To maximise the potential of your staff and your business, it is essential to invest in the training and development of your employees. In Scotland, over 64% of employers had invested in or arranged training for their employees in the past 12 months. The figure highlights the importance employers place on investing in training and development for their workplace. Why is it a crucial part of the employment contract, and what benefits can you gain overall for your business?

What is training and development?

Training and development may seem like the same thing, but while there is some overlap, there are crucial differences. Training can be offered for aspects of the job that are entirely new to the employee or when a refresher is needed. You may identify areas of weakness during their appraisal, in which case, it is a good idea to offer training in those areas. On the other hand, development is about improving employees to enable them to progress within the organisation. You might discuss career goals during their appraisal, and a development plan can help them to grow within your organisation. If your employees can identify clear career progression, they will be more likely to stay.

The Importance of Training and Development in the Workplace

Businesses often consider whether employee training and development is a cost-effective investment. It can be a significant cost, especially for an SME that might not have the same level of spending as a large organisation. These are some reasons why training and development is important in the workplace.

Understand Role Quickly

It is the ideal scenario for any manager that they hire an employee and they immediately hit the ground running. However, this is not always the case, especially if the employee comes from a different background or industry. A structured onboarding training plan helps employees quickly settle in and grasp their responsibilities.

Improve Retention 

Investing in employee training shows that you care, increasing their sense of value and decreasing the likelihood of them leaving. Employees like to feel valued. When they don't feel valued, they are more likely to leave.

Support Succession Planning

By providing training and development to employees, it can allow you to plan for future needs. For instance, you might provide training and development to support an employee with moving into a role where another employee is retiring. Your succession planning can become easier when you have a clear and concise training and development plan.

Cost Effective

You can never underestimate the importance of training and development in the workplace, as it can help support your recruitment efforts by allowing employees to move into other opportunities throughout the business. By equipping employees with new skills, training supports internal hiring, reducing the need for costly external recruitment methods like agencies and job ads.

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Employment tribunals are a constant concern for businesses, and with compensation for unfair dismissal amounting to as much as £118,000, it is understandable. As an employer, you should try to avoid an employment tribunal as it is not only costly but can also affect your reputation, and it is time-consuming. These are some ways to reduce the likelihood of being taken to an employment tribunal.

Consider Probation Period

It can be challenging to dismiss an employee who has passed probation, which is something employers often don't consider. If you have any doubts about an employee’s performance or if there are issues with their attendance etc, you should consider extending the probation period. Quite often, employers will pass probation for employees without giving it much thought, but this can cause issues further down the line.

Provide Training

If you are concerned about an employee’s performance, you should speak to them and identify any areas of concern and where you can provide additional training. It is often the case that employers will want to end an employee’s contract because of concerns over their performance, without creating a training plan to help support them. A dismissal due to performance issues is one of the reasons to go to an employment tribunal.

Follow Procedures

You should always follow the correct procedures. For instance, if you have taken an employee through a disciplinary or grievance hearing. A failure to follow procedures is one aspect an employee tribunal will not look favourably on. If you can show you have followed procedures regardless of the reason for being taken to an employment tribunal, you will have a much better chance of success. One of the most important employment tribunal rules is that the employer has followed the correct employment law procedures.

Document Everything

There is no such thing as a casual chat about someone's performance in the workplace. If you’re discussing anything related to an individual's role within the workplace, you should make sure you document it. An employment tribunal won’t look favourably on discussions you have had with an employee, where there is no documentation to support it. If you want to know how to appeal an employment tribunal decision, you will require documentation to do so.

Ensure Privacy

As an employer, you must not share an employee’s personal details or situation with anyone unless there is a specific need to do so, and the employee is aware. If an employee finds out you have shared personal details with others, they could use it in an employment tribunal and it could negatively affect your case.

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Losing a loved one is, unfortunately, something we will all experience at some stage in our lives. If your employee has faced a bereavement, it is crucial to be sympathetic and to give them time to grieve. If your employee loses a child under the age of 18, they are entitled to two weeks bereavement leave, which is known as ‘parental bereavement leave.’ Otherwise, there is no specific law regarding bereavement leave in the U. for instance, bereavement leave if a parent dies, but most employers will allow their employees to take as long as they need. In most cases, this would be from a couple of days up to a week, but it may be longer depending on the employee's needs. However, if your employee has taken a significant amount of time off for bereavement leave and has not yet returned, these are ways to manage the situation.

