PJ-HR Consultancy & Workplace Mediation

Workplace Mediation can be a powerful tool for resolving disputes and fostering a positive work environment. As a small business owner, you can benefit from:

Improved employee morale: Mediation can help resolve conflicts before they escalate, leading to a happier and more productive team.

Increased productivity: By addressing conflicts promptly, you can avoid costly downtime and maintain a positive work environment.

Enhanced company culture: Mediation can help create a culture of respect, communication, and collaboration.

Reduced legal costs: Mediation is often a more affordable alternative to litigation, saving your business time and money.

Ready to explore how workplace mediation can benefit your small business? https://calendly.com/pj-hr/30min

Free 30 Minute Introduction Meeting - Philip Jones Book a free 30 Minute introduction meeting with me to see how I can help you and your business and allow me to introduce myself.

Outsource HR Services

Have you ever thought about Outsourcing specific HR services? 🤔

I specialise in lots of varying types of services such as:

* Workplace Investigations
* Disciplinaries
* Grievances
* Workplace Mediation
* Policy Reviews
* General HR advice

and many more issues you may encounter from a HR perspective.

I work remotely to keep costs down!

Please reach out to see how I can support you, your employees and your Business.

Many thanks,

Phil.

📞 07774 679869
💻 [email protected]
www.PJ-HRConsultancy.co.uk
www.UKworkplacemediation.co.uk

Call now to connect with business.

HR Workplace Investigation Support

Seeking an unbiased perspective for your workplace investigation?

As an Independent HR Consultant, I offer objective, confidential, and comprehensive investigative services.

From evidence collection to final recommendations, I will navigate your organisation through the process with professionalism and attention to detail.

Commit to a just and impartial resolution.

Reach out to discuss how I can assist you.

Email: [email protected]
Phone: 07774 679869

✔️ Successful Mediation carried out ✔️

🔸One staff member was Long term sick due to a break down in her relationship with line manager🔸

🔸The Company director got in touch to see if I could assist 🔸

🔸I met with the 2 staff members individually initially then proceeded to a joint session🔸

◾Mediation process carried out◾

🔸Agreement reached to allow the 2 employees come to a successful resolution🔸

🤝 This resulted in the LTS staff member returning to work and the process allowed each staff member to reflect on their approach towards each other 🤝

I carried out this end to end process in 2 days ending over 90 days Long term sick for the company and save further absence and potential grievances.

🤝 Mediation does work and I have a very high success rate in facilitating the mediation process to allow a successful resolution for employees🤝

Why not contact me to see how I can support you, your organisation and your employees? 👍

Phil - 07774679869
www.UKworkplacemediation.co.uk

Testimonial Tuesday 🎉🎊

"Phil's mediation helped us avoid a formal complaint and saved our team time & stress"

"Phil's mediation process helped us understand each other's perspectives & ultimately strengthened our working relationship"

An anonymous review that I have received from a recent client!

I recently had the opportunity to participate in workplace mediation facilitated by Phil. I was initially hesitant about the process, unsure if it would be effective in resolving the ongoing communication breakdown with a colleague. However, Phil's professionalism and empathetic approach quickly put me at ease.

The mediation session itself was well-structured and productive. Phil created a safe space for open communication, allowing both of us to express our perspectives and concerns. His guidance helped us identify common ground and explore potential solutions.

Ultimately, we were able to reach a mutually agreeable outcome that addressed the core issues and paved the way for a more positive working relationship.

Overall, I would highly recommend Phil to anyone facing a workplace conflict. His expertise and positive approach were invaluable in helping us find a solution that worked for everyone.

Feeling overwhelmed by a workplace dispute?

I can help!

ACAS accredited mediators are trained professionals who can guide you towards a solution.

www.UKworkplacemediation.co.uk

Myth vs. Fact: Workplace mediation is NOT a sign of weakness.

It's a proactive approach to resolving conflict productively and efficiently.

www.UKworkplacemediation.co.uk

Did you know? We also offer online mediation!

This convenient option allows for flexible scheduling and remote participation.

