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HR Culture

HR Culture – Setting people up to fail

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One of the things that I talk about a lot within HR culture is progression.

It’s great to have a plan in place for your employees to progress not only for you and your business but also for them. Giving employees aims and incentives such as promotions will always help retain employees and increase their productivity and appreciation.

However, progression and internal promotions are only great if you actually take the time to give your employees the necessary training to do the job as expected. Otherwise, you are setting your employees up to fail.

Below I explain how I witnessed a past colleague be set up to fail through an internal promotion first hand.

When I used to work in manufacturing I had a colleague who was exceptional at his job. So good in fact that the company I worked for decided to give him a promotion and made him manager of his engineering department. However, he was set up to fail, he was not given the proper training to develop his management skills. As a result, he failed, became depressed and didn’t want to come to work.

The bottom line is, always offer progression and promotions in your workplace. It’s a really good value to adopt for both you and your employees. However, just make sure you are backing the promotion up with the proper training and skills required. Without this training, you will be putting your employees under added pressure and can actually result in losing them meaning you have to go through the entire process again.

Our advice would be to develop a proper career path plan for your employees. Tell them exactly what they have to do to achieve these goals backed up with the required training. If you would like to know more about HR culture and employee training, get in touch today.


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HR Support

HR Support – Is your business model broken?

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The working world is always changing, mostly for the good, however, it can sometimes feel as if our industries are moving faster than we can keep up with.

Technology is becoming more and more involved with our day to day activities and roles. Sadly, the rise in technology has also been at the hands of some of our jobs. We have a brand new generation finishing education and entering the world of work who are and will work very differently to the existing workplace generations.

I think it’s fair to say that the employment landscape in 2025 will be completely different in comparison to 2005 or even 2015. However, the key point I must make and I cannot stress this enough is to ride the wave. More often than not, the business’ who are left behind and not embracing the changes almost certainly won’t survive.

So, I’ve put together this video to give you some HR support. Below I highlight exactly what is changing within the working world, what the repercussions are and what we can do about it.

As an example, it’s become very apparent that the traditional working model is becoming outdated. Where someone would start at a workplace and stay on there until they become a partner or so on is likely to soon be a thing of the past. This is because the new working generation doesn’t want that, they want to come into a company, learn, grow, develop and then move on.

This is why business’ must review their workplace culture and model in order to survive in the ever-changing climate. Business owners who choose to ignore these changes will likely fail to make it in the future.

Do you think you need to review your workplace culture and model? You could benefit from our HR support to stay in touch with the ever-changing working world. Simply get in touch today.


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HR adviser

HR Adviser – How do you communicate values?

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To follow on from our last blog, this blog will continue to discuss company values but most of all, how to communicate those values.

It can be hard to stick to company values within a business and this struggle more often than not comes from lack of communication. As we already know, values are very important as they form the basis of your company culture. So, it is important that you are always communicating them and involving them in everything your company does.

Take a look at the video below where I, as an HR adviser, describe in more detail how you can better communicate your company values.

There are some key areas in which you can instantly improve the communication of your company values. All you need to do is ask yourself the following questions.

  • Are your values clearly displayed on your website?
  • Do you recruit against your values?
  • Are you cross-referencing values when you are performance managing people?
  • Do you have a theme for your values?

However, the most important thing company values need in order to improve communication is a leader. As a business owner, you need to be living those values and constantly talking about them.

If you think you could benefit from an HR adviser on how to communicate your company values or any other people issues for that matter. Maybe you’ve got a question about a staff issue? Get in touch today and together we can help you stay safe, legal and compliant.


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HR Advice

HR Advice – What are company values and why are they important?

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HR Advice – Values within a company are becoming more and more important.

They help to compose the rules and boundaries within your business. They help tell employees, clients and the public what you truly believe in and how you work.

Company values not only tell people what you believe in, but they also communicate your company’s brand and personality. This will help you to shine from your competitors and most importantly, make you unique and recognisable to your employees and prospects.

Take a look at the video below where I offer my HR advice and discuss how you can set up your own company values to set you apart from your competitors.

But don’t just stop at values, together with your value’s behaviours you can take your company’s personality to the next level. We have our own values and behaviours here at JMann Associates. As an example, one of our values is “To do the right thing”.

We then have behaviours to go with this value which will tell our employees what behaviours are expected to go with this value. So, for our example value, we also have behaviours, which are,

  • “Go with your gut instinct”
  • “Say no if it’s not right for us or the client”
  • “Always be honest with each other and our clients”

To summarise, company values are important as everything you do within your company will need to be aligned with your company values. This can be anything from how you recruit people to how you manage and develop people. By doing this you will be able to create a great culture and business enabling you to stand out from your competitors.

If you need any HR advice and would like to learn more about company values simply get in touch today.


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8 Steps to effective leadership

What makes a good manager? – 8 Steps to Effective Leadership

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As you are aware, Leadership & Management plays a huge role in the delivery of the business goals however, not everyone understands some of the basics of good leadership.

Here, I share with you 8 steps to effective leadership.

1. Purpose

A good purpose will explain the direction the business is going in, motivate employees to take the right action to achieve it, and coordinate the actions of all employees to achieve the same goal. Read more in ‘My Purpose and Values: Create a Great Place To Work‘.

2. Belief

Leaders have a strong vision of where they want their business to go. Without that vision, a business is working in the dark. But a leader can’t do much alone. Little can be achieved without the support, buy-in and belief of the employees.

3. Effective communications

Do you talk to people and explain what you really want for your business and from them? If you don’t tell them, how are they to know? Do you put your message across so that everyone understands it? A message is successful only when both the sender and the receiver perceive it in the same way.

Also Read: This starts with leadership. 

4. Effective Listening

To be an effective listener, you need to respond with both verbal and nonverbal cues which let the other person know that you are listening and understanding. Effective listening can mean fewer errors and less wasted time.

5. Coaching

Instead of directing and controlling your staff, use coaching to encourage them to accomplish results on their own initiative.

6. Responsibility & Delegation

Give employee’s greater responsibility, opportunities to make their own decisions, and the chance to develop their capabilities. Make the most effective use of your time by delegating tasks you don’t need to do yourself. Want to know more? Read How Important is Workplace Culture for your Business?

7. Recognition & Motivation

Everyone likes to be recognised for doing a good job. That doesn’t always have to be a financial reward. Saying ‘thank you’ is often enough. Understand what motivates your staff – each individual is different. Motivated staff will have increased energy and will strive to achieve the nurseries goals. Find out more in our 4 Simple Ideas How To Engage and Motivate Your Staff.

8. Managing Conflict

Don’t avoid conflict – tackle it straight away. It won’t just go away if you avoid it, and matters will only get worse. Avoiding conflict can make you look weak as a leader.

To ensure you have a successful management team you must provide them with the right training. Too often I see staff promoted to management positions only to be demoted or dismissed a few months later as they did a poor job. More often than not it’s because they have not received the correct training. So make sure you provide training for your managers on the basics of managing people otherwise you are setting them up to fail.

Interested in Leadership Coaching?

Call us now 01980 622167.


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