repercussions:

Erosion of Trust
When HR policies and decisions are shrouded in secrecy, employees may begin to distrust management. This distrust can quickly spread, leading to a toxic work environment where rumours and misinformation thrive. Employees may feel unsupported, undervalued, and anxious about their future within the company.
Low Morale and Engagement
A lack of transparency can result in low employee morale and disengagement. When employees feel they are being kept in the dark, their motivation to contribute and go the extra mile diminishes. This can lead to higher absenteeism, lower productivity, and increased turnover—none of which are good for business.
Increased Conflict and Miscommunication
Without transparency, misunderstandings and conflicts are more likely to occur. Employees may feel their concerns are ignored, or they may misinterpret company actions, leading to unnecessary disputes. This not only disrupts the workplace but also takes up valuable management time that could be spent on more strategic initiatives.
Reputational Damage
In today’s digital age, news travels fast. A company that is seen as opaque or dishonest in its dealings can quickly gain a bad reputation, making it difficult to attract and retain top talent. Moreover, reputational damage can extend beyond employees to customers, partners, and investors, potentially impacting the bottom line.
Legal and Financial Risks
Non-transparent HR practices can open the door to legal challenges, such as claims of unfair treatment, discrimination, or wrongful termination. These disputes can be costly, not just financially but also in terms of time and damage to employee relations.

Our HR comment: The Importance of Transparency in HR | Consensus HR in Herts & Beds

Our HR comment / Advice: –

At Consensus HR, we are committed to helping businesses develop transparent HR practices that build trust and foster a positive work environment. From clear communication strategies to robust policy development, our team of experts works closely with businesses to ensure their HR functions are open, fair, and effective.

Whether you need assistance with policy reviews, management training, or employee relations, we provide tailored HR solutions designed to meet your business’s unique needs. Our goal is to help you create a workplace where transparency is not just an ideal but a daily reality.

Final Thoughts:

Transparency in HR is more than just good practice; it’s a vital component of a thriving business. By embracing open and honest HR practices, companies can build stronger relationships with their employees, foster a positive workplace culture, and protect themselves from unnecessary risks. Conversely, a lack of transparency can erode trust, lower morale, and lead to significant operational challenges.

If you’re looking to enhance transparency within your HR practices, don’t hesitate to reach out to us at Consensus HR. Let’s work together to create a more open, engaged, and successful workplace.

Feel free to contact us at Consensus HR for more information on how we can support your business with transparent and effective HR solutions.

About the Author
Matthew Chilcott is a leading HR consultant with Consensus HR, dedicated to helping businesses navigate the complexities of modern HR challenges, including the rise of AI in the workplace. For more information, visit Consensus HR.

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If your business always wishes that it works in all areas to the benefit of the team and company and as an employer of choice, give us a call or email now for a non-obligatory chat. Consensus HR | Your Outsourced Human Resources and Employment Law Department | “Helping companies take the pain out of managing people whilst Preventing People Problems.” 01438 576750

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24 01 2024

Winner of Award of Excellence 2024 | Consensus HR – Herts, Beds

Matthew Chilcott Blog, General #award, #bedfordh, #consensus hr, #consensushr, #excellence, #Hertfordshire, #hertfordshirebusinesses, #HR Herts, #HRAdvice, #hraward, #HRblog, #hrconsultant, #HRHertford, #HRLetchworth, #HRNews, #outsourcedemploymentlaw, #outsourcedHR, #outsourcedhumanresources, #stevenage

Consensus HR wins Award of Excellence 2024

In the landscape of modern business, managing human resources efficiently is crucial for the success and sustainability of any organisation. Recognising the significance of this aspect, Consensus HR emerges as a trusted partner, offering a comprehensive suite of services tailored to meet the unique requirements of businesses across various industries. Consensus HR specialises in providing outsourced human resources solutions, allowing organisations to focus on their core competencies while leaving the complexities of HR management to the experts. By outsourcing HR functions, businesses can streamline their operations, reduce administrative burdens, and ensure compliance with ever-evolving employment laws and regulations.

At E2 Media we have recently unveiled our highly anticipated 2024 Awards of Excellence, recognising outstanding achievements in various industries. Among the esteemed recipients, Consensus HR stands out as a beacon of excellence, with that being said we are delighted to announce that Consensus HR has been given one of our Awards of Excellence for 2024. Their exceptional dedication to providing unparalleled customer service has set them apart, earning them the recognition and admiration of both their industry peers and clients alike. This accolade not only reaffirms their commitment to excellence but also highlights their consistent efforts to go above and beyond.