➡️ Learn more about online mediation: www.UKworkplacemediation.co.uk

Q. What types of workplace disputes can be mediated?
A: A variety!

From performance management to communication breakdowns, ACAS mediation can help resolve many issues.

Contact me to see how I can support you.

Feeling stuck in a "he-said, she-said" situation? ️

Workplace mediation provides a neutral space for open communication, allowing parties to be heard and understood.

Did you know?

ACAS Workplace Mediation can save your business time and money compared to formal grievance procedures.

Learn how mediation can benefit your organisation: www.ukworkplacemediation.co.uk

-effective

Having a revamp of my page and also a new website that focuses on just Workplace Mediation

Is a workplace conflict affecting your team's productivity?

My ACAS Accredited Workplace Mediation can help!

Our confidential process guides communication and fosters solutions that work for everyone.

➡️ Learn more: [email protected]

🤝 Workplace Mediation 🤝
Next Tuesday I have another client booked in for me to conduct Workplace Mediation to resolve a dispute between 2 of their employees.
Workplace Mediation is a fast and effective way to put issues to bed swiftly and prevent them from escalating further potentially causing harm to your business and other employees.
My ACAS Accredited Mediation allows me to explore any issues during 5 stages of the process.
Stage 1 - 1st Contact with the Parties on an Individual 1-2-1 basis.
Stage 2 - The Joint Meeting
Stage 3 - We explore the solutions
Stage 4 - Joint Agreement (I have a very high success rate with
parties reaching an agreement)
Stage 5 - The closing of the Mediation Process.

A Simple Cost Effective way of solving any Workplace disputes!

Contact me for further information on how I can help you and your business.
💻[email protected]
📱 DM on here using Messenger
📞 or book a FREE 30 minute call www.calendly.com/pj-hr/30min
⌨️ www.PJ-HRconsultancy.co.uk

HR Consultant and ACAS Workplace Mediator PJ-HR Consultancy and ACAS Accredited Workplace Mediator. We are a leading HR consultancy and ACAS accredited Workplace Mediator. Based in Liverpool North West

Big Changes to Flexible Working are Coming in 2024! ️

Calling all UK employees and employers!

Major reforms to flexible working rights are set to shake things up in 2024, giving employees more power and boosting opportunities for a better work-life balance.

Here's what you need to know:

For Employees:

Day One Right:
No more waiting! You can now request flexible working from day 1 of your new job, ditching the 26-week wait.

Double Duty:
Feeling flexible? You can now make 2 flexible working requests every 12 months, instead of just 1.

Open Dialogue:
Employers must consult with you before rejecting your request, ensuring a fairer and more transparent process. ️

Streamlined Response:
Decisions come quicker! Employers have 2 months to respond to your request, down from three. ⏱️

Ditch the Details:
No need to explain how your request impacts the employer anymore. You just focus on your needs and desired arrangements.

For Employers:

Embrace the Change:
These reforms offer a chance to attract and retain top talent, boost employee satisfaction, and improve productivity.

Get Ready:
Understand the new rules and how you'll handle requests. Resources and support are available!

Open Communication:
Consult with employees genuinely and explore possibilities for flexible arrangements. It's a win-win!

Seek Guidance:
Unsure about implementation? Contact me to can help navigate the changes smoothly and refresh any of your flexible working policies.



Thanks for reading.

Phil,

HR Consultant and ACAS Workplace Mediator PJ-HR Consultancy and ACAS Accredited Workplace Mediator. We are a leading HR consultancy and ACAS accredited Workplace Mediator. Based in Liverpool North West

Mental Health Awareness💙

Conflict management: A key skill for business leaders

Conflict is a natural part of any business, and it can be a positive force for change if it's managed effectively. However, if conflict is not managed properly, it can lead to decreased productivity, increased turnover, and a hostile work environment.

Business leaders play a vital role in conflict management. They are responsible for creating a culture where employees feel comfortable bringing up their concerns and where conflict is resolved in a fair and constructive manner.

