I watched a programme and attended a lecture recently on personality profiling. In the former, random individuals were asked the definition of personality. Then the experts stepped in and gave their definition. It is interesting that every person agreed ‘it underpins everything; it is the way you behave, the way you interact and the way you make an impact’.
Whatever subject I’m covering with coachees or those attending a workshop, the whole issue of time management always arises. I hate the term ‘time management’ as we cannot manage time – only ourselves.
When was the last time you reviewed your contract documentation? How often do you update your employee handbook? We have been working with a few of our new clients on restructure projects in the last 12 months and have found that their existing range of policies, contracts and handbooks are not compliant with current legislation. Why bother? Why does it matter?
Although we have just sent out a legal round up for 2014, I find the impact made by our leadership and performance bulletins tends to be more uplifting. I leave you with something Nelson Mandela said and the quote is a direct one:
There have been a few changes to employment and employment law during 2014 and as you will receive many of these bulletins, I’ve aimed to be as brief as possible. The key changes are below and are deliberately brief. If you need any help in relation to the impact the changes may have on your business, please contact us.
Absence management can be a bit tricky – as equality of treatment is paramount, but there is a vital need to manage costs. There is the immediate financial cost of absence which, on average, is reported to be £609 for each absence period (1). However, the costs are, in reality, much higher as only 40% of organisations actually measure the cost of absence. This figure is given in isolation as there is considerable damage caused by absence which has an overall effect on morale and stress, making it a significant issue for employers.
The shared parental leave (SPL) provisions will apply to the parents of any child due on or after 5 April 2015, so you may well be starting to get questions from employees about what it will mean in practice. There is a compulsory 2 weeks maternity leave for the mother, but after that maternity leave may be shared with the father or partner (as the new provisions apply in same sex relationships, as well as to adoptions and to surrogate arrangements) as long as both parents are eligible. Eligibility arises for the mother (or adoptive parent) when she becomes eligible for maternity leave or pay, maternity allowance or adoption leave or pay. For the father, or partner, eligibility arises when they have been employed for at least 26 weeks by the end of the 15th week before the due date (or date of matching for an adoption).
There is seldom a week that goes by when I am not asked about the potential of removing somebody from a business who is performing below par. We all hate confrontation and unfortunately, as is the case with most things, failure to confront often results in an even bigger problem.
Some people always seem cheerful, no matter what happens. How can this be and why should we care about it as employers?
It may be a long way off, but have you thought about how much you need to save to fund the lifestyle you would like in retirement? The Chartered Institute of Payroll Professionals has recently (July 2014 ) surveyed 2000 people in the UK and found that only 49% of them have any form of pension (company or private). Only 17% of the survey group had actually taken active steps to work out what they needed to save and started saving that amount.
Integrated Resources MD