Bergamot HR

17/02/2026

Managing Performance: What Really Makes Teams High-Performing

Effective performance management is rooted in trust, clarity, communication, understanding team dynamics, constructive feedback & consistent processes....

14/01/2026

Employment law changes: Preparing for 2026 and beyond

The Employment Rights Act 2025 reformulates UK employment law, requiring proactive preparation from businesses to manage employee rights and responsibilities....

The Employment Rights Act 2025 reformulates UK employment law, requiring proactive preparation from businesses to manage employee rights and responsibilities.

12/07/2024

Yesterday I joined MPM Legal's excellent webinar, delivered by Peter Beisty, about Labour's proposed employment law reforms. It is a huge topic, but here are the main points that I took away:

🌟 Legislation will be introduced in the first 100 days, but not enacted. Some proposals will be quicker than others to deliver on. For example, the single status of worker pledge could take 5 years. However, Day 1 Rights could come into force by April next year, but more likely to be October next year.

🌟The combination of Day 1 Rights, an extended period of 6 months to bring tribunal claims and the removal of caps on compensation is likely to result in more claims, it will take longer and it will cost more.

🌟Whilst there is no need to panic, there are things employers can be doing now to prepare for the upcoming changes. I have outlined Peter's suggestions in the attached graphic

If you are an employer and would like to discuss further what you could be doing now to prepare for the proposed changes and how I could help you, please get in touch!

05/07/2024

🗳️🌹The UK has woken up this morning to a new Government. All Change!

Specifically in the world of employment, Labour has made a number of pledges that will have a significant impact on businesses. It remains to be seen how quickly and how fully all these pledges are enacted, but they have promised legislation in their first 100 days.

Here are some of their main pledges:
💥Give employment rights from day one
💥Give a single status of "worker" All workers to be given the same basic employment rights around sick pay, holiday pay, unfair dismissal, and more.
💥Strengthen existing employment rights and protections of pregnant staff, whistleblowers, workers in a redundancy, staff subject to TUPE, workers making grievances
💥Give self-employed people the right to a written contract
💥Remove existing national minimum wage age bandings.
💥Reform the role of the Low Pay Commission body and require them to take into account cost of living when recommending rates.
💥Ban unpaid internships that aren't part of an education or training course
💥Give sick pay to everyone at a "fair earnings replacement rate" and remove the waiting period
💥Make it mandatory for firms with 250 staff or more to publish an ethnicity pay gap report and a disability pay gap report.
💥Clamp down further on workplace sexual harassment
💥Make flexible working the default from day one for all workers
💥Make parental leave a day one right
💥Commitment to review Carers Leave Act
💥More job security for staff on zero-hour contracts
💥Replace government's statutory code on fire and rehire with a stronger one
💥Give workers the right to switch off outside of working hours
💥Employers to inform employees of their right to join a trade union in their written contract
💥Increase time to raise tribunal claims from 3 to 6 months and to introduce a single enforcement body
💥Businesses with 250+ staff to have a menopause action plan
💥Give workers the right to make collective grievances to Acas

I think HR and other employment professionals could be very busy in the coming months!

If you employ people and want to have a chat about how I could support your business, please get in touch. I offer a free, no-obligation initial consultation.

Send a message to learn more

24/04/2024

I think most people know about about Exit Interviews. They are a very useful source of information about your employee experience and brand from people who are leaving your business. But Stay Interviews are even better!

Are you looking for a way to reduce employee turnover and increase engagement? If so, you might want to consider conducting stay interviews with your team members.

A Stay Interview is not a performance review or a feedback session. It is a proactive way to understand what motivates your employees, what challenges they face, and what changes they would like to see in their work environment.

They can help you identify the strengths and weaknesses of your organisation, and take action to address them before it’s too late. They can also help you build trust and loyalty with your employees, and show them that you care about their well-being and career development.

