Handling difficult conversations in the workplace can often fill you with dread. Perhaps it's the fear of an employee raising a topic you're not sure how to respond on, or maybe it's a big piece of communication like a restructure that fills you with trepidation. Either way, knowing how to manage these scenarios will give you the confidence to make talking a whole lot easier.
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Organisations often dread the impact sickness absence can have on their business. There’s a common misconception out there that, when it comes to sickness absence, there’s nothing an employer can do about it and your hands are tied. In fact, this is not the case...
Recently I read some research from The Chartered Management Institute's (CMI) National Salary Survey. It concluded that a third of those given bonuses were rated as "not meeting expectations." The average bonus for under-performing senior managers was almost £9,000. And the average for company directors - £45,000! According to their Chief Executive Ann Francke, "Too many managers are reaping the rich rewards of their positions despite being poor performers... it seems to be a lot easier to reward poor performance than to face the awkwardness of having difficult conversations with underperforming staff." This is a scenario I’ve come across all too often...
Did you know there are around 5.2 million SMEs in the UK economy? No? Well, here’s another interesting fact: last year SMEs employed 60 per cent (15.2 million) of UK private sector workers. There’s no arguing with figures like that; clearly small businesses are increasingly important for the country’s economic health. So, if you're a small employer read on to find out my top five tips for employing staff...
Do you find yourself dealing with staff performance issues but not really getting the results you want? Or wondering if you’re following the right procedure and doing things legally? Do you worry about potential claims from employees? If you want to understand your investigations from your disciplinaries, and your appeals from your grievances – then read on...
Process and procedure are the last hiding place of people without the wit and wisdom to do their job properly,” so said the infamous David Brent. Trouble is, when it comes to hiring and firing (in particular the firing) barristers, tribunal judges, ACAS and various other stakeholders involved in an Employment Tribunal case will want to know which documents you are going to rely on as an Employer, to make your case.
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