5 Ways to Improve Team Management Skills

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Now’s the perfect time to assess your team management skills, as you continue to prepare for the year ahead. This is particularly important, as we leave behind a year which stretched our business and management skills like no other.

With a COVID-19 vaccine currently being rolled out, we can begin to hope to return to some normality in 2021. However, the pandemic has exposed huge weaknesses in team management.

City & Guilds surveyed 3,500 UK workers about this issue. Almost two-thirds felt that their company’s leadership had been lacking during the stress and change, of 2020. (You can read more here about this survey).

1. Delegation for Good Team Management

As a manager, you must lead. Yet, it is important to have a staff structure which allows for delegation, and trust. If staff are given responsibilities and autonomy, this eases up the workload of a manager. But – just as importantly – it also encourages a culture of autonomy.

If employees do not feel they are developing in their jobs, there is likely to be higher turnover of staff. This costs a company more, and makes a team more fractured, and less efficient.

2. Empathy

Many managers underestimate the power of empathy, in fact, many don’t see the value in this management skill at all.

Empathy is crucial during times of crisis when so many people are struggling and has been the saving grace for many businesses during the Coronavirus.

Getting this right creates connections with your staff, it creates an innovative, loyal workforce.

How Do You Show Empathy?

  • Listen to people—without interrupting.  And while you’re listening, pay attention—without distractions like looking at your phone or looking at your watch.
  • Talk to people – be genuinely interested, ask them about their interests, pay attention to what they’re doing and praise them for what they’re doing well, and encourage them to speak up with their own ideas.

Not only does it create a stronger workforce but improves the overall business performance, a study from Harvard Business Review found that empathetic companies outperform their more callous counterparts by 20%.

3. Provide Feedback to Your Team

Millennials now make up a high percentage of most businesses, it is imperative managers tailor their management style to suit the workforce.

Generation Y Millennials (aged 24 to 38) prefer to receive on the spot recognition.  They also crave recognition, career progression and want to learn and develop.

However irrespective of the demographics of the workforce, successful performance of your team is achieved by being clear on the expectations of each team member, providing regular feedback on performance and giving staff accountability for their own performance by setting targets.

However research would suggest if you want to hold on to your top performers  one of the main retention strategies is recognition, 25% of people said they left their jobs due to lack of recognition in their employment.

4. Communicate With Your Team

Team managers should seek to create a sense of parity. Rather than being distant in an office, a team manager should hold regular team meetings.

These meetings are an opportunity to update staff on changes within the organisation. They also allow for hearing the views and experiences of staff, and welcoming new team members.

Team meetings also allow a manager to build on their active listening skills. A manager should not assume because they lead, or have many years’ experience, that they always know best.  They may be pleasantly surprised and the company may benefit from the skills, experience and input of newer and younger staff.

With many staff working remotely, this brings it’s own challenges but also makes the regular communication more important now that ever.  Communicating with remote teams will ensure the workforce stay connected and up to date with what is happening within the business.

5. Manage Discipline Fairly

A manager should strictly follow best practice, as outlined by Labour Relations Agency.  Managers should be aware, that a one size fits all approach, however, could be discrimination. Particular attention should be given, to protected characteristics under the remit of the Disability Discrimination Act. If not, a manager could well have a tribunal to answer to.

A practical step to take, is to ensure policies in relation to discipline and equality, are in place. Management need to ensure they are followed across the company and amended over time.

For example, a decade ago there was little discussion of gender identity beyond male and female. Earlier this month, a tribunal claim brought against Jaguar Land Rover, broke new ground in protection for gender-fluid staff. (Read details here).

Consult HR Help for Team Management Skills

There’s a lot for a management team to think about, when it comes to efficient management skills. The best option is to seek professional guidance. Consult HR can provide the management support and training your company needs.

 

For bespoke management training and support, contact Julie Pollock on 07858089006 or email julie@consulthr.co.uk

Visit our website here: www.consulthr.co.uk

 

 

 

 

 

 

 

 

Brexit Guide for Employers in Northern Ireland

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Brexit came into force on 31 December 2020, so this Brexit Guide for Employers in Northern Ireland is essential reading.

Brexit means that free movement of people has ended in the UK. This will impact on your business if you currently employ employees from EU member states. It will also impact on future employment of such individuals.

Using this Brexit Guide for Employers

This Brexit Guide for Employers flags up the key issues your business now faces. These include understanding your EU employees’ status, their right to work and your duty as an employer.

This guide offers tips on dealing with these key issues advise you on how to deal with them. We also have some useful links below guiding you to other resources to help you.

Your EU Employees

Europeans living in the UK on, or before 31 December 2020, may retain the right to work in the UK. However, to qualify, the employee must apply for settled status, under the EU Settlement Scheme. A ‘grace period’ exists for this –  EU nationals have until 30 June 2021 to apply.

Anyone who is granted settled status is permitted to continue working in the UK beyond 30 June 2021. European nationals who arrive in the UK after 31 December 2020, will need a visa, to work in the UK.

