Author: Celine Williams


Furlough Stories

Before the end of March 2020, the word furlough was not part of our vocabulary, now it is used multiple times a day.  Over the weeks we have got to grips with the technical aspects of the scheme, answered lots of questions, written countless letters, held numerous consultations and in doing so we have come across different sets of challenges and complexities.  We should not be surprised really as we are dealing with people and people don’t react and respond necessarily the way that we expect or want. 

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Employment Q&A Webinar

Following our recent employment Q&A webinar we have put together a summary of some of the most frequently asked questions relating to furlough and other issues.

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Employment Q&A Webinar

Following our recent employment Q&A webinar we have put together a summary of some of the most frequently asked questions relating to furlough and other issues.

With guidance changing so frequently, we are doing our best to keep you up to date. This information is our understanding at this point of time, however as more and different advice becomes available this position may change and we will update accordingly. This is an evolving and unfolding situation, and we take the view that different measures may need to be applied for different sets of circumstances at an appropriate time. We as a team are available to discuss with you what measures are available to you. Read more


Leadership in our Times

We are currently in very unprecedented times and something that unites all of us is that everyone has been affected somehow. For organisations, this is a very difficult time as the current state of affairs has resulted in some rather negative effects such as redundancies, shortage of work and some companies having to furlough the majority, if not all, of their staff.

While it’s easy to get bogged down on everything that’s going on, we thought it would be good to shift the focus on what can be done during these times to be effective leaders and get through this.

This involves looking forward and making the best out of a difficult situation. We started by talking about what management can do to ensure that morale doesn’t fall.

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New Year’s Resolutions – Gillian Steele

I love the new year and the idea of a fresh start but this January I needed a bit of a push. The holiday seemed to go forever, and I started to get used to my spot on the couch and not knowing what day it was.

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Gravitate HR Falkirk: Employment Law Seminar 2019

On Tuesday 22nd October we held our first ever Falkirk seminar at the Falkirk Business Hub. Marianne McJannett from TC Young provided us with a comprehensive Employment Law update which took us through current employment legislation and gave us an overview of things to come.

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Gravitate HR Falkirk

It is a really exciting time for Gravitate HR as we have now launched our bespoke HR support and solutions to SMEs and businesses across Falkirk and Central Scotland.

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Should Your Organisation have a More Flexible Approach to Working Hours?

Should Your Organisation have a More Flexible Approach to Working Hours?

Most offices will work the standard 9-5 business hours which is considered the norm but with employees looking for a better work life balance, is there not another way?

Not all organisations stick to a 9-5 working day but they have a more relaxed, open-minded approach to how many hours their employees work every week.

Tech firm Kisi have released a report on Cities for the Best Work-Life Balance 2019 (See full report here) and the top 5 are:

  1. Helsinki
  2. Munich
  3. Oslo
  4. Hamburg
  5. Stockholm

The top 5 overworked cities are:

  1. Tokyo
  2. Singapore
  3. Washington
  4. Kuala Lumpur
  5. Houston

So how do we compare in Scotland?

Scotland’s overall performance in work-life balance and flexible working is below par compared with other UK nations and regions, according to the CIPD Scotland practice briefing.

  • Despite being the most widespread and desired flexible working option around the UK, access to flexitime (the ability to choose starting and finishing times) in Scotland is second lowest after Wales (29% have used the option compared with 34% in the UK as a whole).
  • Flexible working is seen as more career limiting, with only 10% saying it had a positive impact compared with a 16% national average.
  • Workers have more difficulty taking time off to deal with family matters than elsewhere in the UK (26% in Scotland found it difficult compared with 22% across the UK).

A marketing company in Glasgow, Pursuit Marketing, that switched 120 people to four days in late 2016 claims it has been instrumental in a 30% increase in productivity.

While this has had a lot of positive effects, there have also been some negative ones too – Some companies have found that shortening their working week has seen a rise in workplace stress due to the pressure and demand of work intensifying, resulting in an unpleasant working environment.

So maybe you can’t commit to switching to a 4-day week, what else can you do to ensure employees have a good work life balance?

  • Offer additional annual leave allowance above the statutory minimum entitlement.
  • Have a flexible working policy which is actively promoted.
  • Allow flexi-time and homeworking.
  • Consider introducing wellness days.
  • Promote a culture of ‘working smarter, not harder’.
  • Train managers to spot signs of stress and a poor work-life balance.
  • Allow staff to attend counselling and support services during working hours as they would for other medical appointments.
  • Encourage activities that promote good mental health, for example lunchtime exercise or relaxation classes.

The advice and guidance of Gravitate HR can help to facilitate this flexible approach in your organisation, and you can contact a member of our team for a further discussion.


DiSC Evaluation – How can it help your organisation?

The Gravitate HR Glasgow team joined the Edinburgh team last week to take part in a DiSC evaluation session with Gravitate’s very own Gillian Steele who is a qualified DiSC Practitioner.

DiSC evaluation provides insight into the different personality types and preferred communication styles that the people in your team possess. This can be a useful tool for; team building, employee communication, conflict management, motivation, employee engagement, productivity and career development.

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Why Sleep Matters

In our latest blog, Celine reflects on our latest lunchtime seminar in Glasgow with Strathclyde Sleep Research Unit.

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