In many organizations, the vast majority of employees all want time off over Christmas and New Year. It makes sense, yet what happens when December rolls around and you find you have lots of people who’ve barely used any of their annual leave and want to take it all off at the end of the year?
Your organization already has a maternity leave policy but do you wonder how it compares to other companies in your industry? Or do you wonder how maternity leave differs around the globe? Once you can see the bigger picture you might find you want to increase the leave or pay you offer new moms.
Let’s face it, even the most motivated among us have days when we’d rather stay in bed than have that dreaded conference call with an irate investor. When we’d rather slump on the settee watching daytime TV than face another eight hours of dealing with angry customers. And so the duvet day was born.
Could you create a better company culture, attract more talent, and increase employee retention by offering a more attractive paternity leave policy? It’s likely, and let’s face it, what have you got to lose? We look at why it’s worth revisiting the policies and perks you already have in place.
If you want to make your job vacancies more appealing to the best applicants that your industry has to offer, should you offer more than the statutory annual leave? Or would you be better off investing in other perks such as gym memberships, duvet days or free in-office snacks? We take a look.
Is showing up on the dot really that important? Obviously there are many, many situations where being punctual is imperative, important - and polite, socially speaking. But is being late to work really that big a deal?
For many Human Resource managers, a small yet unenviable part of the job is dealing with employee reference requests. Particularly when a former employee was, let’s say, less than great at their job...
New year, new you? We’ve heard it all before. But while health and fitness goals often fall by the wayside a couple of months into the year, one resolution you should make - and stick to - is to take a look at the perks and benefits you offer your employees and to see if you can improve on them.
In person catch ups at work are being elbowed aside by online communications. But an emoji filled conversation about tonight’s dinner with their partner on WhatsApp is (or should be!) very different to the conversations your employees are having with coworkers and clients over Zoom or Slack.
It would be a naïve business that didn’t expect any employee ever to call in sick or need to take time off, but it can be good to understand and plan for all the reasons why your employees might need to be absent.