Brexit and the triggering of Article 50 are set to bring about many changes, especially in relation to employment and it has been suggested that some businesses may use Brexit as an opportunity to amend employment law – particularly capping the amount tribunals can pay out for discrimination cases.
In a recent survey of financial firms, 70% of the businesses questioned admitted that they would like to change the rules on sick leave and rolling over holiday pay, whilst a further 65% said they wanted the way equal pay cases are handled changed.
The Government has confirmed that Brexit is an opportunity to improve UK employment laws, making them as efficient and fair as possible to both employers and employees. But this survey suggests that employers feel that many of the employment laws in the UK require to be updated.
Do you have an appraisal process at work?
Regular performance appraisals help create a corporate culture that promotes personal success. A structured appraisal process offers several benefits. Read more at
1. Track strengths and weaknesses
No one person determines an organisation’s success and identifying the right candidates for the right teams is a crucial part of successful performance management. The best way to ensure the right workers come together is to track individual strength and weaknesses.
2. Identifying talent
Hiring from within allows for continuity of management styles. Annual appraisals allow hiring managers to look back over the applicant’s entire work history and find the best internal candidates for a promotion.
Constructive criticism provides employees with the necessary information to improve their on-the-job performance. Good managers give feedback that motivates employees to strive for improvement. By giving employees feedback about their performance on a regular basis, managers open up the lines of communication, enabling a good working relationship and encouraging a spirit of collaboration.
Performance reviews give an opportunity to discuss training. The success of an organisation depends on every member, making training an integral part of continued success.
The give and take of a formalised performance review system allows employees to receive positive reinforcement for a job well done. Communication forms the foundation for all lucrative business interactions. Implement regular performance reviews and see immediate benefits to productivity and job satisfaction. We are running a workshop in Glasgow on 16th May which will help you implement an appraisal process in your business. http://www.121hrsolutions.co.uk/hr-training-booking.html
Social Media and Recruitment
It is claimed that 1 in 5 employers have rejected candidates having looked at their social media profile and activity. However, this is an area which is likely to have discrimination implications so employers must be careful about the “weeding out” process.
The most common reason for candidates being deselected is offensive language on social media. Other reasons include evidence of heavy drinking or even drug taking.
In terms of social medial, LinkedIn profiles are most commonly checked but employers may also surreptitiously screen potential job candidates using Facebook, Twitter and Instagram. There may be potential difficulties of social media scanning as part of a recruitment selection process if no clear evidence can be provided as to why a particular candidate who, on paper, has all of the necessary skills and qualifications for a role.
If a candidate asks for feedback it may be very difficult to justify using this method of screening as part of a robust recruitment process – particularly if that candidate feels that their gender or race may have affected the decision. There is a difficult balancing act to consider – candidates must be aware that employers might look at social media profiles to see how they present themselves to the outside world but future employers must not discriminate during the recruitment process and ensure that taking social media comments into account does not amount to or result in unwitting discrimination.
Gender differences in employee engagement
The cost of ignoring a gap in engagement between male and female employees is significant. Recent research revealed that highly engaged business units achieve a 21% increase in profitability.
Compensation, relationships with colleagues and managers, work-life balance and company ethos also played important roles in shaping how engaged women felt at work. Companies with strong engagement had no gap between genders. When a company gets engagement right, the whole workforce benefits substantially – as does business performance.
There are four ways that organisations can bridge the engagement gap between men and women:
1. Recognise Talent– Regardless of gender, recognise and promote great performers. Don’t disregard women who may have part time roles in the business. According to the survey, there was a 9% drop in scores between men and women when it came to feeling that their opinions were acknowledged in the workplace.
2. Genuinely engage in development – Provide development opportunities for all employees, regardless of status and gender – and use an annual appraisal process to explore those opportunities with employees.
3. Be honest about reward – Those companies which are regarded as successful have a transparent reward and recognition policy, particularly in relation to bonuses.
4. Live your values – Identifying with company objectives and aspirations is important in encouraging engagement. Senior managers should live the company values if they want others to do the same!
Businesses need to look beyond their standard practices and drive the above changes into the way that work gets done. Ensuring we make the most of all of our employees’ potential is a challenge that will involve sustained changes in how our businesses operate.