Why conduct Stay Interviews?:

🌟 You can gain valuable insights into your employees’ needs, preferences, and expectations.
🌟 You can discover potential issues or problems that might affect their performance or satisfaction, and take steps to resolve them.
🌟 They are a powerful tool to retain your top talent and create a positive work culture.
🌟 They can help you prevent costly turnover, improve employee engagement, and enhance your employer brand.
🌟 They can increase employee engagement, motivation, and productivity.
🌟 They can support a culture of feedback and continuous improvement.

Stay interviews should be conducted at least once a year for each employee, but not as an add-on to a performance review.

Aim to have it as part of your annual cycle of people activities so all Stay Interviews are done within a few days or weeks of one another. This means that the information gathered is current and accurate, and the employee feedback is not left unaddressed for a long period of time.

Have you tried stay interviews in your organisation? What are the benefits and challenges you have experienced? What are your favourite Stay Interview questions?

Share your thoughts and experiences in the comments below.

As always - if this is something you would like to consider for your organisation and you would like some help, please connect and we can arrange a free, introductory chat.

23/04/2024

So who else started to run their own business and found they suddenly had about 6 different jobs?

🌟 I'm working on being a freelance HR Consultant
🌟 I'm a Social Media Manager (kind of - still getting to grips with that one 😂)
🌟 I'm a Strategy & Planning Manager (yeah - this one too)
🌟 I'm a Sales & Marketing Executive (and this one)
🌟 I make the tea ☕️ (I actually make excellent tea - Earl Gray, tiny splash of skimmed milk)
🌟 Web Designer....

I built my website ages ago, before I seriously started to launch my HR Consultancy business. It's been a learning curve...

Anyway, last week I decided that it wasn't really conveying what I wanted it to convey at all, and I hated it and wanted it to be all different.

So I have been working on the content and layout etc. so wanted to share my new-improved website with my lovely Facebook network.

Go and have a look! Please 😊 Make me smile when I check my analytics next week 📈 Share it with anyone you think may be interested! Grab the free HR Audit Checklist download while you're there. Book a free consultation with me if you think I can help your business.

Let me know your constructive feedback. (If its super-'constructive', maybe message me 😂)

www.bergamot-hr.co.uk

Flexible, Professional HR Expertise and Support for Small and Medium Sized Employers

22/04/2024

80% of employees who say they have received meaningful feedback in the past week are fully engaged — REGARDLESS OF HOW MANY DAYS THEY WORKED IN THE OFFICE. (Gallup)

Culture and leadership are two of the strongest drivers of a great employee experience and therefore engagement.

There is a lot of noise (from those who are not disadvantaged by a traditional office-based approach to work) that these are two of the things that suffer most when we embrace remote working. Of course - they are also concerned about your poor back and your eyes... 🙄 (if you don't get that reference, have a look at some of the reasons L'Oréal's CEO is ordering a back-to-the-office-mandate)

There are legitimate concerns about how to lead and manage people remotely, but it is possible. And this Gallup data proves that. It is all about adapting management skills and capabilities.

So the rest of the findings on this topic by Gallup: These are the top five characteristics of meaningful conversations, in order of importance:
🌟 Recognition or appreciation for recent work.
🌟 Collaboration and relationships.
🌟 Current goals and priorities at work.
🌟 The length of the conversation: Between 15 and 30 minutes is enough time for a meaningful conversation, but only if it happens frequently.
🌟 Employee strengths or the things they do well: Managers can have much more meaningful discussions about how each person gets their work done if those conversations are based on what they do best.

What do you think?

As a people manager or leader, do you have the skills and capabilities needed to inspire and motivate your people, give them a great employee experience and keep them engaged? Is this a development area for you? Or are you comfortable that your lack of willingness to grow and develop will perpetuate inequality in the workplace and hinder the opportunity for your people to have a great employee experience?

19/04/2024

I have been thinking about why I do what I do. I've been an employee and I've worked in HR roles up to leadership level so I know how it feels to be the 'end-user' or recipient of people management strategies and practices. I also understand the challenges leaders face in running their business and how the people aspects of that can have an impact.

