Apparently this coming Monday, 15^th January 2018, is ‘Blue Monday’, the most depressing day of the year.  January can be a tough month after the (hopefully) joyous Festive Period and a welcome break from work. But can we really pick one day out of the 31 in January, or the 365 in the year, and say that this coming Monday 15^th January 2018 is the most depressing of all?

The science bit

The term Blue Monday was, so we’re told, invented by the marketing team at Sky Travel in 2005 in an attempt to encourage people to buy a holiday at a quiet time of year. There’s even a formula for calculating the date, which includes weather, debt, days ‘til payday, time since Christmas, resolutions broken. It also includes some feeling factors which somewhat compromise the ‘science bit’.

Resistance is not futile

There’s definitely a case for rebellion here. January is tough, but we shouldn’t be told how to feel on a particular day, should we? There are enough challenges to face in this fast-moving world, so let’s all resist this phenomenon! To help us, there’s even a website dedicated to encouraging positive acts on Blue Monday.

Blue at work

The Blue Monday phenomenon does have potential implications for businesses. There may be many people who believe the hype and expect to feel blue on Monday 15th January 2018. And purely for this reason, they may succumb to the negative feelings Blue Monday is designed to exploit.

Be part of the solution

What can employers do to counter these negative feelings? We live in a time when businesses are struggling and ‘austerity’ feels like it has become part of our culture. So how can you motivate a workforce who are feeling the pinch and maintain positivity at work?

There’s no easy, one-size fits all answer. People are motivated in different ways, whether it’s hitting advertising targets and achieving bonus, or receiving accolades for good performance.

Top tips

Here are 5 top tips that should support the rebellion against Blue Monday:

• Spend time getting to know your team as individuals. Find out hat they enjoy, what motivates them, how they like to be recognised.
• Make sure you diarise regular 1-1s with your team for the year. Show your commitment to them through the giving of your time.
• Give thought to what you can do to help them achieve their career aspirations. It may be development, training, work-shadowing, job swapping, coaching and/or action planning. There are many possibilities to consider.
• Start the year with a team meeting to share ideas and make a plan for the year ahead to which everyone can contribute.
• Consider a physical activity, to get those endorphins flowing, maybe a team walk at lunchtime, or a sponsored activity which everyone can engage in.

These top tips should help to create a positive working environment where employees can flourish at any time of year. Developing an open, inclusive work place where everyone feels valued will definitely help to build this positivity.

So, while these top tips won’t necessarily stop people from being conned into feeling Blue on this coming Monday, it might help in the longer term.

If you would like to find out more about what you can do to build a positive working environment, we can help, so do get in touch with Helpful HR.

As the festive season approaches, business leaders have probably been thinking about goodwill gestures they could make, to show their employees they recognise the value they bring to the success of the business. This might be an additional day off, or an end of year bonus and both or either of those options would obviously be very welcome, I have no doubt.

Is it reciprocal?

But how many business leaders approach the end of the year and consider goodwill from a different perspective; that of the employee? How many business leaders will question the goodwill their employees feel towards them as an employer? And how many employers have been pro-actively creating goodwill throughout the year, through their everyday working practices?

Why does it matter?

As Linda Ray commented here, employees who feel appreciated will have a positive attitude towards their employer. As a result they will be much more engaged and loyal, which will help to keep employee turnover rates low. This will lead to reduced recruitment and on-boarding costs, both in terms of money and time. Ultimately this employee engagement, when coupled with structured performance management processes will increase employee productivity and performance, making a direct contribution to the success of the company.

We can help

If you would like to find out more about how to gain or grow the goodwill of your employees, and discover how engaged your employees are, we can help, so get in touch with Helpful HR.

The ‘gig’ economy has been centre stage recently in the news and has caused confusion around individual’s employment and tax status.

Recent cases

Uber is adamant its drivers are NOT employees. However, an employment tribunal  concluded they are, ‘workers’.  Addison Lee  also had a recent employment tribunal judgement, which came to the same conclusion.

The consequences

These cases demonstrate the pitfalls of getting it wrong, on a large scale. The judgements of the tribunals have definitely provided Uber and Addison Lee with bucketloads of negative PR.  They also have the administrative headache of changing their status, backdated rights to holiday pay and the National Living Wage. There’s also a strong chance that HMRC will collect backdated employer’s tax contributions for all of their newly defined workers.

How to establish status

In order to avoid the same problems as Uber and Addison Lee, employers are well advised to make a proactive and honest assessment of people they hire and ask the following:

• Does the individual work off-site?
• Are they using their own equipment?
• Is there a mutual obligation about you offering work and the individual having to accept work when offered?
• Does the individual regularly work for other companies?
• Can the individual send someone else of their choosing by way of a substitute, to carry out the work?
• Does the individual control how or when the work is completed?

If the answer to one or more of the above questions is ‘no’, the individual you’re hiring is probably not self-employed. If you treat them as self-employed, in the long-term you may very well come up against some difficult and costly issues.

We can help

If you need any advice or support on determining the employment status of individuals working for your company and what it means, get in touch with Helpful HR.

I’ve come across several situations where a team, or individual members of a team, are suffering with low morale and poor performance. They’re on a downward spiral as not enough care and attention has been paid to the management of that team and the individuals within it.

Some managers genuinely think their Human Resources department are there to line manage each employee in the business. They don’t feel HR is part of their role and concentrate on providing functional business leadership.

Managing people as well as a function is not easy. As a manager you have several things to think about and probably several people, all with different needs and abilities. The role of HR is to help and guide managers through this aspect of their role and it’s a constant learning curve.

Top tips for successful management

I’ve come up with some ‘top tips’ for managers to help them flourish as a truly good manager:

GET TO KNOW YOUR TEAM.   You may think you know them, but have you spent any quality 1-1 time with them?Do you really know who they are, what they do, what they want to do and what they think of what they do? Regular 1-1s are invaluable and should be in the diary at least monthly.

ADAPT YOUR STYLE.   Remember that as the manager it’s your responsibility to adapt your management style to get the best out of your team. It’s not their job to adapt to you.

MANAGE PERFORMANCE.   Make sure you ask people in your team what they think of their performance. Ensure  you discuss and agree with them what their specific objectives are, and when they are expected to achieve them.

COMMUNICATE.   Ensure you communicate any non-confidential management and financial information to your team. This can include any information you think is relevant, useful and of interest. No-one really complains about being given too much information.

CELEBRATE DIVERSITY.   Accept and ENJOY the fact that you have people in your team with different goals, skills, experience and beliefs. Provided you’re all working to the same departmental goals, it’s a benefit to have such diversity within the team, so draw on it.

PROVIDE CLARITY.   Ensure that everyone in your team knows what their role is, what the boundaries are, where they have authority and what you expect of them.

This isn’t a definitive list, but it should set you up for success as a manager. If this doesn’t work, or you have a more specific need then that’s what your manager is for, to provide you with guidance.

If you advice and support to grow and develop to become the best manager you can be, get in touch. We can’t do the job for you, but we can definitely help!