There are times when an employee/employer relationship just can’t move forward. It’s not a position than anyone wants to find themselves in but it does happen and the business needs to understand what the options are in this scenario.
A settlement agreement is something that can be considered and in this blog post we’ll look at some of the scenarios when such an agreement may be worth considering.
You don’t need to do Performance Appraisals anymore as they are antiquated and no one else is doing them. Right? Not quite. Performance Appraisals as they used to be may be a thing of the past but that doesn’t mean you can stop appraising performance.
The headlines that you’ve read came as a big relief to so many of our clients. They really hadn’t ever seen what the business was getting in return for all of the time performance appraisals took up.
That may sound very cynical but it really has been the reality for so many people I’ve spoken to.
Recent media reports are suggesting that there will be a real talent shortage following Brexit. So, how do you go about attracting talent when simply competing on salary and benefits isn’t something that’s an option for many SMEs (Small and Medium Enterprises)?
Employment law changes fairly frequently and there are some updates on the horizon of which you should be aware. Some of these changes are imminent so it’s important that you take action sooner rather than later.
As a manager, you’ll have heard repeatedly that giving constructive feedback is the answer to many of your management challenges. However, it’s really not that easy. We’d all like to think that we’re great at telling people when they’ve done a good job but in reality, how many of us actually find the time to it?
Then there’s those people who aren’t doing a good job or who are doing a good job but their style is such that no one wants to work with them. How do you tell them what they need to hear without causing drama?
It’s a challenging area but developing skills in giving feedback is definitely a worthwhile investment.
Performance appraisals tend to be something businesses either embrace, ignore or conduct in a fairly half-hearted manner because they know they should do them but don’t really want to. The businesses who either ignore or are half-hearted about performance appraisals tend to be those who haven’t seen any benefit arise from them.
We thought it would be worth sharing with you some of the common issues with performance appraisals so that you can think about changes you could make to get the most out of the process.
The question arises frequently as to whether evidence gathered this way is admissible in an employment tribunal case and also whether undertaking covert recording is a criminal act. We’ve also been asked about whether or not employers are able to monitor and record their employees. This post explores this topic.
There are very few businesses who don’t have that one difficult employee who just seems to be more trouble than they are worth. They take up a disproportionate amount of management time with their issues and grumbles, are a negative presence in the office, and obstruct rather than support change. They don’t do anything that’s so wrong as to warrant disciplinary action but just make everything so much harder than it needs to be.