Closing the communication gap
We all know that good communication is essential, not just for business success, but also in day-to-day life. Yet it doesn’t always happen. Everyone, at one point or another, will suffer the failings of a miscommunication.
It could be down to poor WiFi, piecemeal information, a language barrier, communication preferences, or countless other reasons. So whilst we can all confidently agree that good communication is critical, we can also acknowledge that life throws in a few curveballs to test even the best communicators.
The pandemic has done just that. The way in which people communicate had to change this past year, with minimal social contact forcing business meetings and processes to become virtual. Company culture has also been challenged, showing a need for new and inventive ways to bring people together.
Employees might just be getting comfortable with the temporary solutions implemented during the pandemic, but is it all about to change again?
Some employers are seeking to learn more about a hybrid-working style, a mix of remote and office-based working.
Hybrid working brings benefits such as increased flexibility and reduced overheads if you downsize. It can however create new barriers for communication within teams.
Employers wanting to make a successful permanent move to a hybrid working model will need to consider this early on. It will help them establish how employees can work together and communicate effectively at all times.
This can look different from one business to the next and will depend on the unique makeup of each workforce. For example, cross-cultural and cross-generational teams may benefit from some team-building exercises or light-hearted activities to help them connect.
Inclusivity is centric to successful hybrid working, and clearly defined processes for meetings and projects will help. This might be making sure that remote workers are dialled into office meetings. Collaboration software, as an alternative, is becoming a popular way for team members to keep each other in the loop on the status of a project, no matter where they are.
There is lots to consider when moving to a hybrid working model, and some difficulties may not become clear until you are already trialling it. To help close the communication gap for your hybrid team, why not consider a training session on effective communication skills? A refresher can do wonders for all involved.
Mental health matters
Earlier this month #MentalHealthAwarenessWeek helped to fuel online conversations surrounding the importance of good mental health. Whether at home or at work, protecting mental health is vital for happiness and well-being.
Everyone has mental health and needs to take care of it. Not just for Mental Health Awareness Week, but at all times. Employers looking to show their commitment to workplace mental health can achieve this through a holistic well-being strategy for their workforce.
Workplace well-being has been rising on the agenda for senior leaders since the pandemic began, but many don’t quite know where to start.
The first point of call should involve talking to employees. Whether one-on-one or in groups, give them an outlet to discuss the life changing events of the past year. Find out what challenged them the most, what support they found most beneficial, and how they feel about returning to the workplace post-pandemic.
Some people will have experienced loss and may still be battling with grief. By acknowledging this, you can find out if and how they would like the news to be communicated with co-workers. You may uncover that they would benefit from some additional emotional support, such as counselling via an Employee Assistance Programme.
Making mental health part of the conversation can create a positive shift in your company culture, eliminating stigma and encouraging employees to be mindful of their own mental health and that of their co-workers.
When managing the process of bringing employees back into the workplace, keep in mind the potential risks of back-to-work anxiety and work-related stress. Mental health support is often provided when a person is already suffering, but a successful well-being strategy will include preventative measures too.
The Right to Work process is changing
Last year, temporary adjustments were put in place for Right to Work checks, so that employers could continue to keep their hiring process compliant during the pandemic.
The changes allow for checks to be carried out over video calls and for scanned documents to be accepted.
It has been announced that this temporary process is coming to an end on 20 June. This means that from 21 June onwards, employers must either check the applicant’s original documents or, where relevant, check the applicant’s right to work online.
Another date to be mindful of is the deadline for applications to the EU Settlement Scheme on 30 June. Employers hiring EU employees after this date need to check their eligibility to work in the UK through the scheme.
Right to Work checks are a legal requirement when hiring staff and getting this wrong can result in a hefty fine or even prison time! Investigations are expected to pick up as businesses gradually re-open. If you need assistance with the process, get in touch.
How to avoid positive discrimination
You may see the term “positive discrimination” and think it an oxymoron. Discrimination, when involving people management, is often associated with unfavourable treatment after all. How then could it ever be positive?
Positive discrimination relates to the process of hiring someone solely on the basis of a relevant protected characteristic.
Unless this is a proportionate means of achieving a legitimate aim, this is illegal in the UK. The hiring process should be focused on finding the best person for the job. It’s complicated and expert advice is recommended.
Employers who are interested in building a strong, diverse workforce should instead be looking at taking what is called “positive action”. This might be through the careful targeting of job adverts or training to assist disadvantaged groups. If you want to know more about the difference between positive discrimination and positive action, contact us.
This task is a walk in the park
During lockdown many of us turned to nature for our daily exercise and to take a mental health break from the pressures of the pandemic.
Spending time in nature is known to have many positive mental and physical health benefits. So much so that five GP practices in Scotland actually trialled giving prescriptions for nature.
As attention turns to the reopening of workplaces and bringing employees back to work, one thing that employers can do to support employee well-being through this process is to keep nature on the agenda.
This could be as simple as bringing more plants into the office, taking a meeting on a walk or even a team fundraising effort that embraces the great outdoors.
From happier and healthier employees to a boost in creativity, the benefits of nature on mental health and well-being are far reaching and easy to obtain.
15 years late for work
When an employee is fifteen minutes late for work, you might decide to let it slide, but what should you do when they don’t show up for fifteen years?!
Believe it or not this actually happened. An Italian hospital worker continued to receive his monthly salary despite not attending work in over a decade, totalling more than half a million Euros.
Now that the authorities have caught up with him, the employee is facing the full weight of the law.
Hopefully you would notice a missing person before too long and not rack up such a large bill for absenteeism, but just to cover yourself, some attendance tracking software can help. Ask us for details.
