Times have been hard for businesses of all types, shapes and sizes over the last few months, and with the support available beginning to change, lessen and in some cases end, analysts and consultants all over the country are predicting redundancies and company restructures on mass scales. If your business is one of the affected who will be making job losses, then read on: there’s lots of ways you can go the extra mile to protect and support your workforce through these changes.Continue reading “Nurturing Employees Going Through Redundancy”
The coronavirus pandemic has had many unexpected consequences and whilst there’s no doubt businesses would have liked to be prepared for the eventualities they’d see, most simply weren’t. However, all is not lost: there are lots of ways you can connect with and manage your employees remotely without having to download specialist software, send them home with extra screens or pay for servers to be connected remotely. Follow these top tips for efficient and thorough management of your teams, remotely.Continue reading “How To Best Manage Remote Working Without Specialist Equipment”
The coronavirus pandemic has changed the world forever and as most of the world’s population opt to stay indoors and amend their day-to-day behaviour, businesses everywhere are taking a hit. Despite daily press briefings from the government making promises made of bailouts, benefits and business bankrolls, many companies are being forced to take a stand and take drastic, immediate action to ensure their survival. This is, unfortunately, often in the form of mass redundancies, forced unpaid leave for employees or temporary closure.
However, through every crisis, there lays opportunity; there are businesses out there shining a light on good practice and really taking care of their employees where they can. When the pandemic’s hold over the world is over, it’s these firms that will be considered good examples and exemplary employers. Of course, not everyone is in the position to take these measures, but where they can happen, and are, they’re fast becoming a guiding light in otherwise global darkness.Continue reading “Leading By Example: The Firms Sticking Up For Their Employees Through The Covid-19 Crisis”
History of the duvet day
It is said that duvet days originated in the UK in 1997. August One Communications introduced the scheme that allowed employees time off that was not pre-planned or sickness. The idea behind duvet days was to reduce the number of sick days that were taken, specifically the days when an employee is ‘pulling a sickie’.
Benefits of the duvet day
Introducing duvet days can ensure that employees feel that they are being treated with respect. As a result they become more productive in the workplace. The scheme also allows employees to avoid lying to their employers, specifically on days where they are not in the right frame of mind to work. Promoting honesty in the workplace and not lying about being ‘sick’.
Drawbacks of the duvet day
Idleness could be encouraged, and also a lack of responsibility for overindulgence the night before might become the norm in the workplace. If the duvet day does not offer any additional perks to retain staff, then perhaps it isn’t right for your company.
Adding duvet days to your business
To add duvet days to your business you need to think of how you will make it work and also the steps you need to take to implement it. Below is a checklist of things you need to think about:
- Implementing a Duvet Day Policy – new and existing employees
- Number of days (majority of employers offer two per year)
- Time of year days can be taken
- Days of the week that can be taken
Duvet days vs mental health days
In 2017 an employee was praised by her employer for taking a ‘mental health’ day. (Read about this story here)
But what is the difference between a mental health day and a duvet day?
A duvet day in essence is a day that is taken when you are not sick but would like a day to rest and recharge yourself. Mental health days are a sick day and employers are encouraged to treat time of work because of mental health the same as days taken off for physical health problems.
While it may be easier for an employee to take a duvet day or say they have food poising to avoid having a conversation about mental health, all employees should be encouraged to talk to their employer to allow for potential reasonable adjustments.
Sickness absence management
Having an employee call in sick is frustrating but inevitable. Employees will have sickness at some time and be unable to attend the work place. Stress as a reason for sickness is difficult to manage and it is on the increase, sick notes being extended and long-term sickness situations can be frustrating to manage. Frustration can come from feeling there is nothing that you can do about this, but there is.
Every year we see different HR trends emerge as organisations switch their mindsets to “new year, new plan”. With this, HR are often at the heart of organisation strategies to implement these changes to help them achieve an enhanced company culture, improved their employee experience and of course achieve the much-desired sparkly employer brand.Continue reading “Employment trends for 2020”