breedon-consulting-ltd

Breedon Bulletin April 2026

Thu, 26 Mar 2026 09:32:17 GMT

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Breedon Bulletin March 2026

Wed, 04 Mar 2026 09:51:41 GMT

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Breedon Bulletin February 2026

Wed, 28 Jan 2026 16:19:03 GMT

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Breedon Bulletin January 2026

Mon, 12 Jan 2026 10:46:28 GMT

Breedon Bulletin December 2025

Thu, 04 Dec 2025 13:21:50 GMT

Breedon Bulletin November 2025

Tue, 28 Oct 2025 12:52:59 GMT

Breedon Bulletin October 2025

Mon, 29 Sep 2025 10:41:08 GMT

Breedon Bulletin September 25

Wed, 27 Aug 2025 10:37:08 GMT

New Title

Breedon Bulletin August 2025

nicki.robson@breedonconsulting.co.uk (Nicki Robson) — Fri, 01 Aug 2025 09:05:00 GMT

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Breedon Bulletin July 25

nicki.robson@breedonconsulting.co.uk (Nicki Robson) — Thu, 03 Jul 2025 09:30:29 GMT

Breedon Bulletin June 25

nicki.robson@breedonconsulting.co.uk (Nicki Robson) — Mon, 02 Jun 2025 11:06:57 GMT

Breedon Bulletin May 25

nicki.robson@breedonconsulting.co.uk (Nicki Robson) — Thu, 01 May 2025 10:58:33 GMT

Breedon Bulletin April 25

nicki.robson@breedonconsulting.co.uk (Nicki Robson) — Tue, 01 Apr 2025 10:54:14 GMT

Breedon Bulletin March 25

nicki.robson@breedonconsulting.co.uk (Nicki Robson) — Mon, 03 Mar 2025 10:47:54 GMT

Breedon Bulletin February 25

nicki.robson@breedonconsulting.co.uk (Nicki Robson) — Mon, 03 Feb 2025 10:43:19 GMT

Breedon Bulletin January 25

nicki.robson@breedonconsulting.co.uk (Nicki Robson) — Fri, 03 Jan 2025 10:39:20 GMT

Breedon Bulletin December 24

nicki.robson@breedonconsulting.co.uk (Nicki Robson) — Sun, 01 Dec 2024 10:34:23 GMT

Breedon Bulletin November 24

nicki.robson@breedonconsulting.co.uk (Nicki Robson) — Fri, 01 Nov 2024 10:30:02 GMT

The three biggest workplace conflicts and how to fix them

emma.miveld@breedonconsulting.co.uk (Emma Miveld) — Tue, 01 Oct 2024 10:24:34 GMT

The three biggest workplace conflicts and how to fix them

Workplace conflict is nothing new.

We spend a huge chunk of our lives at work, rubbing shoulders with managers and colleagues who have different personal values, beliefs and work ethics to our own.

Throw into the mix a lack of communication, a healthy competition for promotions and a sprinkle of stress and pressure - and it’s no wonder disputes flare up! It’s a normal part of work life.

But, here’s the thing.

Many people struggle with managing conflict and it’s not always their fault.

The idea of addressing an issue or confronting another person can be a major stress trigger, often leading to situations that quickly spiral out of control.

Let’s take a closer look at workplace disputes, shine a light on some of the biggest workplace conflicts and explore techniques to handle them like a pro.

What is conflict at work?

While the dictionary might define conflict as a serious disagreement, argument or clash, it’s hard to pin down a precise definition for workplace conflict. One person’s idea of a ‘tricky situation’, and how they react to it, might be completely different from someone else’s.

Some conflict at work can be positive. For example, using a problem-solving approach that brings varying opinions together to reach a creative solution, when handled well, can be a great thing.

But that’s not always the case. Workplace conflict can happen across a range of behaviours, from low-key differences of opinion or a cross word in the office kitchen about spilt milk, through to serious incidents of bullying and harassment.

The negative impact of conflict at work

When left to fester, conflict at work can be hugely damaging. It can taint a person’s experience of coming to work, seriously damage performance and productivity, create stress, anxiety and an extra workload.

Unchecked, conflict can escalate into formal disciplinary or grievance cases—and potentially go all the way to an employment tribunal.

That’s why it’s crucial to address conflict before it gets out of hand and resolve it quickly.

Why are people worried about tackling conflict?

Conflict resolution can be stressful and daunting. For some, the thought of addressing an issue or confronting someone can be overwhelming. When they do finally pluck up the courage, there’s also the fear of handling it poorly, which could make the situation blow up in everyone’s face.

How to handle conflict at work

The key to managing conflict well is to first recognise what type of conflict is happening, so you can tackle it most appropriately.

Here are the three main workplace conflicts—with some strategies to nip them in the bud before things spiral out of control.

1. Communication breakdown

Misunderstandings, different ways of processing and expressing information or a lack of clear communication, can lead to confusion and disagreements. When communication falters, even small issues can escalate into significant conflicts.

To address this, start by identifying how the breakdown occurred. Pinpoint the root cause, then develop a plan for resolution. Choose the most appropriate communication channel—whether face-to-face, phone or email—and ensure your language is clear, respectful and mindful of tone. Always follow up to confirm that the issue has been fully resolved.

2. Personality clashes

Not everyone gets along at work. Different personalities and work styles can sometimes clash, especially when people have wildly different approaches to problem-solving or decision-making.

Understanding the nature of the conflict is crucial. Encourage your team to respect each other’s differences and points of view. Providing emotional intelligence and conflict resolution training can help people see things from another’s perspective. The goal is to find a solution; while they don’t need to be best friends, they do need to work together effectively.

