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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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 […]
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 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 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 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 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 […]
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