Contact Employee

If your employee has not returned to work following bereavement leave, you should find out how they are and when they expect to return to work. If they are unsure of when they may return, you could offer methods of support, such as phased return, flexible working such as remote working or temporarily reducing their hours. Although it is important to bring your employees back to work, it is also crucial to do this in an understanding, empathetic way, as you never know what they are going through. You can focus on bereavement return to work and find ways to adapt to the needs of your employee.

Unpaid Leave

It is reasonable for an employer to offer paid bereavement leave for up to one week. However, employees can't expect to take a limitless amount of time off for bereavement leave. If your employee is unable to return to work, you could suggest that they take unpaid leave or use their holidays. 

Review Contract

If you have contacted your employee and they will not communicate or return to work in any capacity, you should review their contract and your policies. If they are breaching the employee contract and the policy you have in place relating to bereavement leave, you may decide to take further action regarding their employment.

Formal Disciplinary

When an employee has lost a loved one, it can be difficult to handle the situation if they have not returned to work following bereavement leave. On the one hand, you want to be empathetic and reasonable, but on the other, you are still running a business, and that comes with its own challenges. If your employee is breaching their contract and you have exhausted all efforts to arrange with them, you may decide to go down the formal disciplinary route.

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With the Supreme Court ruling that the legal definition of a woman is based only on biology, there has never been a more important time to support transgender employees in the workplace. The new ruling has caused a major upset for the transgender community who will now have issues accessing single-sex services and spaces. Whether you agree with this ruling or not, it is important that, as an employer, you take steps to protect transgender employees in the workplace.

Educate Employees

The new ruling does not mean that employers can discriminate against transgender employees. The opposite is true. The ruling means that transgender people need support more than ever, especially from their employees. You should focus on creating a trans-inclusive workplace. To educate employees and ensure acceptance, you should support transitioning employees, employ a transitioning at-work policy, and set up an LGBTQ+ network, where possible. A transgender person does not expect you to know everything about it, or even to understand it, they just expect you to give them support as they need it. Employees should receive transitioning in the workplace training.

Provide Unisex Toilets

One of the main aspects that led to the Supreme Court appeared to be the use of toilets by nonbiological women. It is the aspect of the ruling that has caused the most concern to transgender people, with many feeling that they no longer know which toilet or changing facility to use. To accommodate transgender employees and avoid confusion, you may want to provide unisex toilets, as well as single-sex toilets. In this way, it can make your transgender employees feel more comfortable.

Flexible Dress Code

In some cases, an employee might begin the transition process while at work. You must support them and allow a flexible dress code. Give them the option to dress in the way that makes them feel most comfortable to support transitioning in the workplace.

Provide Time Off

If an employee is not fully transitioned, they may need time off for appointments. For example, hormone treatment, surgery, and counselling. It is important to take time to understand their needs and allow for time off for these important aspects of their life. Your transitioning at work policy should include potential time off that may be needed.

Offer an Ally

The word ‘ally’ is often overused when it comes to the LGBTQ+ community, but in the workplace, it is important that transgender employees feel that they have someone to talk to and confide in. If there is anyone who can offer that support to them, it will make life a lot easier. It should be someone either in the community or with sympathy for the community. You might even set up a small community in the workplace if there is the ability to do so.

Ensure Confidentiality

A Transgender employee should feel comfortable speaking to their manager about their experiences and the process they are undertaking, without it being spread across the organisation. It should be up to the employee to decide who they want to know and when; their confidentiality should never be breached.

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In previous blogs, we discussed signs you are being managed out of your job and why you are being managed out of your job. In this article, we will discuss how to handle being managed out of your job. If you are in this situation, it can make you feel a whole range of feelings, from dreading going to work, anxious at work, and feeling lonely and isolated. If you are in this situation, these are some steps to take.

Document Everything

When you are being managed out of the workplace, it is a wholly unpleasant experience. It is not illegal as such to manage an employee out of their job, but it is a cruel thing to do. However, it could also violate the employment law, so you should document everything that occurs during this process. You may claim constructive dismissal if your employer violates your employee contract. For example, if they change your working hours, discriminate against you, or employ bullying tactics to get you out the door. It can almost be worse than being fired from a job.