3. Power struggles

These types of struggles often stem from battles over authority, control or influence - especially if there is a lack of clarity in leadership roles. While competition for power is natural in business, it doesn’t have to be destructive.

To address this, establish a clear organisational structure with well-defined roles and responsibilities. Foster teamwork and collaboration and offer development opportunities to channel competitive energy in a positive direction.

Conflict at work is inevitable, but as a business owner that doesn't mean you have to accept it. While dispute resolution can be daunting, identifying the type of conflict and addressing its underlying causes through effective communication, clear role definitions and conflict resolution strategies can help to create a more collaborative—and conflict-free—environment.

Worried about a conflict brewing in your business? Need a confidential chat to discuss this further?

Please get in touch, we’re always happy to help!

Breedon Bulletin October 24

nicki.robson@breedonconsulting.co.uk (Nicki Robson) — Tue, 01 Oct 2024 10:14:51 GMT

Breedon Bulletin - September 24

emma.miveld@breedonconsulting.co.uk (Emma Miveld) — Sun, 01 Sep 2024 10:29:56 GMT

The Kings Speech - Employment Rights Bill

emma.miveld@breedonconsulting.co.uk (Emma Miveld) — Wed, 17 Jul 2024 13:40:21 GMT

King's Speech - Employment Rights Bill and what you need to know

17 ^th July 2024 saw the much anticipated Kings speech, in which Labour set out its plans for legislation changes which they will implement in their first months in government. Whilst the King made little reference to employment legislation, from the Prime minister’s briefing note which gives the detail, it seems pretty clear that significant changes are planned as Labour implement their ‘new deal for working people’ in full, with the introduction of the Employment Rights Bill. It’s fair to say that a lot of this was expected when Labour were elected, but we now know that change is definitely coming, so it’s time to start planning!

The Plan includes commitments to the following:

· Making parental leave, sick pay and protection from unfair dismissal available from day 1 on the job for all workers

· Banning exploitative zero hours contracts, ensuring workers have a right to a contract that reflects the number of hours they regularly work

· Ending ‘fire and rehire’ and ‘fire and replace’ by reforming the law to provide effective remedies

· Strengthening Statutory Sick Pay by removing the waiting period and lower earnings limit to make it available to all workers

· Making flexible working the default from day one for all workers with employers required to accommodate this as far as is reasonable

· Strengthening protections for new mothers by making it unlawful to dismiss a woman who has had baby for six months after her return to work, except in specific circumstances

· Establishing a new Single Enforcement Body to strengthen enforcement of workplace rights

· Establishing a fair pay agreement in the adult social care sector and potentially other sectors

· Reinstating the School Support Staff Negotiating Body

· Updating trade union legislation so it is fit for a modern economy

· Simplifying the process of statutory union recognition

There’s little detail as yet, but if you want to get ahead of this and make appropriate plans to make sure you’re ready when it comes, give us a call and we’ll set up an initial chat to discuss how this might affect you and what we can do to help. In the meantime, it’s worth having a think about your processes that might be affected, in particular your onboarding process, performance management, how you handle short service dismissals and absence management procedures.

July 2024 Breedon Bulletin

emma.miveld@breedonconsulting.co.uk (Emma Miveld) — Tue, 16 Jul 2024 15:08:10 GMT

Check out four types of company culture, along with their pros and cons...

emma.miveld@breedonconsulting.co.uk (Emma Miveld) — Tue, 16 Jul 2024 09:45:11 GMT

Did you know there are different types of company culture?

Let’s take a peek at the four types of company culture, along with their pros and cons:

Clan Culture

Clan culture thrives in startups, where a nurturing and supportive environment is highly valued. Employees are like family and prioritise maintaining strong interpersonal relationships. The risk? Too much freedom and fun can lead to a lack of focus.

Adhocracy culture

Here, there's a strong emphasis on flexibility and innovation, often seen in modern tech companies where creativity and new ideas flourish. There’s a downside though, as it can become chaotic with undefined roles.

Market culture

A market culture is driven by performance and results, emphasising profit and market share over community. A little warning: it can lead to burnout, potential conflicts between competitive employees and dishonesty.

Hierarchy culture

This is the most traditional type of business culture, centered around a clear hierarchical structure with defined processes. It comes with strict rules though, plus close supervision and multiple layers of management, which can feel a little rigid.

As a business owner, taking a serious look at your company culture and its alignment isn't just a theoretical exercise—it delivers tangible benefits that propel your business to success.

Need some help refining your company culture? Get in touch!

#CompanyCulture #Values #Framework #BusinessSuccess

We're here for YOU, the business owner

emma.miveld@breedonconsulting.co.uk (Emma Miveld) — Tue, 16 Jul 2024 09:40:25 GMT

Just a reminder… as HR professionals, we're here for you. That’s YOU, the business owner!

Sometimes that message gets lost, because we - and everyone else in our industry - spend so much time talking about keeping your employees happy and motivated. Making sure you’re doing everything by the book. Talking about employee rights and discrimination and training and development.

But do you know WHY we place such a focus on these things?

To get YOU the best results for your business

We don’t want to see you being dragged through a tribunal because an employee has made a massive mistake, but you forgot to follow the right procedure to get rid of them.

And we certainly don't want to see you stuck working with a bunch of poor performers because you didn't set the correct probationary periods.

It's in YOUR best interest to develop a team of happy, loyal, motivated people, because ultimately, it helps your business grow and you reach your goals a lot faster.

I understand that sometimes you might need to control a situation and make it work in your favour, for the good of the business.

For example, you might need to get rid of a really terrible employee before they make a mistake that could cost you dearly

Sometimes, you might need to reduce your costs without losing your best people.

