Willow HR

Laura Callahan in action 🙌

What’s your vision? 🔍 For your team to understand what they’re doing, where the business is going, and how they fit into that, you need to have a clear vision. And you need to articulate that vision in a way that brings your people in. With a strategic, consolidated approach and a focus on your vision, your people will deliver what the business needs to be successful. #vision #goodhr #willowhr

If you work in an SME, this is probably what your job looks like! A big ball of random roles or tasks you collected over the years, as the business grew and evolved. But how efficient is that? To improve efficiency, it’s helpful to start with a review of your product or customer journey. Then your team and processes can be centred around this journey. You’ll be surprised how many efficiencies you find! We did precisely this for a client. We reviewed their customer journey and processes, and quickly identified that five different people in the business were undertaking market research as part of their role! FIVE 🖐!! But no one knew the other was doing it, and no outputs were being shared. So, just in the in the first hour, we shaved off a day per month of wasted time…and that was just the start! If that resonates with you, give us a call 📞

Surprisingly, no! There is a requirement for an employee to have independent legal advice before signing an agreement, but this does NOT have to be paid for by the employer. The employer may require the employee to cover their own legal costs. However, in reality, in our many, many years of experience, we have only heard once of an employer who didn’t pay the legal fees. Often a settlement agreement is mutually beneficial, so it’s in the company’s interests to make it as easy as possible for the employee to get the advice and sign, especially in cases where the employee may not have the means to pay for the advice themselves. For more advice on situations like this, drop us a message. #settlementagreements #hrlegaladvice #willowhr

👉 Firstly, you will need to know or find out! Your employee may not have an obligation to tell you, depending on the circumstances. Having an honest and supportive culture and speaking openly about positive attitudes towards supporting former offenders, will mean employees are more likely to come forward. 👉 You may be able to speak to the police directly about an employee and a potential offence. 👉 Any investigation or formal process must not impede a criminal process. Speak to the police to ensure you will not be interfering with their process. 👉 You may have a line in your disciplinary policy that says an employee ‘may be subject to formal action if charged or convicted with a criminal offence’, but you must consider if the offence is relevant to their employment before taking action. 👉 You do not have to wait for the outcome of a prosecution before taking action if it is appropriate to do so. 👉 The threshold for a conviction is greater than the threshold for a disciplinary, so it is possible to uphold a disciplinary decision even if not convicted, depending on the circumstances. 👉 If you’re considering dismissal, consider first if it is possible to move the employee to another part of the organisation, or if dismissal is the only appropriate action. Loss of employment should be a last resort, as this could affect the likelihood of reoffending. Each time we have advised in this area, the circumstances have been entirely different. Every case is unique and often complex. Make sure you get advice and support before taking action. If we can help you, please get in touch. 📲 #employeecriminaloffence #employeedismissal #willowhr

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