Here are some tips for business leaders on how to manage conflict effectively:

Be proactive. Don't wait for conflict to escalate before you intervene. If you see signs of conflict brewing, such as increased tension between employees or a decrease in communication, take steps to address the issue early on.

Be impartial. When you're mediating a conflict, it's important to remain impartial.

Don't take sides or favour one employee over another.

Listen actively. When you're talking to the employees involved in a conflict, it's important to listen actively. This means paying attention to what they're saying, both verbally and nonverbally, and asking clarifying questions.

Help the employees to identify their needs and interests. Once you've listened to both sides of the story, help the employees to identify their needs and interests. This will help you to develop a solution that meets the needs of both parties.

Facilitate a discussion between the employees. Once you have a good understanding of the employees' needs and interests, facilitate a discussion between them so that they can work together to develop a solution.

Document the resolution. Once the employees have reached a resolution, be sure to document it in writing. This will help to prevent the conflict from recurring in the future.

Here are some additional tips for business leaders on how to manage conflict:

Be aware of your own biases. Everyone has biases, but it's important to be aware of them so that they don't cloud your judgment when you're mediating a conflict.
Be respectful. Even if you disagree with an employee, it's important to treat them with respect.

Be patient. Conflict resolution can take time. Don't expect to resolve a conflict overnight.

Don't be afraid to escalate the conflict. If you're unable to resolve a conflict on your own, don't be afraid to escalate it to a higher-level manager or to an external mediator.

By following these tips, business leaders can play a key role in managing conflict effectively and creating a more positive and productive work environment.

Here are some additional tips for businesses specifically:

Create a culture of open and honest communication. This will help employees to feel comfortable bringing up their concerns before they escalate into a conflict.

Set clear expectations and policies. This will help to reduce confusion and disagreement among employees.

Train employees on conflict management skills. This will help them to resolve conflicts on their own before they involve a manager.

Provide a safe and confidential forum for employees to resolve conflicts. This could be a mediation room or a meeting with a trusted colleague or manager.

By taking these steps, businesses can create a more harmonious and productive work environment for everyone.

🎅Getting your HR policies right for the festive period 🎅

The festive period is a time for celebration, but it can also be a challenging time for HR professionals. With employees taking time off, increased demand for products and services, and the potential for holiday festivities to disrupt work, it's important to have the right policies in place to ensure a smooth and successful season.

Here are some tips for getting your HR policies right for the festive period:

🎄Holiday leave

Many employees will want to take time off during the festive period, so it's important to have a clear policy in place for requesting and approving holiday leave. This policy should be communicated to all employees well in advance of the festive period.

When approving holiday leave, it's important to be fair and consistent. You may also need to consider the needs of your business and ensure that there are enough staff available to cover essential services.

🎄Overtime and pay

Some employees may be required to work overtime during the festive period, particularly in industries that experience increased demand during this time. It's important to have a policy in place for overtime pay and to ensure that employees are compensated fairly for their extra time.

🎄Gifts and hospitality

It's common for employees to receive gifts from clients and customers during the festive period. It's important to have a policy in place to govern the acceptance of gifts and hospitality. This policy should be communicated to all employees and should be clear on what is and is not acceptable.

The policy should also cover the following:

🎉The value of gifts that can be accepted
🎉Who can accept gifts
🎉What types of gifts can be accepted
🎉What to do if an employee receives a gift that they are not allowed to accept

🎅Festive parties and events 🎉

If you're planning any festive parties or events for your employees, it's important to have a policy in place to ensure that they are conducted in a safe and responsible manner. This policy should cover the following:

🍻The alcohol policy for the event
👗The dress code for the event
⏰The start and end times for the event
🚕The transportation arrangements for employees to get to and from the event
👷Health and safety

It's important to be aware of any additional health and safety risks that may arise during the festive period. For example, there may be an increased risk of fire hazards due to festive decorations and candles.

You should also be aware of the potential for increased stress and anxiety among employees during this time. It's important to provide support to employees and to encourage them to take care of their physical and mental wellbeing.

