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Award of Excellence 2023

Winner of Award of Excellence 2024 | Consensus HR – Herts, Beds

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Winner of Award of Excellence 2024 | Consensus HR - Herts, Beds

Consensus HR wins Award of Excellence 2024 

In the landscape of modern business, managing human resources efficiently is crucial for the success and sustainability of any organisation. Recognising the significance of this aspect, Consensus HR emerges as a trusted partner, offering a comprehensive suite of services tailored to meet the unique requirements of businesses across various industries. Consensus HR specialises in providing outsourced human resources solutions, allowing organisations to focus on their core competencies while leaving the complexities of HR management to the experts. By outsourcing HR functions, businesses can streamline their operations, reduce administrative burdens, and ensure compliance with ever-evolving employment laws and regulations.

At E2 Media we have recently unveiled our highly anticipated 2024 Awards of Excellence, recognising outstanding achievements in various industries. Among the esteemed recipients, Consensus HR stands out as a beacon of excellence, with that being said we are delighted to announce that Consensus HR has been given one of our Awards of Excellence for 2024. Their exceptional dedication to providing unparalleled customer service has set them apart, earning them the recognition and admiration of both their industry peers and clients alike. This accolade not only reaffirms their commitment to excellence but also highlights their consistent efforts to go above and beyond.

One of the standout features of Consensus HR is its commitment to offering personalised HR support. The team understands that each business has its own set of challenges and requirements, and therefore, they provide tailored solutions to address specific needs. Whether it’s employee relations, performance management, or talent acquisition, Consensus HR’s dedicated support ensures that businesses receive the guidance and assistance they need to navigate the intricacies of HR management. 

Staying compliant with the constantly evolving landscape of employment laws and regulations is a daunting task for many businesses. With their experience Consensus HR offers their expert guidance on HR compliance. From creating and updating employment contracts to implementing policies that align with legal requirements, businesses can rely on Consensus HR to keep them abreast of the latest changes and help them maintain a compliant workplace.

The fact they are held in such high regard by their clients tells you everything you need to know not only about the services they offer but the honest and ethical way in which they operate.

Winner of Award of Excellence 2024 | Consensus HR - Herts, Beds

The challenge they face as their reputation grows and the demand for their services increases further will be to maintain the high standards that have given them so much success in the past. Given the track record they have we think it’s something they will achieve and that Consensus HR is a name you’ll be hearing much more of in the years to come. For more information visit www.consensushr.com

To view more about us and our awards and pledge to clients

At Consensus HR, we are proud to have been awarded a number of awards over the previous years and to find out more about us and our pledge to our clients.
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If you run a business and have a team and wish to ensure that you are working to best practice and the law, give us a call now. 01438 576750
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Violence and abuse

Violence and abuse against retail workers soars.

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Violence and abuse against retail workers soars.

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “What is going on here, when you cannot go to work without violence or abuse happening to you?  I used to love working in retail and interacting with customers, but it must be hard these days to do this, if the statistics shown in this report are to be acknowledged. From a HR perspective, if companies are in the retail sector, they need to ensure that all possible tools are used for the health, safety and welfare of the team.  Adequate development / resources should be available to all team members with the correct individual and team development arranged.  When I worked for a well-known retailer and due to the sector we covered, all our team were given detailed customer service on how to diffuse a range of situations that could occur in the workplace with the main emphasis on ensuring that the team knew to follow the correct best practice operation / HR Policies and procedures but to remember their welfare is of the utmost importance and they should never put themselves at risk of any kind of abuse or physical assault.”

NEWS ARTICLE:  Violence and abuse against retail workers soars.

The British Retail Consortium’s latest crime survey reveals that violence and abuse against retail workers has almost doubled from pre-pandemic levels. The new findings show incidents including racial and sexual abuse, physical assault and threats with weapons rose to more than 850 a day in 2021-22 from over 450 a day the year before. The survey also found that £953m was lost in that time to customer theft. BRC chief executive Helen Dickenson has called for tougher action from the police and courts to stop the menace destroying lives and costing £1.76bn a year. She said: “The pandemic has normalised appalling levels of violent and abusive behaviour against retail workers. While a confrontation may be over in minutes, for many victims, their families and colleagues, the physical and emotional impact can last a lifetime. Surely everyone deserves the right to go to work without fear.”

