Aylesbury Business of the Year Award

Embrace HR Wins Aylesbury Business of the Year Award

Cecily Lalloo is delighted to announce that her company – Embrace HR Limited – has won ‘Aylesbury Business of the Year’ Award at the inaugural SME Buckinghamshire Business Awards, which took place at the Double Tree Hotel, Milton Keynes, on Thursday 30 March 2017.

As Cecily Lalloo was out of the country at the time of the award she invited her team, clients and other small businesses who had supported the company’s growth to attend on her behalf – “I’d asked Shirley Parsons to accept on my behalf as I have known her since 1996 as my former employer, and then client and mentor. Everyone was so excited on my behalf and FaceTimed me the news.”

The requirements of the award, sponsored by Events & PR, were to show outstanding initiative, boldness and imagination, as well as sound management practices. In addition to being based in Aylesbury, entrants to this award were also expected to demonstrate sustainable growth combined with a degree of commercial success that is exceptional for the size of the business.

Embrace HR Limited was started in 2009 and, as the company gained more clients, Director, Cecily Lalloo recruited VA’s (Virtual Assistants) and other HR associates to support the business, growing quickly to a team of six. In March 2016, the business moved to premises in Porters Lodge, Aylesbury.

The awards were launched on Valentine’s Day, inviting business leaders to show the love for what they do. In the business community, SME stands for ‘small to medium enterprise’ but in this instance, said Ian Cording, FSB Regional Chairman, “stand for ‘smooth, mad-for and embrace’”.

Cecily Lalloo, said “I am absolutely over the moon! I am passionate about my business and the work that we do and extremely proud of Embrace HR, so its lovely to gain recognition by winning the award. Like many other small businesses, I work with other small businesses and find this works well for us all.”

For further information, visit www.embracehr.co.uk or contact Cecily Lalloo on telephone: 07767 308717 or send a message.

 

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Support Worker and Female Special Needs Nanny, Westcliffe on Sea

We are recruiting for our client who is looking for 2 support staff to assist with autistic children – brother and sister – at their own home in Westcliffe on Sea.

Pay: from £11 per hour weekdays and from £12 per hour weekends.

 

Please quote the relevant reference number in your application.

Support Worker – Ref RK/01

  • Minimum 12 hours per week during school terms; and school holidays when working times may be different
  • Term time hours: Wednesday, Thursday, Friday – total of 6 hours before and after school

*Female Special Needs Nanny – Ref RK/02

  • Minimum 24 hours per week during school terms; and school holidays when working times may vary
  • Term time hours: Thursday and Friday – total of 6 hours before and after school; and Saturday and Sunday – total of 3 hours

Who you are

You will be reliable, trustworthy and have experience working with children with autism (ASD) and additional needs including Attention Deficit Hyperactivity Disorder (ADHD), Oppositional Defiant Disorder (ODD), and cerebral palsy.  You must be confident to work in the client’s own home as well giving supporting in the community.

The children

Both children are academically bright, however, they require guidance and assistance when interacting with others and benefit from routines and consistent direction/prompts from their caregivers. They find social situations difficult to manage and their thought processes are rigid, there is only ‘black and white’ with ‘no grey’ areas. There are four children in the home which can result in frequent incidents of difficulties and outbursts.

The children lead active lives with activities such as swimming, football, tennis and basketball and you will be expected to take part in these activities in the home and the wider community.  You will have good IT and numeracy skills to support with educational tasks to further their learning, therefore your spoken English should be excellent to assist with speech and language tasks.

The role

You will be required to undertake domestic tasks relating to the client and children such as helping with dressing, planning activities, cleaning up following kitchen tasks, tidying the house following use and supporting the siblings when required. You will work closely with the family and their therapy teams and implement their daily therapeutic programmes.

You should have a full UK driving license plus use of your own vehicle.

Your role will include accompanying the family on annual holidays as well as on whole day activities.

