Autumn Newsletter 2018

AUTUMN NEWSLETTER 2018

’HANDS ON HR EXPERTISE’

Performance Reviews

Performance Reviews – they are important

Traditionally dreaded and frequently resented by Line Management that are ‘too busy’.

The reality is that if you want employees to progress within your organisation and know where their strengths and development areas lie – you need to take time to tell them.

Increasingly conducted on a more regular basis – quarterly or bi-annually.  The key is the conversation and the future focus of the employee to deliver on the points discussed.

5 Goals to Effective Performance Review

1.You and your employee should be clear about what needs to be achieved – their objectives.  This directly leads them being more engaged and motivated.

2. Objectives need to stretch and challenge in line with your organisational requirements – nobody is perfect.  For success you need to commit to developing and challenging your employees.

3. You must both agree and commit to the objectives.

4. Keeping a written record of the Review is absolutely key from a legal, ethical and visible perspective.  A Performance Record gives an approach and detail to how to perform effectively.  If performance is lacking after monitoring then this can lead to disciplinary action.

5. A clear, well documented Performance Review process ensures consistency, fairness and structure and can avoid potential discrimination or pay disputes.  It provides a basis for equitable measurement of an employee’s contribution to the accomplishment of your company goals.

Mental Health / Wellbeing

Mental Health in the workplace

1 in 4 of us will experience mental ill health at some point in our lives. It’s vitally important that employers and their staff take steps to promote positive mental health and support those experiencing mental ill health.

Early symptoms of mental ill-health can manifest as physical, psychological or behavioral including:-

·         fatigue,

·         headaches,

·         mood changes,

·         loss of motivation and

·         irritability.

But be careful not to make assumptions as these signs don’t always point to a mental health issue.

So how can managers help?

Start a conversation – it is a personal issue byt shying away from discussing it can increase the stigma involved. Often it helps if the managers makes the first move to open up a dialogue, then listen and ask non-judgmental questions.

Be an effective manager – research has found that management style is the second biggest cause of work related stress so mangers should aim to adapt behaviours that support employees mental health, such as creating realistic deadlines, clearly communicating objectives and checking in with staff asking how they are.

Make a wellness action (WAP)–  a personlised tool that helps employees identify what causes them to become unwell and what support they would like from their manager.

Where to go for further support and guidance

If you are experiencing mental ill health there are many support networks available.

– Mind – For more information, go to www.mind.org.uk or call 0300 123 3393.
– NHS choices – www.nhs.uk/livewell/mentalhealth.
– Rethink Mental Illness is the largest national voluntary sector provider of mental health services, offering support groups, advice and information on mental health problems. For more go to www.mind.org.uk or call 0300 123 3393.Please contact Lynne Newman, Lynne@agilehrconsulting.com if you would like a free copy of our Stress Management Policy.

Employment Law Updates

Budget October 2018 Overview

April 2019 – National Minimum Wage increases from £7.83 to £8.21 per hour and a reduction in the contribution that smaller employers need to pay toward apprenticeship training from 10 per cent to five per cent, the hottest development in the employment sphere was the extension of the IR35 regime.

From April 2020, it will become the responsibility of your business to determine whether IR35 applies to your contractors that you engage via an intermediary and, if so, to pay tax and NICs on the sums paid to that intermediary for your contractor’s services.

·       Income Tax personal allowance to rise from £11,850 to £12,500 in April 2019

·       40p Income Tax threshold to rise from £46,350 to £50,000 in April 2019

October 2018: Childcare Voucher Scheme

Childcare voucher salary-sacrifice schemes will close to new entrants from October 2018, but can continue for existing users. The new tax-free childcare scheme does not involve employers-individual apply themselves.

 

Your Agile HR Consulting Ltd Team

Jenny, Clair, Lynne, Helen & Gemma

Stay in the know