We can help make it happen in a way that saves you unnecessary stress, and that won't leave you liable to repercussions.

If you are facing a tricky situation right now, let's have a conversation to see how we can help you manage it in a way that's best for the business.

#HRConsultant #BestForTheBusiness #HereForYou #EmploymentLaw

Having people issues doesnt make you a bad employer, it makes you a normal one!

emma.miveld@breedonconsulting.co.uk (Emma Miveld) — Tue, 16 Jul 2024 09:27:50 GMT

Stop beating yourself up!

In an ideal world, our business would run seamlessly.

No complaints, no grievances, just a bunch of happy and motivated employees.

But that's not reality…even the most successful businesses have people problems.

Having people issues doesn’t make you a bad employer, it makes you a normal one!

That’s because:

A diverse workforce brings together a blend of personalities, opinions, values and work styles. This fuels creativity but can also lead to misunderstandings.

Factors like stress, workload and organisational changes can contribute to issues. And, let’s be honest, sometimes problem employees are unavoidable.

People issues can also be a sign of growth. Expansion, restructuring or new management can often result in a temporary surge in HR challenges.

However, unresolved issues can damage your reputation and bottom line, especially if they escalate to legal disputes. Persistent problems can erode morale and create a toxic work environment.

What distinguishes a good employer from a bad one is HOW they handle people issues.

Got people issues on your mind? We’re here to help you sort them out in the right way.

Get in touch for a confidential chat.

#PeopleIssues #ER #Strategies #Culture

Have you heard of the employee life cycle model?

emma.miveld@breedonconsulting.co.uk (Emma Miveld) — Tue, 16 Jul 2024 09:20:59 GMT

Ever heard of the Employee Life Cycle model?

It’s a framework us HR consultants use to review the key moments of the employee life cycle.

It’s really important to give employees a great experience, as this pays you back in so many different ways.

There are seven moments of the Employee Life Cycle:

Attraction: The goal is to create a great employer brand to attract the best people

Recruitment: The goal is to create a smooth recruitment process

Onboarding: The goal is to get the employee up and running as quickly as possible

Retention: The goal is to keep employees happy and engaged

Development: The goal is to provide learning and developing to future proof your workforce

Offboarding: The goal is to manage the exit process smoothly and professionally

Happy leavers: The goal is to maintain positive relationships with former employees

Going through the stages of the Employee Life Cycle in this way can help you to break down what you need to do to give employees the best experience you can.

For more information about this, or to chat about any HR issue you may have, then please feel free to get in touch for a confidential chat.

#EmployeeLifeCycle #EmployeeExperience #EmployeeJourney #Culture

What can you do about toxic employees?

emma.miveld@breedonconsulting.co.uk (Emma Miveld) — Mon, 24 Jun 2024 10:43:24 GMT

‘ Toxic employees’ can pose significant challenges and their behaviour can have wide-reaching consequences both at work and outside of it.

Toxic employees are individuals whose words and actions negatively impact others.

Toxic behaviour in the workplace can include a broad range of actions and characteristics; from subtle, covert behaviours such as gossiping, procrastinating, persistent negativity and passive aggression.

These individuals tend to display overconfidence, an aversion to rules or procedures and a lack of respect or willingness to work well with or cooperate with their colleagues.

Toxicity can also take a much darker form; with overt actions such as bullying, harassment and discrimination.

These individuals can display aggravating behaviours such as belittling, insulting and humiliating others or purposely excluding people from projects or meetings.

Regardless of how these behaviours are manifested, the consequences can be poisonous.

Toxic employees and their negative attitudes can disrupt behaviour and cause conflict, and a lack of accountability can have a significant impact on productivity, morale and even the reputation of your business.

When this happens, it’s time to address the issue head-on, without delay. Rather than avoiding tackling toxic behaviour, there are proactive steps you can take to address toxicity both tactfully and swiftly.

Although it can be challenging, identify the toxic behaviour and gather clear evidence before considering any form of action. Try identifying the root cause of the problem, offer honest and concrete feedback and set reasonable but firm targets for improvement. They may be unaware of their behaviour and want to make a positive change

For severe cases, it may be necessary to progress with a full investigation. Depending on the findings, you may need to confirm if disciplinary or other action is required. Potential outcomes could include a first or final written warning, or summary dismissal if gross misconduct is found. If so, legal advice is advisable. Clear policies that outline expectations, consequences and procedures to address toxic behaviour are crucial. You must follow these by the book and consistently, along with adhering to the ACAS code of conduct, to avoid legal hot water.

Toxic workplace culture is a potential threat to every business and should be proactively addressed in order to keep the workplace healthy and successful.

Do you have a bad apple and need support? Get in touch!

#ToxicEmployee #ToxicWorkplace #Strategies #Engagement

4 key advantages of a brilliant company handbook

emma.miveld@breedonconsulting.co.uk (Emma Miveld) — Mon, 24 Jun 2024 10:33:00 GMT

When it comes to workplace resources, your company handbook is the cornerstone.

From vital business information, progressive policies and your company values, a well-crafted handbook provides guidance and clarity and fosters a cohesive and supportive environment.

It facilitates crystal-clear communication, enhances the employee experience and streamlines the onboarding and training processes. It can also attract and retain top talent.

While not legally required on their own, a well-structured handbook can safeguard you against legal risks and prevent any confusion or uncertainty among employees when it comes to following your policies and procedures.

The benefits of a well-structured handbook are numerous! Here’s four key advantages that could positively impact your business:

Enhance Your Talent Strategy

Not only does it give new employees a warm and professional welcome, but your handbook also serves as a valuable reference guide for all employees, providing clarity on company values, policies and support resources. This boosts engagement and reinforces their connection to the business.

