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  • 01/12/2020 0 Comments
    New rules on annual leave

    As the end of the year, and end of the leave year for some, approaches here is something you might have missed. 

    The Working Time Regulations have been amended to give workers an entitlement to carry over 4 weeks of their annual

    leave if they are unable to take it because of coronavirus. Annual leave continues to accrue during lay off/furlough, therefore potentially putting quite a few businesses in this position. 


    The Working Time Regulations already enabled up to 1.6 weeks of statutory minimum annual leave to be carried over to the next leave year with agreement from an employer, and the new rules do not change this. However they now provide the ability to carry forward the first four weeks of statutory annual leave into the next two leave years after 2020. This can be applied to employees if:


    • they are self-isolating, or are too sick to take holiday before the end of their leave year
    • they have been temporarily sent home as there’s no work (‘laid off’ or ‘put on furlough’)
    • they’ve had to continue working and could not take paid holiday

    If you do not have a leave policy in place, or would like to know more about how this can be applied to your business please get in touch. 

    Read More
  • 30/09/2020 - Helen Taylor 0 Comments
    Don't underestimate the value of a grievance case log

    When a grievance lands on your desk there are a number of actions you need to take, some of which are time critical, and therefore a case log can often fall to the bottom of your to do list.


    It can be tempting to ignore non essential paperwork, but initiating a case log is invaluable, not just to allow you to check up on the progress of the investigation, but also to save time writing up an investigation report, or providing evidence to a hearing or Employment Tribunal when memories may not be as fresh.

    By setting up a case log right at the beginning of your investigation, recording events that happen as the case progresses, noting why lines of enquiry were followed or not, and any reasons for delay or changes to the scope during the investigation, you are ensuring you save yourself valuable time as the case progresses and have evidence of a thorough and reasoned investigation process.

    A case log need not be complicated but should list all activity that takes place whether you deem it to be important at the time or not.


    If you are interested in finding out more about conducting investigations, or supporting managers within your business to do so, please

    contact me for a discussion about how I can help you.

    Read More
  • 17/06/2020 - Helen Taylor 0 Comments
    How confidential are virtual meetings?

    Since March 2020 the likelihood of being invited to a virtual meeting has increased dramatically. The important question for businesses is how do we ensure that confidentiality is maintained?


    I am not an IT security expert, but many of my meetings as an HR consultant and Confidence Coach contain personally sensitive information and I want to make sure I have done everything possible to maintain confidentiality. Four points you may want to consider to ensure your online meetings are as secure as possible are:


    1. Make sure you carry out due diligence on the virtual platform you are using, and ensure all participants involved in the meeting are aware of any data that the virtual platform will gather. Video conferencing platforms such as Zoom and Microsoft teams have recently implemented measures to give added protection and

    assurance to users following their explosion in use since the beginning of the year, but it is still important that you understand the measures your chosen platform has put in place.  


    2. Have you got a policy or statement in place either, as part of your IT Policy or separately, setting out the use and security considerations of virtual meetings for your business? The National Cyber Security Centre has some useful guidance for businesses about what to consider.


    3. Do any of the participants joining from home have a smart speaker? According to initial findings in a study conducted by Imperial
    College London, smart speakers are capable of accidental activation up to 19 times per day, and recording dialogue of up to 43 seconds. Therefore, it would be prudent to advise all participants to ensure all smart speakers in their homes are switched off.


    4. Who else is around? Ask participants to ensure where at all possible they access the meeting from a private space in their house. If the meeting is of a sensitive nature such as an investigation meeting or hearing, you could also consider asking participants to make a declaration at the start of the meeting confirming who is present in the property, and that they are in a private space.


    The Information Commission also have a very useful checklist and information about how to ensure data security during this time for employers. If you are planning to hold investigation meetings or hearings virtually, then click here to download my checklist of key considerations from last weeks blog.


    Read More
  • 11/06/2020 - Helen Taylor 0 Comments
    How do you ensure disciplinary and grievance procedures are fair with the added complication of Covid 19 restrictions?