One of the standout features of Consensus HR is its commitment to offering personalised HR support. The team understands that each business has its own set of challenges and requirements, and therefore, they provide tailored solutions to address specific needs. Whether it’s employee relations, performance management, or talent acquisition, Consensus HR’s dedicated support ensures that businesses receive the guidance and assistance they need to navigate the intricacies of HR management.

Staying compliant with the constantly evolving landscape of employment laws and regulations is a daunting task for many businesses. With their experience Consensus HR offers their expert guidance on HR compliance. From creating and updating employment contracts to implementing policies that align with legal requirements, businesses can rely on Consensus HR to keep them abreast of the latest changes and help them maintain a compliant workplace.

The fact they are held in such high regard by their clients tells you everything you need to know not only about the services they offer but the honest and ethical way in which they operate.

The challenge they face as their reputation grows and the demand for their services increases further will be to maintain the high standards that have given them so much success in the past. Given the track record they have we think it’s something they will achieve and that Consensus HR is a name you’ll be hearing much more of in the years to come. For more information visit www.consensushr.com

To view more about us and our awards and pledge to clients

At Consensus HR, we are proud to have been awarded a number of awards over the previous years and to find out more about us and our pledge to our clients.

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If you run a business and have a team and wish to ensure that you are working to best practice and the law, give us a call now. 01438 576750

Your Outsourced Human Resources (HR) Department.

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30 10 2023

Monthly HR blog Newsletter – October 2023 | Consensus HR, Herts, Beds

Matthew Chilcott Blog, General, Health & Safety, Newsletter, Performance Management, Recruitment, Rewards & Benefits #Bedfordshire, #bedfordshirebusinesses, #herffordshire, #HR Herts, #hr newsletter, #HRblog, #outsourcedHR, #outsourcedhumanresources, #stevenage, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME

In our current Monthly recap HR blog Newsletter – October 2023 we have:

Former male ‘period dignity officer’ settles discrimination case.
More workers quit over climate.
Sexism in the City inquiry begins.
Lidl worker awarded £50,000 in sexual harassment case.
Acas says companies should provide menopause awareness training for managers.
UK migration advisers call for tighter foreign worker rules.
NHS staff granted ‘safe space’ powers to speak out about mistakes.

Former male ‘period dignity officer’ settles discrimination case | Consensus HR | Herts, Beds

A male “period dignity officer” who lost his job after a global backlash has settled his sex discrimination case out of court. Jason Grant, a former personal trainer, sued the partnership that hired him last year. The £35,000-a-year role was abolished weeks later after claims of threats and abuse.

More workers quit over climate | Consensus HR – Herts

A growing number of workers are making the decision to walk out of companies whose environmental values don’t align with their own. According to research by carbon removal marketplace Supercritical, 35% of UK office workers surveyed said they were willing to quit their jobs over weak climate action from their employers.

Sexism in the City inquiry begins | Consensus HR – Herts, Beds

An inquiry into Sexism in the City begins today and will examine whether the position of women in financial services has changed in the past five years. The Financial Conduct Authority and the Prudential Regulation Authority are also looking at the issue and are considering proposals for organisations to be more transparent about their diversity and inclusion practices

Lights, camera, take action for World Mental Health Day | Consensus HR – Herts, Beds

Lights, camera, take action for World Mental Health Day

World Mental Health Day was marked on 10 October and has been celebrated for over 30 years. However, while awareness and acceptance of stress and mental health may be increasing, action – particularly prevention – is not.

Lidl worker awarded £50,000 in sexual harassment case | Consensus HR – Herts, Beds.

A tribunal has ruled in favour of Maddie Hunter, a former teenage assistant at a Lidl supermarket in Oxfordshire who was sexually harassed by the store’s deputy manager. Hunter was subjected to inappropriate comments and advances, and when she complained, she was told to treat it as a compliment.

Acas says companies should provide menopause awareness training for managers. | Consensus HR – Herts, Beds

The Advisory, Conciliation and Arbitration Service (Acas) says companies should provide awareness training for managers about the menopause. Advice for companies includes making practical changes at work to help staff manage their symptoms, such as the availability of cold drinking water and temperature control, and how to handle the issue “with sensitivity.” Susan Clews, chief executive of Acas, said: “British businesses overwhelmingly feel that it is important to support women experiencing menopause at work

UK migration advisers call for tighter foreign worker rules | Consensus HR – Herts, Beds

The UK’s Migration Advisory Committee (MAC) on Tuesday recommended abolishing one of the main routes for businesses to hire migrant workers in sectors where there are severe staff shortages, arguing that the current system was liable to drive down wages and leave workers open to exploitation.

