How do we ensure our clients are happy?

We like to think we’re more than just HR consultants. Whether our clients are small with no in-house HR team, or a larger business that needs help from time to time with complex issues, we’ll work side by side with them to offer and deliver pragmatic HR support.

There are two ways we do this, and sometimes both are used within the same organisation.

1. Monthly retainers for day-to-day advice

Typically a business with up to 100 employees will derive huge benefit from having a seasoned HR professional on the end of the phone or within email’s reach as they may not have the in-house knowledge to deal with some of the trickier people-related issues.

If an employee is underperforming, or has a health condition which causes frequent absences, or displays any of the myriad behaviours that can affect a business, then managers need to know how to respond.

Difficult conversations – don’t leave them to HR, get help to do them yourself

Contrary to popular belief, it isn’t HR’s job to deal with people when times are tough. Managers need to be able to manage – pragmatic, supportive HR advice will help them to do that well. Imagine the comfort of having an experienced, friendly mentor on call to walk you through a challenging situation? This is what an affordable monthly retainer can provide.

Many managers do an excellent job but there are always unforeseen circumstances that can affect confidence. HR advisers will upskill the manager (and/or the in-house HR person) and share any necessary legal information, building and instilling that confidence for the future.

2. HR projects

Lots of SMEs don’t require an HR expert 100% of time. They need someone day to day  to deal with new starters, payroll updates, pay increase letters and so on, and these important tasks may be carried out by their existing capable staff.

But a business restructure leading to redundancies, for example, or a reappraisal of company values, requires a greater level of HR expertise. When these things occur, it’s much more cost-effective to bring in a senior HR professional on a project basis.

Typical HR projects

Actually, there’s no such thing as a ‘typical’ project, because organisations are so diverse. But examples could include:

  • Reactive situations, such as a merger requiring (among other things) expertise in TUPE transfers or redundancies or an outplacement service or a challenging disciplinary situation.
  • Proactive situations, such as a company wanting to build or re-appraise its employer brand in order to attract, retain, engage and motivate employees and how to make this work. This could include employee surveys or working with focus groups if needed.

Lisa Trent is our HR guru

There really isn’t very much to do with people that she doesn’t know about! Whether it’s furloughing or people management, she’s on hand to help, but also listen.

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