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.
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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 moreThe Employment Relations (Flexible Working) Act 2023 introduced new laws on flexible working in the UK, which came into effect on 6 April 2024: Day one right: Employees can request flexible working from their first day of employment, regardless of how long they’ve been with the company. Multiple requests: Employees can make two requests for flexible working […]
Read moreLead by Example Ensure leaders model inclusive, respectful behaviour and promote open communication. Promote Diversity Actively recruit diverse talent and support inclusion through training and employee groups. Encourage Employee Voice Create safe channels for feedback and involve staff in shaping workplace values. Recognise and Celebrate Acknowledge achievements and celebrate cultural events to build connections and […]
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 moreShare 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 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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