ESSENTIAL SKILLS & EXPERIENCE

  • Happy to learn new things in accordance with the clients programme
  • Aptitude and desire to work with young people with complex needs
  • Able to demonstrate an understanding of confidentiality and privacy
  • *Fit and well to carry out activities such as swimming, playing in the park, physiotherapy and speech and language therapy activities.
  • Confident and prepared to listen and learn new things
  • Patience and tolerance
  • Ability to work as part of a team
  • Responsible attitude
  • Ability to work under own initiative and be creative
  • Excellent planning skills and ability ‘risk assess’ activities
  • Excellent communication and social skills
  • Reliable and trustworthy
  • Sense of humour
  • Organised and an excellent time keeper

This post operates a non-smoking environment at all times

Training and support will be provided (outside of normal working hours)

* The Employer claims exemption under the Equality Act 2010


Apply NOW sending your CV and cover letter

For a full job description and an application pack click here to complete our contact form quoting :

Ref RK/01 for the Support Worker 

Ref RK/02 for the *Female Special Needs Nanny 

Satisfactory references, an enhanced DBS disclosure and proof of eligibility to work in the UK are essential. A conviction will not necessarily prevent you from being employed.

Based in Aylesbury, Buckinghamshire, Embrace HR supports independent case managers, and business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

Embrace HR is not an employment agency. We recruit directly for our clients.

If you are an agency please do not contact us.

Image courtesy of stockimages at FreeDigitalPhotos.net

The Employee Experience

How your staff engage at work is vital for productivity, as well as staff recruitment and retention.

Customer experience is now all-important for those in the retail, entertainment and hospitality arenas, especially as the landscape has changed, allowing customers to review their experiences – good or bad – almost instantly on social media.

The level of care that is given to these customers is something that HR professionals now need to focus on, as employees expect the same kind of consumer-style experience at work – and will be passing on the same kind of reviews when they leave.

When we watch Netflix, for example, it looks at our choices and offers up more films and TV programmes than it thinks we will like. HR needs to do the same thing in the workplace – offering a personalised experience, rather than taking a one-size-fits-all approach.

Companies are using the Cloud, artificial intelligence and mobile computing to develop their businesses in every aspect – and that includes HR. HR departments in big players such as General Electric and IBM are making the whole employee experience human-centered – ironically by using the latest technology.

At General Electric, they now have a Head of Employee Experience, who looks at everything that can help staff be happier and therefore more productive – their environment, the tools they use and the technology they have access to.

And a study by The Future Workplace and Beyond.com – The Active Job Seeker Dilemma – showed that more investment was now going into training, improving work spaces and offering more rewards. Offering a better employee experience will help you to attract and retain the best talent in your industry.

The working environment

Most offices these days are open plan – interestingly, it has been mooted that these spaces are designed for extroverts, who need plenty of stimulation from colleagues, but for the introverts, who can be just as creative and talented, the space does not work so well.

A study by Steelcase across 17 countries found that staff who had control over where and how they worked, and who had the freedom to choose a work space to suit the job in hand – were 88% more engaged at work.

Take a look at how your work spaces work for various kinds of people – and different kinds of work. Apply your own feelings on where you like to work, where you like to go to get a job sorted, areas where you avoid working or meeting. Are there spaces for sitting quietly and concentrating, breakout areas for informal creative discussions and so on?

The employee experience should be as important as the customer experience. Your company probably considers every interaction that the potential customer will make with the organisation, from their first visit to the website, to their purchase, aftercare and beyond. This is how you need to look at the potential employee – consider their experience from that first recruitment ad to their first day at work, the last day, and everything in between and beyond – how you can support them, and guide them on their journey through your organisation.

If you would like to discuss this further, please contact Cecily Lalloo at Embrace HR.

T: 07767 308717 or send a message.

Based in Aylesbury, Buckinghamshire, Embrace HR supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

 

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CARER IN LONDON N14

VARIOUS CARER ROLES – permanent, night maternity cover, bank workers

The Role

Our client is looking for support staff to assist with their 13-year old son who has complex needs arising from injuries as a consequence of an illness when he was a few months old.The role will be working with the family; mother, father and older brother in North London, N14.

Our client’s needs include cerebral palsy which affects his whole body and developmental delay. He has associated severe learning difficulties, no verbal communication and poor fine motor skills and requires constant supervision and care with all aspects of his daily living, including drinking and feeding, as well as personal care.  He has epilepsy and can present with numerous seizures during a shift.