By following these tips, you can ensure that your HR policies are in place for the festive period and that your employees have a safe and enjoyable time.

Outsourced HR investigation and grievance support: A valuable resource for businesses

HR investigations and grievance support can be complex and time-consuming tasks for businesses to handle in-house. This is where outsourced HR services can come in handy. Outsourced HR providers can provide businesses with access to experienced and qualified HR professionals who can conduct impartial and thorough investigations and provide confidential support to employees who have raised grievances.

There are a number of benefits to outsourcing HR investigation and grievance support, including:

Impartiality: Outsourced HR providers are not emotionally invested in the outcome of an investigation or grievance, which allows them to conduct an impartial and unbiased process.

Expertise: Outsourced HR providers have the experience and expertise to handle a wide range of HR investigations and grievances, including complex and sensitive matters.

Confidentiality: Outsourced HR providers can provide confidential support to employees who have raised grievances, which can help to protect the employee's privacy and well-being.

Cost-effectiveness: Outsourcing HR investigation and grievance support can be more cost-effective than hiring and training in-house HR staff.

Here are some specific examples of HR investigations and grievance support that can be outsourced:

Workplace investigations: Outsourced HR providers can investigate allegations of workplace misconduct, such as harassment, discrimination, and bullying.

Disciplinary investigations: Outsourced HR providers can conduct disciplinary investigations to determine whether or not an employee has violated company policy and, if so, what disciplinary action is appropriate.

Grievance support: Outsourced HR providers can provide confidential support to employees who have raised grievances, such as grievances about workplace misconduct or discrimination.

If you are considering outsourcing HR investigation and grievance support, it is important to choose a reputable provider with experience working with businesses in your industry. You should also make sure that the provider you choose offers the services that you need.

Here are some tips for choosing an outsourced HR investigation and grievance support provider:

📋Look for a provider with experience.

I have an extensive understanding of the specific HR challenges that businesses in your industry face, with over 15 years HR experience in both the public & private sector.

🥇Make sure the provider is qualified and accredited.

I am an associate of Chartered Institute of Personnel and Development (CIPD), an ACAS accredited Workplace Mediator and all of my work is fully insured.

🖊Get a written proposal.

Before making a decision, I will send you a written proposal from the that outlines the services I will provide, the fees I will charge, and the timeline for completing the investigation or grievance process. No Hidden fees

Outsourcing HR investigation and grievance support can be a valuable resource for businesses of all sizes. By choosing a reputable provider, businesses can ensure that their investigations and grievance support are impartial, confidential, and cost-effective.

💻www.PJ-HRconsultancy.co.uk
📱 07774679869

The Benefits of a HR Consultant on Retainer Basis.

In the dynamic world of business, organisations face a myriad of challenges, from navigating complex employment regulations to fostering a thriving work environment. While in-house HR teams play a crucial role, many companies find that engaging an HR consultant on a retainer basis offers a wealth of benefits, providing specialised expertise, cost-effectiveness, and proactive support.

1. Specialised Expertise at Your Fingertips

HR consultants possess deep knowledge and experience across a wide spectrum of HR functions, including recruitment, performance management, employee relations, compliance, and more. By engaging a consultant on retainer, you gain access to their expertise on an as-needed basis, ensuring you have the right guidance whenever you need it.

2. Cost-Effective Expertise

Hiring a full-time HR professional can be a significant financial commitment, particularly for smaller organisations. Retainer agreements offer a cost-effective alternative, providing access to expert HR services without the overhead costs associated with full-time employment.

3. Proactive Support for Smooth Operations

HR consultants can help you identify and address potential HR issues before they escalate, preventing costly disputes and legal ramifications. Their proactive approach ensures your HR practices are compliant with evolving regulations and aligned with your business goals.

4. Enhanced Recruitment and Retention

Effective recruitment and retention strategies are essential for organisational success. HR consultants can help you refine your hiring practices, develop comprehensive onboarding programs, and implement strategies to boost employee engagement and reduce turnover.

5. Streamlined HR Processes

HR consultants can help you evaluate and streamline your existing HR processes, eliminating inefficiencies and freeing up your internal team to focus on strategic initiatives.