Speak to HR

Your employer is responsible for treating you fairly at work, and if you feel that you are being unfairly treated, you should speak to HR. If relevant, you may be entitled to start a grievance process against your manager. The employment law protects employees, and if your manager is not adhering to it, you are entitled to take formal steps to deal with it.

Get Support

The feeling of being managed out of a job can make it difficult to keep going, and if you are struggling at work, you should reach out to someone you trust for support. If you don’t feel comfortable speaking to your manager directly, reach out to a colleague or anyone else that can offer advice and support.

Reach Settlement

If you have decided that you would rather leave than take any other steps, you might be able to settle with your employer. If your employer wants you to leave, they will probably be glad to reach an agreement, rather than drag out the process of being managed out of a job.

Unfair Dismissal Claim

Depending on the circumstances, you might decide that the best step is to claim unfair dismissal at a tribunal. You would usually need to have two years’ service before being able to claim a tribunal, so this will depend on your length of service. This will be a last resort, but if your employer breaches the employment contract, you have the right to take this step.

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When an employer is displeased with your performance in the workplace, they may decide to manage you out of your job. As an alternative to firing you, being managed out of your job refers to the process undertaken by an employer to make life difficult so that you decide to leave of your own accord. It can take as long as six months to fire someone from their job, which is why many employers try to manage employees out of their jobs instead. If this is happening, you will probably notice some signs that you are being managed out of your job. There are many potential reasons why you may be experiencing this.

Poor Attendance

One of the reasons that an employer might decide to manage you out of your job is if your attendance is poor. If an employer went through the correct processes regarding poor attendance, it could be lengthy, and this is why they might decide to manage you out of your job instead. If you have poor attendance and notice danger signs of being managed out, you are probably in the process.

Incompetence

In any job, there is a level of expectation, and if you fall below the required standards, your employer might decide to manage you out of your job. If your manager is doing their job correctly, they should take time to identify problem areas and provide training to help you improve. Some managers will find this process too time-consuming and will prefer to manage you out of your job.

Negative Behaviour

If you are being constantly negative at work, it can affect your performance and the culture of the organisation. One person moaning day in and out about their work, can lead to others feeling down. If you have a negative attitude, the company may decide that you would be better off working elsewhere. Negative behaviour is not in itself a reason to fire someone, so your employer may decide to manage you out of your job instead.

Undermining Manager

Your manager may feel you are undermining them and not meeting their expectations. In this case, they may decide they have had enough and may attempt to manage you out of your job. Management makes the final decision, and they don’t like feeling they are not being taken seriously.

Personality Clash

If you are being managed out of your job, the reason might be as simple as a personality clash between yourself and your manager. If you don’t get on with your manager, they may decide that the relationship won’t work, and it will be better to manage you out of your job instead.

Alternative Option

In some cases, your manager might decide that there is someone else they would prefer for the job. Maybe it’s someone who doesn’t require as much training, and consequently, it will make their life easier if they can slot into the role.

The feeling of being managed out of your job is not pleasant. Instead of enduring it, you may decide that the best option is to leave of your own accord. In this case, you should consider a professional CV so you are ready to face the job market. You can contact us to find out more about our top-rated CV writing services or, you can order directly here.

Bad management is commonplace, with 1 in 3 employees quitting their jobs because of their manager. When a manager decides they no longer want you in the job, they may use tactics often referred to as ‘quiet firing’, which means they are taking steps to try and remove you from the job. You might notice changes in your job and the interactions with your manager and colleagues, and you may even feel like you are being paranoid. However, being managed out of a job is more common than you might think.

Managed Out of a Job Vs Being Fired

You might wonder why a manager would try to manage you out of a job rather than fire you, and quite simply, it makes their life easier. If they manage you out of a job, they make the circumstances uncomfortable for you, so you decide to leave of your own accord. If the organisation fires you, it can become more complex, and could even land them in a tribunal. They need to follow strict procedures, so it might just be easier to manage you out of the job instead. These are signs that you are being managed out of your job.

Your Workload Has Changed

If your workload has gotten significantly heavier or lighter, without any good reason, it could be a sign that your manager is preparing for your exit. They may be giving you too much work to overload you to the point where you want to leave, or if it has gotten lighter, they may be delegating your work to colleagues, in preparation for you leaving. It is a cruel way to treat employees, but unfortunately, it is common. The process of being managed out of work is a type of bullying.

