Willow HR

Managing a grievance at work can be incredibly stressful for all concerned. But with the right procedures in place, it doesn’t have to be. Our advice, if the employee is willing, is to offer an informal approach to resolving grievances first—many issues can be resolved through discussion with the employee. For more serious problems or those that can’t be resolved informally, you’ll need to pursue a more formal process. Check out our FREE download for detailed info on grievance procedures - Link in the comments 👇 We are also on hand to provide you with the templates for each step, or even to run the whole process on your behalf. Drop us a message if we can help. #grievanceprocedure #grievanceatwork #willowhr

So, share the load, and delegate. When done in a well communicated, supportive way, delegating leads to personal and business growth. What’s more, your team will be happier and more productive if they feel they have your trust and can exercise some autonomy. Don’t be afraid to delegate—communicate, share, empower! #hrconsultancy #delegate #willowhr #managementtips

Let's talk about something many of us dread: performance appraisals. Whether you're a seasoned professional or just starting out, the anxiety surrounding appraisals is real and common, but it shouldn’t be this way. Here are some tips to help ease that fear: 👉 Prepare in Advance: Keep a record of your achievements, projects, and feedback throughout the year. Simply pop yourself an email, or note it on your phone as a reminder. Being well-prepared can boost your confidence. 👉 Seek Feedback Regularly: Don’t wait for the annual review. Regular check-ins with your manager can help you stay on track and reduce surprises. If your manager isn’t inviting you, there is no reason you cannot instigate the conversation. 👉 Embrace Growth: Remember, appraisals are about development. View feedback as an opportunity to grow, not as a critique, and remember a balanced view is essential for a constructive conversation. 👉 Communicate Openly: Use this time to discuss your career aspirations, challenges, and how you can be better supported in your role. 👉 Look Forward: Focus on your successes and areas of improvement rather than dwell too long on the past. Don’t forget🌟 : Appraisals are a two-way conversation designed to help you succeed, so bring your feedback and be ready to discuss your experiences and needs too. Share your tips for handling appraisal anxiety below. Let's support each other in turning these conversations into opportunities for growth! Don’t let fear hold you back from achieving your full potential! #PerformanceReview #CareerGrowth #ProfessionalDevelopment #WorkplaceWellness #EmployeeSupport #HR

Apprenticeships aren't just for young people anymore! They're tailored, flexible, on-the-job training programmes that benefit both employees and employers. 💼💪 Benefits of apprenticeships for employers include: 👉 Upskilling the workforce. 👉 Addressing skills shortages. 👉 Increasing productivity 👉 Retaining talented employees 👉 Diversifying the team. Investing in your employees through apprenticeships is a cost-effective way to ease operational pressures on busy teams, boosting productivity while increasing morale. Plus, it shows your staff that they are valued and you're committed to helping them grow and advance their careers. 🤗👍 Don't miss out on the opportunity to diversify your team and bring in fresh perspectives. Consider apprenticeships as part of your professional development strategy! 🌍💼 #apprenticeships #professionaldevelopment #willowhr

As the summer holidays decend, it's inevitable that many of our team members will be taking well earned breaks. Occasionally this can be a challenge to usual workflow and energy in a team. Never fear!! We have you covered with some tips on keeping the team spirit alive and well over the next few weeks 👇 How do you keep your team connected and motivated during the holidays? Share your tips below. #TeamSpirit #HolidaySeason #RemoteWork #TeamBuilding #Leadership #WorkLifeBalance

Embedding Equity, Diversity, and Inclusion (EDI) in our job descriptions and job adverts is a crucial part of taking steps towards inclusive workplaces. 🔍 Why EDI in Job Descriptions Matters: 👉 Attracts Diverse Talent: Inclusive language and clear EDI commitments signal to potential candidates that your organisation values diversity, equity, and inclusivity. 👉 Reduces Bias: Carefully crafted job descriptions and considered candidate requirements help minimize unconscious biases, ensuring fairer opportunities for all applicants. 👉 Builds Reputation: Companies known for their EDI efforts attract top talent and foster a positive brand image. 🚀 Take Action: 👉 Review Existing Descriptions: Regularly audit and update job descriptions to ensure they align with EDI principles. 👉 Be Explicit: State your commitments to an inclusive process and invite adjustments explicitly. 👉 Review Your Recruitment Process: Consider who could be at an unfair advantage or disadvantage in your current process. Are you measuring the right skills, knowledge and behaviours? 👉 Seek Feedback: Encourage an open dialogue to input, discuss and feedback on job descriptions. 👉 Educate Hiring Managers: Provide training on EDI best practices to those involved in the hiring process. By thoughtfully integrating EDI into our job descriptions and job adverts, we pave the way for a more inclusive, innovative, and equitable workforce. Let’s take this step together to build workplaces where everyone feels valued and empowered. 🌟 #Diversity #Inclusion #Equity #JobDescriptions #InclusiveWorkplace #HR #Recruitment #Leadership

Balancing work and caregiving can be a significant challenge for many employees. During the summer holidays this becomes particualry challenging for those with school age children. As leaders and colleagues, you can play a pivotal role in supporting them. Here 3 simple ways you can help: 1️⃣ Flexible Working Hours ⏰ - to accommodate caregiving duties. 2️⃣ Remote Work Options 🏡 - to provide more balance and convenience. 3️⃣ Open Communication 🗣️ - about caregiving challenges and needs. Let’s create a workplace where everyone feels valued and supported. #EmployeeSupport #WorkLifeBalance #Caregivers #FlexibleWork #InclusiveWorkplace

You’re running a business, so we reckon you’re pretty nifty at what you do. But if that isn’t HR, the people-related tasks might be taking too much of your time and energy, meaning you’re missing out on doing the stuff you enjoy. ⛳ 🧗♀️ 👩👩👧👦 Let us take HR off your to-do list so you can do more of what makes you happy—HR is what we love, and we’re pretty good at it, too. 🏅 We can support with a whole range of HR activity as if we are part of your team. ·       Payroll support ·       Management coaching and support for team issues ·       Recruitment ·       Employee contracts, leavers, changes, admin, admin, admin…. ·       HR Information System set up and updates ·       Appraisal and performance management ·       Training planning and delivery ·       Team development ·       Disciplinary and grievance support Our mission is to give valuable, affordable advice and be easy to do business with, so call us today to discuss your needs. 🤳

A manager/employee relationship is critical to well-being, productivity, and personal and organisational growth. When we feel our managers are lacking in their management or leadership skills, it can be frustrating. But remember, everyone needs development in something! Communication? Motivation? Recognition? Delegating effectively? Fostering great teamwork? Have you ever wished a manager had training in a specific area? Comment below 👇 #managertraining #willowmanagertrainingcourses #professionaldevelopment #willowhr

More employment law changes to come... In their manifesto, Labour detailed a number of changes to current employment laws which are designed to increase employee protections, and have promised to implement the changes within 100 days of taking power. One of the most significant is that they have proposed to remove the 2-year qualifying period for employment rights, such as unfair dismissal. We often see employers relying on the 2-year qualifying period to exit poor performers, unreliable staff or repeat offenders of minor issues. We are expecting to see that coming to an end and needing to follow a full process to deal with employee exits from day one. For the benefit of employers and their staff, this makes it a critical time to ensure your contracts of employment, policies and staff handbooks are fully up to date, with clear processes as to how any issues will be managed and followed consistently. Attached to this post is a helpful article, courtesy of the CIPD that details all of the proposed changes. Please let us know if we can support you to prepare for the changes, in any way. #employmentlaw #employeeprotection #hrconsultant