NHS staff granted ‘safe space’ powers to speak out about mistakes | Consensus HR – Herts, Beds

NHS staff will be able to speak out about mistakes without fear of reprisal for the first time, thanks to the Health Services Safety Investigations Body (HSSIB). The HSSIB has been granted “safe space” powers, meaning that any testimony or evidence given to it will not be handed over to another agency unless the High Court rules that it must.

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If your company requires HR / Employment Law support, contact us now for a non-obligatory chat on how we can help you.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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05 06 2023

How Professional Services Add Value

Matthew Chilcott Blog, Employment Law, General, Handbook #HR Herts, #HRAdvice, #HRblog, #hrconsultant, #HRSupport, #professionalservices, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

It’s understandable that business owners want to cut costs. However, this can often lead to poor advice, a low level of customer service and, potentially, higher costs than the ones initially avoided.

It’s fair to assume that price generally equals quality. You get what you pay for!

Sadly, people often take advice from friends or relatives – or Google – rather than consult a professional consultant/tradesperson, purely to avoid costs.

Whether you need legal, human resources, marketing or trades advice, here’s why it’s best to work with a professional rather than take your friend’s advice:

7 Reasons to hire professional services

1. Professional qualification/licence.

Your contractor/consultant should be professionally qualified or trained. Ask them about their training and experience – they should be proud to tell you about it.

2. Relevant experience.

Too often, cutting corners involves taking advice from someone who does not have the knowledge to adapt their understanding to your specific requirement. A professional can adapt their skills to suit the needs of your business.

3. Insurance.

You are protected by professional insurance should something go wrong, or mistakes made. You should check that the person you are hiring has the right insurances in place before starting to work with them.

4. Speed.

A professional contractor/consultant generally completes work faster, as well as to a better standard, than someone who is not fully trained.

5. Flexibility.

Professionals can adapt to your situation and/or changing circumstances as jobs progress.

6. Peace of mind.

The reassurance to be gained by working with someone who demonstrates professional knowledge and offers practical advice is invaluable.

7. Transparent costs.

A credible professional should offer a clear quote. Too often, people are tempted by the ‘no win, no fee’ approach. This can include hidden administration and commission costs amounting to more than the cost of hiring a professional in the first instance.

“By not seeking professional advice, you risk incurring greater costs in the long run,” says Matthew Pinto-Chilcott of Consensus HR. “One of our clients risked incurring penalties of almost £50,000 by not engaging relevant legal expertise when a former employee threatened them with Employment Tribunal (ET) proceedings. The fee involved with using our professional Employment Law service was far lower than their potential ET financial penalties.

“It’s a shame that some people don’t value the training and expertise of professionals until something goes wrong. As well as qualifying within their relevant specialist fields, many consultants must demonstrate continuing professional development to retain their qualification. This means their knowledge and skills are always up to date.”

Matthew adds: “When you pay for a professional, you are paying for years of training and expertise, plus the reassurance of their experience and insurance. Long term, it’s quicker, cheaper and much higher quality.”

Would you like to explore how professional human resources support can help your business?

Talk to the friendly team at Consensus HR. Enjoy a free initial consultation with no pressure or jargon. Oh – and be reassured … our HR team is professionally trained and qualified!

Contact us now

If you need professional Chartered HR advice contact us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

For further information on any of the HR subjects we provide, please click the heading below:

Summer employment issues: a six-point checklist

29 03 2023

UK government to adopt ‘light touch’ rules around AI

Matthew Chilcott Blog, General #artificialintelligence, #HRblog, #HRStevenage, #outsourcedhumanresources, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, outsourcedHR, Small Business, SME, SME's

NEWS ARTICLE – UK government to adopt ‘light touch’ rules around AI :

The UK government says its plans for how it wants to regulate artificial intelligence technology – including the powerful “language model” called Chat-GPT – will “turbocharge” the growth of AI in the UK, while countering the potential risks of rapidly emerging computer intelligence to society. “We’re not denying the risks,” said Science, Innovation and Technology Secretary, Michelle Donelan. “That’s why we’ve got a proportionate framework in terms of this regulatory approach, one that can help the UK to seize the opportunities.” The government is not proposing new laws but is instead looking to existing regulators such as the Health and Safety Executive and the Competition and Markets Authority to apply key principles around safety, transparency, and accountability to emerging AI. “If we legislate now, it will be out of date,” said Ms Donelan. “We want a process that can be nimble, can be agile, can be responsible can prioritise safety can prioritise transparency, but can keep up with the pace of the change that’s happening in this sector.”