 

The Daily Express

The Times

The Human Times

Violence and abuse against retail workers soars.

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If you want to know more on how to manage violence and abuse within your organisation for the benefit of the company and employees, please get in contact now.
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YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

For further information on any of the HR subjects we provide, please click the heading below:

Consensus HR tick

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Presenteeism remains an entrenched feature of business culture. 

Young people seek to make friends

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Employers can share staff data in a mental health emergency | Consensus HR | Herts, Beds

Matthew Pinto-Chilcott, Owner of Consensus HR comments:” The BBC have recently written this article which is very interesting in relation to the major change that has happened to the workforce in relation to going to work and the office.  Many articles are now being written about employees who do not wish to return to the workplace, but do they have a choice?  We are finding after talking to our clients and other businesses where this is applicable some have found it very easy through consulting with the team about the benefit of returning to the workplace such as team moral, better office facilities and team meetings amongst many other things whilst ensuring an adequate Risk Assessment takes place and a correct Policy is in place to return as normal and as it was prior to the pandemic, whilst others through consultation and talking have found a balance, working in the office, three days a week and from home / hybrid, two days a week.  The last three years have shown us, that as long as the team are managed correctly, given the right tools for the job, and a Risk Assessment / Lone Working needs met they can basically do the job anywhere whilst ensuring that the 121 / team contact continues as needed and it is really up to the business and team to decide on the most productive way forward for the team member and business.  Although this is not possible in all sectors such as care, hospitals, catering etc.

NEWS ARTICLE: – Young people seek to make friends as firms shift to remote-working 

The workplace has traditionally been an environment to make friendships and connections, but many young people are lacking such opportunities as employers shift to hybrid-, distributed- or remote-working models. Experts say that, overall, social circles have shrunk in the wake of the pandemic – and in some cases, were never established at all. “Many people, Gen Z specifically, who are entering the workforce, haven’t necessarily had the experience of being able to make friends in the typical way, and are starting a new job for the first time where they don’t know anyone,” explains Miriam Kirmayer, a clinical psychologist and friendship expert practicing in Montréal, Canada. Because Gen Z has not had the “experience of making new friends at work that they really can draw on and leverage to keep them feeling socially connected,” young people are fundamentally changing their approaches to how they connect, and what those connections look like, Kirmayer says.  These shifts also have changed the entire traditional idea that work functions as a “hub of friendship and social connection,” she adds.

BBC

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YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

Management and Team Development Workshops

We continually run a a range of fact / Knowledge gaining, informal, friendly & exciting HR Management / business owner development workshops designed to equip individuals with the skills required to run their businesses successfully.

If your business would like to run a specific HR Workshop such as Performance Management, Disciplinary & Grievance Management, or Customer Service to name a few, please get in contact today and we will work with you to develop a program.

 

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If you wish to ensure you have taken the correct measures when it comes to general Z and your team, give us a call now
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NHS Menopause

Menopause leave rejected by ministers

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Menopause leave rejected by ministers

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “We have been speaking about this for some time with our clients and other people when visiting business networking events and was waiting for the outcome of the proposal.  This now shows that they are recommending that all companies have a Menopause Policy in place, but that Menopause is not going to be a protected Characteristic under the Equality Act October 2010 together with the current protected characteristics that are protected from day one of employment with the possibility of unlimited financial awards.  These are: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.  Businesses need to ensure that they have the correct HR company Policies and Procedures in place and ensure they are practiced correctly and not just left in a HR Policy file and not used as an Employment Tribunal (ET) will look at custom and practice when deciding on an outcome and whether they received less favourable treatment amongst others.”

