Having a Quiet Word

Making the considerable financial investment to recruit, train and then hold onto talented workers is an even more time consuming activity during unstable economic times, but thoroughly worth it in the long run. Your brand will only grow if you have committed employees talking positively and proudly about your product or service.

This week has seen proposals for sacking lazy workers, a report leaked in The Daily Telegraph about abolishing unfair dismissal rights and the idea of being able to ‘have a quiet word’ in an under performing employees’ ears without repercussion. This has totally shifted the focus that good management standards and leadership are a vital force in being able to motivate and manage a workforce for success.

Any reduction in red tape is always going to be welcomed whether in large or small businesses; however they aren’t really that helpful. Any amendment or abolishment to any employment law takes time, and will always throw up other issues. In the case of the three proposals above, this will lead to an increase in discrimination, whistle-blowing and health and safety claims at employment tribunals. These types are often the most expensive claims to deal with in terms of actually getting to a tribunal to defend a case.

The reality is (and we know this because we speak to SME business owners everyday) a claim by a disgruntled employee is an employers biggest fear, because even if there isn’t a legal basis to the claim, they have to spend money defending it robustly and their time is taken up dealing with it, not focused on growing their business.

HR rant over – onwards and upwards

Is it OK to dismiss staff by text message?

Let’s quickly answer that one: NO!

Text messaging is a great way to communicate quickly to contacts, but it is impossible and unethical to convey a difficult and delicate dismissal message in 160 characters.

What might that text message read like? It might resemble what Lord Sugar says in “The Apprentice”, “It is with regret that you are fired” [ending with a finger pointing emoticon?]

It has The HR Dept running for the hills!

We’ve also come across other shocking ways in which employees have been let go; a schoolgirl was sacked from her Saturday job via Facebook: 

"I had to tell the owner bout u losin that tenner coz obviously the till was down at the end of day. She wasn’t very pleased at all and despite me trying to persuade her otherwise she said I have to let u go. I'm really sorry”

Another case we dug up reported a store boss setting the fire alarm off to gather his staff outside only to tell them they’re out of a job! 

We haven’t spotted any Twitter dismissals yet, but we are sure it is only a matter of time. With only a 140 characters to use, it would be short and sweet. But again the advice is resist...

If you need to dismiss a member of staff for whatever reason and feel yourself reaching for Facebook or that fire alarm, reach for the phone instead and call The HR Dept!

On Strike!

This week Unison revealed more than 1 million public sector workers are to vote for potential strike action, in the row over public sector pensions – with a day of action planned for 30^th November.

We were asked a question recently by a concerned SME employer on the affect this may have on their workplace, not because their staff were going out on strike but...

Q: Some of my staff are expecting not come to work on 30^th November because schools are closed and they have to look after their children? Do I have to pay them?

The HR Dept answer: Oh dear it appears now is the winter of our discontent! The reality is, no, you don’t. I would tell them they have plenty of time to plan ahead, so it won’t be a dependent emergency and they can get into work. Alternatively, start a crèche!

Naturally, all employees have the right to have reasonable unpaid time off for dependents in emergencies. This could be caring for a sick child or dependent, when childcare has broken down or dealing with an unexpected incident involving the child during school hours. With timelines being prepared in advance however, pragmatic steps should be taken by a worker to ensure alternative arrangements are made. Of course there are always exceptions, so being a supportive employer and encouraging workers to discuss care issues is advisable.

Are you an employer experiencing something similar? Please leave a comment below!

Dress Codes

Business dress codes have changed dramatically in the last 50 years. Did you know in the 1960’s, Bowler Hats were favoured by city gents as it was the ‘hat that won the West’.

We have therefore commissioned a short survey  to find out how many employers still have a formal dress code for their staff. The survey will identify which employers and industries have a formal dress code and how they enforce it.

Employers have a right to establish a dress code for employees for many reasons – image, health and safety, but the HR Dept is looking to see whether employers are still thinking in the 60’s when considering a dress code.

Click here to kindly answer our 30 second survey (all kept anonymous!)