If your employee has been a resident in Northern Ireland, before 31 December 2020, they can continue to work for you. To qualify for this, you need to have completed ‘right to work’ checks.  These checks involve verifying the employee’s identity by inspecting official documentation, such as their passport. You then retain copies of this documentation on file. See further details on ‘right to work’ checks here.

Your Duty as an Employer Under Brexit

You should advise all EU national staff of their requirement to apply for settled status by 30 June 2021. However, ultimate responsibility lies with the employee – they must apply, themselves. Applications can be made online.

Displaying posters in your workplace, stating how staff can make their applications is sensible. You may also wish to offer support to any staff who need it, regarding PC access and skills.

Brexit Right to Work Guidance

Until end of June 2021, employers carrying out work checks on European nationals, can accept an in-date European passport. Employers can also accept a valid national ID card, as proof to right to work. If a person is granted settled status, this can be accepted as proof.

A right to work check based on a European passport, gains a statutory defence against illegal working.

Employers found to have staff working for them, who do not have a legal right to work, can be fined. The fine can be up to £20,000 PER illegal worker.

Cross-Border or Frontier Workers Under Brexit

Frontier workers are cross-border workers. A frontier worker in Northern Ireland is an EU National employee who resides in ROI, but works in Northern Ireland. They return home at least once a week.

Under the new regulations, frontier workers must hold a frontier worker permit to enter the UK for work. This comes into effect from 1st July 2021 but DOES NOT APPLY to Irish citizens.

About Frontier Workers’ Permits

Here’s a short summary of how the system works:

  • The worker applies for a frontier worker permit
  • A permit lasts for 5 years and belongs to the employee. They can switch between employment.
  • You can apply for a frontier permit online. It is a free application, up to 1 July 2021.
  • Irish citizens do not need to apply for a frontier permit.

Points Based Immigration System under Brexit

Under the points-based system, UK employers will need to be a registered sponsor. See details here on how to apply for a sponsor licence. This enables you to recruit new employees from outside the UK. EU, EEA and Swiss citizens planning to work or study in here, will need to apply through the points-based system.

Irish citizens will continue to be able to enter the UK under the Common Travel Arrangement. They are not required to apply to the EU Settlement Scheme or under the new points-based scheme.

Non-Irish EU citizens, living in the Republic, who wish to work cross-border, will need to apply to the points-based system.

Recap of Next Steps for Employers under Brexit

  1. Ensure employees are aware of the EU Settlement Scheme – target your communications to encourage them to apply.
  2. Continue to use the same ‘right to work’ checks until 30th June 2021.
  3. Employers are not expected to check if the employee has applied to the settlement scheme. It is your duty to carry out appropriate checks, in line with your recruitment process, when an employee is appointed. It is the employee’s responsibility to apply for settlement.
  4. Allow appropriate time to act, if intending to be a sponsor.

 

Useful Links

 

Intertrade Ireland

If you require any assistance with your HR requirements, we are more than happy to help, contact Julie Pollock on 07858089006 or e-mail julie@consulthr.co.uk

Disclaimer: This article is intended to provide you with general information on the EU Migration Scheme.  You should take professional advice prior to making any decisions in line with this guide.

3 Ideas for a Virtual Christmas Party

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Due to the ongoing coronavirus pandemic, a lot of our Christmas traditions can’t take place. Yet don’t despair; there is a range of ways, to celebrate virtually, with staff. Holding a virtual Christmas party is a great way to boost morale. It also serves, to thank colleagues, for working hard throughout such a tough year.

Virtual Secret Santa

An oldie, but a goldie. A firm favourite for many workplaces, Secret Santa can be altered to be a virtual event. Slack has a Secret Santa app, which can be downloaded. It randomly selects colleagues, messaging them privately, who they need to buy a gift for. However, you don’t need to have Slack. Any form of video messaging software will work, and as a manager, you can pick names out of a hat. Gifts can be posted to colleague’s home addresses. This is a great option if you have a small to medium-sized business. It’s a wise idea to set a spending limit, of around £5 or £10. Staff may have varying salaries. Keeping the budget low, is inclusive.

Virtual Award Ceremony

Getting dressed up, without worrying about falling over in heels, or sorting taxis at the end of the night. That’s the joy of a virtual party for staff. Many companies will have had to cancel yearly, in-person ceremonies. Budget set aside can contribute to holding a virtual version. Managers can set a black-tie dress code and allocate a set allowance for buying drinks and snacks. To make the event more fun, consider creating voting cards. Staff can then vote on the night, for the person to fit the categories. Keep these light-hearted, positive, and PC!

Presents Wrapped With Bows

Virtual Christmas Crafts

For those up for a challenge, consider hosting a virtual craft-making session. Managers don’t have to be artists – there are many fun, simple, tutorial videos available to watch on YouTube. The tutorial can be screen shared with everyone, and the materials can be sent in advance. Or a list of materials to find. This is a great option for organisations, with smaller budgets. There will be many crafting ideas that rely on using household materials, which would normally be thrown out, or recycled.