 

NEWS ARTICLE- Menopause leave rejected by ministers: –

UK government ministers have rejected a proposal to introduce “menopause leave” pilots in England, arguing it could be “counterproductive,” and have also dismissed a recommendation to make menopause a protected characteristic under the Equality Act. In July 2022, the Women and Equalities Committee published a report which warned that the impact of menopause was causing the UK economy to “haemorrhage talent,” and said a lack of support was pushing women out of work. In its response to the report, the government rejected outright five of the committee’s 12 proposals, including a recommendation for the government to work with a large public sector employer to “develop and pilot a specific menopause leave policy.” A cross-party group of MPs had argued this could stop women being “forced out of work by insensitive and rigid sickness policies.” The government said it was focused on encouraging employers to implement workplace menopause policies, adding: “We are concerned that specific menopause leave may be counterproductive to achieving this goal.” It also said it would not launch a consultation on amending the Equality Act to introduce a new protected characteristic of menopause “including a duty to provide reasonable adjustments for menopausal employees,” saying such a move could have “unintended consequences which may inadvertently create new forms of discrimination, for example, discrimination risks towards men suffering from long term medical conditions or eroding existing protections.” Conservative MP Caroline Nokes criticized the government response to the Women and Equalities Committee, which she chairs.  “This is a missed opportunity,” said Nokes in a letter to the Minister for Women Maria Caulfield. “The evidence to our inquiry was crystal clear that urgent action was needed across healthcare and work settings to properly address women’s needs, yet government progress has been glacial and its response complacent.”

BBC

Bloomberg
Menopause leave rejected by ministers
Menopause leave rejected by ministers

YOUR OUTSOURCED HUMAN RESOURCES DEPARTMENT.

Full HR & H&S Support

Consensus HR realises that many UK based SMEs understand the importance of Human Resources (HR) and Health & Safety (H&S) but cannot justify the cost of a full time HR person / team within their business, whilst knowing that when running a business of any size (from one employee to 250) that there will be a time when they will have to deal with a range of HR and H&S issues and employee problems. Consensus HR can be your organisation’s HR department providing everything you would expect to find in a big company but in a more cost-effective way. We provide our clients access to unlimited HR advice and employment law which is accredited by leading professional bodies, including the Solicitors Regulation Authority and the Bar Standards Board.

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Following the latest news in relation to the Menopause, does your company currently have a policy? If not, give us a call now.
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outsourced hr

Ban on exclusivity clauses extended

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Employers can share staff data in a mental health emergency | Consensus HR | Herts, Beds

Matthew Pinto-Chilcott, Owner of Consensus HR comments: “This is a very interesting article from our Chartered Institute on the 1st of December 2022 which discusses that exclusivity clause bans have been extended in relation to Zero-hour contracts and follows a consultation by the Government in May 2022, titled ‘Exclusivity Clauses’ and is about reforms to these clauses.  There has also been a lot of press and comments over the past year about Exclusivity clauses within contracts of employment and which are designed to protect a legitimate business interest and are reasonable.  An exclusivity clause in an employment contract restricts workers for taking on additional work with another employer and gives details for areas such as how long you have to wait before you can work for a competitor or a business in the same area of work as you.  Employers / Business owners need to ensure that if they are using Zero-hour contracts with a restrictive covenant and earning less than £123 a week that this clause is amended immediately.

Zero-hour contracts of employment have become more popular recently, especially within the Hospitality Sector with many Students preferring these to a permanent contracted hours contract but what is best for your business?  Companies need to look at the pros and cons of all types of Contracts and see if they fit with their company culture and product / service that they offer.”

PRESS ARTICLE – Ban on exclusivity clauses extended – 1 December 2022 

The Exclusivity Terms for Zero Hours Workers (Unenforceability and Redress) Regulations 2022 were made on 7 November 2022 and come into force from 5 December 2022. These regulations make exclusivity clauses unenforceable in employment contracts where the guaranteed weekly income is below or equivalent to the Lower Earnings Limit, currently £123 per week. It is hoped that by removing red tape, the lowest paid workers will be given the choice to work multiple jobs if they wish, to give them more flexibility over when and where they work.