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “AI, Artificial Intelligence. Does it worry you? One point, I always think with Human Resources (HR) and operations in general is that you need that personal contact with all members of the team to be able to manage effectively for the business and employees. However, could AI replace some areas of it? Personally, I do not believe so, but may be in the future there may be areas that are allocated to AI but thankfully at the moment there is not. Especially with the prevention of using AI for recruitment but I do now see a number of AI companies that claim they can write you blogs for you, if required. Thankfully at Consensus HR, all our blogs and topics are chosen and written by us but we also have the support when needed by a marketing professional as our Chartered specialism is HR and Employment Law which is accredited by leading professional bodies, including the Solicitors Regulation Authority and the Bar Standards Board.

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If you want to always keep up with the ever changing world of Human Resources (HR) and wish to know more please get in contact now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

For further information on any of the HR subjects we provide, please click the heading below:

Disability Discrimination: Reasonable Adjustments

07 03 2023

UK gender pay gap widens

Matthew Chilcott Blog, General, Handbook, Rewards & Benefits #equalityact2010, #equalityanddiversity, #genderpay, #HR Herts, #HRblog, #HRStevenage, Business, Business Owners, hertfordshire, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's, stevenage

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “Following several blogs that we have written on Equality and Diversity in the workplace and how it stands now, news is reporting that the gender pay gap widens is driven by high childcare costs and the fact in the current climate, costs are increasing faster than wages. At Consensus HR, we are finding this to be an area of concern with some of our clients and have been helping them for find suitable solutions from a team member, HR, and organisation prospective.”

NEWS ARTICLE: UK gender pay gap widens, driven by high childcare costs.

A new report from PwC reveals that the UK’s gender pay gap has widened as sharp increases in the cost of childcare hamper women’s employment outcomes. PwC’s Women in Work index shows the nation’s average pay gap widened by 2.4 percentage points to 14.4% in 2021, meaning the gap between what the average man and the average women earns in hourly pay has got bigger. With childcare costs rising faster than pay increases, Larice Stielow, senior economist at PwC, says: “The motherhood penalty is now the most significant driver of the gender pay gap and, in the UK, women are being hit even harder by the rising cost of living and increasing cost of childcare. With this and the gap in free childcare provision between ages one and three, more women are being priced out of work. For many it is more affordable to leave work than remain in employment and pay for childcare, especially for families at lower income levels.”

The Times

The Daily Telegraph

The Sun

The Independent

The Human-Times

Previous blogs written on the subject:

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If you want to always keep up with employment law and wish to know more please get in contact now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

For further information on any of the HR subjects we provide, please click the heading below:

21 02 2023

Firms stick to four-day working week after trial ends

Matthew Chilcott Blog, General, Newsletter, Rewards & Benefits #4dayweek, #fourdayweek, #HR Herts, #HRblog, #HRHertford, #HRLetchworth, #HRStevenage, #hrstrategy, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “Further to our previous blog on 28^th January 2022, it would seem that most of the British companies who took part in the four day week are. now sticking to it. Previously we commented: “we believe as long as the correct Policies and Procedures are put in place for the team and company and the required results are achieved, then why not have a four-day week? Are more companies who can accommodate this due to their business sector / products going to give it a try? We wait to see if cultures / business sectors see the benefit and make the change following what has happened over the previous three years with the Pandemic and major changes to companies having to happen due to not having a choice.”

NEWS ARTICLE: Firms stick to four-day working week after trial ends

Most of the British companies taking part in the world’s largest trial of a four-day week are to continue with the new working pattern. Of the 61 companies that started the six-month trial, 56 have extended the four-day week, including 18 who have made it permanent. The vast majority of companies reported that they were satisfied with productivity and business performance over the trial period. The six-month trial was organised by campaign group 4 Day Week Global, think-tank Autonomy and researchers at Boston College and the universities of Cambridge and Oxford. The findings of the trial are to be presented to MPs on Tuesday as part of a lobbying push to encourage the UK government to change legislation to give staff the right to request a four-day pattern. Joe Ryle, the director of the 4 Day Week Campaign, described the trial as a “major breakthrough moment,” adding: “Across a wide variety of sectors, wellbeing has improved dramatically for staff; and business productivity has either been maintained or improved in nearly every case . . . We’re really pleased with the results and hopefully it does show that the time to roll out a four-day week more widely has surely come.” Juliet Schor, an economist and sociologist at Boston College, observed: “At the beginning, this was about pandemic burnout for a lot of employers. Now it’s more of a retention and recruitment issue for many of them.”

