The disciplinary process

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Understanding the disciplinary process, and subsequently engaging with the employee to discuss their action(s), is pivotal to ensuring both parties are heard and a suitable course of action is identified.

Download your copy of the disciplinary process.

If you have any questions, please contact our team who are happy to provide tailored advice for your business and workforce.

3 priorities on the HR agenda for 2021

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By Nicole Burton

After a difficult and testing year for all industries and professions, the goal of keeping people safe, employed, engaged and productive remains ever complex. As the go-to people and function to help organisations prepare for change and execute workforce transformation, HR Professionals are busier than ever in this climate of uncertainty. Through my regular interactions with a diverse professionals across the HR community, three general priorities dominating the HR agenda for 2021 are as follows:

1. Continuing to navigate and define the new normal

In light of the global pandemic, it is up to HR leaders to further enforce a safe workplace as staff begin returning to the workplace.

Many staff will feel apprehensive and unsafe and HR leaders will need to be at the forefront of alleviating any anxiety.  This will require open, clear and regular communication.  Keeping employees up to date will assist with feelings of unease and uncertainty.  It is important that HR leaders take on board the feedback provided by employees and address them in a clear and consistent manner.

The new norm will require a review and overhaul of many of the organisations policies, particularly with regard to existing sick leave, office etiquette/appropriate behaviours, remote working, wellbeing and reward and recognition policies.

2. Developing workforce potential beyond just building skills

2020 demonstrated that workforces are capable of adapting and responding in never before seen or imagined circumstances.  HR Professionals in 2021 should focus on allowing employees to use more initiative and provide them with the freedom to choose how they do their work and what they do.

This can be achieved by moving away from the traditional workforce planning model to one that focuses on matching an employees’ interests and capabilities against future business demands.  This will not only enhance employee skills, but also result in higher levels of engagement and motivation.

The challenge with this approach however is ensuring that the interests of individual employees meet the needs of the business.  This is where HR Professionals will need to get creative and work with the business to design roles that can easily be reinvented, creating a culture where people are constantly adapting and reinventing themselves.

HR Professionals and organisations alike will need to invest in training programs that provide their workforce with the skills and ability to do this, rewarding those employees who identify skills gaps and reinvent themselves to fill those gaps.

3. Preparedness and adapt and thrive through uncertainty

It is important that HR Practitioners and organisations alike develop workforce strategies that focus on preparing for unlikely, high-impact events moving forward to ensure they can respond better, faster and with greater confidence should another unplanned event occur in the future.

Some questions HR Professionals may consider asking themselves in 2021 are:

  • What did we learn about our employees on the back of an event such as COVID-19?
  • Did we identify any new skills that employees have, or any skills gaps that we need to close moving forward?
  • Did any employees stand out as being resourceful in a crisis? If so, how can we harness and utilise those skills in the future?
  • How ready is our workforce to perform the work of the future? How do we address what is lacking, improve skills and develop those capabilities?
  • Who left our organisation, and why did they leave? How can we retain that talent in the future?
  • What are the skills our existing employees need to have to get us through another pandemic such as this? For example, problem solving abilities and social intelligence.
  • Will the wellness programs we have in place equip our staff both mentally and physically? And if not, what do we need to do to improve them to ensure our employees adapt and thrive?

We’ve survived one pandemic which means we are better prepared to deal with it if it happens again whether in short or long periods of lockdown. Organisations who are well prepared to swiftly adapt how they work will always be more effective, and their people safer and happier.  Having a deeper understanding of our workforce and recognising that a one size fits all approach is outdated is the first step in achieving this.

Human resource tips

Recharge your HR team for 2021

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By Nicole Burton

The COVID-19 pandemic has significantly altered the way organisations work, both now and into the future. During this testing period, HR Practitioners have been central in ensuring employees were kept safe, felt engaged and supported to work productively.

Many articles address how HR can support organisations and their employees, but very few mention how organisations can support their HR teams, and what skills HR Practitioners need to develop beyond 2020.

As we shift away from crisis management to building critical skills to enable a productive and engaged workforce, here are 5 ways to support your HR Team so they too can be motivated and effective to work through the next wave of challenges.

  1. Recharging HR

Throughout the pandemic there has been a focus on the wellbeing of staff – both mentally and physically. HR professionals invested their time and energy to research, generate and implement well-being programs for their organisations. Organisations in turn should ensure their HR team are taking care of their own well-being by actively encouraging them to identify and prioritise their own self-care needs.

It is also timely to review the existing skills your HR team and identify where new or stronger capabilities are in need. For example, are they well equipped to support your organisation with resilience building, mental health and stress management? These challenges will continue to impact workplaces beyond 2020.

  1. Stay connected as we continue to work remotely

Most HR teams are exhausted after navigating through unchartered waters and developing robust solutions to unprecedented problems. Reach out and connect regularly with your HR team to see how they’re doing, even as they begin return to the workplace. Regular check-ins (or ‘connects’ as we call them) is a positive and easy way to maintain open communication to build a candid, trusting and caring work relationship.

Your HR team will also welcome learning about how they performed as individuals and as a function during this time. A HR team strategy day (or session) prioritises space and time to reflect on what worked well, what didn’t and identify the opportunities and priorities to focus on as a function, for the year ahead.

  1. Support work flexibility

Give your HR team the freedom to develop new processes that allow for a more flexible workplace. This could mean allocating a certain number of hours per week for staff to work from home on a permanent basis, or greater work/life balance to work around their personal responsibilities and needs. These flexible work arrangements should be available to all staff, including your HR team. Offering a flexible schedule that includes working from home when needed and flexible hours can significantly reduce various sources of unnecessary worry or stress.

  1. Make wellbeing programs a permanent offering

Yes, the warmer months and easing restrictions have made venturing outdoors much more inviting than a virtual exercise class. Nevertheless, if employees are still accessing wellbeing programs launched from the onset of COVID-19, consider keeping these programs in place for good and putting in a strategy to ensure there is strong uptake across all organisational teams and functions, including HR and Senior Business Leaders.

  1. Expressing gratitude

 There’s no such thing as letting people know too often that their contribution matters.

How is that you currently make employees feel super special? Whether it’s a financial reward, a day off work, sending a care package to their home or a thoughtful handwritten note, there are a many ideas to show your appreciation to the whole team – including your people in HR.