Exclusivity clauses restrict workers from taking on additional work with other employers. They were banned from being included in zero-hours contracts in 2015, with the same aim of maximising opportunities for individuals to find additional work and apply their skills to drive economic recovery. The legislation also gives employees the right not to be unfairly dismissed, and workers the right not to be subjected to a detriment, for failing to comply with an exclusivity clause and to claim compensation.

This legislation follows the conclusion of a public consultation launched by the Government in December 2020, which sought views on extending the ban on exclusivity clauses beyond zero-hours contracts.

How will businesses benefit?

As well as supporting almost 1.5 million workers to increase their income, the new legislation will also positively impact businesses by widening the talent pool of applicants to those who may have previously been prevented from applying for roles due to an exclusivity clause with another employer. It will also help to attract more people in key industries, such as retail and hospitality and encourage employers to create jobs with contracts which suit them and their needs, for example, offering few weekly hours.

What will employers need to do?

Employers now need to review their contracts, as exclusivity clauses will need to be amended to ensure they only apply to those earning above the LEL. Employers may also have to update policies and procedures; whilst exclusivity clauses can’t be enforced for those earning £123 per week or less, employers can still require staff to tell them if they are working elsewhere. Similarly, employers should work out the average weekly earnings of all employees, so they know who the new rules apply to.

Employers should also check employees’ total working hours; an opt-out agreement will need to be signed if the employee is working / is likely to work more than 48 hours per week across all employers, otherwise they might find they are in breach of the Working Time Regulations (1998).

Finally, in some cases, it may be necessary to assess the role and industry the employee works in. Employers might want to introduce a restrictive covenant for employees who may want to work for a competitor or where there are concerns about the sharing of confidential or sensitive information.

CIPD

 

Exclusivity clauses
strike action

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If you currently use exclusivity clauses within your contracts of employment and would like to discuss whether they are legal or not, contact us now.
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Employee, Worker or Self-Employed … What’s the Difference

H&M to cut 1,500 jobs 

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Hilton Foods Solutions Ltd v Wright - Parental leave: Detriment for seeking to take | Consensus HR | Herts, Beds

Matthew Pinto-Chilcott, FCIPD, ACEL BA(Hons), Owner of Consensus HR comments: – H&M to cut 1,500 jobs  “The war in Ukraine and inflation is continuing to have a major impact on businesses having to make vast amendments such as Redundancies & Restructures due to major drops in profits resulting in job cuts.  Employers and Managers need to ensure that when having to make these changes to the team structure that they follow the law correctly, depending on the amount of people they are proposing to make Redundant.  Business Owners / Managers need to ensure they follow the law and work to best practice but make sure it is completed professionally as if incorrectly could result in severe financial penalties for unfair dismissal. “

 

NEWS ARTICLE – H&M to cut 1,500 jobs :

H&M is to cut 1,500 jobs across its global operations as part of efforts to save 2bn Swedish Kroner ($190m) a year, amid slowing sales and rising costs for clothing retailers. The group announced plans for the job cuts after profits fell 30% in the nine months to the end of August, partly resulting from the winding down of its operations in Russia amid the war in Ukraine. The largest of the job cuts are in tech roles located in Sweden, with both employees and consultants to be affected. The impact on the UK is currently unknown. A spokesperson said: “It is too early in the process to define how it will affect the UK specifically.”  H&M CEO Helena Helmersson added: “The cost and efficiency programme that we have initiated involves reviewing our organisation and we are very mindful of the fact that colleagues will be affected by this. We will support our colleagues in finding the best possible solution for their next step.”

