Category Archives: Feedback

TUPE Seminar – Thank You!

thank-you-messageIt was great to meet everyone who attended our TUPE Seminar on Friday 23 September, held in association with Bedford CIPD.  Sorry we missed those of you who were unable to attend.

The event was a success as always and we will continue to host seminars in the months ahead!

With this in mind, we will be planning our next seminar and have so far received feedback which indicates the following three topics are of the highest interest:

  • Employment strategies in a changing climate.
  • Policies & procedures – are you up to date?
  • Staff motivation.

If any of these tick the box for you or if you have any others in mind, please click here to let us know what gets your vote!

Below are a couple of testimonials we received from the CIPD Seminar for which we are most grateful:

“Floyd was a great presenter, provided lots of useful information in a format that made it easy to understand. Thank you!” – Alison Moss – Ramsay Healthcare

“Fabulous session and pitched at the right level for us all to learn – thank you.” – Rachael King – Central Bedfordshire Council

“Presenter kept my interest going and made the session very interactive which I always welcome.”- Veronica Charles – Luton Council

We are always keen to obtain your input so we can tailor our events to your needs, therefore please feel free to let us know any suggestions or ideas that you may have – fgmedia@fgsolicitors.co.uk

Contact Details

If you would like more information on our upcoming events, or if you require any advice on an employment law issue, please contact:

info@fgsolicitors.co.uk

+44 (0) 808 172 93 22

FGWorks June 2016

FGWorks June 2016

We are delighted to present the latest edition of our FGWorks newsletter! Find out how to minimise risk, but maximise protection in senior employee contracts and carry out “reasonable” investigations.

Please feel free to forward FGWorks to any of your colleagues and contacts who it may be of interest to.

Your feedback is always important to us as we continually strive to improve and develop the services we offer. Please send any feedback to: fgmedia@fgsolicitors.co.uk

FGWorks April 2016

FGWorks April 2016With the latest updates on tribunal awards, avoiding discrimination and employer liability, we are excited to share the latest edition of our FGWorks newsletter!

Please feel free to forward FGWorks to any of your colleagues and contacts who it may be of interest to.

Your feedback is always important to us as we continually strive to improve and develop the services we offer. Please send any feedback to: fgmedia@fgsolicitors.co.uk

To view further news updates or for any other information, please visit: www.fgsolicitors.co.uk

The Results Are In!

Thank you for all of your feedback for our next seminar topic!

We are happy to announce that your choice is… Building A High Performance Work Culture!

Below are the final results:

160309 Seminar Topic Results

Don’t wait!

More information about the topic to be covered will be provided soon, but there is no time like the present to book your place!

Please e-mail us to reserve your spot: info@fgsolicitors.co.uk

Contact Details

To discuss our next event or for any other enquiries, please contact us:

fgmedia@fgsolicitors.co.uk

+44 (0) 808 172 93 22

FGWorks February 2016

FGWorks - Feb 16With the latest updates on government actions, bonus schemes and avoidable business risk, we are excited to share the latest edition of our FGWorks newsletter!

Please feel free to forward FGWorks to any of your colleagues and contacts who it may be of benefit to.

Your feedback is always important to us as we continually strive to improve and develop the services we offer. Please send your feedback to: fgmedia@fgsolicitors.co.uk

To view further news updates or for any other information, please visit: www.fgsolicitors.co.uk

Engaging With Your Workforce

Engaging With Your WorkforceSUMMARY: Staff turnover can prove costly and also cause difficulties in attracting new recruits. It is therefore important that employers consider how they attract and retain the best talent.

Is it all about the money?

To have strongly defined recruitment and retention strategies an organisation needs to understand what motivates its staff.

Often it is mistakenly assumed that it is all about the money. This is not usually the case. One of our clients recently reported that an employee had turned down a job with a competitor, even though the salary was higher. The employee apparently had no qualms in turning down the offer because it was not just about the money.

Financial reward will undeniably play a significant role in any recruitment and retention strategy but there are many other factors which will influence an individual’s decision to stay or indeed join another organisation.

Why identify what motivates your workforce?

An organisation successful in retaining its current workforce is likely to be meeting the needs of its staff which, in turn, means it is probably also attracting new recruits. This organisation is likely to have taken the time to consider what drives individuals – identifying their needs, expectations, and values.

Whilst not purely a legal matter, we are often asked to advise on how an organisation can identify what is important to its staff and in particular, what steps can be taken to obtain employee feedback.

Taking stock, whilst providing an invaluable insight into what motivates individuals will also add further value – there is likely to be a greater feeling of inclusion leading to increased employee engagement; reduced absence levels; lower staff turnover; becoming known as a “good employer” to work for; less workplace conflict; fewer disciplinaries and grievances; less tribunal claims; increased productivity; higher profitability rates; and surprisingly some innovative ideas to improve the business may also be identified.

How to identify what makes a “great place to work”?

There are many different ways of gaining an increased understanding of the issues that are most important to individuals. For example,

  • through the running of employee forums, focus groups and staff meetings;
  • via suggestion boxes;
  • setting up dream/vision boarding exercises;
  • exit interviews; and
  • by implementing staff engagement surveys.

Staff engagement surveys usually offer the best opportunity to facilitate real business improvement on a more formal basis. Committing to such a formal process demonstrates to staff that they are being taken seriously. In turn, staff are more likely to want to contribute.

A survey can take the form of either a number of generic questions or more importantly, where needs and values are being identified, bespoke questions tailored to address particular or unique circumstances. Fundamentally, any questions must be aligned with the organisation’s overall strategy if the results are to add value. The results will also provide invaluable data to be benchmarked for comparison purposes including looking at industry specific data, to understand how the organisation performs alongside other organisations; this may be important when reviewing any recruitment and retention strategy.

Surveys can be carried out in a variety of different ways such as over the telephone, as paper based exercises or on-line. Some survey providers are now coming up with more creative ideas to get the required results. Important in all cases is that staff are provided with anonymity and the opportunity to offer their opinions on a confidential basis.

Before engaging in any exercise there are some key considerations:

  1. How will the process be managed and communicated?
  2. How will the expectations of participants be managed in terms of deliverable outcomes including sharing the results (warts and all)?
  3. Will there be a willingness to take action?

What might the results say?

The results of any staff feedback exercise are likely to identify that staff have a variety of different values.

If the focus has been on retention then it is likely to become clear that for many individuals money is not the main motivator. Increasingly catching up, and in some instances overtaking financial reward, main motivators are flexible working arrangements, homeworking, challenging and stimulating work, structured career development prospects and recognition for going above and beyond within peer groups.

The example referred to above supports these results; the employee cited a number of reasons for staying including a supportive culture, interesting and varied work, and a flexible working arrangement which provided a good work/life balance.

For some individuals money will be of paramount importance and for others it will be a flexible package. Get it right and the workforce will be more engaged and far more likely to stay; a highly engaged workforce is also likely to attract the best talent.

Contact Details

For more details please contact:

fgmedia@fgsolicitors.co.uk

+44 (0) 808 172 93 22

This update is for general guidance only and does not constitute definitive advice.