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HR and Staff Management

While many considerations are given to physical safety in the workplace, it is only recently that the focus has turned to mental health and the significant impact it can have on the workforce’s ability to conduct its duties effectively. Issues around mental health in the UK cost businesses £35 billion per year, and cultural issues around ‘presenteeism’ are seeing workers fail to admit to mental health issues, resulting in poor health and reduced productivity.

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Showing your employees how much they mean to the company should not be expressed only through promotions and paychecks. To help them understand that they are a vital part of your business and that you plan on working with them in the long run, you should implement some work culture strategies that will illustrate how much you care about their wellbeing as well.

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Businesses have enough to worry about; one of the major things being competition from outside sources, so fraud that takes place within a business can be viewed as an avoidable problem. Not only do employers have to be extremely vigilant to defend against external threats from their competitors, but they also must be constantly looking for indications that their employees may be stealing from the company from within for personal gain.
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Yes, you own a small-sized business. That doesn’t mean you want to hire people with small-sized talent. How do you draw the right candidates into your small business? How do you compete with Fortune 100 or even Fortune 500 companies that have staff entirely devoted to recruiting and hiring?

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If your small business is expanding and you have a small team working for you then you might consider hiring an IT Support professional. As your business and team grow so will the technology involved, so it might be a good idea to either train your staff with basic knowledge of IT support or hire IT support staff. A go-to tech person can help with the day to day issues which may disrupt the workflow and be detrimental to the productivity of the workplace.

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As an employer, managing maternity leave is an inevitable part of doing business. You will be understandably thrilled for your employee, whilst also wondering whether your team will be overstretched, or how this change might hurt productivity. On top of that, you have the financial commitments surrounding UK statutory maternity pay (SMP) to navigate.  It can all end up feeling rather admin heavy.

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These days, when we think about improving productivity there’s probably a good chance that we think about automation and process improvement.

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Long hours, tight deadlines and increasing demands, among many other workplace stressors, can turn work into an emotional roller coaster that will inevitably affect performance and job satisfaction. Running the hamster wheel is a short-term gain.

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Noel McDermott, a psychotherapist states that: “If you want to be a progressive business leader, now is the time to invest in the emotional and mental health of your team, they are after all your most valuable resource. Most organisations now understand fundamentally the link between a healthy workforce and increased productivity and most of us understand that health and wellness includes mental wellness.”

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If you are running a small business, you might have some employees that work for you on a remote basis. This new generations of employees expect more from their work and employers. They expect their employer to care about their work-life balance and offer them flexibility through remote working. So if you are one of those employers, then it is essential that you regularly communicate with remote employees for several reasons.

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Every company’s beginning is hard, which is why small business owners are tasked with perfectly balancing the budget, or risk unplanned bankruptcy and an abrupt end.

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The success of a business is greatly dependent on the efficiency of the employees. The relationship of the people in an organisation will determine the kind of outcome that they will produce as a team. This is the reason why it is also very important for every business owner, manager and supervisor to examine the kind of atmosphere in the office. One has to be sensitive to the needs of the people he or she is managing. Teamwork is only possible if everyone is comfortable with the company of the other.

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In business giving and receiving feedback, and knowing how to make this an effective process, is vital. When it is sincerely delivered, specific and supportive, feedback helps us to identify previously unseen areas for development, to introduce new ideas and to encourage people to embrace challenging goals. Conversely, feedback that is insincere or overly critical can demotivate and disenfranchise, which can damage and even destroy relationships.

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An efficient business is usually a more profitable business, and taking steps to improve your company’s efficiency can make a huge difference in your revenue. These improvements can also save your employees and customers a lot of time and stress and will help make everyone happier.

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Finding the right candidate for the job is crucial for an array of reasons. For one, recruitment is a timely and costly process that businesses do not want to have to repeat over and over after shaking hands with the wrong candidate. When the true cost of a bad hire can be in excess of thousands of pounds, businesses need candidates that are committed to a long-term career with the company and are driven to succeed.

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Whether they want to enjoy the great weather or spend more time with their families, many of your staff would enjoy working somewhere other than the office in the summer.

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For much of history, the concept of a safe workplace was one which was free from physical hazards. While this is still very definitely the case, there is a growing awareness of the need to protect employees’ mental health as much as their physical health.

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There’s a lot more to human resources than just handling personal functions such as hiring and firing. HR is also responsible for managing talent and supervising the entire lifecycle of employees. Therefore, to ensure that your business flourishes, a successful talent management strategy is key to helping your employees reach their full potential within the workplace. After all, a firm’s most valuable resource is their people, so, the role of talent management should be considered an essential part of your organisation’s strategy.
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Contrary to popular belief, workplace diversity is not a ‘modern trend’. For centuries, tradesmen have known that establishing contacts with strangers and employing people from different countries would contribute to their business. The model has survived until this very day because it is more than successful. Nowadays, the term “workplace diversity” has a much broader semantic scope as it includes people of other political views, religions, age, gender, experience, and other factors not directly related to work.

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Scott McGohan, CEO at McGohan Brabender, claims that the lack of communication is every company’s major challenge. Effective workplace interaction is possible as long as productive staff members are in their proper places. Besides, small organisations usually feature unstable internal structure (at the beginning of growth), lack of cash and resources.

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