Sky News

Reuters

The Daily Telegraph

The Guardian

The Human Times

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If you are considering making redundancies or re-organising your team, do not hesitate to contact us.
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FIFA

Watching the World Cup in the work-from-home era 

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Watching the World Cup in the work-from-home era 

Matthew Pinto-Chilcott owner of Consensus HR, your outsourced HR Department comments: “What are your views on this, this year considering what has happened over the past three years?  Has your company always allowed the team to watch the game?  What teams can they watch if they are allowed?  Is just England, Scotland, Wales & Northern Ireland. The home teams.  What is your company, Policy?  Is this written for all social events such as these so that the whole team know what is expected?  Have you had to discipline anybody in the past for watching sport when they are not permitted to, due to the company stance?

Football is only one of the sports, social events that employees wish to watch during work time and especially when it is their nation playing but how do you manage this fairly and professionally?  Do you even allow it or tell the team they are there to work and not watch these events in work time?

This is a question all companies should ask themselves and make sure that they have the correct Policies & Procedures in place such as a Social Policy that details what is permitted to take place and should any member of the team not adhere to this the repercussions that could exist such as disciplinary and grievance.  Your work environment should be a place that people wish to come to work but be expected to work and know what is expected as and when.  Here’s to the World Cup and whoever you support.

 

NEWS ARTICLE – Watching the World Cup in the work-from-home era :

This is the first World Cup tournament of the remote-working era, and BBC Newsreports that many employers are opting for an easy way to deal with the games that happen in office hours: let staff work from home that day. A survey by polling company Opinium found that nearly half of working fans will be allowed to watch the game during office hours. Just over a quarter of fans said that their employer will show the matches live, while one in five will allow them to watch the football elsewhere. Some companies will use the event as an opportunity to have some fun in the office, and bond with colleagues and clients. But some 9% of workers told pollsters YouGov that they intend to watch the game when they should be working, without their employer’s knowledge – which could leave them at risk of disciplinary action. Meanwhile, the hosts’ treatment of migrant workers who built the stadiums and other infrastructure for the event, and Qatar’s intolerance of its LGBT citizens, has encouraged some businesses to boycott the World Cup altogether.

BBC

The Human Times

Watching the World Cup in the work-from-home era 

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What are your views on the team watching football whilst at work or at home should they be a hybrid worker? This article from the BBC shows the change in attitude and if you wish to ensure your company Policies & Procedures are up with the times for the benefit of the business and team, contact us now.
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Christmas

Remote working is blamed for pub woes 

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Remote working is blamed for pub woes 

Matthew Pinto-Chilcott, Owner of Consensus HR comments: Remote working is blamed for pub woes – “Well, this is our first blog that mentions ‘Christmas’, but I am sure there will be many more before Christmas 2022 arrives!  Following the last few years and the Pandemic you could say I suppose that this will be the first real Christmas since pre pandemic when families and teams will be able to celebrate as they use to do post Pandemic.  However, if these statistics from this survey are to be true, companies may be seeing that their teams are not interested in the old festivities due to working from home.

Christmas & the New Year are times to celebrate and an ideal opportunity for the team to enjoy themselves and celebrate and decorate the office whilst having a team event, but what do you have planned for this year, and nobody wishes to be ruin Christmas or the New Year?

Please ensure as we comment every year that whatever you have planned that your team are fully aware of any company / HR policies so that no forms of unwanted misconduct occur and end up ruining the party for any member of the team.  We recommend that businesses have a Policy on behaviour at work related events such as Christmas, so that everyone knows what to expect and can enjoy themselves fully without any repercussions.”

 

PRESS ARTICLE – Remote working is blamed for pub woes –

The number of office Christmas parties booked this year is a fifth lower than pre-pandemic levels, pubs have reported. The rising number of staff working from home and cost pressures are blamed for the fall in demand. In a normal year, British pubs take in around £2.3bn in December – about one-tenth of their annual income and their most profitable month by far – according to the British Beer and Pubs Association. However, a survey of 5,000 watering holes last week found that festive bookings are down by 20% compared to what was normal before the pandemic. Meanwhile, December bookings for the wider hospitality sector are only slightly below 2019 levels, according to separate analysis by UKHospitality. The industry group’s chief executive Kate Nicholls said: “We are cautiously optimistic. Bookings are coming in, but they tend to come in a little later these days than they did before the pandemic.”

