Polly Chapman’s Post

It's that time of year again when the weather can throw us a curveball. Snow, hail, heavy rain - you name it. If your team cannot work, or come into work because of adverse weather conditions then you and your team need to know what to do. Here are some tips: 1. Safety First  Emphasise to your team that they should never attempt to work or travel to work if it is unsafe to do so. 2. Communication  Make sure employees know how to communicate this with you and what your expectations are. 3. Working from home  If your team can work from home, you should prepare for these eventualities to keep your business running. 4. Pay  If workers cannot work due to the weather, or the office has closed, you need to communicate what happens regarding pay. This is something we can help you with. If you’re unsure about any of this, let’s have a quick chat and we’ll be able to help you. Contact us at info@dittonhr.co.uk

Employers should focus on outcomes rather than hours worked. Bosses should care more about what gets done than how long someone sits at their desk. This means looking at the results of someone's work, not just the hours they put in. Think about it. If someone finishes their work quickly and it's really good, does it matter if they didn't spend all day in the office? And should we really praise someone who spends all day at their desk but doesn't do much? The old way of judging productivity by the number of hours worked doesn't make sense anymore. It doesn't consider that people work differently and have different schedules. Plus, some of the best ideas come when people are out of the office. By focusing on what people achieve instead of how long they're at work, bosses can help everyone do better. It gives people the freedom to work when they're most inspired and helps build trust between bosses and workers. It also means being fair to everyone, no matter their situation outside of work. But changing how we think about work isn't easy. It means bosses have to trust their workers and be clear about what they want. And it means workers need to take responsibility for getting things done, no matter where or when they work. Read more : https://lnkd.in/ecaPEjmi In the end, by caring more about results than hours worked, everyone can be happier and more successful at work.

❄ It's that time of year again when the weather can throw us a curveball. Snow, hail, heavy rain - you name it. If your team cannot work, or come into work because of adverse weather conditions then you and your team need to know what to do. Here are some tips: 👉 Safety First 🚲 Emphasise to your team that they should never attempt to work or travel to work if it is unsafe to do so. 👉Communication Make sure employees know how to communicate this with you and what your expectations are. 👉Working from home If your team can work from home, you should prepare for these eventualities to keep your business running. 👉Pay If workers cannot work due to the weather, or the office has closed, you need to communicate what happens regarding pay. This is something I can help you with. If you’re unsure about any of this, drop me a message to see how I can help you.

In our organization- - We don't have defined working hours. - All the people are working from home. - No one uses "sir" for addressing anyone. - They don't need to report daily. - Salary is given on the 1st day of each month. - There is no 3-month notice period; only a 20-day notice period is required. I don't care if they start work at 10 or 11 AM. I don't care if they go somewhere on weekdays and complete their tasks on the weekend. There is no tracker or screen recording software in their system. And believe me, they are super productive. Fun, family, and mental peace are as important as work. What do you think? Does giving leverage and freedom to employees increase productivity, or is this bad for business?

Explore the pros and cons of working off the clock with our comprehensive analysis featured on Market Daily. From increased productivity to potential legal risks, delve into the implications of unpaid work outside regular hours. Don't miss this essential resource for employees and employers navigating work time boundaries—read more on Market Daily today! 💼⏰ #WorkingOffTheClock #Productivity #EmploymentLaw #MarketDaily https://lnkd.in/du-8MEBx

I do not pay for seat warmers. Come to the office fine. 9 to 5? Fine. Work from home. Fine. Work from the garage while they fix your car? Fine. I don't need to know you will be late because of a doctor's appointment, or you are leaving early to attend a personal matter. Everybody works at a different pace. You choose how to get your work done. It's sad how we have infantilized the workplace so much, that employees feel the need to apologize for having personal lives. I am not a clock watcher. I trust you to get your job done. Keep clients happy. I am happy. The future lies in flexible work patterns.

Do you schedule emails? Some people do not agree it is a good thing to disguise working hours. At the same time, there are advocates for such practices too. Bethan Staton contrasts the pros and cons of this practice in this Financial Times article. Advocates say it delineates after-hours work as discretionary, not to be forced on others. It means dealing with a task without creating immediate extra work and gives time review unnoticed errors. "Instead of hiding when we're working from others, we should normalize not expecting immediate responses", says Bonnie Dilber, recruitment lead at workforce platform Zapier. "That means respecting the fact that people want to work when and how it makes sense for them, and having conversations about what that looks like" Rather than 'placing the burden on the individual to tackle organizational culture', Matt Creagh, policy officer at Trades Union Congress (The TUC), says employers must ensure tasks can actually be reasonably completed within working hours. What say you? When do you want the Send key to be hit? #Communication #Workload #Productivity #Email https://lnkd.in/gNSMPDit

It's that time of year again when the weather can throw us a curveball. Snow, hail, heavy rain - you name it. If your team cannot work, or come into work because of adverse weather conditions then you and your team need to know what to do. Here are some tips: 1. Safety First 🚲 Emphasise to your team that they should never attempt to work or travel to work if it is unsafe to do so. 2. Communication Make sure employees know how to communicate this with you and what your expectations are. 3. Working from home If your team can work from home, you should prepare for these eventualities to keep your business running. 4. Pay If workers cannot work due to the weather, or the office has closed, you need to communicate what happens regarding pay. This is something we can help you with. If you’re unsure about any of this, let’s have a quick chat and we’ll be able to help you. Or visit our webshop and check out our Attending Work in Adverse in Extreme Weather Conditions Policy HERE: https://lnkd.in/exr2nvMZ

Business owners asking their employees to work 70 hours/week is far from ideal, though somewhat understandable. However, invoking nationalistic sentiments to justify this demand is both dishonest and distasteful. If a patriotic business owner has 70 hours of work/week, wouldn't it be more reasonable, in a country facing high unemployment and underemployment, to hire two people instead of overworking one to the point of anxiety and other health issues, and leaving another unemployed and struggling?

Right to disconnect is wrong and it must be removed. Employees need to be contacted to earn extra money when someone is sick. Employees need to be contacted when working part time and extra hours become available to earn extra money. Employees need to be contacted when extra peace work becomes available to earn extra money.