Managing Employee Performance effectively will provide a happy and productive workforce that are fully engaged with your vision for the business and will create satisfied customers and increased profits.
Managing Employee Performance
Performance Review Process
The Performance Review Process is a vital tool to improve performance but is also useful for harnessing commitment from your employees. So, if you don’t have a Performance Review Process your employees are being held back and that could make the difference between the success and failure of your business!!!
Read my Top Tips to introducing a successful performance review process into your business.
Disciplinary Investigations
Disciplinary Investigations. The ACAS Code of Practice made investigations critically important prior to a formal disciplinary hearing.
Shared Parental Leave
Shared parental leave applies in relation to babies due on or after 5 April 2015. The first women who will benefit from shared parental leave will shortly be informing their employers about their pregnancy and asking questions about the new right.
Read my overview of the key elements of this new regime,
Contract of Employment and Section 1 Statement
The contract of employment is created when your employee agrees to work for you, even though there may be nothing in writing.
Time Off For Dependents
The time off for dependents legislation entitles all employees to take a reasonable amount of time off work for a variety of sudden or unexpected events that affect someone who is dependent on the individual
Settlement Agreements
Settlement Agreement are legally binding agreements in which the employee agrees not to pursue any claim they may have to an employment tribunal and in return the employer usually provides a severance payment. Notice, as outlined in the contract of employment, is usually included in the agreement and generally provides for a “payment in lieu”.
Read my Top Tips to the terms a settlement agreement should contain.
Attendance at Disciplinary Hearings
I receive many calls from employers who have invited an employee to a disciplinary meeting but are having some difficulty getting them to attend the meeting.
Read my Top Tips to three common situations: the companion is unavailable, your employee goes off sick and you’ve rearranged once and your employee still says they can’t attend.
Probationary Periods – best practice
The primary purpose of using probationary periods is to provide a clear framework for assessing the suitability of new employees in terms of performance, behaviour and attendance against the standards you have set for the role.
This means when you use a probationary period you should clearly set out your standards and expectations from the very start so the new employee fully understands what you expect from them in terms of performance, behaviour and attendance and the consequences of failing to achieve those standards.
How to Deal with an Employees Body Odour
The recent hot weather has led to a lot of calls about how to deal with an employees body odour read my tips for handling an awkward HR conversation.
