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/
Plan ahead, communicate clearly, and support managers to guide their teams through change. Set clear expectations, provide the right resources, and monitor progress to minimise disruption.
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 moreOnboarding: 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 […]
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 moreCommunicate clearly and early, involve employees where possible, and support managers to lead through change. Consistency, transparency, and listening to concerns help build trust and reduce resistance.
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 […]
Read more