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Bower HR, a prominent human resources, people and culture solutions provider, and Business Health Institute, a leader in workplace well-being, have announced a strategic partnership focused on redefining workplace welfare through a comprehensive and technology-driven approach.

The synergy between Bower HR Consultancy and Business Health Institute was established through their affiliation with Vanquish Business Services, prompting both entities to pose the crucial question: “How can both organisations contribute the utmost value to businesses?” This strategic alliance is a testament to their commitment to addressing the evolving landscape of employee well-being in the contemporary business environment.

Key Highlights:

Holistic Well-being Solutions: Bower HR and Business Health Institute will combine their expertise to develop holistic well-being solutions that address the physical, mental, and emotional aspects of employee health in the workplace. Understanding individuals’ wellbeing combined with mental initiatives, the collaboration will offer a range of resources to enable employers to support employees and teams at every level as well as helping long term mental health related sickness absence cases.

Cutting-Edge Technology Integration: The collaboration will leverage innovative technologies to provide companies with state-of-the-art tools for analysis, tracking and improving employee well-being. Bower HR’s proactive approach and responses in the work place seamlessly integrate with Business Health Institute’s well-being self- reflection platform, offering a user-friendly experience and real-time insights for employers.

Educational Initiatives: Recognising the importance of education in fostering a culture of well-being, the collaboration will launch a number of educational initiatives to support employers to understand and prioritise the wellbeing of its employees.

Data-Driven Insights: Bower HR and Business Health Institute will utilise data analytics to provide companies with actionable insights into the well-being of their employees. By analysing trends and patterns, employers will be better equipped to implement targeted interventions and create a positive impact on workplace welfare.

Customisable Solutions for Diverse Industries: The collaboration is committed to providing customisable well-being solutions that cater to the unique needs of various industries. Whether in the corporate, healthcare, or manufacturing sector, Bower HR and Business Health Institute will work collaboratively to tailor programs that resonate with each company’s specific requirements.

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Many women at this age are likely also to have hormonal early teenage children, elderly parents to take into consideration, and for my own situation an autistic child.  I joke to myself regularly, it’s my age!  But seriously, with the pressure that women place on themselves to try and be all things from being perfect mum, wife, and partner; trying to maintain a good body shape, exercise routine, and balanced healthy diet – the menopause adds to that pressure, and in many cases throws a woman completely off balance. 

But it isn’t just about the woman – it’s the impact it has on their partner and the family, as well as in the workplace. 

Many women have been left feeling incredibly low, and in many cases forced out of the workplace altogether as memory loss, and ability to function at the great level which they have commonly known for and achieve deteriorates.  Almost half of menopausal women say they feel depressed and a third say they suffer with anxiety. 

An inquiry was launched by the government after a survey found that three in five menopausal women were negatively affected at work by their symptoms, with nearly 900,000 women in the UK leaving their jobs.  

What is also worrying is up until more recent times, the menopause symptoms have been overlooked and not taken seriously by the medical profession.  Although it is more openly spoken about now, it does remain a taboo subject – and a difficult topic to embrace. 

Nuffield Health report that: 

• Women are incorrectly diagnosed with depression and given inappropriate medication 

• 38% of women seek help from a GP when suffering menopause symptoms. 
• Quarter of those who visit a GP say that symptoms being menopause related are missed. 
• A third of women who visited a GP are not made aware of HRT intervention, and when they are they are left very confused about HRT. 
• Impacted by the symptoms of the menopause and not having the opportunity to express this.  Doctors in some cases have not taken matters seriously. 

it is also worthy to note that in some most severe cases, the menopause will be considered a disability, and of course it goes without saying that discrimination towards a female encountering the menopause would be considered unlawful as gender is a protected characteristic under the Equality Act 2010. 

Training in the workplace is crucial to fully support and understand the impact of those affected, so that support, space, flexibility and work adjustments can be achieved.  Through understanding, a company can then truly offer the help needed.  A menopause policy will also help to embed the acceptance and support to those experiencing or being impacted by the menopause. 

However, it is also vital when educating in this area, that women in the workplace are consulted in the delivery of the awareness and training to ensure they don’t feel embarrassed or targeted by the added focus. 

