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    Management is a tough job, doing your own work and managing others, it is a skilled balancing act. People management is inherently tricky due to the very nature that everyone is different and may require and respond to being managed differently. Some managers may put managing people on the back seat, focusing their priority on the day to day job. This is normal, but should be noted that there are usually consequences of this.

    For example, here are some common comments managers may say in the work place;
    • “Jo is off sick again, and it’s always a Monday”
    • “Jennifer keeps making mistakes”
    • “Jack has been moody and snapping at everyone”

    The first question I normally ask is have you spoken to them? More often than not the answer is no. This is for many reasons, mostly “I don’t have time”, “there doesn’t seem to be a place to speak” and “am I allowed?”. Managers may often get stuck with hoping a particular situation resolves itself without their input. The situation then festers and becomes harder for managers to manage and they are getting more frustrated. Little things become bigger issues, if not nipped in the bud and end up being very costly in terms of productivity, management time and employee engagement.

    Speaking to the employee and finding out what is going on is the quickest and most effective way of resolving most issues.
    • If someone is off sick, carry out a return to work meeting with them. Find out what is going on before jumping to conclusions. Put it forward to the employee that there is a pattern of them being off Mondays and find out their response.
    • If someone keeps making mistakes, tell them. Explain what the mistakes are and discuss how these can be prevented. Be clear on your expectations and ensure that the employee understands the situation. If an employee is not told about it, how can they improve?
    • If someone is moody and snapping speak to them on a 1:1 basis. Ask them if they are ok? Explain that you have noticed they are speaking to people in a particular way that is not acceptable or that they are reacting inappropriately to certain situations. There may be something personal going on affecting them and they may not know that it is having an impact at work.

    Other forms of communication such as emails are commonly used to communicate to employees highlighting any performance issues, or in place of awkward conversations. However, whilst having an email trail is great for record keeping and referring back at a later date, a tone of an email can be misconstrued. Employees can sometimes interpret the message of an email in a different way it was intended. Likewise, employees should not be afraid to approach their manager and ask for a meeting.

    Although businesses may be taking advantage of the various different ways technology has improved communication, the importance of a conversation is an incredibly powerful tool.

    If you want to discuss a particular situation you are dealing with please get in touch with one of our HR Specialists on 0161 478 3800 or via email on hello@peachlaw.co.uk.

    bullying-sign

    In light of this week being Anti Bullying Week, Peach have taken a look at bullying and harassment in the workplace and how businesses can prevent this occurring in their Company. Here are our top 10 tips!

    1. Understanding- Do you know what bullying and harassment is?
    Acas gives the following definition: ’Bullying may be characterised as offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means intended to undermine, humiliate, denigrate or injure the recipient’. It can be a one-off incident or reoccurring acts. Bullying and harassment doesn’t just occur in school playgrounds but can be part of the overall culture of a business.

    2. Do you know what it can look like?
    Bullying and harassment can look like a number actions such as; personal insults, rudeness, threatening behaviour, unwanted sexual advances and harassment, setting impossible deadlines, persistent unwarranted criticism. Even silence or inactions from an employee may indicate there is an underling issue. Pranks and banter in the workplace may seem like harmless fun but these acts may not be seen that way to others. Are you confident that you are protecting your employees from bullying and harassment?

    3. Do you know the effects?
    There are significant effects that can manifest from bullying in the workplace such as;
    – some may …

    Click here to receive the full Top 10 tips to managing bullying and harassment via email, free!

    hiring

    Are you a Legal Secretary/PA? Looking for part-time work? This is an exciting time to be part of a forward and fresh thinking business.

    Peach Law are looking for someone to work 2 days per week (Thursday & Friday) 9.00am – 5.30pm, who can hit the ground running with enthusiasm and efficiency.

    We are looking for someone with excellent IT skills, able to audio/copy type with high quality administrative experience. The role will involve working closely with the Managing Director to assist with all aspects of the smooth running of the office and the development of the business.

    Experience as a Legal Secretary is essential with excellent interpersonal, organisational, verbal and written communication skills.

    If you are interested, feel you have the suitable skills and want to join a vibrant and exciting new team, please send your CV and a covering letter to hello@peachlaw.co.uk and apply now! A full job description is available.

    gig-workers

    The Commons Select Committee on Business, Energy and Industrial Strategy ( ‘BEIS’ previously known as ‘BIS’) has confirmed that an inquiry into the future world of work is to be undertaken. The inquiry will be looking in to the rights and status of agency workers, those who are self-employed, and those working in the ‘gig economy’. The ‘gig economy’ is the term now commonly being used to describe an environment in which temporary positions are common, and where organisations contract with independent workers for short-term engagements.

    Overall, as we know the world of work is evolving and changing, and the BEIS Committee will explore the status and rights of workers ahead of its report to be entitled, “The future world of work – the status and rights of workers”. It is believed that the inquiry also intends to consider other issues such as working conditions, and low-pay.

    Recent cases including the practices at Sports Direct, and the case regarding the status of Uber drivers have highlighted some of the pressing issues that are to be considered by the inquiry. (The Uber case is considered further in another post by Peach Law).

    The committee is calling on “all interested parties” to respond to a consultation on the issues, including whether “the balance of benefits between worker and employer [is] appropriate” for agency and casual workers, and whether there should be “steps taken to constrain the use by businesses of agency workers”.

    Written submissions can be made by clicking here:

    We are sure that the outcome of the inquiry shall make for interesting reading and Peach Law shall provide further updates on this once they are available. In the meantime, and as always should you have any questions arising out of this article, please do not hesitate to contact Lindsey or Sarah within our employment law team on 0161 478 3800 or on hello@peachlaw.co.uk

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