To develop someone resistant to training, start by understanding their reasons for resistance and helping them recognise areas for growth through self-awareness tools like feedback. Emphasise how development can lead to career advancement, improved skills, and staying relevant in a changing world. Offer development opportunities that are directly linked to their daily tasks and career […]
Read moreBenchmark pay, focus on high-impact benefits like flexibility and development, and take a total reward approach to stay competitive without overspending.
Read moreLearn from employee cases by spotting patterns, training managers, updating policies, and acting on lessons to improve culture and prevent repeat issues
Read moreOffer challenging work, opportunities for growth, and meaningful recognition to keep them motivated and feeling valued. Regularly acknowledge their achievements, provide constructive feedback, and offer rewards or incentives for their hard work. Provide training, mentorship, and clear paths for career advancement to show you’re invested in their long-term success. Foster a healthy work-life balance by […]
Read moreProvide Resources: Offer access to counselling services, employee assistance programmes (EAPs), and mental health days. Promote Wellbeing: Encourage work-life balance, mindfulness, and stress management workshops. Create a Safe Environment: Foster open discussions about mental health and reduce stigma. Training for Managers: Equip managers to recognise signs of mental health struggles and provide support. Flexible Working: […]
Read moreYes, you can dismiss an employee before their probation period ends if they are not performing well, but there are key considerations to follow: Check the Employment Contract: Ensure the contract specifies the probation period and any dismissal notice requirements. Provide Feedback: Communicate performance issues to the employee and give them an opportunity to improve. […]
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