Consult HR Wishes Our Clients a Happy Holiday Season

2020 has been a challenging year for companies. Consult HR would like to thank our clients, for choosing us to manage your HR needs. We wish everyone a happy Christmas and a healthy New Year. We look forward to working with you in 2021.

If you would like some support with your HR issues now or in the New Year, please get in touch with Julie Pollock on 07858089006 or email julie@consulthr.co.uk

Visit our website here: www.consulthr.co.uk

Restructuring Your Business in the Pandemic

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Covid-19 remains the greatest challenge for many companies, as cases rise dramatically, and restrictions tighten, during this second wave. Unfortunately for many, restructuring your business may be the only option to stay afloat. 

As the end of 2020 draws near, there remains no vaccine. It appears that society and the economy will be deeply affected for some time. If you have not already thought about restructuring your business, now is the time to do so. Restructuring can be a way to be future-proof on profit. 

Consult HR are here to provide some guidance on navigating the challenges.

How to Assess Your Restructuring Needs

Before you start, you need to know where your business is going under restructuring arrangements. What areas of service or production are you concentrating on? What areas are you cutting? Which staff do you need to retain? Where do you need to cut back? 

You may need expert HR advice at this point, to ensure that you are taking the correct strategic approach.

Restructuring and Redundancy Procedures

The other thing you need to take into account, is that there is a strict regulatory framework to follow. For example, there are statutory consultation periods (depending on the number of redundancies being made) and procedures to be followed.

Many employers think they can ‘hand pick’ employees they are considering making redundant – it is not that straightforward.  Whilst you will be able to justify that you need to make redundancies, the selection process needs to be fair.  This is critical to whether you will win or lose a case in tribunal.

You may face extra penalties if these are not followed correctly, so expert HR advice is essential to protect your business. Find out more here about Consult HR support for restructuring and redundancy. 

A man in a blue shirt signing important documents at work

Pandemic Restructuring & Communication

Restructuring a company is not an easy or pleasant task. It involves difficult decisions and conflict. Management will of course feel anxious about making cuts. 

Staff are individuals, with their own challenges and anxieties, during this pandemic. If a company keeps this in mind, then the process is likely to go much more smoothly. 

Management should communicate well with each other about proposed plans, and final decisions. But management should also communicate with their staff, about such huge changes. 

Recently, Cineworld decided to lay off up to 5500 workers. Staff did not know of this decision, until it was reported on by the media. This is an example of how NOT to manage lay-offs. Staff should be informed of crucial decisions BEFORE they are made. This will go some way to reduce conflict and uphold morale. 

HR professional advising clients

Photo credit Tim Gouw @unsplash

Restructuring and Equality

Another key area in restructuring and redundancies is the issue of fair redundancy selection criteria. You may think it makes sense to select workers close to retirement age or the newest recruits to the company. However, companies should always bear in mind their obligations around Equal Opportunities. 

Age is a protected characteristic under the law. If your older staff are the only ones to be made redundant with no clear justification, this could be costly. A company could find themselves being taken to an employment tribunal and paying compensation (which unlimited in discrimination cases). This also causes damage to reputation.

When making redundancy decisions, management should aim to maintain a diverse workforce, retaining their strongest people to support their business. Consider knowledge and skill set. Long standing employees may have shown loyalty, but newer recruits may bring innovation. The selection process should consider the skill set, knowledge and expertise, for the long-term future of a business. 

A woman sits on a chair, on her laptop, smiling

Consult HR Help for Restructuring and Redundancy

Restructuring a business and making redundancies, is one of the most stressful processes a business, and management can go through. It is crucial that restructuring is well thought out, and carefully planned.

For bespoke guidance on restructuring your business, contact Julie Pollock on 07858089006 or email julie@consulthr.co.uk 

 

Visit our website here: www.consulthr.co.uk 

 

How to Manage Your Staff Remotely

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Fresh concerns and restrictions over the spread of Covid-19 may mean that you now manage more staff remotely again. Even with some office-based work, most managers will still be working virtually with many of their team.

In our experience, many offices are working on a hybrid basis. This involves staff spending a day or two in the office and the rest of the time at home. This reduces the amount of interaction but also removes the feeling of being isolated. In addition, it allows for those essential team meet-ups to discuss key work duties. And, it enables teams to have those face to face chats that are difficult or not as effective virtually.

 

Whatever formula you are using, you still need to brush up your remote management skills.  Consult HR are here to help you out with a quick look at some of the key areas and some tips for making things easier and more effective.

 

Communicating with Your Remote Staff Team

Online meetings and communication are crucial to the success of managing a remote working team. You should stick to normal meeting routines, such as daily or weekly team meetings. Just switch to online platforms like Zoom instead of face to face. You may feel all Zoomed out, but the platform’s popularity means people are familiar with its use.

If you need more specialised or secure platforms, research the best options for you and your business.  But don’t forget, everyone needs to be able to access it and use it. Team members may have

If you were in the habit of one-to-one discussions with individual team members, keep this up too. Use video calls or phone calls in preference to email, text or online chat for these kinds of chat.

