Identify 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.
Explore flexible hours or remote work to help employees manage stress and maintain work-life balance.
Encourage Regular Breaks: Ensure employees take daily breaks to reduce burnout and recharge.
Training for Managers: Train managers to recognise signs of stress and how to offer support without increasing pressure.
Review Workloads: Ensure workloads are reasonable and employees have the resources needed to complete tasks efficiently.
Foster a Positive Culture: Encourage a supportive and inclusive environment where employees feel valued and respected.
For free managers guides and templates – Absence Managers Guide & support templates (Support section) 👉 – https://breathingspacehr.co.uk/how-to-hr/
Define 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 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 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 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 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 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 more