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Any time of the year brings challenges for business owners when it comes to managing a team of people, and the summer is no different. Everyone might be in a slightly better mood when the sun starts to shine, but there are potential issues that you need to be aware of to ensure the smooth running of your operations. No one likes to think about the worst case scenario, but being prepared and thinking about your plan of action is always better than being caught off-guard.

Here, we’re going to take a look at a few HR horror stories from the summer months, and explain how you can avoid the fallout in your business.

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The summer months aren’t best known for being the most productive of seasons in the workplace. With many staff members heading off on holiday, or dreaming of more exotic locations than your offices, output can often take a bit of a slide in the wrong direction. It’s not long though until we hit the final quarter of the year, so if you want to make sure that you smash your goals, it’s worth taking a little time out to assess how you can get things back on the right track.

Let’s take a look at what you can do, in practical terms, to beat the summer productivity slump…

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Opt HR is proud to be backing Coventry’s bid to be UK City of Culture in 2021.

We have recently joined so many other business owners and organisations in Coventry to support the bid which means we are contributing to the city’s effort to become UK City of Culture, a title currently held by Hull.

Rachel Wade, Founder and Director of Opt HR has been educated, lived, worked and now owns her own business in our great city.  Rachel says “I’m so proud to be part of the bid and Coventry most certainly demonstrates itself as a city with a wealth of culture and diversity which should be celebrated and recognised.  Coventry people have a true sense of community and support for each other across it’s demographics and now is a really exciting time for our city with so much development and life in the heart of the city centre and throughout the city.  We have a city to be proud of and to make our mark on the map of the UK would be incredible.”

Becoming UK City of Culture in 2021 would bring huge benefits to Coventry and the surrounding region, not only culturally, but socially and economically too.

The Department for Culture, Media & Sport set a deadline of February 2017 for cities to put themselves forward and now that deadline has passed, it has revealed that Hereford, Paisley, Perth, Portsmouth, St Davids, Stoke, Sunderland, Swansea, Warrington and Wells will be moving forward with a bid alongside COVENTRY.

Shortlisting has taken place during May/June of this year. Full and final submissions will be required from shortlisted cities by September.

The final decision on who is UK City of Culture 2021 will be announced in December.

The bid team need all of the support it can get on social media so make sure you are following @coventry2021 on Twitter and Instagram, as well as like its page on Facebook.

The results of the recent Pipeline’s Women Count survey have been published, and they raise some pretty interesting and important questions about female leadership, and the progress we’re making towards ensuring that women are given the opportunity to thrive in senior roles.

It was found that FTSE 350 companies with no women on the leadership committees performed the worst out of all groups that were surveyed, whilst those which had at least 25% of their executive boards as women had almost twice the profit margin as those with none.

It’s safe to assume a link here. Forward thinking businesses who ensure that women are given the support and opportunity they need to create successful careers as leaders are the ones which will reap the benefits.

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According to the RSPCA, around a half of UK households own a pet. Though there’s no legal right for employers to give their staff time off to look after an ill animal, or to help a new puppy settle in at their new home, ‘pawternity’ leave is something that’s being discussed more and more.

Though some might say it’s all a bit ridiculous and it’s taking things a step too far, there’s a strong argument for business owners to consider whether they should add some leeway into their policies and procedures for those whose children are of the furry variety.

For many people, their animals are a big part of their family, and an illness or a death could be absolutely devastating. Would it really be reasonable to expect a member of staff to turn up to work and just get on with things under these circumstances?

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