September 2018


This month we would like to share with you the latest news within Cluer HR, as well as keeping you up to date with developments in the world of HR and employment law as they occur.

It’s all part of the service. We hope you find it useful. Your comments and suggestions are always welcome.

How to Deal with a Misjudged Promotion

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This month our HR Director, Kirsten Cluer, offers insight into how misjudged promotions can impact an employee’s performance.

If a manager notices that one of their employees is doing well in their job role and is demonstrating breadth and depth of knowledge, the manager will ultimately consider promoting them.

If the employee wishes to progress, the employer should take this on board and explore career advancement opportunities – and if a manager regards an individual as a valuable employee, then it’s worth doing this so that they don’t look to move elsewhere to gain promotion.

But whilst the employee may be doing particularly well in their current role, this doesn’t necessarily mean they’ll excel at the responsibilities that come with management, since this can require a whole range of different skills.

So, if the employee has already been given the promotion and is clearly struggling in their new role, what happens next?

There are a multitude of options available to employers looking to rectify a misjudged promotion, including management training courses and implementing a situational management strategy to name but a few.

Account management positions and responsibilities that don’t include direct people management may be suited for employees that still struggle in a management role.

Disability discrimination

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Issues can arise in the workplace when an employee doesn’t disclose details of a disability they may have.

When an employee fails to detail the extent to which their condition negatively impacts their ability to carry out day-to-day activities, the employer cannot effectively adapt the job role to suit the needs of the worker.

A recent tribunal case featuring Mutombo Mpania v Angard Staffing Solutions Ltd involved an employee who failed to provide the employer with sufficient information regarding hypertension issues. To see the full case, click here.

Tackling sexual harassment in the workplace

We’ve been speaking to the press recently about sexual harassment in the workplace, looking at the ways in which it can be dealt with.

The media is reporting on incidents of sexual harassment on an increasing scale, with accusations being made in every employment sector.

A recent Sky Data poll revealed that 31% of women have admitted to being sexually harassed at work, while the #MeToo movement has encouraged victims to speak out about their experiences. Despite these efforts, the statistics remain worryingly high.

It’s important that employers take action to create an environment where all employees feel safe and comfortable enough to speak about their issues.

Under the Equality Act 2010, businesses and organisations in the UK are legally required not to discriminate against employees or potential employees based on race, gender, age or disability. It’s important to note that employers are responsible for preventing sexual harassment in the workplace and are, therefore, liable for any harassment suffered by an employee(s).

An employer can create an environment of respect that encourages communication by creating a clear Code of Conduct. This can also improve relationships between employees on a personal level, meaning that if unacceptable behaviour takes place, people will be more likely to voice their concerns.

Blog – Cluer HR

This month, we’ve taken a look into the causes of job dissatisfaction, whilst exploring how managers can create a workforce that feels inspired and motivated to keep improving within their roles.

Job dissatisfaction is something that every employer should try to avoid amongst their employees. After all, unhappy workers are unproductive ones and this, ultimately, has adverse effects on the company as a whole. Employees who are dissatisfied within their roles tend to lack motivation, have an overall negative attitude and perform poorly.

Additionally, an unhappy workforce creates a general sense of frustration and leads to increased absenteeism and, in the worst cases, higher staff turnover rates. One of the main ways to avoid job dissatisfaction is to encourage a work-life balance in the office, recognising that each individual has a life outside of work and that a healthy balance between the two is essential.
To read the full blog post, see here.

Meet our HR Adviser…

Our HR adviser, Tracey, tells us all about her role here at Cluer HR; from day-to-day tasks to her favourite parts of her role.

To see the full interview, click here.

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