2020, what a year! I don’t know about you, but I’m ready for a break.
Over the Christmas and New Year period, I’m going to practice what I preach about the importance of downtime, rest and renewal.
I’m taking a complete break from work from 21st December 2020 to 8th January 2021 inclusive. My last working day will be 18th December 2020 and I’ll be back from 11th January 2021.
Regular and retained clients will be able to contact me on an emergency basis during this period. I’ll respond to any new enquires from 11th January 2021 onwards.
Best wishes to you and your loved ones, especially during these challenging times. Let’s hope that we all have a peaceful and uneventful break this year 🙏🏼
From keeping things legal to boosting productivity, HR has come a long way since the personnel departments of years gone by
Imagine a time when offices were filled with cigarette smoke and rows of typists. At the end of the corridor, there’s an office with a big leather chair for the boss. You’re probably thinking of the 1960s and 70s right now, maybe Mad Men (the AMC TV Show) – hopefully not your most recent job at a contact centre!
Somewhere in this imaginary retro office, there’s a personnel department. While they’re responsible for keeping basic admin records about the workforce, the personnel administrators and managers definitely don’t have a seat at the table when it comes to making business-wide decisions.
Now let’s fast-forward to the third decade of the 21st century. Most of us want to forget 2020 – the working from home, the lay-offs, the closures and redundancies, learning how to lead a team remotely while keeping everyone engaged and happy.
The personnel department from yesteryear wouldn’t have been involved in this kind of thing, but luckily we’ve moved on a bit since then. These days we have people teams instead of personnel departments, and they’re here to help your business and its workforce remain productive and satisfied no matter what the future has in store.
People and personnel: what’s the difference?
The term personnel is a bit old hat now, but for a long time it was the foundation for the way that businesses handled issues within their staff. Personnel departments traditionally fulfilled an administrative role, and were limited in their ability to create a positive culture within the workplace.
But workplaces have changed a lot in the last 50 years, from the organisational systems we use to the role of leadership within companies. What used to be the personnel department has evolved to meet the needs of modern businesses: it’s now more common to hear about people teams, who act as partners with your business and help leaders to make decisions that will benefit both businesses and the people who work for them.
People teams use consumer-standard technology to automate low-value admin tasks, which gives them more time to spend with business leaders. Unlike the personnel department heads of years gone by, people directors often have a seat at the top table, guiding leaders and supporting the business to make sustainable decisions. Their teams are involved in a number of key business roles: recruitment and onboarding, designing and evaluating training, developing a strong pipeline of talented workers, and tackling some of the most significant issues your business will ever face (like a global pandemic, for example).
Enabling, not just enforcing
Of course, people teams also have the important role of managing risk in an organisation and ensuring that the legal aspects of employment are dealt with in an ethical and lawful way. Some of the tasks your HR or people team will take care of include:
Pre-employment checks
so you don’t employ anyone inappropriate or in a way that would breach legislation. (This is going to become even more important as the Brexit transition period ends and the UK immigration rules change on 1st January 2021.)
Championing integrity in the workplace
many businesses commission third parties to host their confidential disclosure hotlines so that employees and suppliers can report wrongdoing or corruption in confidence. When a report is made, people teams deal with them sensitively and swiftly to protect your business.
Managing complex grievance, absence and disciplinary matters
so you don’t break the law when it comes to dealing with tricky issues.
Restructuring
your business won’t look the same in 10 years as it does now. People teams will help you to design a sustainable structure and navigate your way through the restructure process
The right HR consultant for your business
As you can see, there’s a lot that a dedicated people team or consultant can help your business with. To learn more about the role I play for businesses as an independent HR practitioner, take a look at the services I offer, or get in touch for a friendly chat.
HR myths busted: “You only see HR when someone’s about to be hired or fired”
If you only think of HR as the department of hiring and firing, you’re missing out on a whole load of business-wide benefits
“Want to experience real power? Walk along the shop floor with a file and clipboard. It’s the signal that a termination is about to happen.”
So then, what else does HR do?
Much of what HR teams do is invisible to the majority of people within a company. We take for granted that when we apply to join an organisation, there will be a careers portal and online application process. Similarly, when we are offered a job, we expect to be sent a contract and a set of instructions for our first day. It’s usually someone in HR who makes those things happen.
We also take for granted that our workplace will be safe and not contribute negatively to our health, wellbeing and performance. Again, someone in HR had a hand in how the workplace was designed and how wellbeing is supported at work.
Many employees only see HR when there’s bad news to be delivered, or when a challenging conversation needs to take place. The truth is that HR teams work constantly to help everyone be at their best.
When you’re being considered for a role
HR is the custodian of fairness, equality and inclusion in any business. This means that they’ll put systems and processes in place to make sure that you’re not discriminated against. You may not see them at any point during the selection process, but if you’re treated with dignity and respect, we’ve done our job right.
When you’re on a course or training session at work
HR includes Learning & Development, a team of professionals whose sole purpose is to improve your knowledge, skills, qualifications and understanding, so that you can take your career where you want it to go.
When you’ve been given a bonus, incentive or reward
HR might not be there when you get the news, but reward and recognition are a key part of any positive organisational culture. It’s HR’s job to make that happen.
When you’re being promoted or moved into a new role
HR makes sure that this process is fair and equitable. They’ll update the legal documents and contracts so that you’ve got what you need, they’ll instruct payroll to increase your pay (if that’s part of the job change), and they’ll support your manager to provide any additional training or resources you need in your new role.
How can managers and leaders get more from their HR teams?
Firstly, don’t see your HR team as a blocker to getting things done at work. They’re not there to tell you what you can’t do; rather, HR teams are chomping at the bit to help you do what you want to do.