Protect Yourself Legally

It can act as a shield against potential legal action. By clearly outlining your expectations and standards of behaviour, you demonstrate a commitment to treating people fairly and also avoid any confusion or misunderstandings.

Showcase Progressiveness

Incorporating policies into your handbook that exceed the statutory minimum, such as enhanced family leave, or less traditional policies on areas such as menopause or gender identity, shines a light on your commitment to diversity and inclusivity. It positions you as an innovative and forward-thinking business.

Empower Leadership

It can act as a manual for your managers, boosting their confidence and equipping them with the knowledge to make fair and informed decisions, and consistently apply policies across their teams.

Creating a company handbook is a dynamic process, requiring regular review to keep it fresh and aligned with your evolving business. Generic templates might save you time, but partnering with an HR Consultant to create a personalised handbook ensures legal compliance and reflects your commitment to progressiveness and inclusivity.

If you need help updating one or any general advice, get in touch!

#CompanyHandbook #Engagement #HRConsultant #HRPartner

4 in 5 job seekers are less likely to apply for a job without knowing the salary

emma.miveld@breedonconsulting.co.uk (Emma Miveld) — Mon, 24 Jun 2024 10:29:35 GMT

Studies indicate that four in five (78%) job seekers are less likely to apply for a job vacancy that lacks salary information.

Against the backdrop of the current economic crisis and labour shortages, could business owners who follow a culture of salary secrecy limit their ability to attract the best talent, especially from diverse backgrounds?

Or are there advantages to keeping pay information confidential?

Let’s explore this dilemma…

Case 1: Transparency enables greater diversity…

Being transparent with pay can impact recruitment and retention positively, helping to reduce inequality. It may narrow gender pay gaps, as imbalances are more likely to be exposed and addressed when salary information is freely available.

It can also help to boost morale and engagement and build trust. Pay transparency can also be a powerful advantage in today’s competitive landscape, appealing to those who tend to be salary conscious.

Businesses that disclose salary ranges show potential hires that they value fairness and transparency. It also sets realistic expectations from the get-go and eliminates the use of salary benchmarking, or sources like Glassdoor, to hunt down the salary.

The EU has recently adopted the Pay Transparency Directive, which creates new rights for employees including ‘pay transparency prior to employment’. Although not directly applicable to UK employers, there are indicators that it may impact UK employers and lead to a shift towards increased transparency.

Case 2: The Strategic Advantages…

Opting to withhold salary details from job adverts could be viewed as a strategic move, offering potential leverage during salary negotiations with candidates. While providing a salary range offers some benefits, such as flexibility without committing to a specific figure, the absence of one allows hiring across a range of experiences and situations.

This approach would be useful if you aim to attract candidates spanning entry-level professionals seeking part-time work to more experienced individuals considering retirement. Without a fixed salary range, the focus remains on finding the ideal candidate irrespective of their level or preferred working pattern, free from salary constraints.

Salary transparency continues to be a hot topic, with many benefits and implications. If you’d like to explore this further, don't hesitate to reach out for a chat.

#SalaryTransparency #Pay #Diversity #SalarySecrecy

Research reveals 50% of candidates accept job offers and withdraw before their start date

emma.miveld@breedonconsulting.co.uk (Emma Miveld) — Mon, 24 Jun 2024 10:21:22 GMT

Research has revealed a concerning trend…

50% of candidates who initially accepted a job offer then withdrew before their start date, opting to join another employer instead.

So, what drives this reluctance to commit?

Firstly, a candidate may have their head turned by a counteroffer from their employer.

It’s not uncommon for businesses to panic when faced with a resignation, recognising how challenging - and costly - it can be to replace an employee and then pulling out all the stops to make them stay.

Another possible reason is that a candidate’s talent, skills and experience are highly sought after in the market.

They may be tempted by an unexpected, but superior, job offer which prompts them to re-evaluate yours. In this scenario, despite your initial offer, they may ultimately choose the new, sparkling opportunity

Finally, research has shown that a candidate's expectations of work have shifted and evolved beyond salary and benefits.

They prioritise employee experience, flexibility and work-life balance and so, even after accepting your offer, they may continue mining the job market until they find a position that aligns with their personal criteria.

So, what can businesses do to mitigate the risk of potential new employees withdrawing from their job offer?

Smart Interview Questions – Think about questions to gauge the candidate’s genuine interest in the role and your business, and that uncover any potential hesitations or competing offers.

Show Off Your Best Side - Highlight your company culture, values, perks and all the benefits of being part of your team to keep them captivated and confident in their decision to join.

Stay in Touch - Maintain regular contact before their first day. Total silence might create doubts in their mind, so reach out to reaffirm your excitement about their arrival, understand any needs or changes in circumstances and assure them of your support.

Need some help on increasing the chance of a successful hire? We’d love to help.

#JobOffers #Counteroffers #JobMarket #Engagement

June 2024 Breedon Bulletin

emma.miveld@breedonconsulting.co.uk (Emma Miveld) — Mon, 24 Jun 2024 10:17:26 GMT

May 2024 Breedon Bulletin

emma.miveld@breedonconsulting.co.uk (Emma Miveld) — Tue, 07 May 2024 09:34:38 GMT

March Breedon Bulletin

emma.miveld@breedonconsulting.co.uk (Emma Miveld) — Fri, 03 May 2024 10:08:03 GMT

What does the new Flexible Working amendment mean for you and your business?

emma.miveld@breedonconsulting.co.uk (Emma Miveld) — Fri, 03 May 2024 09:39:02 GMT

How to handle Flexible Working requests (Employment Rights Bill)

What does the new Flexible Working amendment mean for you and your business? How should you handle requests for flexible working? What are your employees’ rights in this area, and what are yours?