If you need an open platform for team chats, then make sure to agree a platform that suits everyone. For example, WhatsApp is popular but it can be easy to miss key messages if you are in too many chat groups. Consult and agree the best choice for your team.

But also try to avoid communication overload too as this can be a real drain on team energy. This may mean putting limits on chats, out of hours emails or texts, encouraging people to use meetings more effectively and using online project tools (see below).

remote-working-manny-pantoja-photo-1587578932405-7c740a762f7f

Tools and Equipment for Staff Working Remotely

Make sure staff have access to the equipment they need to work remotely. They may need a better laptop or office chair.  There may be IT or security issues with accessing central data. Talk to them to find out what they need to work better from home.

Tools like Trello and Asana can help with team project work. Find out more about top online tools here.

Measuring Staff Activity & Productivity

Don’t automatically assume your staff need to be under your eye to work effectively and productively. Some of your team may enjoy the flexibility that remote working offers and this can enhance productivity.

Some staff may need this flexibility if there are small children at home. For example, they may prefer to start work earlier and work in the evenings. Work around this if you can and where it works for your team and business. If there are limits to the flexibility you can offer, then negotiate an agreement that will work for the team.

Use meetings to get feedback on how work is progressing. You can also use tools from Excel sheets to Trello boards to monitor tasks and progress. If you feel someone is not pulling their weight, don’t let it slide. Have a one-to-one chat and express your concerns. If there is an ongoing performance problem, then you may need to use disciplinary procedures. But make sure to get HR advice to ensure you comply with the regulations.

remote-working-Brian Wangenheim-unsplash-photo-1588346986082-dbadd9babce0

Mind Mental Health

Remember the obvious – we’re all in the middle of a crisis with the Covid pandemic. You need to be mindful of your own mental health and your team’s. You or any of your team may have serious concerns about older relatives, vulnerable children, or loved ones with immune problems or who are ill.  Some may be dealing with bereavement or isolation.

A team that works well together remotely can also be a supportive team, for you and for them.

For information or advice on managing staff remotely, Contact Julie Pollock on 07858089006 or email julie@consulthr.co.uk.

Visit our website here: www.consulthr.co.uk

 

Why You Need a HR Professional on Your Team

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How do you know when it is time to get expert HR Advice? We are all facing a volatile working environment at the moment due to Covid-19. Employers have to make difficult decisions on staffing levels.  

This creates an increased risk that an employee will seek compensation if you get it wrong.  So now is the time to ensure you get professional HR advice, to protect you and your business.

HR professional advising clients

Should You Outsource HR or Keep it In-House?

Outsourcing works best for small and medium-sized businesses who don’t have their own HR departments. Given the current economic uncertainty, it may not be the right time to expand your management team. However, at such times, it’s crucially important that you have access to HR expertise.

Outsourcing your HR offers a flexible solution to match your needs and your budget. Contact us to arrange to discuss your HR needs on  07858089006 or email julie@consulthr.co.uk.

How a HR Service Can Ease Your Business Through This Pandemic 

Running a business during a global pandemic is a constant challenge but good HR makes sure you have a strong team to help. A specialist HR service supports your business with cost effective and flexible advice to get you back on track. 

HR experts like Consult HR can help you make the changes needed to navigate the post-Covid business world.  We have the experience you need to offer year-round support in key areas like employment law, redundancy and restructuring.  We also help you shape the management team you need to lead your business through this crisis.  

Covid-19 and Company Staffing 

For businesses who need to streamline their staff, redundancies may have to be an option. The redundancy process can be a complex area and the procedures vary depending on the number of redundancies involved. 

Redundancies and Covid-19

You may need to reduce your staffing costs but don’t know how. We help businesses map out their options and guide business owners through the statutory procedures.  Let us take care of the legalities and provide you with the framework to streamline your business. We create plans to deal sensitively and supportively with staff, while providing on-site and off–site support, as needed. 

HR professional consulting

Restructuring During Covid-19

Where appropriate, HR professionals can provide advice on alternative options to redundancies. We support business owners to create a plan that fits with the vision of their business.  Restructuring your business does not need to be a difficult undertaking and may allow you to keep on staff you’re reluctant to lose. Sometimes job losses can be avoided by changing the role of staff. HR professionals can guide you through the legalities of restructuring your business and creating new positions for existing staff.  

Employment Law during the Covid Pandemic

Most business owners do not have the time – or inclination – to learn the ins and outs of employment law. This is where a specialist HR professional can save you a lot of time and money. A good HR provider will work with you to develop robust terms and conditions of employment. They will ensure these terms comply with legislation and are specifically tailored to suit the requirements of your business. 

At Consult HR we take care of all aspects of employment policies and procedures for the businesses we work with. We ensure your business is compliant with all employment legislation, which can also protect your Company in litigation claims. 

HR proffessional working

 Coronavirus and Dismissals 

 Employment law is particularly important right now, as many business owners are letting go of staff. Consult HR can advise and guide you through the process to ensure you comply with legislative requirements.   

Consult HR are experts in the field of employment law and can provide you with advice on legally binding agreements. This helps you to avoid future litigation and unfair dismissal claims through the industrial tribunals.  