As a freelance HR consultant, I want to help your businesses grow and thrive. Investing in your people leads to positive outcomes for everyone involved.

Here are some of the things that I want for you as my client, and how I can help you achieve them:

🚀 Make your business a great place to work and a destination for talent

I can help you design and communicate a compelling employee value proposition (EVP) that showcases your unique culture, benefits, and opportunities. I can also help you attract and retain top talent by using best practices in recruitment, onboarding, and engagement.

🚀 Take workload off your plate - let me do what I'm great at so you can do what you are great at

I can take care of all your HR needs, from compliance and administration to performance and development. I can provide you with expert advice, guidance, and support on any HR-related issue or project. I can also act as an extension of your team, working closely with you to understand your goals and challenges, and delivering customised solutions that fit your needs and budget.

🚀 Protect your business

I can help you mitigate risks and avoid costly mistakes by ensuring that you follow the latest laws and regulations, and that you have the right policies and procedures in place. I can also help you handle any employee relations or conflict situations

🚀 Improve your business performance

I can help you align your people strategy with your business strategy, and measure the impact of HR initiatives on your bottom line. I can also help you develop a culture of continuous improvement, innovation, and learning, by providing you with tools and resources to develop your employees' skills, competencies, and careers.

🚀 Enhance your employer brand

I can help you build and maintain a positive reputation as an employer of choice, both internally and externally. I can help you showcase your success stories, achievements, and best practices, and leverage social media and other platforms to reach and engage their target audiences.

🚀 Partner with you for the long term

I can help you adapt and evolve your people strategy as your business grows and changes, and as the market and the workforce trends shift. I can also provide you with ongoing support, feedback, and insights, and act as a trusted advisor and ally.

If you are looking for an HR consultant who can help you with any or all of these things, please feel free to contact me. I would love to hear from you and discuss how we can work together to make your business a great place to work. 😊

18/04/2024

I've posted couple of times this week about recognition. I've talked about how recognising employees can benefit your business and also suggested a few low-cost ways to recognise your people for their achievements and contributions.

Employee recognition is a key factor in employee engagement, motivation, and retention. However, many businesses make mistakes in their recognition practices that can undermine their effectiveness and impact.

Here are some common mistakes and how to avoid them.

👎 Being generic
Recognition should be tailored to the individual and the achievement, not a one-size-fits-all approach. Avoid giving the same rewards or recognition to everyone, and instead, personalise them according to the employee's preferences, needs, and goals.

👎 Being infrequent
Recognition should be timely and consistent, not a rare or annual event. Avoid waiting too long to recognise or reward employees, and instead, provide them with regular and spontaneous feedback and appreciation.

👎 Being unfair
Recognition should be transparent and objective, not biased or subjective. Avoid favouring or ignoring certain employees, and instead, use clear and relevant criteria and data to measure and reward performance.

👎 Being impersonal
Recognition should be meaningful and sincere, not superficial or insincere. Avoid giving generic or impersonal recognition, and instead, express your gratitude and appreciation in a genuine and specific way.

👎 Being isolated
Recognition should be shared and celebrated, not hidden or ignored. Avoid keeping recognition secret or confidential, and instead, celebrate it with the team, the department, or the organisation.

I'd love to discuss recognition or other strategies to drive a great employee experience and engagement in your business. Connect and message me if you'd like to have a chat about how we could work together 😊

Where have you seen recognition go wrong or not hit the mark? What recognition lessons can you share? Let me know in the comments!

17/04/2024

Recognising your employees’ contributions doesn’t have to be expensive. Here are some low-cost ways to show your appreciation:

🌟 Send a thank you card 🌟
A handwritten thank you card can go a long way in showing your appreciation. You can include specific details about the employee’s contributions and how they have made a difference.

🌟 A sincere word of thanks costs nothing and is very effective🌟
A simple “thank you” can be very powerful. Be specific about what you are thanking the employee for and how their work has impacted the team or company.

