Identify Gaps: Assess current skills and determine where gaps exist.
Have a robust succession plan in place.
Develop Talent: Offer training, mentoring, and development programmes to prepare employees for new roles.
Encourage Career Growth: Create clear career progression paths to motivate employees to upskill.
Internal Job Postings: Advertise openings internally to encourage existing employees to apply.
Provide Support: Offer resources, such as job shadowing or cross-training, to ease the transition for promoted employees.
For free managers guides and templates – Succession Planning template, (Develop section) 👉 – https://breathingspacehr.co.uk/how-to-hr/
Share the “why”, involve teams in decisions, recognise effort, and improve manager capability. Small habits—thank-yous, visible progress, and autonomy—go a long way.
Read moreMarket Research: Regularly benchmark salaries against competitors. Adjust for Inflation: Consider cost-of-living adjustments (COLA). Flexible Benefits: Offer non-salary benefits like bonuses and wellness programmes. Transparent Pay: Make the pay structure clear to employees. Retention: Provide career development and promotion opportunities. Reward Systems: Use performance bonuses or profit-sharing. This helps retain talent and keep pay competitive.
Read moreIdentify Causes: Assess the root causes of stress, whether it’s workload, management style, or workplace culture, and address them. Offer Support: Provide access to mental health resources, such as Employee Assistance Programs (EAPs), counselling, or stress management workshops. Promote Open Communication: Encourage employees to discuss stress-related issues early and provide a safe environment for feedback. […]
Read morePresent Data: Share evidence showing the business benefits of a more inclusive culture, such as improved employee engagement, retention, and innovation. Employee Feedback: Collect and present feedback from employees who support these initiatives, highlighting the demand for inclusivity beyond traditional categories. Start Small: Propose pilot initiatives or programmes targeting mental health or neurodiversity to demonstrate […]
Read moreTo balance expectations and business realities: Be Transparent: Communicate openly about financial constraints and future plans. Offer Non-Monetary Benefits: Provide perks like flexible work, professional development, and wellness programmes. Highlight Career Growth: Focus on skill-building, mentorship, and internal mobility. Benchmark Salaries: Stay competitive within budget limits. Recognise & Reward: Show appreciation through bonuses, promotions, or additional […]
Read moreProvide development plans, meaningful recognition, fair, consistent pay practices, and flexible working where possible. Exit and stay interviews reveal what to fix before people leave.
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