We all know the power of Social Media but how effective is your business strategy?
Fortunately Twitter provide a fantastic FREE tool to check exactly how many times your Tweets are being seen online every day.
We're getting over 5k views per day. How are you doing?
Follow these 3 simple steps to find out:
Log in to your Twitter account and click on the "settings" button just to the left of the Tweet button. This will open a drop down menu. Click on "Analytics" to open the next screen.
On the screen below click "View all Tweet activity". This will reveal your Twitter statistics.
This screen tells you how many times your Tweets have been seen over the last 28 days and the number of times your Tweets are seen online every day.
We're getting over 5k views per day - how are you doing?
You can get some FREE Twitter tips BY CLICKING HERE.
There are numerous laws governing health and safety in the UK – and it is vitally important that employers are aware of these and fully compliant at all times.
Paying close attention to health and safety is hugely important, firstly to keep your workforce, contractors and visitors safe, and secondly to protect your business from drastic consequences. These can include substantial fines, disqualification of company directors and even imprisonment. Both the company and the individual owners can be prosecuted.
The starting point for any business is the Health and Safety at Work Act 1974, but you also need to be aware of the Management of Health and Safety at Work Regulations 1999, and any other specific rules relevant to your business sector or work activities.
One of the main tools in the H&S toolkit is the risk assessment. You must carry out adequate risk assessments of workplaces, jobs and projects in order to understand where risks arise and how best to reduce or manage them.
It is not just risk to your employees that you have to assess – you also need to consider how customers, contractors, visitors and anyone else involved in such activities might be affected.
Once you know what the risks are, think about what you can do to reduce those risks. Steps might include providing protective clothing, redesigning the job process, or putting safeguards in place for lone workers. You will also need to ensure that staff are adequately trained.
If you employ five or more employees, you must also have a written health and safety policy in place which is accessible to all staff.
Risk can never be eliminated completely, but employers must take reasonable steps to reduce risk where possible. What is ‘reasonable’ is something of a grey area so if you are not clear about health and safety you should seek always specialist advice.
For further information or advice, please call our Business Support team on 01904 528 200 and speak to Mark, Jo or David.
It’s common for owner-managers to become absorbed in the day-to-day running of their company. There is always so much to do and too little time to do it in. Realising that the business isn’t performing or growing, as it should be, only adds to the pressure.
So what’s going on? The most likely answer is that you’ve stopped stopping.
Read the full article here:
Industry events take time, planning and money. So why do them?
Because done correctly they can generate great returns.
The important part is selecting the right events to include in your marketing plan.
Read our event tips here:
The what, why and how about Search Engine Optimisation in plain English!
Read this article to learn how to approach your SEO properly.
Disillusioned by LinkedIn and Facebook?
Could we have some feedback on this please?
I am involved in the development of a new B2B online community. It will specifically sit between LinkedIn and Facebook ie it’s not going to be solely professional based a la LinkedIn nor is it going double as a platform for personal chit chat a la Facebook.
As such the new platform will appeal and be relevant to all industry and trade sectors and will be open to businesses across the globe. At the moment it’s called “Project Connect”. The actual name is currently with the creative team and it will be launched and headquartered in the UK or Europe later this year.
So we want to get some feedback from YOU the intended users!
The community will be membership based and options will include a monthly, annual or lifetime membership. The platform itself will provide an unlimited opportunity to communicate, incorporate a members’ directory and member only forums at least covering following:
Member Introductions Forum (including links to company websites, news, updates)
Marketing Forum (general news, advice, debate, questions)
Social Media Forum (general news, advice, debate, questions)
Help Required Forum (get feedback from the community re specific questions)
Services Offered Forum (who you are, what you do, link to company website, current offers etc)
Imagine being in at the beginning of LinkedIn or Facebook!!
LinkedIn is good for some businesses but not all. Likewise Facebook.
So what would make a brand new business community platform a no brainer for you?
This feedback is critical as the framework is still fluid enough to allow us to adopt what is important for YOU.
But why should you bother replying?
Well, initially we will be providing a limited number of free memberships so we can test the website and functionality. If you would like to be part of this exciting new platform please send an email to email@example.com so we can register your interest.
Once ready to go live there will be a massive social media campaign so the free memberships are likely to disappear within a few days. By registering your interest now we will give you the opportunity of taking up a free membership (on a first come first served basis) prior to the social media launch. So to be in at the beginning just send an email to firstname.lastname@example.org to register your interest.
Thank you in advance for your feedback.
