Blog

Inverting the pyramid

Many years ago, when I gained promotion to my first management job, I thought it was a case of telling people what to do and making sure the numbers added up.  Pretty soon I was swamped with insecure staff asking my advice, poor performing staff taking up 80% of my time, high staff turnover etc. etc…………. It was all so confusing; if they just did the job the way I used to it would be fine.  After all, I had been promoted on the basis of my performance.   ​ Outside of work, I had been forced to take professional advice on some

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Not right for the job

What do you do when you are talking to a manager about how you can help them do their job better and they spend 80 minutes of a 90 minute meeting in tears? Clearly the opportunity to help them do their job is limited as in between the snuffles and sobs they tell you that everything is OK and in fact it’s getting better. Really, so how do you behave when things are really bad? Well some people are just in the wrong job and for whatever reason they will not accept this. At this point the Directors have to

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Taylor Report: Sorting out the mess

Initially the idea of the Taylor report was to address issues found in the “gig” economy, where staff were not employees but took on work on an as and when basis. However, in a development that surprised no-one, some of the recommendations affect all employees.  ​ Back in the good old days when trains ran on time and kids played football in the streets, life was simple.  You were either an employee or you weren’t (with the exception of casuals who did work as and when they were needed).  Then for reasons that are not clear we deemed it necessary to

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Doing The Right Thing

Sickness absence is one of the most frequent problems we deal with at KHES.  In particular, the employee that says they are unable to work because of stress or depression. One of the key worries of our clients is that the employee is just “pulling a sickie”.   I used to manage a group of legal advisors and there were three staff who had a lot of time off for depression or stress related issues. When I took over the department the situation had been going on for nearly 2 years.  As stress and depression are often self-diagnosed I decided to book

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Flexible Working Boon or Curse

It all depends, but to steal a quote “I’ll tell you a story”.   I was managing an employment law helpline when we offered a job to a woman who came highly recommended from a competitor.  We had done it all properly, issued letters with salary details, start date and everything when she phoned me to apologise and say she couldn’t take the offer as she had just found out she was pregnant.   Two things to remember here. 1.     I did not know this woman 2.     She was an experienced employment law adviser   Quite apart from the fact that it was a large

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EMPLOYING OVERSEAS WORKERS.

How do you make sure that job applicants have the right to work in the UK? This can be a confusing subject and the official Home Office guidelines use some strange terminology so I have tried to give you the basics in a straightforward way. As an employer you are obliged to check, before you take someone on, that they are entitled to work here. If you don’t do this, and retain evidence of what you checked and when, you can end up being fined up to £20,000 or even imprisoned. Make sure that whatever you do is done routinely

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