    If you still have employees working from home or on furlough, it is important to ensure that disciplinary and grievance procedures can be
    undertaken in a fair way. This will involve one of three options:

    1. Proceeding with the investigation or hearing in line with your policy/procedures as you would under normal circumstances;

    2. Holding meetings via an online platform; or

    3. Putting the investigation or hearing on hold until it is possible to proceed with either option 1 or 2 above.

    The key questions to ask yourself when considering these options are:

    Is it possible to hold meetings in person, whilst observing social distancing measures for all parties?

    Do any individuals involved in the process have health concerns or live with vulnerable people and may be put at greater risk by
    attending in person?


    Will there be adequate opportunity to obtain all evidence required in the scope of the investigation?


    Will all the parties involved be able to access and comment on the allegations and evidence?


    If you conclude that you can proceed with meetings/ a hearing online then please down load my checklist on holding investigation meetings or hearing virtually. If I can help you further with a grievance or disciplinary situation then please contact me.


    Read More
  • 05/06/2020 0 Comments
    Why are Terms of Reference for Disciplinary and Grievance Investigations Important?

    Terms of reference set out the reasons that lead to the investigation being initiated, any important background information, and how

    the investigating manager should conduct the investigation. They are vital to ensuring the investigation is conducted in a transparent, coherent and timely manner,

    and that the manager conducting the investigation is clear about the scope of the investigation.


    What should be included:

     

    • A summary of the allegations or complaints, and any relevant background information
    • The purpose and scope of the investigation and who will receive the report
    • Any witnesses or individuals that the investigator should speak to
    • Other sources of information that the investigator may want to take into account including documents or other
      evidence referred to in the allegations
    • Referral to any relevant policies or procedures that the investigator should be aware of
    • The timescales for conducting the investigation and
      submitting the report
    • Expectations about what the written report will contain
    • Who the report will be submitted to

    This list is by no means exhaustive, and the more complex investigation will require a fuller and more detailed

    terms of reference.


    As well as acting as an external investigator for businesses, I support managers conducting internal workplace investigations, with coaching,

    templates and guidance. My template and guidance pack includes a terms of reference template, and guidance through the investigation process from start to finish.  If you would like to find out more please contact me for further information.


    Read More
  • 19/05/2020 - Helen Taylor 0 Comments
    Are your policies and procedures up to date?

    The way we work is changing. Are your policies and procedures updated in line with new ways of working, or legal requirements resulting from Covid 19?

    Read More
  • 17/04/2020 0 Comments
    Reflect and Refocus

    The current health crisis we find ourselves in will mean an increase in workload for some, and a decrease for others. We will all be experiencing the lockdown differently, but the vast majority of us will reflect on our values and priorities, and may well come out the other end with a different perspective and focus in life.

    As a meditation teacher I regularly talk to students about the value of daily gratitude practice, and so have been ensuring I practice what I preach, which has been especially valuable at times when all the news seems bleak and depressing. However, I have also been focussing on why I enjoy what I do, and what my strengths are. Therefore, when my motivation or mood is low, doing something I enjoy, or that I can see makes a difference to people, has a very beneficial impact on me.

    Taking a small step toward a new goal or focus can help it feel much more tangible and achievable, and give you back a feeling of control when much of what is going on in the world makes you feel powerless. If this period of uncertainty has caused you to re-evaluate your goals and focus, and you want to invest in taking positive steps toward new goals, take advantage of one of my free, no obligation discovery calls, and take back control of your life.

    https://www.focusmindconsultancy.co.uk/coaching-co...


    Read More
  • 26/03/2020 0 Comments
    Finding positivity at a time of Uncertainty

    Finding positives when things are uncertain can be a challenge, but it can have a real impact on your mental and physical wellbeing. We do not have to be continuously upbeat and smiling, but taking a moment to see the positive side of things, or to feel grateful to someone is within your control. Our ability to be positive and kind to others starts with ourselves. If you are able to go for a walk, why not concentrate on your favourite colour and see how many times you can spot it around you on your walk. Alternatively this loving kindness meditation always makes me feel more positive.

