Choosing Wisely: Fighting the Misconceptions about Toxic Work Cultures
Natalie Lewis
Unconventional HR consultant for small businesses | Changing your perception of HR | People strategy & culture expert | Inspiring leadership growth | Thriving with ADHD superpowers
I recently had a rant about the value of an effective culture in businesses, I know my outbursts can get a little, well, dramatic but I want to get serious for a moment because I’m actually incredibly passionate about business culture and why it is so important…
Redefining Company Culture: Beyond the Perks
In the world of business, there’s a glaring misconception that needs addressing – the true essence of company culture. It’s time we shatter the myth that company culture is all about the superficial perks, like those Friday pizza parties or occasional benefits sprinkled around like confetti. This narrow view is not just missing the mark; it’s in a completely different league.
Culture Is the Soul of Your Company
At its core, company culture embodies the very spirit of your company. It’s not about the odd gesture of appreciation but rather the genuine leadership that shows unwavering commitment to their team’s well-being and growth. True culture is found in the ways we communicate during tough times, the mutual respect that warms the workplace, and the shared ambitions that drive us towards a collective goal far beyond individual achievements.
Beyond the Superficial
Let’s be clear: culture is not a ‘nice-to-have’ element. It’s the painstaking effort of creating an environment where feedback is not merely a formality but a cornerstone for genuine development. It’s about setting up systems that empower rather than police, fostering a workplace driven by a shared vision and mutual respect, rather than fear or obligation.
The Real Foundation of Culture
Culture permeates every aspect of the workplace. It’s the atmosphere you sense immediately upon entering, shaped by leaders who actively invest in their team, by the respectful and supportive communication, and the empathy and understanding extended to all.
It’s the commitment to each other’s success, the constructive and empowering feedback, and the collective striving for a purpose greater than ourselves. It’s about processes and systems that prioritise integrity, respect, and ambition over mere operational efficiency.
A Call to Shift Perspective
If you still believe culture revolves around trivial perks, it’s time for a wake-up call. We must redirect our focus from these surface-level gestures to the true heart of what makes a company’s culture. Ask yourself, does your ‘culture’ truly stand for something meaningful, or is it just an empty term used to fill a gap in your company’s narrative?
The Culture You Cultivate Is Your Legacy
In the end, the culture you nurture within your business is the legacy you leave behind. It’s a testament to what you value and the environment you’ve strived to create.
Let’s elevate our understanding of company culture beyond the perks to its rightful place as the soul of our businesses.
Think about it. Seriously. Because the culture you create today defines the success of tomorrow.
Choose wisely. ??
2024 Legislation Updates Round Up
There are a number of legislation updates this year. Here’s a round up of the most pivotal updates that business owners, HR professionals, and employees need to get to grips with:
National Minimum and Living Wage Increase: From 1 April 2024, there will be a notable rise in the National Minimum Wage and National Living Wage, setting new hourly rates across various age groups. For those over 21, the rate will jump to ￡11.44, for 18-20 year olds to ￡8.60, and for 16-17 year olds and apprentices, it will increase to ￡6.40.
Flexible Working Rights Expansion: The Employment Relations (Flexible Working) Act 2023 introduces the right for employees to make two flexible working requests within a 12-month period from day one of employment, a significant shift from the previous six-month requirement. Employers must engage in a consultation process and respond within two months. Effective 6 April 2024.
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Carer’s Leave Act 2023: From 6 April 2024, employees will be entitled to a week of unpaid leave annually to care for dependents with long-term care needs, marking a critical step towards supporting working carers.
Protection from Redundancy (Pregnancy and Family Leave) Act 2023: This law extends redundancy protection to 18 months after the birth or placement of a child, widening the safety net for parents returning to the workforce. Comes in on 6 April.
Changes to Holiday Pay and Entitlement: Modifications to the Working Time Regulations from 1 January 2024 redefine holiday entitlement calculations for irregular and part-year workers and introduce rolled-up holiday pay, effective from 1 April 2024.
Harassment Legislation: The Worker Protection (Amendment of Equality Act 2010) Act 2023, effective from October 2024, mandates employers to take reasonable steps to prevent sexual harassment in the workplace, with tribunals authorised to increase compensation by 25% for non-compliance.
Paternity Leave Adjustments: Minor changes to paternity leave regulations will allow leave to be taken at any point within the first year after a child’s birth or adoption, in up to two separate blocks, although the existing conditions regarding duration and pay remain unchanged. Effective 6 April.
Statutory Pay Rate Increases: From 6 April 2024, statutory pay rates for maternity, paternity, adoption, shared parental, and parental bereavement leave will increase, as will statutory sick pay.
TUPE: Amendments to the Transfer of Undertakings (Protection of Employment) Regulations Act 2023 will affect business transfers. From 1 January 2024 it is no longer a requirement for employers to consult with affected employees via representatives on a TUPE transfer if their business employs fewer than 50 employees (for transfers on or after 1 July 2024).
Allocation of tips Act 2023: effective, 1 July 2024, it will become illegal for employers to withhold tips from staff. Employers must also ensure that tips are distributed in a fair and transparent manner. Businesses must maintain a written policy on how tips are dealt with at their place of work and ensure this policy is made available to all workers.
These updates represent a significant evolution in UK employment law, aiming to enhance worker rights, improve pay standards and support more flexible and inclusive working environments. ?
Remember, businesses must stay ahead of these changes, ensuring policies and practices are updated to remain compliant and to foster a positive workplace culture.
You know where I am if you need help!
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Natalie | Founder and Director, Dynamic HR Services Ltd.
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