If you employ staff, keeping your paperwork compliant and knowing what to do if issues flare up can be a worry – particularly if HR is only one of a number of areas you oversee in your organisation. This is why we have developed a package of services – under the name of ‘Harrowells Assist’ - that help you keep on top of your HR responsibilities whilst also spinning all those other plates!
We reviewed the other packaged services out there that are aimed at hard pressed business owners and senior managers. Most offer a bank of document templates, access to a general telephone helpline and some degree of insurance cover in the event of an employment tribunal claim.
Over the years we have been approached by a number of businesses disappointed to find that such services often failed to deliver when the need is greatest. There have been situations where standard employment contract templates have not protected the business in the event of a key salesperson leaving with lucrative client contacts, or where the telephone helpline is insufficiently responsive during the course of a fast moving problem, or where the company encouraged to settle on poor terms to ‘close the case down’.
Harrowells Assist has been created to tackle these kinds of issues head on. You get bespoke documentation tailored to your business; responsive advice in person, over the telephone or by email from a specialist employment law solicitor who knows your business and optional insurance cover which integrates with the advice you receive from your solicitor.
An innovative aspect of our package is that we also offer tailored training for your line managers. If they understand the importance of compliance and how to deal with situations that can arise, you can shift your organisation from one that is constantly reacting to issues to one that is proactive and avoids problems or – at the very least – can nip them in the bud.
More information about Harrowells Assist, contact MadeInYork regular attendee, Gillian Markland at Gillian.email@example.com or visit https://www.harrowells.co.uk/site/business_advice/employment_advice/harrowells-assist/.
"All the salesmen I’ve met have been friendly and polite.
It’s the long-winded sales pitch and the ‘take it now or leave it’ ultimatum that I object to".
Read this article to learn how to approach your prospects properly!
With the World Cup on the horizon, businesses need to be thinking very carefully about how to reduce the likelihood of the football season causing any disruptions in the workplace.
The UK has always been a nation of born-and-bred football lovers and it should come as no surprise that fans are already beginning to get excited for the World Cup, after kick-off times for the group stages were recently confirmed for mid-June.
One area where businesses might run into problems is holiday requests. Employers may receive a number of requests for match days but, if there are too many, they will not all be able to grant all of them.
Employers need to handle any requests for annual leave carefully in order to avoid workplace disputes, unauthorised absences or low morale among workers. If employees’ requests are unreasonable and allowances cannot be made, however, it might be worth considering temporarily relaxing the rules in the workplace in order to help fans keep up-to-speed with ‘the beautiful game’ while they work.
Businesses are under no legal obligation to relax their rules. However, this might be a practical way of reducing disruption if you feel that the World Cup might pose a problem.
Office-based businesses, for example, could consider relaxing their rules governing internet access during work hours by allowing employees to check football scores online.
Meanwhile, companies whose operations are based in workshops or garages could think about allowing employees to listen to football coverage on the radio while they work (although this may require a licence).
Crucially, if any of the above options are considered, employers need to ensure they strike the right balance between keeping their workers happy and still getting the work done – which means being clear about how much radio or internet use is ‘reasonable’ and sending around appropriate memos or emails to staff to communicate any restrictions.
Employers should also consider how the football might affect their workplace policies in other areas, such as alcohol use in the workplace. It is important to be clear with workers about what will and will not be considered acceptable behaviour – and that such information is passed on to employees in writing.
For further information or advice please call Hethertons’ Employment Team
on 01904 528 200 and speak to Jo or David.
Businesses need to be thinking very carefully about the ways in which they collect, store and process data, as the new General Data Protection Regulation (GDPR) is just around the corner. The GDPR applies to all personal data, whether it belongs to clients, consumers, employees, suppliers or vendors – so many businesses will need a complete overhaul of their existing procedures.
From 25 May 2018, the new legislation will change the face of data protection as we know it, and businesses need to be well-prepared, as fines for non-compliance are frighteningly high. For the most serious breaches, the Information Commissioner’s Office will be able to issue fines of up to 4 per cent of global turnover, or €20 million, whichever is higher.
In order to comply with the GDPR, all businesses must ensure that they process data in accordance with the six new principles. The data must be collected for specific purposes, processed fairly and lawfully, and it must be accurate and kept up to date. Data should be stored securely and kept for no longer than is necessary.
In addition, there are increased rights for the individuals whose data is held. Some of these are very similar to rights under the current law, but the right to be forgotten and the right to data portability are new, and the right to access data has been improved.
In order to prepare for these new rules, Hethertons recommend that you carry out an audit on the data you hold, including how you obtained it and what you use it for. You also need to check how secure the data is, who has access to it and whether you ever transfer it to other people outside your business.
