Onboarding: Provide a structured and robust induction plan and welcoming process with clear introductions to culture and role.
Clear Expectations: Set clear goals and job alignment from day one.
Regular Check-ins: Assess progress, gather feedback, and offer support.
Development Opportunities: Offer training, mentorship, and career growth paths.
Recognition: Regularly recognise achievements and provide feedback.
Work-Life Balance: Promote flexibility and well-being.
Career Progression: Support long-term goals and internal mobility.
Inclusive Culture: Foster a diverse, respectful, and open work environment.
For free managers guides and templates – Managers Guide, Induction plan template (Engage 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 moreDefine objectives (e.g., sales targets, performance metrics). Set eligibility criteria (e.g., roles, tenure). Determine the structure (e.g., percentage of sales, fixed amount). Establish payout frequency (e.g., monthly, quarterly). Outline terms and conditions (e.g., clawbacks, performance reviews, and consider bonus rules). Communicate clearly to employees. Document the scheme in writing and make sure it’s non-contractual. For […]
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 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 moreThere is no legal requirement for employers to pay extra for overtime unless it’s stated in the employment contract. Contractual Agreements: Employees are entitled to that agreed rate if overtime pay is specified in the contract. National Minimum Wage: Overtime pay cannot fall below the National Minimum Wage or National Living Wage. Voluntary Overtime: Employees […]
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