Proactive HR teams want to partner with you, understand your business and enable your people to give their best. Of course, there are times when we need to tell managers why something can’t be done for either a legal or regulatory reason, but this isn’t a negative thing: it’s preventing you from wasting your time and effort on activities that don’t stack up.
Secondly, keep a regular and open dialogue with your HR Team – it’s a two-way street. HR practitioners have access to lots of tools, information and ideas that can really help you and your business to fly.
Work with your HR Team on your strategic plan. We can help you with better (and often streamlined) ways to set up your teams, set performance expectations, reward and recognise good performance, deal with challenging issues and help build a positive culture at work.
In short, by treating your HR team as a business partner and not a barrier, you’ll get a ton of value back in return.
Don’t know where to start when it comes to supporting your team through the Cost of Living Crisis?
We are passionate about finding ways to help bosses do the best they can to look after their people.
Some of what we’ve outlined here is simple, but implementing activity that’s targeted to help those that need it most often gets businesses in a pickle. Primarily because they get bogged down about treating all employees the same.
If you need help to work how to support those that need it in a way that’s fair and legal, then please drop us a line. We’d be happy to talk to you.
HR ADVICE, GUIDANCE AND SUPPORT DURING COVID-19 CRISIS
Enabled a multinational team to rapidly close, manage furlough and safely reopen their businesses
You can count on us in a crisis
“Andrew provided timely, calm and well-informed HR advice and consultancy to us at a very challenging time for our business.
I would highly recommend his steady, professional and authoritative guidance.”
Bridget Healey Acting General Manager
Client
Laser Clinics UK, part of Laser Clinics, a global leader in aesthetics treatments
Laser Clinics operates over 200 clinics globally; the largest cosmetic clinic in the world, with more than 2,500 staff performing over 4.2 million treatments a year.
Laser Clinics United Kingdom (LCUK) opened its first UK location in September 2019.
LCUK operates a shared ownership model, working with franchisees and independent owners.
Challenge
Immediate closure of all UK locations and furlough all UK-based staff
In line with UK Government restrictions from March 2020, all clinics in the UK were closed overnight.
The Corporate Leadership Team was based in Australia, where different lockdown rules applied.
The UK General Manager needed support and guidance to safeguard UK employees and jobs.
Calm under pressure
“When the COVID-19 pandemic hit the UK, Andrew’s support was invaluable.
Giving practical advice to a group of independent business owners is no small task; somehow Andrew found a way to give each of us what we needed.”
Sue Molloy General Manager
Solution
Practical and pragmatic HR advice in response to the COVID-19 pandemic
Virtual leadership team briefings to franchisees and employees.
Support to furlough teams and gradually return teams from furlough and reopen businesses safely.
Support client to setup a UK-based HR Service to provide clinic owners with HR advice.
Partnered with Australian Corporate Team as their UK-based Strategic HR Consultant.
Impact
Service and employees transferred; no disruption to service delivery
Franchisees and corporate teams felt supported and reassured.
Several managers described our service as “invaluable”.
No grievances were received by clinics.
All clinics were temporarily closed and later reopened safely, in line with UK Government advice.
Do you need help to retain talent through challenging circumstances?
Is uncertainty or volatility making you re-think your business plans? Do you need to make some changes to your structure and wondering where to start?
If you are looking for a HR Consultancy to help you a difficult period, then you need to speak to us. We can work effectively as a dedicated project leader, as part of your in-house team, or as an advisor to your executives, board and senior management.
We're ready to help you achieve your business goals through your people, and to overcome the challenging circumstances you face.
Supporting Cardiff Community Housing Association to insource and integrate their repairs and maintenance team
A HR Consultancy that gets stuff done
“Andrew comes with a range of ideas; he's hugely creative and hugely solution focussed, he's the full package really. He gives me clarity and pragmatism, which for a Chief Executive like me, is really important.”
Hayley Selway Chief Executive
Client
Cardiff Community Housing Association; responsible for over 3,000 homes in Wales
CCHA rents homes to over 3000 families in Splott, Butetown and Adamsdown
CCHA works with tenants to transform their lives, in some of Cardiff's most disadvantaged neighbourhoods.
Challenge
Transfer a group of employees from an outsourced provider into the organisation with no interruptions to service (…during a pandemic)
CCHA decided to insource its repairs and maintenance service in late 2019, to deliver greater value for money and create resilience in its services.
In early 2020, we were commissioned to manage and deliver the TUPE project.
A group of employees would transfer to CCHA on 1st April 2020.
Solution
Clear, honest and open communication throughout the transfer process
We worked together with the in-house HR Team and quickly got up-to-speed.
We joined CCHA's project team and took responsibility for the people aspects of the change project.
We communicated with project leaders weekly, regularly met transferring employees, resolved queries, and began integrating the new team with existing CCHA colleagues.
Impact
Service and employees transferred; no disruption to service delivery
The team transferred without interruption to tenant services – no mean feat at the start of the COVID-19 pandemic!
No grievances, complaints or resignations were received.
We supported our client to offer aligned Terms and Conditions of Employment; 100% of incoming employees voluntarily accepted the new contract.
As the teams integrated into CCHA, transferred colleagues have been promoted and developed into new roles.
Do you need help with TUPE?
Are you a business looking to insource services from a supplier, take over a contract you've won, and transfer a group of employees into your team? Are you wondering where to start?
If you are looking for a HR Consultancy to help you with the TUPE Transfer and guide you as you integrate your new team into your company, then you need to speak to us.
Our experienced CIPD accredited consultants will help you every step of the way.