    Read More
  • 26/02/2020 0 Comments
    5 Questions to help you determine whether to hire an External Workplace Investigator

    Depending on the size of your business, it can seem much more cost effective to use internal managers to investigate grievance, capability or conduct allegations. However, when the case is not straightforward, or there are no managers available with the capacity to dedicate the time to properly investigate the situation, an external investigator is often the best option.


    Key questions to consider when deciding whether or not to hire an external investigator:


    1. Do you provide training to managers enabling them to undertake grievance/ disciplinary investigations?

    2. Do any of your trained managers have the capacity to undertake the investigation at the moment?

    3. Are the allegations numerous and/or against more than one person?

    4. Is there a lot of documentation accompanying the allegations?

    5. Do the allegations indicate that a number of people will need to be interviewed?


    If your answers to questions 1and 2 are no, and to questions 3-5 are yes, then the benefits of hiring an external investigator can definitely outweigh the cost. 


    These will include:

    Allowing internal managers to focus on business critical tasks; 


    Providing credibility and reassurance that the investigation will be conducted in a thorough, impartial and timely manner, and

    not influenced by internal culture, relationships, politics or bias;


    If there is a lot of background to the situation then a fresh pair of eyes can often provide perspectives and recommendations

    not previously considered;


    The investigator will be a dedicated resource with more time available to consider large amounts of information, and document all

    stages of the process to minimise risk, and better equip you to respond to appeals or Employment Tribunal claims.

    Read More
  • 01/12/2020 0 Comments
    New rules on annual leave

    As the end of the year, and end of the leave year for some, approaches here is something you might have missed. 

    The Working Time Regulations have been amended to give workers an entitlement to carry over 4 weeks of their annual

    leave if they are unable to take it because of coronavirus. Annual leave continues to accrue during lay off/furlough, therefore potentially putting quite a few businesses in this position. 


    The Working Time Regulations already enabled up to 1.6 weeks of statutory minimum annual leave to be carried over to the next leave year with agreement from an employer, and the new rules do not change this. However they now provide the ability to carry forward the first four weeks of statutory annual leave into the next two leave years after 2020. This can be applied to employees if:


    • they are self-isolating, or are too sick to take holiday before the end of their leave year
    • they have been temporarily sent home as there’s no work (‘laid off’ or ‘put on furlough’)
    • they’ve had to continue working and could not take paid holiday

    If you do not have a leave policy in place, or would like to know more about how this can be applied to your business please get in touch. 

    Read More
  • 30/09/2020 - Helen Taylor 0 Comments
    Don't underestimate the value of a grievance case log

    When a grievance lands on your desk there are a number of actions you need to take, some of which are time critical, and therefore a case log can often fall to the bottom of your to do list.


    It can be tempting to ignore non essential paperwork, but initiating a case log is invaluable, not just to allow you to check up on the progress of the investigation, but also to save time writing up an investigation report, or providing evidence to a hearing or Employment Tribunal when memories may not be as fresh.

    By setting up a case log right at the beginning of your investigation, recording events that happen as the case progresses, noting why lines of enquiry were followed or not, and any reasons for delay or changes to the scope during the investigation, you are ensuring you save yourself valuable time as the case progresses and have evidence of a thorough and reasoned investigation process.

    A case log need not be complicated but should list all activity that takes place whether you deem it to be important at the time or not.


    If you are interested in finding out more about conducting investigations, or supporting managers within your business to do so, please

    contact me for a discussion about how I can help you.

    Read More
  • 17/06/2020 - Helen Taylor 0 Comments
    How confidential are virtual meetings?

    Since March 2020 the likelihood of being invited to a virtual meeting has increased dramatically. The important question for businesses is how do we ensure that confidentiality is maintained?


    I am not an IT security expert, but many of my meetings as an HR consultant and Confidence Coach contain personally sensitive information and I want to make sure I have done everything possible to maintain confidentiality. Four points you may want to consider to ensure your online meetings are as secure as possible are:


    1. Make sure you carry out due diligence on the virtual platform you are using, and ensure all participants involved in the meeting are aware of any data that the virtual platform will gather. Video conferencing platforms such as Zoom and Microsoft teams have recently implemented measures to give added protection and

    assurance to users following their explosion in use since the beginning of the year, but it is still important that you understand the measures your chosen platform has put in place.  