Those companies where leaders deliver the positive experiences for employees, create the environment for team collaboration and truly understand their people will go the extra mile to ensure diversity and inclusion – and this includes those impacted by experiences of the menopause.  Diversity and Inclusion is part of the wider Employee Value Proposition which a company should implement to drive sustainable growth and profitability. 

Employee Value Proposition – the value you place on your employees 

There are many great not-for-profit organisations out there which can support in this area.  Equally here at Bower HR, we can provide help and support in delivering awareness on this topic and support companies to realise their own unique employee value propositions. 

Bower HR Consultancy – People, Engagement, Sustainable Growth

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The managers most important role is to inspire teams to achieve great things. Without this mediocre performance and productivity is evidenced which of course leads to mediocre profitability. 

One of the challenges I hear regularly from Managers is that they have little time as they have their own job/goals to achieve also. Whilst this point is taken, making little effort or no effort to inspire and support your team to achieve will greater the burden on the Manager. 

So how can a manager motivate, encourage, and empower their employees to reach their full potential whilst staying on track with their own goals? It’s not always easy, but it’s definitely worth the effort. The crucial point is to be organised, and ensure you do something regularly to contribute to achieving your teams’ goals. I explore some practical tips and strategies for inspiring your team to achieve. 

1. Set Clear Goals and Expectations 

One of the most important things you can do as a manager is to set clear goals and expectations for your team. When your employees know what they’re working towards – and what’s expected of them – they’re much more likely to be motivated and engaged. Take the time to sit down with each team member and discuss what they need to achieve, how they’ll achieve it, and what success looks like. Be specific, and make sure everyone is on the same page. Review the goals regular to ensure they remain relevant as change happens in business! Ensure regular 1-2-1’s are in the diary so that there is opportunity to build trusting relationships and review status on goals. 

2. Provide Regular Feedback and Recognition 

Another key to inspiring your team is to provide regular feedback and recognition. Let your employees know when they’ve done something well, and offer constructive criticism when there’s room for improvement. When you recognize and reward great work, you’re showing your employees that their efforts are valued and appreciated. This, in turn, motivates them to keep doing their best. Be ready to have difficult conversations when improvement feedback requires to be given – most of all, don’t avoid the discussion. 

3. Foster a Positive Work Environment 

Employees spend a lot of time at work, so it’s important to create a positive environment where they feel comfortable, understood, supported, and motivated. Encourage open communication, positive attitudes, and a culture of collaboration. Celebrate successes together, and help your employees grow and develop their skills. When your team members feel like they’re part of something bigger than themselves, they’ll be more inspired to achieve great things. Regular weekly meetings to review the team’s success, the challenges for the coming week and how the team can support each other is a great way to collaborate – along with activities such as charitable responsibility initiatives. 

4. Lead by Example 

A Manager is the role model for the team. If you want your employees to be inspired and motivated, you need to lead by example. Show up on time, demonstrate the values of the organisation, work hard, and have a positive attitude. Treat your employees with respect and kindness and show that you care about their success. When your team sees that you’re invested in their growth, they’ll be more likely to follow your lead. Whilst this can be achieved on one level, many Managers find themselves under pressure from senior leaders and board members who perhaps don’t lead by example and then of course find themselves “stuck in the middle” trying to protect their team whilst trying to manage upwards – very difficult to navigate. 

5. Empower Your Team 

Finally, one of the best ways to inspire your team is to empower them. Give your employees the tools, resources, and support they need to succeed. Encourage them to take risks and if there is failure – learn rather than discipline; make their own decisions and solve problems on their own. When you show your employees that you trust them and believe in their abilities, they’ll be more likely to rise to the challenge. 

In summary…. 

Inspiring your team to achieve great things takes effort, but it’s definitely achievable. By setting clear goals and expectations, providing regular feedback and recognition, fostering a positive work environment, leading by example, and empowering your team, you can motivate and inspire your employees to reach their full potential. Remember, the best teams are those that are united, focused, and motivated towards a common goal. As a manager, it’s your job to create that kind of team culture and steer your team towards success – however it is also equally recognised it is a difficult balance to achieve with the many pressures experienced by managers. 