About you

You will have experience looking after children with such complex needs and also working with physiotherapists, speech and language therapists and other therapy teams.  You will be able to keep records and implement programmes to promote our client’s learning, care and independence in the home and community.

We are looking for happy, lively people with outgoing personalities.  Our client enjoys tactile play and spending time with his parents and brother doing activities which enable him to access the community.  Candidates may be requested to accompany the family on holidays so this should be a consideration when applying for this role.

Pay rates per hour

Day hours: £12 weekdays / £13 weekends

Night Waking hours: £13 weekdays / £14 weekends

Carer – Permanent School Holidays:

40 hr per week, 13 weeks a year

Monday  Friday 8:30 am  4.30 pm

Carer:

Week 1:  4.00 pm  9.00 pm Mon and Thu plus 8.30 am  4.00 pm Saturday

Week 2:  4.00 pm  9.00 pm Mon and Thu plus 8:30 am  9.00 pm Saturday.

Waking Night Carer (maternity cover):

3 x 12-hour night shifts per fortnight (average of 18 hours per week)

Join our Bank Workers list:

To cover roles and hours as above.

Other requirements

You should have a full UK driving licence, be willing to support our clients on annual holidays and whole day activities and we are looking for a confident swimmer.

You will help with domestic tasks relating to the client such as helping with dressing, cleaning his equipment, cleaning up following kitchen tasks and washing. These essential tasks need to be undertaken in order to allow his parents to spend more one-on-one time with our client.

ESSENTIAL SKILLS & EXPERIENCE

  • Full Driving licence to drive in the UK
  • Confident in water
  • Flexible approach to working hours (able to accommodate the client’s wishes for start and finish times and accompany on family holidays)
  • Confident working in client’s home and sensitive to their needs and wishes
  • Experience working with children with special needs
  • Experience working with a team of therapists and being a team player
  • Confident supporting the client in accessing the wider community
  • Happy to learn new things in accordance with the client’s programme
  • Aptitude and desire to work with young people with complex needs
  • *Physically fit – even with specialist equipment in place and appropriate training, it is important that you are physically fit. A Handling Management Plan designed to reduce the risk of handling injuries may require you to bend, kneel, squat or lunge to ensure good posture during handling tasks.
  • Able to demonstrate an understanding of confidentiality and privacy
  • Confident and prepared to listen and learn new things
  • Patient, tolerant and with a responsible attitude
  • Ability to work under own initiative show creativity
  • Excellent planning skills and able to ‘risk assess’ activities
  • Excellent communication, social, literacy and numeracy skills
  • Excellent spoken English to assist with speech and language therapy tasks
  • Confident using IT
  • Reliable, trustworthy with a good sense of humour
  • Organised and an excellent time keeper.

This post operates a non-smoking environment at all times

Training and support will be provided (outside of normal contracted / working hours)

No agencies please

* The Employer claims exemption under the Equality Act 2010

For a full job description and an application pack click here to complete our contact form quoting reference JAEMB-MAR2017.

Satisfactory references, an enhanced DBS disclosure and proof of eligibility to work in the UK are essential. A conviction will not necessarily prevent you from being employed.

Based in Aylesbury, Buckinghamshire, Embrace HR supports independent case managers, and business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

Embrace HR is not an employment agency. We recruit directly for our clients.

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Support Workers in CM22 Essex

Support Workers : Part-time and Bank in Essex

Pay:

£12.00 per hour weekdays and £14.00 per hour weekends

If you have experience of working with children with special needs, or can demonstrate a genuine interest in this area, with the right aptitude and willingness to learn, we would like to hear from you. We can offer a rewarding job with a bright and enthusiastic 8-year old boy who has cerebral palsy and non-verbal communication needs.  Our client lives at home in spacious accommodation in CM22, Essex with his mother, needing support in all activities of daily living including personal hygiene, feeding and dressing. He also needs support when enjoying out of school outdoor activities such as ice skating.