The Daily Telegraph.

The Human Times

 

Remote working is blamed for pub woes 

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With Christmas arriving next month and this probably the first ‘normal’ one since the Pandemic. Is colleagues working from home affecting yours and attendance?
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World Menopause Day

World Menopause Day

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sexual misconduct

World Menopause Day is on Tuesday 18 October 2022.

You may have experienced it, be experiencing it now or yet to experience it in the future. You will have family, friends and colleagues who have or will experience it.

Does your business have a Menopause Policy, how do you support your employees through the Menopause and Perimenopause?

If your business needs assistance in putting these in place, get in touch, we can help.

The British Menopause Society has some great resources to support ‘Continuing the Conversation’ for World Menopause Day. The menopause has gone mainstream and after the deafening silence surrounding it for so long, that change is very welcome. The recent influx of information and misinformation can however be overwhelming and confusing and there is no ‘one size fits all’ solution.

The Menopause Charity are also a great source of information, with Facts, Advice and Support available; their aims include to provide inclusive fact-based information, advice and support and to bust myths, overcome ignorance and make menopause symptoms history.

Health and Safety & Employee Well-Being

If you need urgent support, please contact us by clicking here.

We offer a full Health & Safety service and ensure it is made simple and covers the basics for your business.  Our development and service includes:

  • Appointing a Competent Person
  • Preparing a business Health & Safety Policy
  • Managing Risk and Risk Assessments at work
  • Consulting your workers
  • Providing Information and Training
  • First Aid at Work

YOUR OUTSOURCED HUMAN RESOURCES AND HEALTH AND SAFETY, HELPING COMPANIES TAKE THE PAIN OUT OF EMPLOYING PEOPLE WHILST PREVENTING PEOPLE PROBLEMS

Consensus HR are a plain speaking Consultancy who help businesses with the complexities and best practice in the world of Human Resources. Whether you’re a start-up, SME or bigger business we help businesses from 1 – 250 employees, to enable successful business delivery, growth and change whilst Preventing People Problems.  We help you find suitable people solutions whilst providing accredited legal expert Human Resources advice. Providing consistent and professional outsourced human resources across Hertfordshire, Bedfordshire and North London.

Whatever your Human Resources business needs, we can help with our no obligation initial FREE HR audit. Book here and let’s get started!

Consensus HR realises that many UK based SMEs understand the importance of Human Resources (HR) and Health & Safety (H&S) but cannot justify the cost of a full time HR person/team within their business, whilst knowing that when running a business of any size (from one employee to 250) that there will be a time when they will have to deal with a range of HR and H&S issues and employee problems. Consensus HR can be your organisation’s HR department providing everything you would expect to find in a big company but in a more cost-effective way. We provide our clients access to unlimited HR advice and employment law which is accredited by leading professional bodies, including the Solicitors Regulation Authority and the Bar Standards Board.

Contact Us Now for further information and to see how we can help your company and team.

World Mental Health Day 2022

World Mental Health Day 2022

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mental health

World Mental Health Day 2022 – Monday 10th October

The theme for this year’s World Mental Health Day 2022, as set by the World Federation for Mental Health, is ‘making mental health and wellbeing for all a global priority’.

With everything that is happening around us right now, it can be easy to feel powerless, but there are aspects of our life we can manage and control.  If you or your employees need support, there are some great resources available from:

Mind

Mental Health UK

Mental Health Foundation UK

Samaritans

 

YOUR OUTSOURCED HUMAN RESOURCES AND HEALTH AND SAFETY, HELPING COMPANIES TAKE THE PAIN OUT OF EMPLOYING PEOPLE WHILST PREVENTING PEOPLE PROBLEMS

Consensus HR are a plain speaking Consultancy who help businesses with the complexities and best practice in the world of Human Resources. Whether you’re a start-up, SME or bigger business we help businesses from 1 – 250 employees, to enable successful business delivery, growth and change whilst Preventing People Problems.  We help you find suitable people solutions whilst providing accredited legal expert Human Resources advice. Providing consistent and professional outsourced human resources across Hertfordshire, Bedfordshire and North London.

