Managers To Put Their Staff First

The top New Year’s resolution for managers this year is to put their team’s development first, ahead of traditional priorities such as networking or spending more time with customers and clients, figures released by the Chartered Management Institute (CMI) reveal.

CMI’s Future Forecast survey results make it clear that  leaders recognise the importance of looking inwards and that putting staff back at the heart of their organisations will enhance their chances of a speedy post-recession recovery. Just under half (45 per cent), for example, have pledged to support the development of their team’s skills and 22 per cent also intend to provide ‘more prompt’ support to boost performance.

As well as focusing on staff through skills development, the survey of 1,337 managers found that more than a quarter (27 per cent) have resolved to acknowledge the efforts of their staff and say ‘thank you’ more often. Just under a fifth (18 per cent) also said they will spend more time with their teams.

Commenting on the findings, Ruth Spellman, CMI chief executive, says: “The recent financial crisis has shaken UK organisations to the core. We now know that a combination of reckless capitalism combined with a disregard for the potential consequences of greed – as demonstrated by outlandish bonuses and unrestrained borrowing – helped to fuel the meltdown. It is very encouraging, therefore, to hear that UK managers are enthusiastic about learning lessons from what has passed and putting the development and needs of their employees over and above other considerations.

“By investing in the development of staff through training and development, and acknowledging their achievements, employers have a better chance of taking advantage of the upturn and it is evident that managers are taking this on board. Looking inwards will also help to minimise the potential for a ‘brain drain’, whereby staff feel unappreciated and look elsewhere for employment once the job market improves.”

The results show that there are three key barriers which will make it hard for managers to keep their resolutions for the New Year; lack of time (75 per cent), reduced budgets (42 per cent) and a reduced workforce (33 per cent). To help overcome this, CMI is recommending that employers offer support to managers and emphasise the benefits of focusing inwards, thus motivating them to keep their resolutions despite the tough conditions.

New Guidelines on College Grievance and Disciplinary Procedures

The six trades unions representing members in English FE collges have reached agreement with the Association of Colleges on guidelines for updated local grievance and disciplinary procedures. These take account of new arrangements for dealing with grievances and disciplinary problems following repeal of the statutory dispute procedures.

David Green, AMiE Director of Employment Services said, “These new guidelines  give us a workable framework for resolving individual problems in local colleges. “

Copies of the new agreements, together with the recently agreed guidelines for regulating working time,  can be downloaded from the AMiE website.

Limit On Week’s Pay Increasing to £380

From 1 October 2009, the limit on a week’s pay for the purposes of calculating a statutory redundancy payment will rise from £350 to £380.

This increase will also apply to a wide range of employment tribunal awards – calculated using a week’s pay.

As this change is taking place in October rather than  February 2010, there will be no change to the limit on a week’s pay next year.

Any non-contractual redudancy pay calculations where notice is given on or after 1 October will need to reflect the new rates.

Don’t Make Workers Foot Bill For Snow Disruption

As workers struggle into work during recent snowstorms, the TUC has said people should not attempt to travel if it is not safe to do so.

Where possible, the TUC says employers should contact staff to advise them about getting into work. They should also take care that workers do not get trapped at work or put at risk if the weather gets worse. By the same token, workers should also let their employers know if they are not able to make it into work.

For those struggling with their commute, working from home is a useful alternative as long as it is technically feasible to do so, says the TUC.

Despite the heroic efforts of millions to get into work, the bad weather and lack of public transport have prevented many people from working. While there is no general legal right to be paid if you do not come into work, many companies have ‘bad weather’ policies so that employees who are kept away from work are still paid.

For those employers who don’t have ‘bad weather’ policies, the TUC advises that it would be bad practise not to pay staff or force them to take holiday as this would cause resentment among those have been kept away from work through no fault of their own.

TUC General Secretary Brendan Barber said: “Across the country, people have been braving the elements to get into work. Employers and workers must keep each other informed as to whether it’s safe, or even possible, to commute to and from work.

“But for many the bad weather and lack of public transport have made their commute impossible. Good employers will already have ‘bad weather’ policies so that those who are unable to work are still paid.

“Bosses that dock pay and take away holiday will add to their business woes by creating resentment among staff. Workers who have been prevented from working through no fault of their own should not have to foot the bill for the bad weather conditions. Instead we urge all employers to look after their staff during these adverse weather conditions.”

UK Sick Rates Well Below European Average

UK sickness absence rates are the second lowest in Europe according to new research, belying fears that absenteeism is prevalent in the UK.

A survey by HR consultancy Mercer found that UK employees took an average of 5.5 days off work a year – significantly below the European average of 7.4. You can read more on the CIPD website.

Two Thirds Of HR Managers Not Fully Trained

Two-thirds of HR managers feel that they are not fully trained for their job, according to recent research.

The survey of 280 HR managers, and reported in Personnel Today, also showed that more than six in 10 feel they do not have the necessary training or support to help their companies in the current economic climate. Read more here.