    2. Have you got a policy or statement in place either, as part of your IT Policy or separately, setting out the use and security considerations of virtual meetings for your business? The National Cyber Security Centre has some useful guidance for businesses about what to consider.


    3. Do any of the participants joining from home have a smart speaker? According to initial findings in a study conducted by Imperial
    College London, smart speakers are capable of accidental activation up to 19 times per day, and recording dialogue of up to 43 seconds. Therefore, it would be prudent to advise all participants to ensure all smart speakers in their homes are switched off.


    4. Who else is around? Ask participants to ensure where at all possible they access the meeting from a private space in their house. If the meeting is of a sensitive nature such as an investigation meeting or hearing, you could also consider asking participants to make a declaration at the start of the meeting confirming who is present in the property, and that they are in a private space.


    The Information Commission also have a very useful checklist and information about how to ensure data security during this time for employers. If you are planning to hold investigation meetings or hearings virtually, then click here to download my checklist of key considerations from last weeks blog.


    Read More
  • 11/06/2020 - Helen Taylor 0 Comments
    How do you ensure disciplinary and grievance procedures are fair with the added complication of Covid 19 restrictions?

    If you still have employees working from home or on furlough, it is important to ensure that disciplinary and grievance procedures can be
    undertaken in a fair way. This will involve one of three options:

    1. Proceeding with the investigation or hearing in line with your policy/procedures as you would under normal circumstances;

    2. Holding meetings via an online platform; or

    3. Putting the investigation or hearing on hold until it is possible to proceed with either option 1 or 2 above.

    The key questions to ask yourself when considering these options are:

    Is it possible to hold meetings in person, whilst observing social distancing measures for all parties?

    Do any individuals involved in the process have health concerns or live with vulnerable people and may be put at greater risk by
    attending in person?


    Will there be adequate opportunity to obtain all evidence required in the scope of the investigation?


    Will all the parties involved be able to access and comment on the allegations and evidence?


    If you conclude that you can proceed with meetings/ a hearing online then please down load my checklist on holding investigation meetings or hearing virtually. If I can help you further with a grievance or disciplinary situation then please contact me.


    Read More
  • 05/06/2020 0 Comments
    Why are Terms of Reference for Disciplinary and Grievance Investigations Important?

    Terms of reference set out the reasons that lead to the investigation being initiated, any important background information, and how

    the investigating manager should conduct the investigation. They are vital to ensuring the investigation is conducted in a transparent, coherent and timely manner,

    and that the manager conducting the investigation is clear about the scope of the investigation.


    What should be included:

     

    • A summary of the allegations or complaints, and any relevant background information
    • The purpose and scope of the investigation and who will receive the report
    • Any witnesses or individuals that the investigator should speak to
    • Other sources of information that the investigator may want to take into account including documents or other
      evidence referred to in the allegations
    • Referral to any relevant policies or procedures that the investigator should be aware of
    • The timescales for conducting the investigation and
      submitting the report
    • Expectations about what the written report will contain
    • Who the report will be submitted to

    This list is by no means exhaustive, and the more complex investigation will require a fuller and more detailed

    terms of reference.


    As well as acting as an external investigator for businesses, I support managers conducting internal workplace investigations, with coaching,

    templates and guidance. My template and guidance pack includes a terms of reference template, and guidance through the investigation process from start to finish.  If you would like to find out more please contact me for further information.


    Read More
  • 19/05/2020 - Helen Taylor 0 Comments
    Are your policies and procedures up to date?

    The way we work is changing. Are your policies and procedures updated in line with new ways of working, or legal requirements resulting from Covid 19?

    Read More
  • 17/04/2020 0 Comments
    Reflect and Refocus

    The current health crisis we find ourselves in will mean an increase in workload for some, and a decrease for others. We will all be experiencing the lockdown differently, but the vast majority of us will reflect on our values and priorities, and may well come out the other end with a different perspective and focus in life.