Sky News

Financial Times

The Wall Street Journal

The Guardian

The BBC

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If you want to know more on how we can help your business with Human Resources and the importance of getting it right, contact us now.

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

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The Importance of Employee Engagement and How to Improve it

08 12 2022

PM working on ‘tough’ new anti-strike laws

Matthew Chilcott Employment Law, General, Performance Management, Redundancy #HRblog, #HRLetchworth, #HRWelwynGardenCity, #inflation, #outsourcedhumanresources, #strikes, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Matthew Pinto-Chilcott, Owner of Consensus HR comments: – PM working on ‘tough’ new anti-strike laws “I do not know what your views are in relation to the current state of the economy and many public sector provisions taking strike action but this latest news that has been broadcasted and written in a number of papers explains what action the Government is aiming to take in the future. The current economy with high inflation and the war in Ukraine and high gas / electricity prices is something very unusual to me, having not experienced it in the past but it highlights the importance of employee relationships and the need for all parties to be reasonable and to take reasonable action. Running a business / service is never easy and having employees / team has complications as well. In these instances, it is easy for us to have our say / point of view but as with all HR and business in general, unless you know the facts and have all the information in front of you, you are not able to claim that your view is correct and reasonable! Also, depending on who’s view you listen to, whether this be the Government or the Unions, you will have your stance but we need to remember negotiation and best practice HR within your company can help to ensure that issues such as these are kept to a minimum and members of the team made to feel part of the business and the decisions that are made and fully understand why they are being made and that their views matter”

NEWS ARTICLE – PM working on ‘tough’ new anti-strike laws:-

Rishi Sunak said on Wednesday that he would bring in “new tough laws” to protect people from strike disruption. He told MPs that if “union leaders continue to be unreasonable, then it is my duty to take action to protect the lives and livelihoods of the British public.” The Prime Minister’s pledge came as the PCS union said Border Force staff would join a wave of strikes this Christmas. A bill has been introduced to Parliament which would ensure minimum service levels on transport networks during strikes, but it is yet to be debated by MPs and peers. Downing Street said the legislation would be extended to other services but would not specify what these would be, and no timescale was given. Meanwhile, the Labour Party has said it will repeal the 2016 Trade Union Act if it comes to power, making it easier for unions to take industrial action. Elsewhere, senior military figures have told the government that Armed Forces personnel should not have to sacrifice their Christmas to cover for striking public sector workers who earn more than them. Bringing in soldiers also risks weakening the “operational capability” of the military to respond to threats, ministers were told.

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If you have discontent within your team / business and wish to look at how best practice HR can help you, contact us now.

29 11 2022

City workers ignore calls to return to offices

Matthew Chilcott Employment Law, General, Health & Safety, Performance Management #HRblog, #HRHertford, #HRLetchworth, #HRStevenage, #hybridworking, #outsourcedhumanresources, #returntowork, Business, Business Owners, hertfordshire, HR, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Matthew Pinto-Chilcott -FCIPD, ACEL, BA (Hons), Owner of Consensus HR – City workers ignore calls to return to offices comments; “It seems now that the statistics for people wishing to continual to work from home following the Pandemic are starting to come in, with this latest story involving City workers. This is something that I thought would happen as how can many businesses say, following the Pandemic that workers can no longer work from home, if it was successful then?

We have found that this is very business sector specific as many of our clients do not have the choice as the services, they offer need face to face customer service / contact but the few that do not are currently considering their options. Many have taken the option that working from home is still permitted for 1 -2 days a week but for the other working days of their week, the member of the team is needed in the office. Why? You may ask? We have found that many prefer to be in the office and work and keep their personal / business lives separate and have a working lifestyle, with meeting team members whilst also having the opportunity to work from home occasionally if needed. Business owners have had to manage this correctly by working with their teams and explaining why they are required to return to the office to work and attend meetings and what the benefits are to the business, team, and the employee themselves.