You will need to be:

  • Confident and respectful about working in the client’s own home
  • Keen to learn new things e.g. personal care routines (training will be given)
  • Proactive with an encouraging approach and able to positively engage with the client
  • Able to work under your own initiative in a family setting
  • Able to undertake all aspects of the handling management plan using specialist equipment
  • A basic knowledge and understanding of computers, and the ability to operate electronic devices is desirable
  • Car driver desirable

We can offer:

  • A rewarding and enjoyable role
  • Training and development, including use of Eye Gaze technology
  • Good rates of pay
  • Flexible working – hours are available to cover Thursday to Sunday during school term time. Hours required on other days and some support is required also during school holidays.
  • Weekday hours include 7 – 9 a.m, 4 – 8 p.m. and sleeping nights 10 p.m. to 7 a.m.  Weekends and holidays 7 a.m. to 8 pm and sleeping nights.

 

For a full job description and and application pack click here to complete our contact form quoting reference JBMAR2017.

Satisfactory references, an enhanced DBS disclosure and proof of eligibility to work in the UK are essential. A conviction will not necessarily prevent you from being employed.

Closing date for applications 9 April 2017

Based in Aylesbury, Buckinghamshire, Embrace HR supports independent case managers, and business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

Embrace HR is not an employment agency. We recruit directly for our clients.

 

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CLOSED Female Carer in Luton

About the role

The job will involve working with a 16-year-old girl who has learning difficulties.  She is a very happy girl and does not present with challenging behavior. She lives at home in a loving, stable family environment. She has severe physical, cognitive and communication difficulties.

The family home has been fully adapted to her needs and provides spacious  accommodation with new equipment. The post will involve working within the family environment, at the child’s home, as well as with activities away from the home, providing assistance in all activities of daily living, personal hygiene, feeding and dressing. Training and support will be provided.

The existing support team would welcome you and all work well together. All care tasks are completed with two carers so support and assistance is constantly available.

Are you?

  • Confident about working in client’s own home and sensitive to the needs and wishes of the parents.
  • Happy to learn new things, personal care routine etc (training will be given)
  • Patient and tolerant.
  • Proactive with an encouraging approach.
  • Responsible and able to work under own initiative.
  • Cheerful, caring with a positive attitude.
  • Reliable, trustworthy and a good communicator.
  • Flexible – to cover other care staff shifts to ensure the smooth running of the care team.
  • Physically fit and well for moving and handling purposes.

Experience:

Experience in caring for children/young people with disabilities is an advantage; however enthusiasm, patience and willingness to learn are key aspects of the role.

Hours:

We have available shifts as follows:

Waking night shift hours:

Thursday nights 22.00 – 09.00 additional overtime is available.

School Holidays:

Monday Tuesday Wednesday Thursday Friday Saturday and Sunday 09.00 – 15.30 and 15.30 to 22.00

Remuneration:                                             

You will be paid between £11 and £14 per hour depending on shift worked and experience and National Minimum Wage NMW + £1 for a sleeping night, as well as receiving ongoing training and support.

 

Satisfactory references, an enhanced DBS disclosure and proof of eligibility to work in the UK are essential. A car driver is desirable.

Closing date for applications: 14 March 2017

* The employer claims exemption under the Equality Act 2010

COMPLETE OUR CONTACT FORM  for a full job description and application pack – click here  quoting reference EMB-SA-NO-022017.

Based in Aylesbury, Buckinghamshire, Embrace HR supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

Embrace HR Limited is not a recruitment agency. We recruit directly for our clients.

No agencies please.

Statutory Sick Pay
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Getting Back to Work

Employees who have been off work with a long-term illness could still be paid Statutory Sick Pay when they return to employment, if proposals from a recent government Green Paper go ahead.

The Work, Health and Disability Green Paper revealed that sickness absence costs employers £9 billion a year, while the additional cost to the NHS of treating long-term health conditions that keep people out of work is estimated at around £7 billion per year.

Work, Health and Disability Green Paper

The Paper proposes a number of measures to help those with long-term health conditions get back to work.

Included in the Green Paper are recommendations for a review of Statutory Sick Pay and GP Fit Notes in order to help people get back into their jobs more quickly, and to stay there for longer. The aim is that these changes will help to encourage more supportive conversations between staff and employers and enable phased returns to work which, in the long term, should improved retention, employee engagement and productivity.

The proposals look at encouraging GPs to talk to people about what work they might be capable of doing, and for attitudes to change among employers, with the intention of encouraging more contact between employers and their sick employees.