    As a meditation teacher I regularly talk to students about the value of daily gratitude practice, and so have been ensuring I practice what I preach, which has been especially valuable at times when all the news seems bleak and depressing. However, I have also been focussing on why I enjoy what I do, and what my strengths are. Therefore, when my motivation or mood is low, doing something I enjoy, or that I can see makes a difference to people, has a very beneficial impact on me.

    Taking a small step toward a new goal or focus can help it feel much more tangible and achievable, and give you back a feeling of control when much of what is going on in the world makes you feel powerless. If this period of uncertainty has caused you to re-evaluate your goals and focus, and you want to invest in taking positive steps toward new goals, take advantage of one of my free, no obligation discovery calls, and take back control of your life.

    https://www.focusmindconsultancy.co.uk/coaching-co...


    Read More
  • 26/03/2020 0 Comments
    Finding positivity at a time of Uncertainty

    Finding positives when things are uncertain can be a challenge, but it can have a real impact on your mental and physical wellbeing. We do not have to be continuously upbeat and smiling, but taking a moment to see the positive side of things, or to feel grateful to someone is within your control. Our ability to be positive and kind to others starts with ourselves. If you are able to go for a walk, why not concentrate on your favourite colour and see how many times you can spot it around you on your walk. Alternatively this loving kindness meditation always makes me feel more positive.

    Read More
  • 26/02/2020 0 Comments
    5 Questions to help you determine whether to hire an External Workplace Investigator

    Depending on the size of your business, it can seem much more cost effective to use internal managers to investigate grievance, capability or conduct allegations. However, when the case is not straightforward, or there are no managers available with the capacity to dedicate the time to properly investigate the situation, an external investigator is often the best option.


    Key questions to consider when deciding whether or not to hire an external investigator:


    1. Do you provide training to managers enabling them to undertake grievance/ disciplinary investigations?

    2. Do any of your trained managers have the capacity to undertake the investigation at the moment?

    3. Are the allegations numerous and/or against more than one person?

    4. Is there a lot of documentation accompanying the allegations?

    5. Do the allegations indicate that a number of people will need to be interviewed?


    If your answers to questions 1and 2 are no, and to questions 3-5 are yes, then the benefits of hiring an external investigator can definitely outweigh the cost. 


    These will include:

    Allowing internal managers to focus on business critical tasks; 


    Providing credibility and reassurance that the investigation will be conducted in a thorough, impartial and timely manner, and

    not influenced by internal culture, relationships, politics or bias;


    If there is a lot of background to the situation then a fresh pair of eyes can often provide perspectives and recommendations

    not previously considered;


    The investigator will be a dedicated resource with more time available to consider large amounts of information, and document all

    stages of the process to minimise risk, and better equip you to respond to appeals or Employment Tribunal claims.

    Read More
  • 01/12/2020 0 Comments
    New rules on annual leave

    As the end of the year, and end of the leave year for some, approaches here is something you might have missed. 

    The Working Time Regulations have been amended to give workers an entitlement to carry over 4 weeks of their annual

    leave if they are unable to take it because of coronavirus. Annual leave continues to accrue during lay off/furlough, therefore potentially putting quite a few businesses in this position. 


    The Working Time Regulations already enabled up to 1.6 weeks of statutory minimum annual leave to be carried over to the next leave year with agreement from an employer, and the new rules do not change this. However they now provide the ability to carry forward the first four weeks of statutory annual leave into the next two leave years after 2020. This can be applied to employees if:


    • they are self-isolating, or are too sick to take holiday before the end of their leave year
    • they have been temporarily sent home as there’s no work (‘laid off’ or ‘put on furlough’)
    • they’ve had to continue working and could not take paid holiday

    If you do not have a leave policy in place, or would like to know more about how this can be applied to your business please get in touch. 

    Read More
  • 30/09/2020 - Helen Taylor 0 Comments
    Don't underestimate the value of a grievance case log

    When a grievance lands on your desk there are a number of actions you need to take, some of which are time critical, and therefore a case log can often fall to the bottom of your to do list.