Here’s everything you need to know...

What change has been made to the Employment Rights Bill?

The Flexible Working (Amendment) Regulations 2023 Act has now come into effect and applies to any applications made from 6th April this year.

Previously, employees needed to be working for you for a minimum of 26 weeks before they could request to work flexibly.

Under the new amendment, they can request flexible working arrangements from the first day of their employment with you. They can make two requests within a 12-month period (previously they could only make a single request).

Employees are no longer required to discuss with their employer what impact their request may have, or how the effects can be managed.

As their employer, you are required to consult with an employee requesting flexible working before you can reject it.

Under previous rules, employers had 3 months to consider and respond to a request for flexible working; this has now been reduced to two months.

What does “flexible working” mean?

This can refer to your employee’s working hours or their pattern of work, for example, working part-time, flexitime, having compressed hours or adjusting their start or finish time. It can also apply to changing their working location, for example working from home.

What do you need to do?

Firstly, review your policies - and make sure your flexible working policy fits with the new law.

Make sure you have a process in place to review and respond to requests for flexible working - don’t wait for the first application to come in. Decide how you will deal with requests and make sure all managers are aware of this.

How should you respond to a request?

Firstly, ask your employee to make their request in writing, stating clearly what changes they wish to make.

It is important to consider all requests fairly and it’s always worth discussing with your employee. Of course, they are not obliged to discuss the potential impact on your business, but it may be helpful for you to know their thoughts and feelings on the matter.

Remember that while your employees can request flexible working patterns, you do not have to say yes.

Not all job roles are suitable for different working patterns - but it’s a good idea to approach all requests from the point of view of “how can we make this work” rather than “we don’t want to do this.”

What are the reasons for turning down a request?

There are eight valid reasons for turning down a request for flexible working and you can only turn down a request if one of these applies:

• The cost to your business would be too high
• Work cannot be reorganised among your other staff
• You cannot recruit more staff
• Quality will be negatively affected
• Your business’s ability to meet customer demand will be negatively affected
• Performance will be negatively affected
• There is not enough work for your employee to do at the time(s) they’ve requested
• There are planned changes to the business, and you believe the request will not fit with these plans

Look for a compromise

If you’re not able to accept your employee’s request as it is, look for ways to compromise:

• Could you agree to part of the request, for example allowing them to work from home two days a week instead of three?

• Could you agree to a short-term change, rather than permanently?

• If a weekly work pattern change is not possible, could a fortnightly pattern work?

What if you can’t agree to a flexible working request?

All decisions must be made fairly and using facts rather than personal opinion.

If you really can’t find a way to make it work, talk to your employee and explain the situation. Listen to their reasons for requesting the change and suggest other options where you can.

Ask them if they have any other ideas for future options.

You want your employees to feel happy and valued in their work. So even if you can’t accommodate their request, it’s important that they feel heard and understood.

Bear this in mind with any future hires

It’s important to communicate your flexible working policy, and the level of flexibility you can reasonably accommodate, when you’re hiring new employees - otherwise you could see your staff turnover rocket.

The employment landscape is changing, and jobseekers are keen to work for businesses that show that they value employee wellbeing. Flexible working opportunities are a great way of attracting the best new people to your team, so it’s in everyone’s best interest to make this work.

In conclusion

Your employees are now entitled to request a flexible working pattern from their first day of employment with you.

You must consider their request fairly and have a valid reason for turning it down.

If you're concerned about how this may affect your business, or worried about how to put it into practice, get in touch for an informal chat about how we could help you.

April 2024 Breedon Bulletin

emma.miveld@breedonconsulting.co.uk (Emma Miveld) — Thu, 11 Apr 2024 13:34:28 GMT

Breedon Consulting and SanaMente partner to offer five-step approach to ultimate workplace wellbeing

becky.muldoon@jenniehollandpr.com (Becky Muldoon) — Mon, 22 Jan 2024 10:54:33 GMT

The UK is at a 10-year high in workplace absences with stress accounting for 76% of those in the past year alone*. In response to the unprecedented challenges facing the workplace today, Breedon has joined forces with ‘Strive with SanaMente’, a wellness platform, to pioneer a holistic approach to employee wellbeing.

The UK is at a 10-year high in workplace absences with stress accounting for 76% of those in the past year alone*. In response to the unprecedented challenges facing the workplace today, Breedon Consulting , a leading Midlands HR, management and training service, has joined forces with ‘Strive with SanaMente’, a wellness platform, to pioneer a holistic approach to employee wellbeing.

‘Strive with SanaMente’ is a proactive, evidence-based approach to employee wellbeing. They believe that by investing in employee mental fitness, businesses are effectively investing in themselves. Just as physical exercises maintain health, mental fitness empowers resilience, emotional balance, and cognitive abilities.

Leveraging their combined expertise, Breedon and SanaMente have devised the ‘ Platinum Employer Package ’ that adopts a five-step approach, empowering businesses to: Assess their workforce’s wellbeing; Learn valuable insights; Act with proactive strategies; Engage & Interact with supportive resources; and Reflect & Review their progress.

Since 2019, the private sector has seen a 25% increase in costs related to poor mental health and is now at a critical juncture**. The COVID-19 pandemic and the cost-of-living crisis have intensified the need for proactive and preventative measures to tackle stress, burnout, and mental health issues in the workplace and Breedon’s strategic partnership with SanaMente aims to address those to provide businesses with a healthier, more productive workforce.