6. A Sounding Board for Strategic Decisions

HR consultants act as trusted advisors, providing objective insights and recommendations to support your strategic decision-making. Their external perspective can help you identify blind spots and make informed choices that align with your overall business objectives.

7. Mitigating Risk and Protecting Your Organisation

HR consultants can help you identify and mitigate potential HR-related risks, such as discrimination claims, harassment complaints, and non-compliance with employment laws. Their guidance can help you protect your organisation from financial losses and reputational damage.

8. Scalable Support for Evolving Needs

Retainer agreements provide flexibility to scale HR support up or down based on your fluctuating needs. Whether you're expanding your team, launching a new initiative, or facing a challenging HR issue, your consultant can provide the tailored support you require.

9. A Catalyst for a Positive Work Environment

HR consultants can help you foster a positive and productive work environment by developing employee engagement strategies, addressing workplace culture concerns, and implementing effective communication channels.

10. Peace of Mind and Enhanced Productivity

With an HR consultant on retainer, you can rest assured that your HR needs are in expert hands. This allows your internal team to focus on their core responsibilities, enhancing productivity and overall business performance.

In conclusion, engaging an HR consultant on a retainer basis can provide a multitude of benefits, from specialised expertise and cost-effectiveness to proactive support and risk mitigation. By partnering with an experienced HR consultant, you can ensure your organisation is well-equipped to navigate the complexities of HR while achieving your business goals.

Contact me to see how I can support you and your business.

https://calendly.com/pj-hr/30min

💙LAST CHANCE TO SIGN UP💙

NEW ONLINE PROGRAMME starts on Wednesday 15th November.

Completely free for all, online & confidential sessions every week to improve your mental health. To sign up complete the form below and we'll send you a link:

[https://buff.ly/3sTskvj](https://buff.ly/45VNeYp "")

Recruitment and onboarding: Getting it right

Recruitment and onboarding are two of the most important processes in HR. When done well, they can help you attract and retain top talent, which is essential for the success of your business.

* Recruitment *

The recruitment process begins with identifying your needs and defining the ideal candidate for the role. Once you have a clear understanding of what you're looking for, you can start sourcing candidates. There are a variety of ways to do this, including online job boards, social media, and employee referrals.

Once you have a pool of candidates, you need to screen them to identify the most qualified individuals. This may involve reviewing resumes, conducting phone interviews, and giving skills assessments. The goal is to narrow down the field to a few top candidates who you can invite for in-person interviews.

During the in-person interviews, you can learn more about the candidates' skills, experience, and fit for your company culture. It's important to ask thoughtful questions and give the candidates a chance to ask questions of their own. At the end of the interview process, you should be able to make a decision about which candidate is the best fit for the role.

* Onboarding *

Once you've made an offer to a candidate and they've accepted, it's time to start the onboarding process. This is the process of helping the new employee get up to speed on their new role and the company culture.

The onboarding process should start before the new employee even starts their first day. You should send them a welcome packet with information about the company, the role, and what to expect on their first day. You should also schedule some time for them to meet with their new manager and team members before they start.

On the new employee's first day, you should give them a tour of the office, introduce them to their team members, and set them up with the tools and resources they need to do their job. You should also go over the company's policies and procedures.

In the following weeks and months, you should continue to check in with the new employee to see how they're doing and to offer support. You should also provide them with opportunities to learn and grow.

Here are some tips for getting recruitment and onboarding right:

* Have a clear understanding of your needs. Before you start recruiting, take some time to define the ideal candidate for the role. This will help you ensure that you're attracting the right people.

* Use a variety of sourcing methods. Don't rely on just one way to source candidates.

* Use a variety of methods to reach the widest possible pool of candidates.
Screen candidates carefully. Take the time to review resumes, conduct phone interviews, and give skills assessments to identify the most qualified candidates.
Conduct thoughtful in-person interviews. During the in-person interviews, ask thoughtful questions and give the candidates a chance to ask questions of their own. This will help you learn more about the candidates and to determine which candidate is the best fit for the role.