    It can be tempting to ignore non essential paperwork, but initiating a case log is invaluable, not just to allow you to check up on the progress of the investigation, but also to save time writing up an investigation report, or providing evidence to a hearing or Employment Tribunal when memories may not be as fresh.

    By setting up a case log right at the beginning of your investigation, recording events that happen as the case progresses, noting why lines of enquiry were followed or not, and any reasons for delay or changes to the scope during the investigation, you are ensuring you save yourself valuable time as the case progresses and have evidence of a thorough and reasoned investigation process.

    A case log need not be complicated but should list all activity that takes place whether you deem it to be important at the time or not.


    If you are interested in finding out more about conducting investigations, or supporting managers within your business to do so, please

    contact me for a discussion about how I can help you.

    Read More
  • 17/06/2020 - Helen Taylor 0 Comments
    How confidential are virtual meetings?

    Since March 2020 the likelihood of being invited to a virtual meeting has increased dramatically. The important question for businesses is how do we ensure that confidentiality is maintained?


    I am not an IT security expert, but many of my meetings as an HR consultant and Confidence Coach contain personally sensitive information and I want to make sure I have done everything possible to maintain confidentiality. Four points you may want to consider to ensure your online meetings are as secure as possible are:


    1. Make sure you carry out due diligence on the virtual platform you are using, and ensure all participants involved in the meeting are aware of any data that the virtual platform will gather. Video conferencing platforms such as Zoom and Microsoft teams have recently implemented measures to give added protection and

    assurance to users following their explosion in use since the beginning of the year, but it is still important that you understand the measures your chosen platform has put in place.  


    2. Have you got a policy or statement in place either, as part of your IT Policy or separately, setting out the use and security considerations of virtual meetings for your business? The National Cyber Security Centre has some useful guidance for businesses about what to consider.


    3. Do any of the participants joining from home have a smart speaker? According to initial findings in a study conducted by Imperial
    College London, smart speakers are capable of accidental activation up to 19 times per day, and recording dialogue of up to 43 seconds. Therefore, it would be prudent to advise all participants to ensure all smart speakers in their homes are switched off.


    4. Who else is around? Ask participants to ensure where at all possible they access the meeting from a private space in their house. If the meeting is of a sensitive nature such as an investigation meeting or hearing, you could also consider asking participants to make a declaration at the start of the meeting confirming who is present in the property, and that they are in a private space.


    The Information Commission also have a very useful checklist and information about how to ensure data security during this time for employers. If you are planning to hold investigation meetings or hearings virtually, then click here to download my checklist of key considerations from last weeks blog.


    Read More
  • 11/06/2020 - Helen Taylor 0 Comments
    How do you ensure disciplinary and grievance procedures are fair with the added complication of Covid 19 restrictions?

    If you still have employees working from home or on furlough, it is important to ensure that disciplinary and grievance procedures can be
    undertaken in a fair way. This will involve one of three options:

    1. Proceeding with the investigation or hearing in line with your policy/procedures as you would under normal circumstances;

    2. Holding meetings via an online platform; or

    3. Putting the investigation or hearing on hold until it is possible to proceed with either option 1 or 2 above.

    The key questions to ask yourself when considering these options are:

    Is it possible to hold meetings in person, whilst observing social distancing measures for all parties?

    Do any individuals involved in the process have health concerns or live with vulnerable people and may be put at greater risk by
    attending in person?


    Will there be adequate opportunity to obtain all evidence required in the scope of the investigation?


    Will all the parties involved be able to access and comment on the allegations and evidence?


    If you conclude that you can proceed with meetings/ a hearing online then please down load my checklist on holding investigation meetings or hearing virtually. If I can help you further with a grievance or disciplinary situation then please contact me.


    Read More
  • 05/06/2020 0 Comments
    Why are Terms of Reference for Disciplinary and Grievance Investigations Important?

    Terms of reference set out the reasons that lead to the investigation being initiated, any important background information, and how

    the investigating manager should conduct the investigation. They are vital to ensuring the investigation is conducted in a transparent, coherent and timely manner,

    and that the manager conducting the investigation is clear about the scope of the investigation.


