LoginSign up
HRZone
Subscribe to Newsletter
Menu
Lead
CultureChangeStrategyFuture
Engage
EmployeesManagersCustomers
Perform
PeopleBusiness
Talent
AcquisitionRetentionDevelopment
Resources
Culture Pioneers
AwardsWebinars
Blog
Subscribe to Newsletter
Shonette
Shonette new
Member Since: 5th Jan 2015
Blogger
Facebook
Twitter
LinkedIn
Shonette
Deputy Editor HRZone
  • Blog posts
  • Discussions
  • Discussion replies
  • Comments

My discussion replies

17th Jan 2017

A full year without annual leave, that seems really unreasonable and unhealthy for employees - would that stand up now?
I heard of a horror story recently where a company offered bonuses to employees who didn't take any holiday or sick leave (!) - causes more problems than it solves, surely!

Reply to
Holiday during probation
16th Jan 2017

Hi Stewie,
We had a similar question before, so I'm not sure if any of the responses are helpful to you: https://www.hrzone.com/community-voice/discuss/holiday-during-probation-...
I'm sure more of our members may be able to share their thoughts & experiences too!

Reply to
Holiday during probation
15th Nov 2016

I think our benefits package is always up for discussion, but in particular as expectations and available options shift over time, and we articulate our culture & values better, we've updated what is on offer - for example what food & drink is available to employees in the office (coffee & tea, free fruit etc), days off for birthdays etc.

Reply to
Your HR challenges for 2017
15th Nov 2016

I think a big priority within our company is defining roles & responsibilities (seems like such a basic admin task but it's amazing how quickly things change), reviewing employee benefits and making sure our culture & values remain strong - sure there's a lot of policy & wider strategy there too but these are just the elements that are being talked about business-wide :)

Reply to
Your HR challenges for 2017
9th Nov 2016

Hi anonymous - an employer is liable for an employee who wishes to return to work whilst signed off by their doctor and ultimately employers have a duty of care to our employees.

If anything should happen to the employee whilst at work, insurances are invalid as they are not seen to be fit to be there. It's great that an employee wishes to return to work sooner and feels well enough to do so, but they will need to either obtain a new fit note from their GP confirming they are fit to return, or if there is a company occupational health specialist, they can meet the employee, review and override fit notes as necessary. Hope that helps!

Reply to
Employee returning to work against doctors advice
19th Oct 2016

I'd agree with you about 'top down matters the most' - I've always found that feedback from colleagues and peers is very meaningful, especially when you are recognised for a specific success in a project, or helping someone out. Line manager recognition is still valuable, but the 360 approach is definitely better in my opinion.

Reply to
Employee recognition myths
13th Oct 2016

Hello - what sort of deficiencies do you mean? As in communications, or not following procedures correctly?

Reply to
Do deficiencies in HR create problems for the business
19th Sep 2016

Thanks Clive - the thread itself makes for interesting reading, both for the suggestions regarding the legal implications, and what actually happened in this instance (I want spoil it, but the plot thickens!)

Reply to
Covert recording of meeting with HR - what are the next steps?
5th Sep 2016

Nice example - even seemingly small gestures can have such a big impact!

Reply to
Should compassion have a place in work?
1st Sep 2016

Good question Andrew - I'd like to think compassion is a gut instinct in us all, so that if we saw a colleague who was obviously distressed or in need of support we'd go to their aid. However, there's definitely that work/life barrier for most people, and I think many would be concerned about 'interfering' or crossing that line.
This ties in with a recent discussion on TrainingZone where we debated the need for 'Mental Health First Aiders' in companies - whilst they're no doubt a good idea, the counter argument is that we should all be responsible for helping our friends and colleagues when they're struggling: https://www.trainingzone.co.uk/community/discuss/mental-health-first-aid...

Reply to
Should compassion have a place in work?
  • Show more

Most read this week

Culture
8th Aug 2022

Using women’s football for social change

by
Karen Dobres
Lewes FC women's team in action.

Trending

Culture
8th Aug 2022

Using women’s football for social change

by
Karen Dobres
Managers
8th Aug 2022

Is this punishment for tardy staff a step too far?

by
Kate Palmer
Acquisition
2nd Aug 2022

Stop using stale recruitment approaches

by
Josh Bersin

Building critical skills

Cultural intelligence
Why CQ may be more valuable than IQ
Neurodiverse skills
ADHD taught me how to manage a neurodiverse team
Listening skills
Seven types of listening essentials
Growth and performance
Redefining high performance for the new world of work
  • About HRZone
  • Glossary
  • About SIFT
  • Advertise on HRZone
  • Terms of use
  • Privacy policy
  • Sub-Processors List
  • Contact us
Copyright 2022 Sift
Sift