In these scenarios it is where HR plays an effective part by consulting and working with your team to find the best solution for the business and them as an employee. If there is not business, then there is no employment, but the team should be encouraged to look for solutions on the way forward with businesses explaining the need for them to be present in the workplace and the benefits this has for the team spirit and business sales / success. The team must however understand that they have a job to fulfil and SMART objectives / Job Description to achieve and follow for the company and their success whilst having the opportunity at their regular performance review (appraisal) to have their say / input on the way forward for their career and the success of the company.”

NEWS ARTICLE:

City workers are ignoring calls from executives to be in the office for a minimum number of days each week, according to a new report based on interviews with 100 workers in major companies. The study suggests that staff and managers in the financial and professional services sectors are employing “bespoke” working models that align with their specific operational needs. The report argues that remote-first policies have no detrimental impact on productivity, with survey respondents saying that flexible working policies have the potential to significantly boost productivity and provide greater efficiency. Dr Grace Logan, an economist at the London School of Economics, warns that demands from top level executives that workers come in for a minimum number of days each week are “ego-driven rather than having the best interests of the business in mind.” Anna Lane, president of Women in Banking and Finance, said managers demanding “rigid” schedules, requiring workers come in for “3,4, or 5” days each week, will “lose out to their competitors who do not” make such demands

Financial Times

City AM

The Human Times

14 11 2022

Raab warned to respect staff after bullying claims

Matthew Chilcott Blog, Disciplinary & Grievance, Employment Law, General, Performance Management, Training & Development #ACAS, #bullying, #discipline, #HRblog, Business, Business Owners, HR, HR Advice, HR Consultant, HR Consultants, HR Support, SME, SME's

Matthew Pinto-Chilcott – FCIPD, ACEL Owner of Consensus HR comments: “When I read this latest News article – Raab warned to respect staff after bullying claims, it reminded me of when I was in the workplace, working for a well know Hospitality company in the role of Operations Manager and observing, from a distance a member of the management team bullying a member of his team for poor customer service. Bullying achieves nothing but a demotivated team or team member who then goes onto under perform in their role and offer poor customer service. All managers need to be coached on how to develop their team and improve on any development needs a team member may have such as poor customer service. This is where an active user friendly Performance Review can pay dividends to a company as it identifies where the manager and member of the team need to pay special attention to, to improve.”

Antonia Romeo, permanent secretary at the Ministry of Justice, has reportedly warned Dominic Raab, the Deputy Prime Minister and Secretary of State for Justice, that he needed to change his behaviour towards civil servants amid claims of a “climate of fear” among staff who worked directly for him. The Guardian reports that senior civil servants in Raab’s private office were also offered the chance to move jobs to avoid having to work again with him. He returned as Justice Secretary last month after being dismissed by Liz Truss in September. A source told The Times that an internal survey at the ministry, which has not been published, showed a rise in the number of senior officials claiming to have witnessed bullying during Raab’s previous tenure as Justice Secretary, which began in September last year

Human Times – 14^th November 2022, Friday November 11, 2022, The Times and 12^th November 2022 – Michael Savage, Pippa Crerar, The Observer

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If you have any bullying concerns within your workplace and team and wish to know how to deal with it correctly and to the law, contact us now.

28 09 2022

Latest HR blog Newsletter – September 2022

Matthew Chilcott Blog, General #blog, #HRblog, Business, HR Advice, HR Consultant, HR Consultants, HR Support, Small Business, SME, SME's

Welcome to our Latest HR blog Newsletter – September 2022 which includes a collection of all the blogs we have written for the month from details of:

Extra Bank Holiday for Queens funeral
Liz Truss and her arrival as Prime Minister
Seven HR Basics – Number Seven – Employee Handbook
Pension Awareness Day
Our FAQ’s number one – How can I dismiss without fear of an Employment Tribunal?

Bank holiday confirmed for date of The Queen’s funeral

Seven HR basics – 7 Employee Handbook

Liz Truss & her arrival as PM

Pension Awareness Day

Our Frequently asked HR Questions (FAQ’s)

Welcome to Consensus HR…..

We are a plain-speaking Consultancy who help businesses with the complexities and best practice in the world of Human Resources. Whether you’re a start-up, SME or bigger business we help businesses from 1 – 250 employees, to enable successful business delivery, growth and change whilst Preventing People Problems. We help you find suitable people solutions whilst providing accredited legal expert Human Resources advice.

We can support you on site, over the telephone or email and help you grow your business without any difficulties or stress of employing a team and keeping up with ever changing Employment Law and best practice.

Whatever your Human Resources business needs, call us now and take advantage of our no obligation initial complimentary HR Audit.

Book here and let’s get started! FREE HR audit.

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