Uncomfortable Vibe

When things aren’t quite right, you can often get a sense of it from the vibe in the workplace. For instance, everyone stops talking when you arrive, your manager isn’t speaking to you much, or there is just a shift in the general atmosphere. Of course, it might not always be down to being managed out of the job, but if there are several signs, you are probably right in feeling that something isn’t quite right.

Exclusion from Meetings

If you are no longer being invited to meetings, it could signify a change in how your manager feels about your role in the organisation. It shows that they no longer see you as part of the organisation or the team and is one of the signs you are being managed out of work.

Sudden Micromanagement

If you notice signs you’re being watched at work, it may signify that you are micromanaged. If you are suddenly micromanaged, it may be a sign that your manager is trying to get you to a point where you are so frustrated that you leave. No one feels comfortable with being micromanaged, and it is a surefire way of encouraging staff to leave. 

Focusing on Minor Mistakes

A sudden behaviour change may include your manager suddenly picking up on minor mistakes in your work. If you feel you can’t do anything right, it might be a sign that the manager already has you out the door.

Change in Working Hours

Another tactic employed by managers is to change your working hours so they no longer suit you. For instance, they might decide to change your part-time role into a full time; or no longer offer the flexibility you know you need. This is one of the signs you are being managed out of work.

Lack of Training

If your manager is saying that you are not meeting their expectations, but they are not taking any steps to identify gaps in your training to support you, it may be a sign that they would rather you leave the organisation.

Verbal Communication

Employers often only communicate issues verbally, so there is no paper trail if they do get you out of the organisation. They don’t want anything to fall back on them, so they ensure they don’t put anything in writing. This is one of the danger signs of being managed out.

Exclusion from Social Events

If you are no longer being invited to social events, it signifies that your manager no longer views you as part of their team, and this is a sign they are trying to get you to leave.

Lack of Support

In cases where you know you are no longer wanted in the organisation, it is understandable that you will feel a lot of negative emotions. If your manager is not making any attempt to support you, it is a sign that you are being managed out of work.

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When you are searching for a new job without success, it can be difficult to keep going and easy to give up. However, it is crucial to recognise that finding a new job is not always easy, and you need to stay motivated to achieve success. You can guarantee that if you don’t give up, you will find work. These are some tips for how to stay motivated when applying for jobs.

Maintain a Routine

Consistency is key when achieving anything in life, and the same applies to securing a new job. Therefore, it is important to set a routine for your job searching. Make a plan to apply for at least a couple of jobs each day, and then get on with your day. There is only so much you can do yourself when you are trying to find a new job, but ensuring you keep applying for jobs is essential.

Update Skills

It can be easy to stand still when you are looking for work, but this won’t help with your job search or when you do secure a new role. While looking for a new job, it is a good idea to acquire new skills. There are many free courses on websites such as Udemy, where you can learn new skills and improve your chances of securing a new role. You may even want to branch out into areas you hadn’t considered before.

Personal Growth

It is also important to invest in personal growth while you are looking for a new job. The more positive your mindset is while you are looking to secure a new job, the easier it will be to stay motivated. For instance, focusing on personal development, including reading, journaling, and exercise will help in achieving your overall goals. If you need motivation to apply for a new job, you should take time away from it as well.

Recognise Achievements

One of the job search motivation quotes is, ‘You may only be three feet from gold.’ You might feel that you are putting in a lot of work and effort to secure a new job, but you are not getting anywhere. What if your dream job is just in front of you, but you give up? This is why you should recognise small achievements. If you set goals for the number of jobs you will apply for and you achieve this, give yourself a small reward. You deserve it!

Talk to Friends

If you are feeling despondent during your job search, you should get support from friends and family. Talk about how you are feeling and get advice if you need it. It is important to maintain relationships while you are job searching and to take your mind off the task at hand by spending time with friends. You never know, you might get home to a job interview offer or, at least, find motivation to apply for a job.

If you are looking for work and failing to secure any interviews, it may be that your CV is not up to scratch. At Inspired CVs, we provide the best CV writing service CVs, with graphic and traditional formats to choose from. We can also update your LinkedIn profile and create a cover letter to help introduce you to employers. To find out more, you can contact us or order your top-rated CV writing services.