Nicki Robson, Managing Director of Breedon Consulting, shared her thoughts on the partnership. "Wellbeing in the workplace is a topic that has been filtering into company values in various guises for a while now. But what we’ve designed is a research-based programme that genuinely assesses individuals for a tailored approach.

“Our partnership with SanaMente reflects our commitment to reshaping workplace strategies by highlighting the support that is available that will ultimately support both the employer and the employee. As HR specialists, we strive to proactively guide and support our clients to identify where early intervention can be provided and lead to sustained employee wellbeing and a sustained, skilled workforce.”

Linda Neville, CEO of SanaMente, added: "Our partnership introduces fresh perspectives that challenge employers to reconsider how they approach the mental fitness of their workforce. What we're offering is not just theoretical; it's a down-to-earth, sensible solution to the complex human challenges that businesses encounter.

“We want to empower business owners to consider emotional resilience, set achievable goals for enhancing the mental fitness of their teams, and take decisive action to nurture personal agency within the workforce.”

Breedon and SanaMente invite business owners to explore the benefits of the Platinum Employer Package through a no-obligation consultation.

The People Playbook - a presentation for The Chamber of Commerce

becky.muldoon@jenniehollandpr.com (Becky Muldoon) — Thu, 18 Jan 2024 11:10:58 GMT

The importance of implementing correct HR practices

Why worry about HR practices?

Because combining well designed HR practices with your business strategy can leverage success:

My Top Ten:

Workforce planning
Communication strategy
Skills analysis
Performance Management
Compensation and benefits
Employee engagement and wellbeing
Policies and compliance
Succession planning
Employer brand
HR analytics

Workforce Planning

The process of analyzing, forecasting, and planning workforce supply and demand, assessing gaps, and determining targeted talent management interventions. For small businesses, this means ensuring you have the right people, with the right skills, at the right time, and at the right cost.

- Evaluate current staffing levels vs. strategic goals

- Identify skills gaps, succession planning and future hiring needs, considering potential expansions or reductions

- Recruit the right talent, train and develop current employees and have a clear plan for succession

- Implementation and Monitoring

Benefits : Aligns talent with business goals. Improves operational efficiency. Enhances agility and competitiveness

Communication Strategy

Steps to develop and implement a communication strategy:

- Assess current practices – what do you do and how effective is it?

- Set clear objectives – who are you aiming at and what do you want to achieve?

- Craft the message – clear, consistent messages that align with your business values and objectives

- Choose the right channels and tools – meetings, open forums, email, newsletter, Teams etc

- Implement and gain feedback – regularly review and update

Benefits : Facilitates clear and consistent messaging. Enhanced employee engagement and morale. Drives business success

Skills Analysis

Are your team equipped to meet current and future demands to achieve your objectives?

- Assess the current skill set against current and future requirements

- Plan for upskilling/reskilling opportunities

- Allocate budget for training and development programs

Benefits : Improved employee performance and productivity. Better employee retention rates. Aligns workforce capabilities with evolving market demands

Performance Management

We so often hear: "The thought of an appraisal system makes me shudder".

- Review the effectiveness of current performance review methods – what are you aiming to achieve?

- Focus on development and performance improvement

- Plan for any updates or overhauls – traditional annual reviews, 360-degree feedback, OKR’s, continuous feedback systems, performance improvement plans

- Set individual KPIs

- Align individual performance metrics with business goals

Benefits : Boosts employee productivity and efficiency. Facilitates early identification and resolution of issues. Improves employee engagement and contribution to business goals

Compensation and Benefits

Are your compensation and benefits competitive, fair and aligned with your business objectives?

- Carry out a market analysis for salaries and benefits

- Plan adjustments in compensation, if needed, to attract and retain talent

- Be creative if you have budget constraints, and consider performance-based bonuses or incentives

Benefits : Attracts and retains top talent. Improves employee morale. Aligns compensation strategy with business goals

Employee Engagement and Wellbeing

How to make improvements:

- Employee satisfaction surveys or feedback mechanisms – analyse results and performance data

- Set objectives for improvement – reducing turnover, improving job satisfaction, increasing productivity

- Implement initiatives to foster a positive working environment - improved work-life balance, mental health support, etc.

- Strategies for keeping remote or hybrid workers engaged

Benefits : Increased productivity and efficiency and reduces absenteeism. Enhances collaboration, creativity and innovation. Improved employee retention

Policies and Compliance

Are your policies necessary, up to date and relevant?

- Review and update HR policies to make sure they are relevant to your business today

- Ensure compliance with employment legislation

- Communicate changes effectively throughout the organization, explaining why as well as what

Benefits : Fairness, transparency and consistency leads to improved employee engagement. Supports changing business strategies. Enhances employee trust and confidence

Succession Planning

Be Prepared for the inevitable changes that will happen. The process involves several key steps:

1. Identifying critical positions within your organization.

2. Assessing and identifying potential candidates within your current workforce.

3. Developing a tailored development plan for these candidates, including training and any necessary experience.

4. Regularly reviewing and updating the succession plan to align with evolving business need

Benefits : Guarantees leadership continuity. Builds a strong talent pipeline. Enhances organisational resilience

Employer Brand

Does your employer brand reflect reality?