Serena Bower (MCIPD) 

Bower HR Consultancy Ltd 

April 2023 

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The Fear of Conflict  

One of the biggest reasons I find that managers find it hard to have difficult conversations is because they fear conflict. It’s natural to feel anxious or uneasy when you’re about to engage in a disagreement with someone. Managers worry that their employee will become defensive or hostile, which can lead to an unproductive conversation. Unfortunately, this fear can cause a manager to avoid having the conversation altogether—which only serves to make the problem worse. The crucial point here is to know your employee well, and to have a solid and good relationship with them.  

The Lack of Training  

Another issue is that many managers lack the training necessary for having effective difficult conversations. For example, many managers haven’t been taught how to effectively manage emotions or how to handle challenging behaviours in a productive way. Without proper training, these kinds of conversations often end up being confrontational and unhelpful. Knowing how to recognise where they are in the conversation and how to delve or go back up a level in the conversation is a skill really needing to be mastered.  

The Need for Empathy  

Finally, there’s the need for empathy. Many managers are afraid that if they show empathy towards their employee during a difficult conversation, then they won’t be taken seriously or respected as a leader. However, showing empathy is key when having these kinds of conversations—it helps build trust between the manager and the employee and encourages an open dialogue.  A successful difficult conversation requires both sides to feel heard and understood; by showing empathy towards your employee, you can help ensure this happens.  

In summary….  

Difficult conversations are inevitable in any managerial role—the key is finding ways to make them less daunting and more productive for everyone involved. By facing your fear of conflict head-on and seeking out training on how best to manage emotions during tough conversations, you’ll be better prepared for whatever comes your way as a manager. Additionally, don’t forget that empathy is essential in any kind of conversation; by showing empathy towards your employees during these tough talks, you can help create an atmosphere where everyone feels heard and understood. With these tips in mind, you’ll be well equipped succeed at even the most challenging difficulties conversations! 

If you would like support or assistance to have a mediated conversation, do get in contact with us here at Bower HR. 

Serena Bower (MCIPD) 

Director, Bower HR Limited 

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Prepare in Advance. 

One of the best ways to prepare for a difficult conversation is to plan ahead. Take some time before the conversation to think through what you want to say, how you want to say it, and what outcome you want from the conversation. Think about how the conversation might progress. Doing this will help you maintain control over the conversation and ensure that it progresses in the way that you intended. It will also help you stay focused on your main points instead of getting sidetracked by emotion or tangents.  

Stay Calm & Collected 

It’s easy to get emotional when discussing something that could potentially be uncomfortable or contentious. However, staying calm is key when navigating any kind of conflict resolution situation. Try your best to remain composed throughout the conversation so that you can keep things on track and ensure that everyone involved is able to express their thoughts without fear of repercussion or judgment. This will create an environment where both parties feel heard and respected which is essential for successful conflict resolution. What are your calming techniques? I recommend speaking slowly, emphasise the words with your mouth to slow matters so it provides time to think… and of course breathe! 

Be Clear and Direct  

When having a difficult conversation as a manager, it’s important to ensure that everyone involved understands exactly what is being discussed and why it matters. Be direct with your language so that there isn’t any confusion about what needs to be done or how the situation should be handled going forward. Make sure your message is clear and concise so that everyone understands their role in resolving any issues at hand.  

 
In Summary… 

Having difficult conversations as a manager can be stressful but with proper preparation and an understanding of appropriate communication techniques, they don’t have to be overwhelming experiences. By preparing in advance, staying calm and collected during the discussion, and being clear with your language, you can ensure successful conflict resolution while maintaining respect between all parties involved. With these tips in mind, managing difficult conversations will become second nature! 

If you would like support or assistance to have a mediated conversation, do get in contact with us here at Bower HR. 

Serena Bower (MCIPD) 

Director, Bower HR Limited 

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Why Stay Interviews Matter  

Stay interviews are important because they allow employers to gain valuable insights into what their employees are thinking, and this information can be used to make changes that will help reduce turnover and increase job satisfaction. This can lead to higher levels of productivity and morale among employees. Additionally, it’s a great way to show your employees that you care about their professional development and growth.  However, this should not be just a one off interview, these discussions should naturally be occurring in the workplace as monthly 1-2-1s. 

What Happens During a Stay Interview?  

