What We Do
Human Resources for SMEs
Our HR services
Performance Management is a broad term and covers many aspects of your employee’s experience.
Managing expectations and creating boundaries is an important way of developing a positive psychological contract with people you manage. This can begin straight away (no long processes or over engineered policies are required) and will develop strong employee engagement and retain your best performers.
A great way to begin this is to set objectives and to hold regular reviews, that way any problems can be dealt with whilst they are small and in a timely manner; it also offers challenges and stretch to your rising stars. We have developed various methods and ways to record these discussions that can work in every situation. We can also advise on specific, more complicated situations.
Annual reviews are still held in most organisations and this is an opportunity to have a slightly longer and in-depth with members of your team. It is also and ideal time for you to identify potential talent for your pipeline and to begin interventions if things aren’t working out.
Managing and developing your top performers is essential to retain and motivate them. Managing poorer performers is critical to mitigate risk to your business and team morale, it can be a difficult process to begin and to maintain but we can help your business put various processes in place (from light touch to a huge roll-out) to help you hold difficult conversations and to put support mechanisms in place.
Managing performance is also a great way of driving culture change. Sharing a vision and demonstrating how each of your people are part of it, is an incredibly powerful way to motivate individuals. And setting objectives in line with overall company values helps you to focus your team’s efforts.
There are many ways to implement performance management measures and we can work with you to find one that’s right for your organisation.
When a new person joins your organisation the onboarding process is crucial to the success of your new hire’s experience.
The recruitment process can be both costly and time consuming so once you have identified the best person for the role, it makes sense to get them up to speed as soon as possible.
Preparation and planning are key to use your valuable time wisely, there are some aspects of onboarding that can be done before the joiner’s first day.
We can advise you on how to best prepare and plan for your new team member and how to create a strong psychological contract with your new starter. Getting off to a good start paves the way for a long and rewarding career for your employee and a quick return on your investment of time and money to recruit them.
An employee handbook is the go-to resources for all your people. This is the ideal place to share your values and goals and highlight your policies.
Creating a handbook is a bespoke piece of work, using language and style that fits with your organisational culture.
Handbooks can be critical to share your expectations with your people and can often be used to showcase benefits and rewards.
We can create a handbook that fits the needs of your organisation. Something simple and straightforward may suit your environment, alternatively a series of detailed policies and industry specific requirements might be a better fit
Coaching to develop senior managers
Once managers reach a certain level, they must make a conscious shift to a place where they can distance themselves enough from their team to take a more strategic view.
Such a shift is a different experience for everybody, and your top performers often need an impartial and objective outlet.
To support managers in this transition I offer a series of 1-1 calls to provide a space for reflection and to offer them the opportunity to work through the new situations they’re faced with. This time is valuable for newly promoted senior managers and supports them in finding a style that suits them personally, to maintain authenticity, whilst maintaining a separation from their team.
Planning and managing restructures and redundancies
Many businesses are often not fully equipped to deal with planning for and managing restructures and redundancies. This is often a daunting situation for the business owner, and one that requires a clear and efficient process whilst managing the sensitivity of the situation. To help you navigate your way through the redundancy process we have put together this downloadable redundancy process guide outlining the stages of the redundancy process.
In order to work out what your redundancy spend will be, here is a useful tool from gov.uk that calculates your employee’s statutory redundancy pay. You need to input details of your employee’s redundancy date, their age, number of years they’ve worked for you and their gross weekly pay. The amount of statutory pay amount will be generated and broken down which is useful for you to include in redundancy paperwork.
We can assist with all communications, paperwork, consultation and timeframes to ensure a smooth transition is made.
Moderating team development measures
A moderation process demonstrates fairness and transparency. It also ensures parity across different teams. Once your management team have decided who they would like to promote or give salary increases to, a meeting for check for equality and legal compliance can add rigour to your process and mitigate the risks of errors, potentially leading to disgruntled employees further down the line.
360° feedback can be an extremely positive experiences if it’s managed well. We can run a thorough process of giving employees an opportunity to share their opinions and experiences and gather the feedback and deliver it in a meaningful way to your management team. We find this is a powerful way for people who may become future leaders to have the benefit of the voice of their people captured in a professional and meaningful way. Such experiences lead to better relationships between team members and management, can improve communication and ultimately contribute to high levels of employee engagement.
Policies are often overlooked until they need to be relied on and unfortunately this may be too late. We can provide regular health checks to review your policies and ensure they are up to date with current legislation and give you, as an employer, the best protection.
As part of this service we can recommend and create any new policies we think will enhance your existing suite.
We can review your business processes to identify any gaps by dissecting them and re-mapping them to examine each one in micro detail. We can rigorously test the chain of events to highlight any gaps or bottleneck
Involving your team in this can be extremely effective. Their ‘on the job’ input can add a valuable insight and they often brig great ideas. Including team members in developing processes can be incredibly empowering for them and double up as a team building event.
Advising on flexible work requests
The Flexible Working Regulations Act was introduced in 2014 and comes with responsibilities for both employee and employer. We can assist your business in putting flexible work policies in place as well as advising you on how to manage flexible working requests from employees. Please see our article on Flexible Working Requests here.
We take into consideration the size and needs of your organisation before working out the right way forward at the right cost.
Many businesses face regular people issues, especially since the beginning of the coronavirus pandemic. Frequent ad-hoc advice soon mounts up and becomes unaffordable for small business owners. Therefore, to help you manage your people issues effectively we offer affordable retainer options. This means we can be on hand whenever you need us. To find out more about HR Outsourced please take a look here.
On the other hand, if you prefer to work on a project by project basis, wherever possible we offer a fixed price.
Please find a copy of our fixed price menu here.