- Strategies for improving the employer's reputation and attractiveness

- Social responsibility, company culture and values as a recruitment tool

- Leveraging employee testimonials and stories

Benefits : Attracts quality candidates. Reduces hiring costs. Improves employee retention

HR Analytics

The collection and analysis of HR data to improve workforce performance and make better decisions:

- Assess performance data to identify productivity patterns and training needs

- Predict future workforce requirements and plan accordingly

- Improve recruitment processes by analysing the sources of best performing employees

Benefits : Informed decision making. Enhanced employee experience and retention. Aligns HR strategies with business goals

The synchronicity of PR and HR services in brand reputation

becky.muldoon@jenniehollandpr.com (Becky Muldoon) — Tue, 16 Jan 2024 13:50:17 GMT

A guest blog from our PR Agency, JHPR

When it comes to corporate success, brand reputation is a partnership between Public Relations and Human Resources and while seemingly distinct, the two entities share a surprising number of similarities when it comes to safeguarding and enhancing a brand’s image.

As a Public Relations agency, working with a Human Resources client, we regularly observe those similarities in our efforts to shape, protect and raise our clients’ reputations. We act as diligent guardians of the brand. HR protects the internal brand by upholding values and fostering a positive workplace, while PR is responsible for protecting the external brand by demonstrating positive values and actions.

But like all good relationships, the work we do with brands, as PRs and HRs, must be based on trust and transparency and working with those who believe in doing the right thing. Here’s why…

Custodians of culture

Both PR and HR agencies are the gatekeepers of an organisation’s culture. HR is responsible for fostering a positive working environment, ensuring employee satisfaction, and promoting a culture that aligns with the brand's values… while PR, on the other hand, communicates this culture externally, shaping the public's perception of the company.

Communication experts

Effective communication is the lifeblood of both PR and HR. HR tells the internal story, crafting honest narratives that resonate with employees… while PR translates that internal success for external consumption, presenting an alignment in brand perception.

Aligning internal and external messaging is crucial for brand consistency. HR and PR should collaborate to ensure that the messages communicated to employees align seamlessly with those broadcasted to the public. This synergy prevents confusion and builds trust.

Employers of choice

HR agencies play a pivotal role in attracting and retaining top talent. It is good managers and a happy workforce that are a brand’s most valuable asset when it comes to hiring the right people… while PR, in turn, projects that positive image to the public, showcasing the company as a true, employer of choice.

Happy employees are powerful brand advocates. HR fosters an environment where employees feel engaged and proud to be associated with the brand… while PR amplifies this advocacy externally, turning employees into authentic ambassadors for the company.

Crisis management

In the stormy seas of crises, both PR and HR agencies must navigate the issue together to ensure minimal damage to the brand. HR will manage the internal crises, addressing employee concerns and maintaining morale… while, simultaneously, PR works externally to mitigate reputational damage and communicate the company's stance.

For more information on supporting your brand with HR (or PR!), get in touch with us today.

How to navigate Blue Monday

becky.muldoon@jenniehollandpr.com (Becky Muldoon) — Fri, 05 Jan 2024 12:10:59 GMT

Our trusted partners, SanaMente, share their support for Blue Monday

Towards the end of 2023 we launched our partnership with the inspiring team at 'Strive with SanaMente'.

Strive is a proactive, evidence-based approach to employee wellbeing. It focuses on enhancing mental fitness for a happier, healthier, and more productive workforce.

With Blue Monday upon us, we thought who better than the team at SanaMente to offer clear, achievable tips on how to approach the people around you during what can be a very tricky time for many.

Here are SanaMente's helpful ideas that you can try, to help lift the spirits of your employees this Blue Monday:

- Start with Positivity: Share uplifting messages, achievements, or exciting plans for the week to set a positive tone.

- Remote Team Bonding: For virtual teams, plan a fun online activity or virtual coffee break to encourage camaraderie.

- Encourage Breaks: Remind staff to take short breaks, stretch, or go for a walk to recharge throughout the day.

- Create a Comfortable Workspace: Promote a calming work environment with personalised touches to boost morale.

- Mood-Boosting Playlist: Share a collaborative playlist for everyone to add their favourite tunes and create a feel-good atmosphere.

- Learning Opportunities: Provide access to wellness resources, workshops, or activities to support personal growth. Why not explore our Platinum Employer Package in partnership with Strive with SanaMente?

Remember, small gestures can go a long way. As a business owner or even as a colleague, it can be difficult to know what to do when staff are struggling but let's try and turn Blue Monday into a day of connection and positivity!

For more information on how Breedon and SanaMente can support your workplace this year, get in touch by call 01530 447 441 or emailing info@breedonconsulting.co.uk

Employees don't leave companies, they leave managers...

becky.muldoon@jenniehollandpr.com (Becky Muldoon) — Wed, 25 Oct 2023 12:44:55 GMT

Our MD, Nicki, highlights the paramount role of managers in employee retention amidst shifting workplace dynamics.

In the ever-evolving landscape of the corporate world, at Breedon, we are championing the theory that: employees don't typically leave the company they work for; they leave their managers. Their belief in the notion shines a light on the burgeoning influence of managers in employee retention and satisfaction, a phenomenon that is taking centre stage in today's fast-paced business environment.

In a world where change is the only constant, the significance of employee retention cannot be overstated. Recent years have seen this issue rise to prominence, particularly with the challenges posed by the Covid-19 pandemic, which has reshaped the way employees perceive work-life balance. Simultaneously, businesses have found themselves grappling with the uphill battle of attracting new talent. It has become imperative for organisations to adopt proactive measures to enhance retention rates. The financial and operational costs of losing an employee are staggering, with the average cost in the UK amounting to a significant *£30,614, soaring to £100k for senior and specialist roles.

The economic and productivity-related consequences of high turnover rates have prompted organisations to review their working methods, benefit structures, and overall appeal to potential employees. However, Breedon, ardently maintains that the linchpin of this equation is recognising the pivotal role individual managers play in employee retention.