At this time of great upheaval for businesses, a professional HR service can ease the burden and hassle of employment issues. Consult HR have a range of service options to meet all businesses needs and budgets, from project work to pay as you go. Contact us today to find out how we can support your business,  

 

Contact Julie Pollock on 07858089006 or email julie@consulthr.co.uk.  

Visit our website here: www.consulthr.co.uk 

 

 

 

 

 

Common concerns employees express about returning to work during the Coronavirus pandemic

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Lockdown restrictions are beginning to ease and slowly but surely things are set to return to ‘the new normal’. With dates now in place for the reopening of the hospitality and caravan parks, more and more employees will be unfurloughed as they return to work. Given that social distancing is still very much a part of our lives and many haven’t been working for weeks, it is only natural that employees may feel a little apprehensive about returning to work during the Coronavirus pandemic.

Here, at Consult HR, we have been advising employers on a daily basis about the best practices and many have shared with us the common concerns that employees are expressing. With this in mind, in order to help staff make the transition back to work a little easier, we’ve rounded up the three top concerns expressed by employees.

 

  1. Returning to work & then being made redundant

With unemployment rates expected to rise to 20%, it isn’t surprising that many employees are worried about the security of their jobs. Many are questioning whether they should return at all or look for another job. While it’s hard to predict what the future holds for any business, employers should share their plans for getting the company back and running at full capacity and be honest if you are considering different working patterns, or if indeed, hours will need to be reduced initially. Both options will require a process of consulting and seeking agreement, even if using the flexi-furlough system coming into place on 1st July.

 

2. Concerns over an increased workload

For many businesses, lockdown came in a flash. For those employees who were furloughed and unable to work from home, there is the fear that when they return to work, they will face an increase in workload, picking up the slack left over from lockdown. Many also fear there won’t be a phased return to work. It’s important to remember that this isn’t due to employees becoming lazy during lockdown, as in fact, many have been juggling home-schooling and caring for others, but rather the impact that social distancing has had on their mental health. Therefore, being mindful of their health and wellbeing is of the upmost importance.

3. Fears that it isn’t safe

Emerging from our homes, where we have been surrounded by the same people for weeks, and into another environment with a greater number of people can easily lead to feelings that it isn’t safe to return to work yet. Furthermore, some worry that by doing so, they will be putting their loved ones at risk. If full-time or part-time remote working isn’t at all possible, it is vital that stringent strategies are put in place to ensure the health and safety of your staff. Adhering to the Government’s guidance is crucial. Make employees aware of these steps so that they can return to work feeling a little less apprehensive.

What employees expect from employers

When speaking with employees, the common changes they feel should be implemented by employers are; more opportunities to work from home, increase in cleaning procedures, less face-to-face meetings, staggered shift times, mandatory face masks and an adapted office layout. All of this helps ensure safe social distancing practices are adhered to.

If you require further support with the Coronavirus please feel free to contact Julie Pollock on 07858089006 or email julie@consulthr.co.uk. Visit our website here: www.consulthr.co.uk

 

Life after lockdown: How to bring employees back to work from furlough

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The Northern Ireland Executive recently revealed its five-step plan for easing lockdown. While no guidance has been offered on when exactly each step will be introduced, the general consensus is that there will be a gentle easing of the lockdown rules. In fact, some businesses are already re-opening, albeit with strict plans in place, which means that employees will need to be brought back to work from furlough.

This is new territory for everyone so unsurprisingly, how to do this correctly can cause some confusion. Therefore, Consult HR’s Julie Pollock shares her simple steps on how to un-furlough employees.

Before employees return to work

Understandably, not everyone will be able to return to work right away. It will be weeks before some sectors are able to reopen their doors to staff but thinking about how you will manage people when the time comes will help make the process more straightforward. There are a few factors that you definitely need to consider and decisions will need to be made. The earlier you can do this, the quicker you will be able to get your business up and running again, when it is safe to do so.

With this in mind, it is vital that you consider the following:

  • Who will return and when? If a phased return is granted, how will you introduce this? It is worth noting that if an employee is furloughed, this must be for a minimum of three-weeks in order to claim payment.
  • Will the operations of your business be permanently affected because of coronavirus? If so, you may need to consider job roles and how these can be changed in line with new operations.
  • How will restrictions impact on workload? Will there be too little work for everyone? If so, a workforce restructure or indeed redundancies may need reviewing.
  • Is your workplace safe for employees? You should only allow staff to return to work if you can confidently answer yes to this question. Putting your employees at risk is not an option.
  • Is remote working a possibility, or can employees work in staggered shifts in order to comply with social distancing regulations?

Only after careful consideration of these points should you question whether you should un-furlough employees.

Bringing employees back from furlough

It isn’t surprising that after weeks in isolation, employees may be feeling apprehensive about returning to work. While you might be keen to get things up and running again, not everyone will share this same sentiment and concerns around health and safety will undoubtedly arise.