This could see HR departments conduct a vital role in liaising with employees who are off work with long-term health problems, with a view to helping them to get back to work – perhaps on a part-time or remote basis.

In some cases where the return to work is phased, employees will still be able to claim sick pay once they are back at work.

At the moment, staff who may be entitled, can claim £88.45 a week in statutory sick pay if they are too sick to work for up to 28 weeks (see the gov.uk website). But that does mean that should they return to work part time – because it is all they can manage – they lose that sick pay, even though they are not earning a full-time wage.

This change could encourage people to go back to work earlier – doing what they can manage – even if that is a part-time role.

Health and Wellbeing

The move comes as part of a realisation that getting back to work can actually help people’s health and wellbeing. Health Secretary Jeremy Hunt said: “With all the evidence showing that work is a major driver of health, this is a big opportunity – to make sure that people get the support they need, improve their health, and benefit the NHS all at the same time. I hope that health professionals will contribute their expertise so that we can ensure the best possible outcomes.” 

Duncan Selbie, Chief Executive of Public Health England, commented: “Our health, wellbeing and happiness are inextricably linked to work. People in work generally have better health. So it makes perfect sense for the government to do all it can to support employers to close the gap around employment, disability and illness and to enable people to work when they can.”  

If you would like to discuss how the new Green Paper may affect your organisation and employees or to have a chat about your general HR requirements, please contact Cecily Lalloo at Embrace HR.

T: 07767 308717 or send a message.

Based in Aylesbury, Buckinghamshire, Embrace HR supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

 

Lovebirds in the Workplace

I could not let Valentine’s Day pass without a mention.

We spend so much time at work with our colleagues, often sharing the same interests, goals, aspirations, and let’s not forget the space we share at work. So, it is not unnatural to find ‘chemistry happening’ … and people falling in love with their work colleagues. When the heart rules, the head has no chance!

Many of us also know that anything to do with love is not all butterflies and roses. And there are definitely pitfalls when the love of your life is your work colleague, and when those feelings start to deepen or, alas, to fade.

Try not to play Cupid!

I believe that we, as HR professionals, have a part to play in Love in the Workplace. No, I don’t mean as Cupid … look what happened in the case of Craddock v Fontoura t/a Countyclean … The boss tried to bring two people together and the employment tribunal found that his attempts to “play Cupid” with his staff constituted sexual harassment, despite his apparently benign motive – see No. 10 in the Personnel Today article mentioned below.

This article in Personnel Today highlights 10 potential problems with workplace romances. The issues are all too true and should be considered by every organisation, no matter its size.

The article mentions that many large corporates have in place policies to govern … L-O-V-E. I’m pleased to say that I have had direct experience in Small to Medium Sized Enterprises (SME’s) where it is even more important to have some guidelines about this sensitive matter.

To have or not to have a Romance Policy

Many years ago, the management in a company I worked with were very aware of the impact that workplace romances could have and we had a debate about whether to have a romance policy, or not to have a policy.

Whether a policy, or guidelines are decided, the main thing, as with everything to do when working with people, is communication. Early communication by a manager with the romantics concerned – usually separately – is a big YES. It is important to ask if there is anything in it, if it looks like rumours abound or if you can see or feel that there may be ‘something going on’. If it is confirmed, then the ‘talk’ would be about ensuring that their love-life does not interfere with work. To discuss the importance of maintaining a professional presence and ensuring that if there are problems between each other that it is sorted away from the workplace. It is also a good idea to tell the two concerned that if their relationship starts to sour and they find it is difficult to work together, they should let someone know – hopefully their manager. If the organisation’s guidelines or policies are open and freely communicated, your people will offer the information when they believe the time is ripe.

Managers have a very important role to play at work and need the skills to deal with sensitive matters such as this. I know that there is never a simple answer to most workplace issues and sorting things out often takes longer than you would expect. I take my hat off to the good managers who are around and are not afraid to deal with sticky workplace problems.

Often small business owners and managers do not have the time or prefer to keep out of dealing with sensitive issues and we, as HR professionals, work alongside them especially to take the hassle out of HR.

Chemistry at Work

I’m very pleased to say that I have seen Love blossom in the workplace. I have watched Love journey on to become a loving and caring relationship. I have witnessed Love ring out the wedding bells and I have beamed as Love produced tiny babies … all from the Chemistry at Work.