* Start the onboarding process early. Send the new employee a welcome packet before they start their first day and schedule some time for them to meet with their new manager and team members.

* Give the new employee a warm welcome on their first day. Show them around the office, introduce them to their team members, and set them up with the tools and resources they need to do their job. Go over the company's policies and procedures.
Continue to check in with the new employee. In the following weeks and months, check in with the new employee to see how they're doing and to offer support. Provide them with opportunities to learn and grow.

By following these tips, you can improve your recruitment and onboarding processes and attract and retain top talent.

Phil
PJ-HR Consultancy

**Benefits of outsourcing HR support**

Outsourcing HR support is a growing trend among businesses of all sizes. There are many benefits to outsourcing HR, including:

**Cost savings**

One of the biggest benefits of outsourcing HR is cost savings. HR departments can be expensive to maintain, especially for small businesses. Outsourcing HR can help businesses to save money on salaries, benefits, and training costs.

**Access to expertise**

When you outsource HR, you gain access to a team of experts who have the knowledge and experience to handle all of your HR needs. This can be especially beneficial for small businesses that don't have the resources to hire a full-time HR department.

**Increased efficiency**

HR professionals can help businesses to streamline their HR processes and make them more efficient. This can free up time for business leaders to focus on other areas of their business.

**Reduced risk**

Outsourcing HR can help businesses to reduce their risk of compliance issues. HR professionals can help businesses to stay up-to-date on the latest HR laws and regulations, and they can help businesses to develop and implement HR policies and procedures that are compliant with the law.

**Improved employee engagement**

HR professionals can help businesses to improve employee engagement by developing and implementing HR programs and initiatives that support employee well-being and development. This can lead to a more productive and engaged workforce.

**Here are some specific examples of HR functions that can be outsourced:**

* Payroll administration
* Benefits administration
* HR compliance
* Recruiting and onboarding
* Performance management
* Training and development
* Employee relations

Outsourcing HR can be a great way for businesses to save money, gain access to expertise, increase efficiency, reduce risk, and improve employee engagement. If you're looking for a way to improve your HR department, outsourcing HR is definitely worth considering.

www.PJ-HRconsultancy.co.uk

My latest HR article is now published on my page PJ-HR Consultancy & Workplace Mediation.

Flexible working: What is it and why does it matter?

It covers things from an Employee and Employer perspective. 👍

Phil
PJ-HR Consultancy

Flexible working: What is it and why does it matter?

Flexible working is a way of working that suits an employee's needs, for example having flexible start and finish times, working from home, or having a compressed workweek. It is not a one-size-fits-all solution, and different arrangements will work for different people. However, all flexible working arrangements have one thing in common: they give employees more control over their work-life balance.

There are many benefits to flexible working, both for employees and employers. For employees, flexible working can lead to reduced stress, improved mental and physical health, and increased productivity. It can also make it easier to care for children or elderly relatives, or to pursue other interests outside of work.

For employers, flexible working can lead to reduced absenteeism, improved employee morale, and increased attraction and retention of top talent. It can also help to reduce costs, such as office space and energy bills.

Flexible working arrangements can include:

* Part-time work
* Compressed hours
* Flex time
* Remote working
* Job sharing
* Staggered hours
* Term-time working
* On-call working

If you are interested in flexible working, it is important to talk to your employer. They may have a formal policy in place, or they may be willing to consider your request on an informal basis.

Here are some tips for making a successful flexible working request:

* Be clear about what you are asking for and why.
* Be flexible and open to compromise.
* Highlight the benefits of flexible working for both you and your employer.
* Be prepared to discuss how you will manage your workload and stay connected with your team.

If you are an employer, and you are considering a flexible working request, it is important to be fair and reasonable. Consider the benefits of flexible working for both the employee and the business, and try to be accommodating.

Flexible working is a great way to improve the work-life balance of employees and boost productivity. If you are not already offering flexible working arrangements, I encourage you to consider doing so.

Phil
PJ-HR Consultancy