    What should be included:

     

    • A summary of the allegations or complaints, and any relevant background information
    • The purpose and scope of the investigation and who will receive the report
    • Any witnesses or individuals that the investigator should speak to
    • Other sources of information that the investigator may want to take into account including documents or other
      evidence referred to in the allegations
    • Referral to any relevant policies or procedures that the investigator should be aware of
    • The timescales for conducting the investigation and
      submitting the report
    • Expectations about what the written report will contain
    • Who the report will be submitted to

    This list is by no means exhaustive, and the more complex investigation will require a fuller and more detailed

    terms of reference.


    As well as acting as an external investigator for businesses, I support managers conducting internal workplace investigations, with coaching,

    templates and guidance. My template and guidance pack includes a terms of reference template, and guidance through the investigation process from start to finish.  If you would like to find out more please contact me for further information.


    Read More
  • 19/05/2020 - Helen Taylor 0 Comments
    Are your policies and procedures up to date?

    The way we work is changing. Are your policies and procedures updated in line with new ways of working, or legal requirements resulting from Covid 19?

    Read More
  • 17/04/2020 0 Comments
    Reflect and Refocus

    The current health crisis we find ourselves in will mean an increase in workload for some, and a decrease for others. We will all be experiencing the lockdown differently, but the vast majority of us will reflect on our values and priorities, and may well come out the other end with a different perspective and focus in life.

    As a meditation teacher I regularly talk to students about the value of daily gratitude practice, and so have been ensuring I practice what I preach, which has been especially valuable at times when all the news seems bleak and depressing. However, I have also been focussing on why I enjoy what I do, and what my strengths are. Therefore, when my motivation or mood is low, doing something I enjoy, or that I can see makes a difference to people, has a very beneficial impact on me.

    Taking a small step toward a new goal or focus can help it feel much more tangible and achievable, and give you back a feeling of control when much of what is going on in the world makes you feel powerless. If this period of uncertainty has caused you to re-evaluate your goals and focus, and you want to invest in taking positive steps toward new goals, take advantage of one of my free, no obligation discovery calls, and take back control of your life.

    https://www.focusmindconsultancy.co.uk/coaching-co...


    Read More
  • 26/03/2020 0 Comments
    Finding positivity at a time of Uncertainty

    Finding positives when things are uncertain can be a challenge, but it can have a real impact on your mental and physical wellbeing. We do not have to be continuously upbeat and smiling, but taking a moment to see the positive side of things, or to feel grateful to someone is within your control. Our ability to be positive and kind to others starts with ourselves. If you are able to go for a walk, why not concentrate on your favourite colour and see how many times you can spot it around you on your walk. Alternatively this loving kindness meditation always makes me feel more positive.

    Read More
  • 26/02/2020 0 Comments
    5 Questions to help you determine whether to hire an External Workplace Investigator

    Depending on the size of your business, it can seem much more cost effective to use internal managers to investigate grievance, capability or conduct allegations. However, when the case is not straightforward, or there are no managers available with the capacity to dedicate the time to properly investigate the situation, an external investigator is often the best option.


    Key questions to consider when deciding whether or not to hire an external investigator:


    1. Do you provide training to managers enabling them to undertake grievance/ disciplinary investigations?

    2. Do any of your trained managers have the capacity to undertake the investigation at the moment?

    3. Are the allegations numerous and/or against more than one person?

    4. Is there a lot of documentation accompanying the allegations?

    5. Do the allegations indicate that a number of people will need to be interviewed?


    If your answers to questions 1and 2 are no, and to questions 3-5 are yes, then the benefits of hiring an external investigator can definitely outweigh the cost. 


    These will include:

    Allowing internal managers to focus on business critical tasks; 


    Providing credibility and reassurance that the investigation will be conducted in a thorough, impartial and timely manner, and

    not influenced by internal culture, relationships, politics or bias;


    If there is a lot of background to the situation then a fresh pair of eyes can often provide perspectives and recommendations

    not previously considered;


    The investigator will be a dedicated resource with more time available to consider large amounts of information, and document all

    stages of the process to minimise risk, and better equip you to respond to appeals or Employment Tribunal claims.

    Read More
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