Whatever your Human Resources business needs, we can help with our no obligation initial FREE HR audit. Book here and let’s get started!

Consensus HR realises that many UK based SMEs understand the importance of Human Resources (HR) and Health & Safety (H&S) but cannot justify the cost of a full time HR person/team within their business, whilst knowing that when running a business of any size (from one employee to 250) that there will be a time when they will have to deal with a range of HR and H&S issues and employee problems. Consensus HR can be your organisation’s HR department providing everything you would expect to find in a big company but in a more cost-effective way. We provide our clients access to unlimited HR advice and employment law which is accredited by leading professional bodies, including the Solicitors Regulation Authority and the Bar Standards Board.

Contact Us Now for further information and to see how we can help your company and team.

Diversity

Pension Awareness Day

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Money and Calulator

Today is Pension Awareness Day

The Company pension can be part of a wider benefits package in a business.

Employees look for a variety of benefits in a Company and they can be used to attract new candidates and retain existing employees.  Pension Awareness Day and help increase the understanding of Company pensions.

Do you want to review your pension arrangements and benefits package in your business?

Do you want to raise awareness of your benefits in your business? 

Give us a call today to find our how we can support you and your business.

To find out more about Pension Awareness Day, click here.

Why don't you give us a call or email to discuss and 'Click Here"?

Consensus HR are a personal, professional and fully Chartered HR Consultancy who are here to help you and your business.
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Welcome to Consensus HR…..Our Mission Statement is “Helping Companies take the pain out of employing people whilst preventing people problems’

Consensus HR are a plain speaking Consultancy who help businesses with the complexities and best practice in the world of Human Resources. Whether you’re a start-up, SME or bigger business we help businesses from 1 – 250 employees, to enable successful business delivery, growth and change whilst Preventing People Problems.  We help you  find suitable people solutions whilst providing accredited legal expert Human Resources advice. 

Whatever your Human Resources business needs, we can help with our no obligation initial FREE HR audit. Book here and let’s get started!

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Seven HR Back to Basics – 6 Performance

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Seven HR Back to Basics - 6 Performance

Business owners and managers need to ensure that they have an adequate Performance Management Process in place to make sure that each employee is clear about what is expected from them in their job​, whilst also understanding what they are doing well, to identify what the manager can do to support and coach the employee to work differently or better.  Working towards the same company SMART goals ensures success for the business, as well as individuals working within it.

Each person should prepare for their Performance Management Meeting by reviewing their job description and any set objectives. These ​may be what were agreed during or since the last review meeting and completing a preparation form. Any discussions and comments for the previous year should be written down and discussed; with objectives agreed for the coming six months​, using the job description relevant to ​the role and the company.

All members of the team should be working towards the same company goals whilst also having personal SMART goals to ensure success for the business, as well as individuals working within it.

 

We know ​that having a suitable performance review process in place helps to ​facilitate effective performance management – of your teams and your business. These steps allow for individual SMART objectives to be written and rewarded appropriately if achieved​,​ ​development identified​ or corrective action taken.

Six-monthly structured ​one-to-one performance management meetings (appraisals) are recommended. These allow the individual and company management representative to sit down in a friendly environment and set SMART objectives. Both company and personal goals are agreed for the team member to achieve. Feedback should be sought throughout the year. Plus, everyone is fully aware of initial actions and steps of last resort.

SMART – Specific, Measurable, Accountable, Realistic, Time Based.  Failure to manage a team members performance effectively can result in a range of issues for a company from demotivation, loss of sales, poor customer service, Employment Tribunals and high turnover in employees.

Seven HR Back to Basics - 6 Performance

Are all your HR basics in place? If not and you need some help and guidance, contact us now by clicking here.

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