During a stay interview, the employer should take time to ask the employee questions about their job satisfaction, such as what they like most about working for the company and what could be improved. The employer should also find out what kind of support the employee needs in order to continue feeling satisfied with their work environment. Finally, it’s important for employers to ask for feedback on how they can better motivate their team members or make other improvements.  The discussion is a two way process and should be conducted with empathy and understanding.  Equally that the environment is a safe one to share thoughts openly without repercussion. 

The Benefits of Stay Interviews  

Stay interviews offer multiple benefits for both employers and employees alike. For employers, they provide valuable insight into how satisfied employees are with their jobs, which in turn allows them to take actionable steps towards increasing job satisfaction levels among all staff members. Additionally, staying in touch with your team through regular stay interviews can help build trust between you and your employees—creating a more positive work environment overall! For employees, stay interviews offer an opportunity for open communication with senior leaders about their job satisfaction levels—and provides them with an avenue for voicing any concerns or suggestions they might have. All in all, these conversations foster stronger relationships between employers and employees—which is beneficial for everyone involved!   

To conclude… 

Stay interviews enable employers to learn more about what makes their staff happy at work while providing an opportunity for open dialogue between employer-employee relations. They offer invaluable insights into job satisfaction levels among staff members while providing an avenue through which employers can make meaningful changes that will benefit all parties involved. Ultimately, investing time in conducting stay interviews will go a long way towards creating a positive work environment where both staff members feel supported and appreciated—so don’t wait any longer; start scheduling your first stay interview today! 

If you are unsure how to conduct such a discussion, get in touch with us here at Bower HR and we can support you in having good, but at times difficult conversations. 

Serena Bower (MCIPD) 

Director, Bower HR Limited 

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Although we remain in the eye of the storm of the pandemic, with cavalry on its way with the vaccine, companies still face a torrid time to stay afloat, but equally do their best to look to the future. 

Key to that success and having an edge in terms of competition will be the Employee Value Proposition. The reason why staff work for you; feel empowered and motivated in the work environment to remain with you and above all give their loyalty to you. 

Therefore, it is vital that you can acknowledge the staff which you have and the skills they have to be able to develop and grow them within the company. 

However, our skills continually change through external and internal experiences. Through the learning we experience every day directly e.g training courses and indirectly e.g observing others. Equally the products, services and the business changes as time evolves – many have had to pivot their offering as the pandemic has turned the business completely upside down. 

To understand that you still have the right skills in the business for the future, and you understand the developing and changing skills of your employees, it is crucial that a regular skills audit occurs. Here we provide an approach to doing this: 

1. What is Current and Future Company Strategy and Plan The initial step is to be clear of your products or services and your future strategy around them. Is there a need to change or improve how the product or service is being produced or undertaken? If so, what are the timescales? Are you diversifying the business into new products of services, again what are the timescales? 

2. What are the Skills, Values and Experience Required to Support the Future plan Identify and record the skills, values and knowledge you require to support the future plan. What are the unique skills required – particularly when there is a need to transition to a new product or improved way of working. What levels of experience do you require – can this open up opportunities for apprenticeships and future succession planning of key roles. Have you defined the values of the business? 

3. Identify the Gaps 

A great way to identify the gaps is draw up a skills gap matrix – It does not need to be whizzy, even a basic spreadsheet will suffice. It will allow you to plot where people are in terms of their skills, experience and whether they show they are or can demonstrate the core values of the business. However, do ensure that you understand the skills of that individual. Take account of recent training, 1-2-1 discussions to ensure information is up to date. 

4. Closing the Gap 

Linked back to the Employee Value Proposition, this is where the skills gap analysis comes alive. Closing the gap does not mean an all-scale change programme with redundancies giving way to disengagement and anxiety within staff. 

However, it provides a company the opportunity to identify key people in the business and begin to have concrete plans of succession planning with the upskilling of employees. It provides the route to a strategic training plan to develop staff. It provides the opportunity for career and learning development, to establish and embed the values of the business – all are positive ways to preserve motivation and employee engagement. 

A skills gap analysis cannot be seen as a paper-based exercise. It has purpose, it can be a powerful tool towards creating loyalty and improved productivity. 

Contact us here at Bower HR, where we can support you through a skills gap analysis exercise and to assist you to enable it to be at the heart of your campaign for future growth and competitive distinction. 

Written by Serena Bower (MCIPD) 

Bower HR Consultancy 

February 2021 

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