The easiest way to address these fears is to communicate effectively. Let employees know your plans, the results of your risk assessments and the steps you are taking to ensure their safety. Remember, employees are probably craving a sense of normality too but not at the expense of their health so reassuring them that you are taking all the necessary steps for their wellbeing will be welcomed.

Furthermore, it is strongly advised to give employees notice, in writing, detailing their return to work. This will afford them time to mentally and physically prepare for any change in circumstances and address any issues with you.

For example, if schools and childcare facilities have not fully reopened, returning to a regular 9-5 on-site working schedule might not be possible. In this instance, consider whether flexible or remote working is an option. Being mindful of everyone’s individual circumstances well in advance of your business opening again will afford you plenty of time to prepare and restructure if necessary.

Life after lockdown  

At Consult HR, we have already assisted clients in un-furloughing employees with essential roles and those who can work remotely. If you require further support with the Coronavirus please feel free to contact Julie Pollock on 07858089006 or email julie@consulthr.co.uk. Visit our website here: www.consulthr.co.uk

Coronavirus: Top tips for working from home

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The hashtag #wfh (working from home) is currently trending online, which isn’t surprising, considering that millions of us are working remotely due to the coronavirus crisis. With lockdown expected to last for another few weeks yet, it’s likely that for some, the novelty of working from home will wear off soon enough. If you find yourself in this situation, panic not. Consult HR’s Julie Pollock shares her top tips for working away from the office.

  1. Get up & dressed as normal

When working from home, there is obviously the temptation to wear pyjamas or loungewear all day long. However, you should dress for your work environment. Wearing such clothing is likely to have an impact on your mood and therefore impact your productivity.

You don’t need to dress as formally as you might usually do but the act of actually getting dressed sends a signal to the brain that it’s time to get to work. How often have you spent the day or weekend lounging about, only to finally get showered and dressed before admitting that you “Feel more human”? The same applies when you’re working remotely. The way to think about it is that you should always be prepared for unexpected video calls from colleagues or managers, so get ready each day with that scenario in mind.

2. Create a designated workspace or office

For those who work remotely from home full time (such as freelancers) one of their biggest challenges is separating their work and home lives. One way to ensure that you can fully disconnect from work is by having a physical area for it. If you have a home office – great! If not, you’ll need to find somewhere that serves this purpose and which is distraction-free. If you can, avoid working from the kitchen table, sofa or bed. Having an area – such as a dining room – so that you can physically close the door at the end of the day is ideal.

Set up the area as best as you can so that it resembles a workspace environment. Consider what you use on a daily basis in your office and make sure you have access to any computer programmes or software that you might need. Place your desk where there is good lighting, make sure the temperature is comfortable and that you have stocked up on pens and stationery.

3. Stick to working hours

There is always the temptation to sleep in and start work later, but it is better to stick to your usual working hours. This means that you are more likely to be productive during this time and being on the same schedule as your co-workers makes things easier for everyone. If you live with other people, or find that others in your household are also working from home, separate yourself from them and establish boundaries in order to limit distractions during the day.

That way, when you are finished for the day, you can give others your full attention. Carving out a separate time for work will ensure you are more present in your home life.

4. Incorporate travel times & rituals

The physical act of getting ourselves to work each day actually sets us up for the day ahead. As mentioned above, it’s best to avoid lying in each morning. You might think that you are saving yourself commute time and therefore it’s warranted. However, use this time to set yourself up for the day. If you usually listen to your favourite podcast or playlist on the way to work, continue to carry out this ritual.

Likewise, the act of travelling and arriving home serves as a wind down time each day, so again, try to continue with this. If, for example, you usually walk the dog before making your dinner, make sure you do these things. This way, you will remind both your mind and body that you have finished work for the evening.

5. Avoid distractions

It can be tempting to sit down in front of the TV at lunchtime but before you know it, you’ve been sucked in and find yourself saying: “Just one more episode.” Taking breaks are important but make them just that. Throwing on a load of washing or emptying the dishwasher is fine but don’t be tempted to take on bigger tasks which can easily take over your day.

 

6. Communication with your team is key

There is a certain level of trust that comes with working remotely. One thing that is expected to come out of the current crisis is that more employees are likely to request working from home and employers will to be more open to allowing this to happen. This is your opportunity as a manager to test the water and see how this works.

The key is to communicate clearly with your staff. Whether it’s a Zoom call in the morning, outlining the schedule for the day, requesting a report at the close of business showing what each team member has achieved that day or a weekly team meeting, when everyone is on the same page and are aware of what is expected of them, things run more smoothly.

Finally, don’t be tempted to default to text-based communication. Don’t email someone if it is something you would usually speak to them about in person. Pick up the phone, or better still, jump on a video call. Seeing and speaking to people is an easy way to ensure we all feel connected.

7. Remember to socialise

One of the big things we’re seeing is just how well people can stay in contact, despite being separated. So many apps such as Skype, Zoom, Microsoft Teams and House Party allow multiple people to engage in video calls at the same time. Have a virtual 10 O’Clock coffee break with the team or if you have a Friday ritual of a drink after work, there’s no reason why you can’t continue this. Getting everyone on the same call – even for just a few minutes – will keep morale high and connections open.

