As usual there are the seasonal e-mails doing the rounds and some of you may have come across an excellent tale of Santa's current problems in the workplace, with the elves demanding equal pay, the reindeers turning down an annual hours contract and requesting more flexible working hours. Or the one going around (again) about the arrangements for the office Christmas party and the need to accommodate all different religions and beliefs... but I don't think that one is "politically correct".
This year we thought we'd go for a sing-a-long and so here are two versions of "the twelve days of Christmas". You can decide which is your preferred option!
If you favour pessimism i.e. the scrooges among you (and it can be argued that that is the name that an optimist gives to a realist or should that be what the sales department calls the accountants) then it may go something like this:
On the twelfth day of Christmas my workplace gave to me...
• 12 resignations
• 11 payroll errors
• 10 per cent absence
• 9 extra projects
• 8 workforce disputes
• 7 conciliations
• 6 employment tribunals
• 5 golden handshakes
• 4 computer failures
• 3 cancelled meetings
• 2 train delays and a snowdrift on the M3.
But for those of you that perhaps lean more towards the glass being 'half full' view of life, are a little more optimistic and have taken to heart some of the suggestions that this page has offered over the last year then the following words should be music to your ears:
• On the first day of Christmas my MD gave to me... A promise of no redundancy
Always unfortunate, sometimes inevitable but sometimes an over reaction? Redundancy represents a massive disruption to the smooth running of any business. The statutory necessity for extensive (and proper) consultation, whilst understandable in trying to ensure that staff are fully involved in the decision process, means that there has to be a number of weeks where all staff are affected. After redundancy, there can be an ongoing negative effect on those who have 'survived'. This can be for number of reasons such as extra workload, insecurity and so on. Added to that is the cost of redundancy, not just quantifiable but also the intangible knock on effects to the business such as the loss of trained and skilled staff. Finally there is the possibility that a few resignations and a slight increase in orders may necessitate recruiting again, sometimes only a few weeks after declaring redundancies. So...
• On the second day of Christmas my MD gave to me... An effective manpower planning policy
Plan ahead! Look at the current shape of the workforce and build a prediction of what may be required in the months (or even years) ahead. By recruiting with the longer term in mind, considering the alternatives to permanent recruitment and with planned training and development to acquire the right skills match for the future, your rewards will be many, including stability, motivation, productivity and, perhaps, no need for redundancies next time.
• On the third day of Christmas my MD gave to me... Full commitment to health and safety
There is strong evidence that genuine commitment to provision of a safe working environment, supported by investment in training staff to ensure that a safety culture is embraced by all staff, will pay dividends in terms of productivity, motivation and reputation (not to mention reducing those costly accidents).
• On the fourth day of Christmas my MD gave to me... A communication philosophy
A little time and effort planning a proper process for two way communication throughout the organisation will reduce misunderstandings, increase a feeling of belonging and may even bring some positive new ideas to the management's attention.
• On the fifth day of Christmas my MD gave to me... A five star rewarding strategy
As the old Christmas advertisement goes: "A dog is for life, not just for Christmas". So it should be stated that a 'reward package' is a concept not just a pay packet. Look out next year for more information on how to build an effective reward strategy, covering different ways of motivating and rewarding staff with flexible benefits and non-pay rewards.
• On the sixth day of Christmas my MD gave to me... Sickness absence ruled consistently
Some absence is inevitable but proper processes and controls can ensure quicker return to work following the longer absences and efficient management of short-term absence so that genuine sickness absence is planned for and the non-genuine is reduced.
• On the seventh day of Christmas my MD gave to me... A fair disciplinary policy
There are statutory requirements, which set a minimum standard for fair discipline in the workplace. But discipline is not just about punishment, it should also seek to encourage improvement where possible. By ensuring that there is a fair and consistent policy and process for dealing with disciplinary problems, the risk of disputes and even Tribunal cases should diminish. Even if a Tribunal occurs, the process should be there as part of a robust defence.
• On the eighth day of Christmas my MD gave to me.....
Increased working flexibility
Every organisation is different and it is not logical to offer solutions on a general basis but it is recommended that, apart from the new legislative requirements, consideration should be given to whether flexibility initiatives (often now described under a general term of "work life balance") could benefit your organisation by reducing unplanned absence and encouraging recruitment and retention of staff.
• On the ninth day of Christmas my MD gave to me... A mobile telephone that has hands free
Remember that it is not just the driver that risks a fine (and, soon, penalty points) for using a hand held telephone whilst driving. The Company can also be prosecuted for encouraging an unsafe working practice.
• On the tenth day of Christmas my MD gave to me.....
A non-discrimination guarantee
This could well be the topic for the next few years. Many organisations, however genuine their intentions and however fair their attitudes do not meet the requirements of the law in terms of equality. Recent legislation has extended the law to cover discrimination on grounds of sexual orientation and / or religious beliefs.
• On the eleventh day of Christmas my MD gave to me...
A pension scheme (contributory)
It may be old news but hopefully, anyone not offered a company based pension scheme is now offered a Stakeholder scheme. Many companies already contribute to pensions, including Stakeholder schemes. As predicted some time ago, the day is rapidly approaching where employer contributions will be compulsory - 2004 could be a good time for a review of your pension provisions.
• On the twelfth day of Christmas my MD gave to me... 12 months with no claims to ET (Employment Tribunal)
This should not be too much to hope for. If you get the basics right and operate all personnel policies in a fair and equitable manner, then it should be possible. If you have not already done so carry out a health check on all your policies as your new year's resolution.
Whatever your organisation and whatever your role, MorePeople would like take the opportunity to wish you a very merry Christmas and a prosperous and healthy 2004.
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