hospitality and human resources
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How much could Hospitality companies save if they had a cohesive HR strategy and support from HR specialists?

hospitality and human resources

Working in your industry Solve. is aware that poor staff retention, persistent ER issues, lack of employee engagement and absenteeism is costing your business in terms of operational issues, loss of contracts, overtime and most importantly your reputation.

Does this sound familiar;

  • You’re starting to feel like your business has a ‘revolving door’, constantly having to advertise for new staff and spend time and money training them?
  • High levels of sick absence causing you stress?
  • Clients complaining about levels of service?
  • Sickness as a result of Alcohol and Drug related issues on the rise?
  • Grievances becoming more frequent?

At Solve. we help your business develop robust and practical HR policies that will help you manage your staff more effectively.  We can also support you to recruit employees who are the right fit for your organisation.

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Sickness Absence Policy

Sickness absence is an issue that affects every organisation.  According to one survey, the days lost as a result of sick absences came to a cost of £16 billion for employers in 2015.  It’s, therefore essential to have robust sickness absence policy and procedures in place in order to monitor and manage sickness absence.  Here are Solve’s top 5 tips to sickness absence management:

1. Have a clearly defined sickness absence policy and procedure with set trigger points

2. Ensure that everyone in the organisation is aware of the policy and procedures and the attendance standards expected of them

3. Ensure that all absence is recorded and monitored, look out for patterns in attendance

4. Have a Return to Work Interview after every absence in order to understand the reasons for the absence and identify underlying issues

5. Ensure that the policy and procedures are consistently adhered to and followed through to ensure fairness for everyone in the organisation

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Mental Health at Work

Employees still don’t feel mental health issues get enough support at work.

Employers should take more preventative steps to promote good employee mental well-being, encouraging a culture of openness and provide training to managers to help support and signpost employees.  Investing in preventative measures, as well as building an open and supportive culture within the Company around mental health, could help to enhance people’s mental well-being.

The top 5 ways that employers can help provide support to their employees at work, include: –

1. Phased Return to Work Programmes

2. Access to Flexible Working

3. Access to Occupational Health Services

4. Access to Counselling Services

5. Access to an Employee Assistance Programme

There are several types of support that are not rarely provided, such as: –

1. Resilience or mindfulness training for employees;

2. Training for line managers in managing and supporting people with mental health problems;

3. Having mental health champions to raise awareness of the importance of mental health at work and the support available.

Employers should consider implementing these more preventative types of steps to promote good mental health, as well as reactive approaches that come into play when people are already experiencing poor mental health.

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Health and Wellbeing at Work

Wellbeing is about feeling good and functioning well and comprises an individual’s experience of their life; and a comparison of life circumstances with social norms and values.

According to ACAS, work can have a positive impact on your health and well-being. Taking an interest in your employee’s health and well-being can bring about some positive effects for your business, such as motivated and engaged workers, along with higher productivity levels.

It is the responsibility of employer and employee to take care of an employee’s physical and mental well-being. There are Health and Safety Laws that ensure both employer and employee consider the physical hazards in the workplace, however there is little legislation surrounding managing an employee’s emotional needs.

Some top tips for looking after your employee’s Health and Well-being are:

1. Don’t have a culture of taking work home, get your employees to leave the office, at the office and use their spare time to do activities they enjoy.

2. Design and implement health promotion initiatives to encourage employees to take care of themselves, both physically and mentally.

3. Make sure jobs are designed fairly and that work is allocated appropriately between teams.

4. Encourage regular short breaks from their workstation, a change of scenery can work wonders for recharging your batteries throughout the day.

5. Take time to walk and stretch during breaks, go outside and get some fresh air.

6. Encourage employees to take their annual leave, this will help them to unwind and re-charge.

7. Deep breathing exercises will help your employee relax when feeling under pressure.

8. Celebrate successes and focus on what they have achieved throughout the day, rather than what hasn’t been achieved.

9. Develop a Health and Well-being policy to ensure clear guidance is available to all staff for managing this part of the employee lifecycle.

10. Train managers on how to promote and monitor the health and wellbeing of employees.

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5 Top tips to avoid long term absence

According to the CIPD’s latest Absence Management Report absence is costing employers’ around £550 per employee per year so it’s vital to manage it effectively.  Communication is key to avoiding employees going off on long term absence as is dealing with every absence effectively as soon as possible.  Here are our top 5 tips to avoiding long term absence and how to deal with it if it does happen:

1. Have a clearly defined absence policy that sets out what the process is when taking time off for sickness and how it will be dealt with.  Make sure that good communication from both sides is at the core of the policy.

2. Ensure that there is a thorough and robust return to work interview conducted after every absence even if they were off for just one day.  A good return to work interview can help to identify any underlying issues or conditions allowing you to then work with the employee to improve the situation.

3. Consider making reasonable adjustments to the working environment in order to adapt to an employee’s health condition.  These don’t need to be major changes, the slightest change can make a big difference and enable a faster return to work and avoid future absences.

4. If an absence does become long term put a communication plan in place so that you are in regular contact with the employee and establish a good relationship with them so that you can have open and honest discussions with them.  As well as phone communication plan in face to face meetings sometimes known as welfare meetings, these meetings will help to build the relationship and generate even more open discussions.

5. It may be necessary to get a medical report from the employee’s GP or consultant so that you have a clear idea of what you are dealing with and what you can do as an employer to facilitate a return to work.  You may want to back this up with an independent occupational health report.  An OH referral will allow you to ask specific questions about the employee’s health condition and long term affects.

Solve can support you with your absence management issues as well has provide occupational health referrals through our OH provider.

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7 Ways a HR Management System Can Benefit Your Company

1. Bespoke to your business

These systems (in particular the one we use at Solve) can be tailored to your company, so it’s your logo, your branding, and your policies that are upheld by these systems.

2. HR Management that will save you time and costs

Because you’re not always needing to handle everything, or get someone in to do it for you, time is saved as well as money. Less double handling and more information going direct to where it needs to be.

3. Improve staff and HR Management performance

With such easy access to things that often cause hang-ups and slow downs, processes can move faster and with greater simplicity.

4. Evolves with your and your team as your business grows

As your policies change, or staff join/leave you, the system can be constantly updated to work with these changes easily. Once the basic framework is in place it can be adapted with relative ease and keep things running on the HR side.

5. Happier, more productive employees

With easier access to the information they need, employees can work around what they know without having to hunt for information that should be easily available to them. Remaining holidays, sickness records etc. are all made easily accessible to the correct people, meaning they can get more work done, with greater ease.

6. Consistent management and policy delivery

In honesty, one of the biggest flaws in business is us…people, we make mistakes. By leaving software to control the day-to-day processes that don’t require our involvement, we can regain some consistency in our policy and practice. Computers shouldn’t make spelling mistakes!

7. Simple delivery of Best Practice HR

Always knowing that best practice is in each situation can be difficult. The system we offer at Solve in particular, covers best practice by doing it for you, so you know when you run something through that system it is done properly.