A global survey reveals a stark reality - **half of employees have left a job due to a poor manager. This underscores the immense influence managers wield over an employee's decision to either stay loyal or seek new horizons. While financial incentives may play a role, they are not the primary reasons behind employees contemplating job changes. More often than not, it's the quality of management and the level of engagement within teams and the broader organisation that tend to be the deciding factors. Effective managers who excel in these areas can wield a profound impact on employee retention.

Nicki Robson, Managing Director of Breedon Consulting, emphasises this critical connection: "Studies have shown that a significant percentage of the reasons employees leave their jobs are preventable. Factors such as a lack of appreciation, which can be readily addressed through effective management, are often cited as key reasons behind employees seeking new opportunities. To truly comprehend the link between managers and employee retention, it's essential to identify the key management characteristics that inspire loyalty and commitment, such as integrity, active listening, transparency, support, and guidance."

Robson goes on to explain,

"Employee retention is not a mystery; it's about empathy, open communication, trust, and effective leadership techniques. By concentrating on these key areas and implementing them consistently, we create workplaces that not only attract talent but also retain it, facilitating growth and prosperity for both the employee and the business."

* https://www.youthemployment.org.uk/youth-employment-uk-policy-work

** https://research.udemy.com/research_report/udemy-in-depth-2018-employee-experience-report/

Niche Business Awards 2021: Business Woman of the Year

Thu, 23 Dec 2021 11:17:32 GMT

As you may be aware Nicki was nominated for Business Woman of the Year at the Niche Business Awards 2021 and, she won!

Take a look at Nicki's feature in the Niche Magazine about her win. Or to read the full article, click the link below.

https://issuu.com/niche-magazine/docs/niche_magazine_issue_46

What do employers need to know about the EU Settlement Scheme?

Tue, 06 Apr 2021 08:31:03 GMT

What do employers need to know about the EU Settlement Scheme?

Since March, businesses across the UK have been focused on surviving through lockdowns and furlough schemes, now it is time to turn their attention to some important issues that may have been missed.

Following Brexit, there are new rules coming into place for businesses from 1st January 2021, which means that time is running out for the UK transition and businesses need to start acting now.

Aside from the import and export of goods from and to EU countries, businesses in the UK need to start thinking about their employees who may be impacted by the new EU Settlement Scheme. “The European Union Settlement Scheme is a scheme launched in 2019 by the Home Office to process the registration of EU citizens resident in the United Kingdom prior to its departure from the European Union.”

Why does it concern businesses?

Until 30th June 2021, EU Passports will be suitable to prove right to work in the UK
After 30th June 2021, any EU citizens who have entered the country after 31st December 2020 or who have not applied for settled status will no longer be able to use their EU passport to prove right to work in the UK
Any EU citizen who does not have settled or pre-settled status will be put onto a points system, similar to that of non-EU nationals. From there, a company will need to apply to become a sponsor, then apply for individual sponsor certificates (cost per person can exceed £8500)

What does it mean to have settled or pre-settled status?

Any employees that have lived in the UK for 5 years or longer and apply for the Settlement Scheme can achieve settled status
Any employees that have been in the UK for less than 5 years’ and apply for the Settlement Scheme can achieve pre-settled status, once they reach 5 years’ residency in the UK they can achieve settles status
Any employee that has achieved either settled or pre-settled status will have right to work in the UK

What do employers need to do?

Identify impacted employees by checking right to work for all members of staff
Support employees through the application process
Make sure you track applications until completion

For more information follow this link to get the right materials and information to support EU citizens working for you

EU Settlement Scheme: employer toolkit - gov.uk

If you have any questions about the EU Settlement and what you need to do, contact our team by emailing info@breedonconsulting.co.uk

Do you find others hard to read?

Tue, 06 Apr 2021 08:31:02 GMT

As I stared out of the window this morning after a zoom training session, it made me think on how difficult it can be to read others on Zoom/Facetime/Teams to name a few. This is normally a skill I pride myself on.

Working in learning and development for so long you pick up on people’s body language, how their writing notes down, eye contact, facial expressions etc. Every little facet combines to give me a viewpoint on whether something I am discussing is resonating or not. It allows me to change the way I’m delivering training or coaching. You can argue that I can still see the facial expressions which should give me a clue right…! Well I’ve found that’s not always the case. So, I find myself looking intently at the screen trying to not scare the participants!

For managers out there, this should be a little easier if you’ve been working with members of your team prior to lockdown but for those of you like me who may have only met people via zoom and only see the head and shoulders, here’s a little tip from our managers toolkit on Adaptability .

If you find it hard to read others, you need to pay attention to how they behave and tune in to what is going on inside. Pay close attention to what people say or do, where their focus is and what their style is. Everyone is different, so don’t try to fight their style but look and listen to cues and adapt your own style to suit.

Here are some questions you may want to keep in mind:

Are they passionate about something or do they emphasise certain things? Do they want detailed facts or are they better with high level concepts? Do you know what their profile is and consequently, have an idea of how they might react? Thinking about these aspects will put you in better control of the interaction and lead to better outcomes.

If you want to find out more on Adaptability or want to know more about our manager’s toolkit, call our office – 01530 447441 or email us – info@breedonconsulting.co.uk

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The People Playbook - a presentation for The Chamber of Commerce

The importance of implementing correct HR practices

The synchronicity of PR and HR services in brand reputation

A guest blog from our PR Agency, JHPR

How to navigate Blue Monday

Our trusted partners, SanaMente, share their support for Blue Monday

Employees don't leave companies, they leave managers...

Niche Business Awards 2021: Business Woman of the Year

What do employers need to know about the EU Settlement Scheme?

Do you find others hard to read?