If you require further support with the Coronavirus please feel free to contact Julie Pollock on 07858089006 or e-mail julie@consulthr.co.uk. Visit our website here: www.consulthr.co.uk

How to prepare your employees to help reduce the spread of Covid-19

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Here, we share the latest advice on how to introduce appropriate measures in your workplace to help reduce the spread of Covid-19.

Recently, employers have been heavily criticised by the First and Deputy Minister for failing to introduce appropriate measures into the workplace to protect employees from the spread of Covid-19.

Employers and employees have a crucial part to play, however there does seem to be a lack of knowledge around what simple steps individuals can take which will have a dramatically positive impact on reducing the spread of the Coronavirus.

Julie Pollock from Consult HR shares with us her top tips on how employers can play a critically important role in preparing their workplaces and employees to minimise the impact of the Coronavirus to both the workplace and the general public.

  1. How does the coronavirus (COVID-19) spread?

Coronavirus spreads through respiratory droplets produced when an infected person coughs or sneezes. The droplets can land in the mouths or noses of people who are nearby (within 2 metres) and can potentially be inhaled into the lungs.

It is thought the virus can be spread both through people showing symptoms and those who do not show symptoms.

If someone with the virus sneezes or coughs into their hands and they touch a surface or an object, which another person then touches, this is another way the virus can be spread. It can also live on individual’s clothes for a period of time.

This is why hand-washing, sneezing or coughing into a tissue or sleeve is essential, as well as binning used tissues. People are also being advised not to touch their face and to keep 2 meters away from other people (who aren’t from their household).

 

  1. What Are the Symptoms of the Coronavirus

The symptoms of the Coronavirus are:-

  • A high temperature – this means you feel hot to touch on your chest or back (you do not need to measure your temperature)
  • A new, continuous cough – this means coughing a lot for more than an hour, or 3 or more coughing episodes in 24 hours (if you usually have a cough, it may be worse than usual)

You should educate your staff on these symptoms and advise them NOT TO COME TO WORK if they have any of these symptoms. They should not leave their home and they should follow the normal company absence reporting procedures.

Employees should be advised to protect others by NOT going to places like their GP surgery, pharmacy or hospital. They should STAY AT HOME.

Use the 111 online coronavirus service to find out what to do if needed.

  1. What is social distancing and how do you as an employer apply this in the workplace?

Social distancing measures are steps you must take to reduce social contact between employees and others that your employees may come into contact with at work.

Employees should stay 2 metres (6ft) away from others. Employers have a responsibility to ensure appropriate measures are put into place and some examples of these are:

  • Staggering breaks to reduce social contact with others
  • Splitting employees into various shifts to reduce the number of people at work at the same time
  • Work from home arrangements introduced for those staff who can work from home
  • Re-spacing workstations/desks and communal areas
  • Installing screens to separate employees
  • Generally reducing the amount of contact with others at work or in public
  • Replacing face to face meetings with online virtual meetings
  • Ensuring appropriate ventilation in work areas

If employees are required to visit members of the public, i.e. home visits or visiting customers etc, any face to face visits should be avoided where possible. However, where this is not possible appropriate risk assessments should be conducted in advance of the meeting such as contacting the client in advance to establish if there is anyone at the premises who has tested positive with the virus, are self isolating or have symptoms.

Employers should educate their employees on social distancing practices.

 

  1. Social Distancing Outside of Work

How staff interact with people outside of work is equally as important as when they are at work. Employers should also educate their staff on good social distancing practices outside of work such as:

  • Avoiding contact with someone who is displaying symptoms of coronavirus – these symptoms include high temperature and/or new and continuous cough;
  • Avoiding non-essential use of public transport, varying your travel times to avoid rush hour, when possible
  • Avoiding large gatherings, and gatherings in smaller public spaces such as pubs, cinemas, restaurants, theatres, bars, clubs
  • Avoiding gatherings with friends and family – keep in touch using remote technology such as phone, internet, and social media
  • Using telephone or online services to contact your GP or other essential services.

 

  1. What should your staff do if they think they have the Coronavirus

  • If a staff member has symptoms of coronavirus, they need to stay at home for 7 days;
  • If they live with someone who has symptoms, they will need to stay at home for 14 days from the day the first person in the home started having symptoms;
  • However, if they develop symptoms during this 14-day period, they will need to stay at home for 7 days from the day their symptoms started (regardless of what day they are on in the original 14-day period). This may mean they have to stay at home for a maximum of 21 days;
  • If they have symptoms and live with someone who is 70 or over, has a long-term condition, is pregnant or has a weakened immune system, they should try to find somewhere else they can stay with for the 14-day isolation period;
  • It is likely that people living within a household will infect each other or be infected already. Staying at home for 14 days will greatly reduce the overall amount of infection the household could pass onto others in the community;
  • Testing for coronavirus is not needed if you are well enough to stay at home.

If all members of the household have to stay at home together, they should try to keep away from each other as much as possible.

Employees should self-isolate if they have been advised to do so by their doctor, NHS 111 or on the basis of government advice to avoid spreading the virus.