In the instances of which I am aware, those lovebird’s did not make their colleagues feel uncomfortable at all. Congratulations!

When things are not going right, of course, it always causes a problem. The Personnel Today article mentions that when this happens, very often the couple sort things out themselves, even if it means one or both of them decide to move on. It’s always a tough time for all – who are you aligned with? Do you invite one out, or the other? Someone gets hurt. Someone draws the short straw.

For managers, this will be a very sensitive time because it may well affect productivity as well as the morale in the workplace. How do you step in? Do you take any action? Again, sensitive and open communication is needed. Managers are not counsellors, unless they have been trained, and they should not assume this role.

I say that when love is in the air at work, it is another instance where managers should not bury their heads in the sand but share the happiness and ensure that the couple know what the Romance Policy at Work is about.

Having said that I wish all at work a very Happy Valentine’s Day!

May you find your ‘lobster’* in your happy workplace if you haven’t done so already.

*Thanks to Phoebe from Friends!

 

14 February 2017


If you would like to discuss how you can manage employee relationships, or have a chat about your general HR requirements, please contact Cecily Lalloo at Embrace HR.

T: 07767 308717 or send a message.

Based in Aylesbury, Buckinghamshire, Embrace HR supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

 

Image courtesy of Stuart Miles at FreeDigitalPhotos.net

Appraisals and why Once a Year is Not Enough

January is a good time to look at things anew – and this month we take a look at sorting out the appraisal process, or you may refer to it as a review process.

Speak to many people – employees and managers – about the annual appraisal and you’ll be met with sighs, muttering and often downright mutiny.

Many people consider the whole appraisal process as a waste of valuable work time, an interruption of their working day, and a pointless box-ticking activity.

Yet the theory behind the appraisal process is a good one – it allows both parties to discuss performance, look at ways to improve productivity, employee engagement and company morale, and can encourage employee engagement – if it is done in the right way.

However, many of the big companies are now scrapping the annual review and turning instead to real-time feedback. Accenture, one of the biggest companies in the world, did just that in 2016 – a massive task considering the 394,000 people involved – as did accounting giant Deloittes.

These organisations have come to the conclusion that the money, time and effort involved did not achieve what it should – that is, better productivity from employees and in turn improved profits for the company.

Instead, these organisations have opted for a ‘little and often’ system, where ongoing feedback is provided after assignments. Small businesses can learn from this, as the big businesses have already done the research!

Is this something you could implement?

It is becoming apparent that having a meeting once a year is not the way. This allows far too much time for anger or resentment to simmer before the employee or manager has a chance to address an issue – be it performance or conduct.

If there are problems with performance, they should be raised when an issue comes to light, not further down the line. There should be ample opportunity for comments about staff’s performance, strengths and weaknesses and discussion of progress throughout the year.

Weekly check-ins are used by many firms now – this could be as simple as a five-minute chat in the corridor after a presentation. It is so important to make dedicated time to speak to your staff. Everyone is busy and oft times staff do not want to ‘worry’ a busy manager and hence ‘molehills become mountains’.

Any sort of appraisal should allow for the staff member to discuss their own ambitions, what training they need, how they feel about their job and if they have any concerns.

If you still plan to use appraisal forms, when they make their way back to HR they should be used as a tool – not filed away to tick a box! It can be used to get a feel for employee morale, the sort of training and changes staff would benefit from, and to identify ways to help employees progress within the company.

Technology and social media have even been introduced by some firms to assist in their feedback system. PwC for example, uses a mobile app called Snapshot. This allows its employees to ask managers or peers to assess them in five areas: business acumen, global acumen, technical capability, leadership skills and relationships. They will be told if they are meeting, exceeding or falling short of expectations.

In our always-on society, where changes take place frequently, information is available at the touch of a button, and where we are used to getting what we need in seconds, it makes sense that appraisals should also happen frequently, with regular updates.

If you would like to discuss how you can update your appraisal system, or have a chat about your general HR requirements, please contact Cecily Lalloo at Embrace HR.

T: 07767 308717 or send a message.

Based in Aylesbury, Buckinghamshire, Embrace HR supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.