??The HR Hero Weekly Update??

I had the great pleasure of?presenting the small business of the year award to Donna Fisher of Smile Box at the?Real World Consultancy?2022 annual awards last week.

Smile Box?produces wellbeing boxes for employees.?The company was praised by the judges for...

"its rapid, sustainable growth, team expansion, apprentice support, its impact on mental health, and for remaining true to its original vision and values. The judges are excited to see the impact the new warehouse has on operations and scalability."

?It is a privilege to sponsor such a wonderful business award.

Congrats to all the winners and thanks everyone for a brilliant evening!???

HR Practice - How to?Respond to Criticism

?In the heat of the moment, when receiving feedback, I know I can react defensively.???

And we've all probably seen people who react with anger, and those?who go on the attack.?But the truth is, we need to get past our initial reactions as there is true value in constructive criticism.???

One thing I always talk about during management training, is how I changed my mindset when receiving?criticism.?

When?I'm?on the receiving end and view criticism as a gift, there is a shift in mindset, so that?I'm able to receive and respond to it appropriately.???

Allowing me to take the feedback onboard.?So that I can change the way I approach things in the future.?

Therefore, being able to handle criticism calmly and professionally will only help us maintain and improve our relationships.?Enabling us to be, the best versions of ourselves.?

So how do we learn not to react defensively, angrily or go on the attack when receiving criticism??

Here are some of my tips, for you to try out:?

1.?Stop your first reaction?

2.?Remember receiving feedback is a gift?

3.?Understand - by effectively listening?

4.?Say thank you?

5.?Ask questions to clarify?

6.?Follow up??

"Fearing criticism is fearing progress."?

Marsha Egan

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To find out more about how to respond to criticism, to take onboard feedback, to enable you to be the very best version of yourself, then have a read my recent blog, by clicking the button below. ??

How to Manage Conflict?and have a

Difficult Conversation

• Worried about having a difficult conversation with a member of staff.
• Unsure how to start and structure a difficult topic with a colleague.
• Fear of upsetting someone, by addressing inappropriate behaviour and conduct.

If you or people in the team find it difficult to have conversations that address negative behaviour or actions.??Then you need my 'how to manage conflict and have a difficult conversation:

• Good Practice Guide, including further reading and resources
• Workbook?- giving you a step by step guide on how to start, structure and end the conversation to ensure resolution

Understand and learn how to informally resolve workplace conflict before it escalates to a formal process.

These resources can be used on their own or given out as part of your management training,?for just ￡47!

And don't forget HR Roots members, you get 5%, 10% or 15% discount on all the HR Hero resources, depending on your level of membership.

Only 3 days left?to get your?'how to manage conflict and have a difficult conversation ' resources! ??

Employment Law - Supporting Employees with Dyslexia

An article?by People Management, explores the topic of dyslexia and why employees should do more to support its people with dyslexia.??

The article explains,?"more than six million adults in the UK have dyslexia, amounting to one in six adults. A recent survey found that three-quarters of employees hide their dyslexia at work. Clearly, employers need to do more to support and empower employees, as well as broaden their recruitment to be more inclusive.?

Ensuring neurodiversity among a workforce can bring significant benefits for organisations. Dyslexic individuals are inherently creative, think ‘outside the box’ and are great at seeing patterns in ‘big data’. All valuable skills for any workplace. For this reason, people with dyslexia are increasingly being sought by employers. Recognising that ‘dyslexic thinkers’ can make excellent spies, GCHQ had a recruitment drive aimed specifically at people with dyslexia last year.?

A number of businesses in the technology and media sectors are starting to adapt their recruitment process after seeing the benefits that people with dyslexia can bring to their business. Recognising this move to actively recruiting people with dyslexia, LinkedIn has added dyslexic thinking as a skill in itself and now offers its global members the opportunity to add it to their profile.

Supporting employees facing challenges

Despite this gradual change in mindset among some employers, people with dyslexia may still face challenges in the workplace.

Although everyone’s experience is different, sometimes an adult who has dyslexia will create routines or coping mechanisms for themselves to help them navigate tasks, including their job. If something changes – a new routine, work pattern, new manager, a restructure or method of working – it can be challenging for some. Even minor changes may have a huge impact. Employees may suffer from anxiety or a feeling that they cannot do their job. They may need more time to adapt to changes and may need more support. More time may need to be factored in when there are changes – as well as a listening ear and support.

There is a legal dimension as well. Dyslexia could be a disability as defined under the Equality Act 2010 as it can have an adverse effect on a person’s ability to carry out normal day-to-day activities such as reading, concentrating and writing.?

In 2014, in Meseret Kumulchew v Starbucks Coffee Company UK?a Starbucks employee was successful in their claim for disability discrimination arising out of her dyslexia. The employee made Starbucks aware of their disability; however, despite this they were disciplined for failing to record data accurately. This was found to have been discriminatory and a failure to make reasonable adjustments.?

Recruitment

Many people with dyslexia struggle to get over the first hurdle of applying for a job, as most recruitment processes are difficult for them to navigate. So how can businesses broaden and adapt their recruitment processes to encourage and support those who are dyslexic thinkers? Psychometric testing may put a dyslexic thinker at a disadvantage when compared to other applicants when reading, writing and spelling may be a challenge. How can the process be changed to allow someone with dyslexia to show their skills? Presentations or public speaking may again not be beneficial for someone who has dyslexia.?

Dyslexia is described as a ‘super power’, so businesses should think about how they can make the most of this unique talent."

You can read the full?article?in People Management by?clicking here.

That's it from me for this week.?I'm off to do my Christmas shopping this weekend.??

The countdown to Christmas holidays is on, so if you've already finished for the festive season or looking forward to breaking up next week, then have a wonderful weekend.

Take care, Kate ????

PS.?I'm working until Wednesday 21st Dec, so if?you need extra help and support,?and would like to chat, then book a FREE virtual 'Coffee with Kate'

Disclaimer:??Every reasonable effort is made to make the information accurate and up to date, but no responsibility for its accuracy and correctness, or for any consequences of relying on it, is assumed by the author or publisher.?If you are unsure about how this information applies to your specific situation, please seek expert/legal advice.