Employees who need to self isolate should be advised NOT TO ATTEND WORK and follow the normal absence reporting procedures.

This is a useful guide to demonstrate how the periods of self isolation work:-

  1. What Does Self Isolation Mean?

Self-isolation is for the purposes of minimising the spread of the virus in the event there is the potential that one of your employees may have it.

Self isolation means not leaving your home for any reason (other than to exercise once a day and this must be at least 2 metres away from others), not leaving the house to buy food or collect medicine and not to have any visitors. They should get others to bring them whatever supplies they need and to leave it on their door step or window sill to avoid contact.

If employees who are self isolating feel well enough to work, they can work from home if there is work they can do from home and their employer agrees to this.

More guidance on self-isolation can be found here.

In situations where employees are required to self isolate, employers should advise their employees of what they should do during their period of self isolation.

You should also educate employees in advance that they should NOT COME TO WORK in instances where they should be self isolating. They should remain at home and follow the normal absence procedures.

 

  1. What to do if you are aware that staff are not abiding by the self-isolation guidance

Emergency powers for the protection of public health have been brought in by the UK Government, which means people not self-isolating when they have been told to do so, can be arrested and fined or jailed. These rules have been replicated and are now law in Northern Ireland.

Most employees will be responsible and will follow the advice but you should send home an employee who you discover should be self-isolating. You could suspend an uncooperative employee on the grounds of health and safety but persuasion is preferable. You have a duty of care towards your employees to provide them with a safe working environment.

 

  1. Who is classified as extremely high risk, what is ‘Shielding’ and what is your obligation to these employees?

The government has identified a group of people at extremely high risk of being hospitalised because of the coronavirus. People falling into this group include:

  1. Solid organ transplant recipients.
  2. People with specific cancers:
    • People with cancer who are undergoing active chemotherapy or radical radiotherapy for lung cancer
    • People with cancers of the blood or bone marrow such as leukaemia, lymphoma or myeloma who are at any stage of treatment
    • People having immunotherapy or other continuing antibody treatments for cancer
    • People having other targeted cancer treatments which can affect the immune system, such as protein kinase inhibitors or PARP inhibitors
    • People who have had bone marrow or stem cell transplants in the last 6 months, or who are still taking immunosuppression drugs
  3. People with severe respiratory conditions including all cystic fibrosis, severe asthma and severe COPD.
  4. People with rare diseases and inborn errors of metabolism that significantly increase the risk of infections (such as SCID, homozygous sickle cell).
  5. People on immunosuppression therapies sufficient to significantly increase risk of infection.
  6. Women who are pregnant with significant heart disease, congenital or acquired.

Employees who fall into this category should adopt the ‘shielding practice’. Shielding is a practice used to protect extremely vulnerable people from coming into contact with the coronavirus.

Those employees who fall into this category should receive a message or letter from the  NHS or similar and they are advised to self isolate for 12 weeks (please note this time may change).

They are strongly advised to stay at home at all times and avoid any face-to-face contact.

There are also a list of people who are deemed to be at increased risk of severe illness from the Coronavirus. They may not necessary have to self isolate and it may be sufficient for them to remain at work and adopt the social distancing guidelines. You can see a list of these illnesses in this link here. You should take specific medial guidance on individual cases prior to making any decisions.

 

  1. What advice can you give to your employee to minimise the virus spreading?

This is a new area for everyone and to minimise the spread of the virus within your workforce, you should educate your staff members on good practices to follow on how to avoid contracting the coronavirus.

Employers where possible should advise their staff on:-

  • How they can catch the coronavirus
  • What the symptoms of the coronavirus are so they can identify these early
  • Advise them on good social distancing procedures both at work and outside of work
  • If they believe that either themselves, or a member of their house hold has the virus, they are not to come to work – this will limit the spread of the virus among your workforce
  • Advise them what they should do if they have to self isolate
  • One of the main ways the virus is contracted is by touching something which has the virus and then touching your face. Therefore employees should be guided on extra hand-washing and/or hand sanitising procedures. Hands should be washed with soap and water for at least 20 seconds and more frequently than usual.

 

  1. Posters For The Workplace

Employers should display posters/visual guides in the workplace as a reminder to staff.  Here are a few useful links to posters you can use in the workplace:

https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/873785/COVID19_Guidance_Employers_and_businesses_.pdf

https://www.publichealth.hscni.net/sites/default/files/2020-03/handwash%20poster%2019%2003%202020%20%283%29.pdf

https://www.publichealth.hscni.net/sites/default/files/2020-02/Catch%20it%20bin%20it%20kill%20it%20SQUARE.png

 

This information is up to date as of 27th March 2020. This is a constantly changing area so you are advised to keep up- to-date the with latest government advice. The may find the following links useful:

Disclaimer

The information contained in this guide should not be treated as advice and you should take appropriate professional advice prior to taking any action.

If you require further support with the Coronavirus please feel free to contact Julie Pollock on 07858089006 or e-mail julie@consulthr.co.uk. Visit our website here: www.consulthr.co.uk