🌟 Give a shout-out on social media🌟
Share your appreciation for the employee on social media platforms such as LinkedIn or Twitter. This can help boost their visibility and showcase their achievements to a wider audience.

🌟 Write about them in company-wide comms🌟
Highlight the employee’s contributions in company-wide communications such as newsletters or emails. This can help raise their profile within the company and show that their work is valued.

🌟 Give a long-lunch, extra break or afternoon or day off🌟
Offer the employee some extra time off to relax and recharge. This can be a great way to show your appreciation and help them maintain a healthy work-life balance.

🌟 Gift them flowers, a book, vouchers, or other small gift🌟
A small gift can be a nice way to show your appreciation. Make sure the gift is thoughtful and tailored to the employee’s interests or preferences.

🌟 Send a thank you note and gift basket to their home 🌟
A gift basket can be a nice way to show your appreciation to the employee and their family. You can include items such as snacks, coffee, or other treats.

🌟 Team Treat 🌟
Buy a dozen donuts, or pizza or cake and announce to the department that they are for everyone to celebrate that individual’s achievement, they should stop by to say hi and get one. This can be a fun and festive way to show your appreciation.

🌟 Peer to Peer Recognition🌟
One way to develop a strong culture of recognition is to promote peer to peer recognition. The idea is to facilitate and encourage employees to recognise and appreciate their colleagues’ contributions. Here are some examples of how such a program can be implemented:
💜Kudos board: Create a virtual board where employees can post messages of appreciation for their colleagues.
💜Peer nominations: Allow employees to nominate their peers for recognition based on specific criteria such as teamwork, innovation, or customer service.
💜Peer awards: Establish awards that are given out by employees to their peers based on specific criteria.

The key is to create a culture of appreciation and recognition where employees feel valued and appreciated for their contributions.

What are some other low-cost ways you recognise your employees? Share your ideas in the comments below!

16/04/2024

We all like to feel appreciated, don’t we?

What kind of experience are your people having in your business? Is work a transaction? You give them money, they do some stuff? Or are they motivated and engaged to do a great job and give your customers a brilliant experience?

Recognition is one of the key drivers of employee engagement, performance, and retention, and it can have a significant impact on the business success and growth. I want to share with you 5 reasons why having a robust recognition strategy and practices are beneficial for your business:

🚀 Boosts employee productivity and creativity
When employees receive recognition for their work, they feel more valued, motivated, and inspired to do their best work and come up with innovative solutions. It can also increase self-confidence, autonomy, and empowerment, which can enhance their performance and outcomes.
🫶 Improves employee retention and loyalty
When employees receive recognition for their work, they feel more satisfied, happy, and committed to their organisation. Recognition can also reduce employee turnover, absenteeism, and burnout, which can save costs and enhance reputation. Recognition can also cultivate a culture of trust, respect, and belonging, which can strengthen employee loyalty and advocacy.
☺️ Enhances customer service and satisfaction
When employees receive recognition for their work, they feel more engaged, enthusiastic, and passionate about their work and their customers. Recognition can also improve employee-customer relationships, communication, and feedback, which can lead to higher customer satisfaction, loyalty, and referrals.
💥 Strengthens team collaboration and innovation
When employees receive recognition for their work, they feel more connected, appreciated, and supported by their colleagues and managers. Recognition can also encourage team collaboration, learning, and feedback, which can lead to better results and outcomes. Recognition can also drive a culture of continuous improvement, innovation, and learning, which can drive business growth and competitiveness.
👩‍💼 Develops leadership skills and competencies
When employees receive recognition for their work, they feel more recognised, rewarded, and developed by their organisation. Recognition can also help employees grow their skills, competencies, and careers, and prepare them for future challenges and opportunities. Recognition can also develop leadership skills and competencies, such as self-awareness, emotional intelligence, and adaptability, which can enhance leadership effectiveness and potential.

Recognition is part of your overall employee experience. Employees who have a great employee experience are more engaged and that leads to loads of positive outcomes for them AND for your business. If you’d like to talk employee experience, recognition or anything else people-related in your business, get in touch!