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You don’t need us to tell you that the summer period is peak season for staff members wanting to take some time out of the office. The kids are soon to be off school, people are thinking about a few weeks in the sun, and the holiday requests start to come rolling in.

All business owners know that it’s essential to have a robust policy in place to manage leave requests and ensure that they’re handled fairly and efficiently, so you can fulfill your duties as a responsible and fair employer, and also make sure that organisational requirements and targets are being fulfilled.

But what happens when you’re forced to decline a request for leave, and then the employee in question fails to turn up for work anyway? The initial reaction might be to think that they’re taking the proverbial Michael, and that it’s time to roll out your usual disciplinary procedures. In some cases, that might indeed be appropriate. Let’s not jump to conclusions though. Take a step back, and look at the full picture.

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We’re slap bang in the middle of the year, and now’s a great time to take a step back from the day-to-day running of your business and consider the bigger picture. It’s easy to get caught up with the issues going on right now on your shop floor, but good leaders know that regular strategic planning is essential.

Here, we’re going to tell you exactly what you need to know from an HR and people management perspective, so you can thrive and hit your annual goals for 2017.

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You’ve built your business and have your employees in place to deliver the success of your business.  Through the process of bringing people into your company you’ve obtained all sorts of data from them and most of it is highly useful.  Yet having access to a wealth of valuable personal data also brings a responsibility to ensure that it is securely held and used in a responsible manner. The General Data Protection Regulation (GDPR) is the latest effort to offer increased rights to individuals and to increase the organisational obligations of any companies that have access to their data.

The incoming regulations look set to bring in sweeping changes to how organisations handle the personal data of individuals. This obviously has a major impact on employers and your HR activities so it’s important to know how it will affect you. This short guide will give you an overview of how GDPR will affect business owners before and after it comes into effect.

What is the GDPR?

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Which function would be the winner? Who’d take the crown as the business owners’ can’t-live-without tool? And perhaps more interestingly, could one exist without the other?

When entrepreneurs are looking to increase their bottom line, or attract more of the best customers and clients, then they often look for outside solutions. They look towards social media platforms, or advanced sales tactics, or an external provider to solve their problems and create processes that bring in leads on autopilot. Of course, bringing in a regular stream of new business is absolutely essential, and it’s never going to be too far from your mind if you’re looking to step up to the next level.

But what about HR?

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We’ve all been there, I know that I thought I knew my ‘why’ but with the many challenges and journey as a business owner with it’s twists and turns, this can often phase into the background and come into question when things feel that they’re not going right.  And particular it’s good to get back to your ‘why’ and your ‘purpose’ to live and work in a harmonious happy and healthy way.

If you’ve ever faced a significant crisis in your life you’ll have experienced the power of ‘purpose’ to tap reserves of energy, determination and courage you likely didn’t know you had. Your mission was clear. Your goal was compelling. Your focus was laser-like. Your potential was tapped.

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