Businesses will need to make sure that they have a lawful basis for using the data and, it is vital to provide a privacy notice to individuals to tell them what type of data you hold on them and what rights they have in relation to that data.
The GDPR rules are very complex and there is a lot of preparation to do by 25 May. If you are not yet fully prepared, call David or Jo on 01904 528200 for practical advice on what to do next.
You can see the Hethertons GDPR Essentials and GDPR Plus packages by clicking here: www.hethertons.co.uk/for-businesses/employment-law/general-data-protection-regulation/.
Animals play a vital role helping people overcome depression and mental health issues.
For one couple from York, their Burmese cat, Poppy, was a hugely important part of the healing process after their long battle with infertility. When parenthood was no longer an option, Mamta, from Nether Poppleton, set up a not-for-profit social enterprise called Flower Power York to support lonely, socially isolated and vulnerable people impacted by life changing events.
The idea presented itself while she nurtured her own cut flower patch, during a time she was dealing with loneliness, isolation and depression herself. This was a first step to recovery, giving her a way to channel her nurturing instincts, and focus on a new purpose.
With life at home still full of sadness not having a family of their own, the couple decided to get Poppy, a cat with very endearing childlike traits. She became their 'feline' child, providing a huge source of comfort and enjoyment. Yes Poppy is a cat, but she has had a profound impact on the couple's mental health and wellbeing, and changed their lives for the better.
On the 14th of March, Poppy went missing, from Nether Poppleton, leaving a gaping hole. Despite 1500 leaflet drop in the village there have been no sightings. She is feared to have got into a vehicle and transported elsewhere, or taken deliberately.
The devastated couple are appealing for any information on their beloved Poppy and are offering a reward for her safe return. Contact Mamta on 07899 695749.
Anyone who knows us at Red Kite Services will also know that we love Capsule CRM – we use it for our own business and help many of our clients set it up. It is easy to use, well priced (free for up to 250 contacts) and I keep finding new things that I love about it.
Of course, there are other options – Trello is great for lists and Basecamp for projects. You can store your emails and contacts in outlook and have a google calendar – but why not do all these things (and more) in just one place?
So here are just some of the fab ways that you can use Capsule CRM in your business:
Store all your contacts in one place – add specific information to them, link all the emails you send, upload all the relevant files add notes and record conversations.
Easily mass upload your contacts from a spreadsheet.
Add tags and categories to all your contacts so that you can search for them easily and set up lists from which you can contact everyone on the list.
Add tasks and to do dates in the calendar and link those tasks to your contacts. You can assign the tasks to other users and add notes.
Link your calendar to your google calendar or other online calendar.
Set up your regular procedures as a track, which gives you a step by step checklist of everything in the system. This ensures consistency for every lead or case.
Measure your pipeline – enter your leads and note whether they are strong leads or not to give an indication of your pipeline and where to make an effort in chasing leads up.
Cases – cases are like projects for clients, you can store emails pertinent to that case, link cases with other people, assign tasks and set up tracks within a case to ensure you do everything on time.
Download the phone app, so when you meet someone new when you’re out and about you can add them to your system straight away and set up a task to contact them.
Link lists to mailchimp and send out eshots, by ticking the correct button in mailchimp you can feed information about the recipients back into Capsule.
You can set up a form on your website that feeds directly into Capsule – so new leads go straight into Capsule.
Integration with lots of other software such as Wufoo forms and Xero.
Link the tasks directly to Toggl, so you can measure time.
So there is my list of over 10 awesome things you can do with Capsule CRM. My top tip if you do want to use it is to think how you want to use the contacts and categorise them before you upload them.
Sign up to try Capsule CRM here.
I am also running a Beginners course on using Capsule CRM on the 14th March at Blake House in York City Centre.
If you’re preparing to buy a business you can be forgiven for feeling a little overwhelmed by the barrage of legal terms to have been thrown in your direction.
With so much to think about – taking over a whole new enterprise is obviously no easy task – the earlier you seek expert advice on the legal aspects that you need to be aware of, the better.
Even before you sign any agreement to buy the business itself, the seller might well ask that you enter into confidentiality agreement. This will mean that you are under an obligation not to disclosure any of the information you receive during these initial discussions.
Then there are the Heads of Terms to consider. This is a non-binding document which lays out the key elements of the deal that is being proposed.
After this comes the “due diligence” procedure, which is key to ensuring that you won’t encounter any unexpected problems at a later date. This will include checks to ensure that the seller owns all the assets he/she is claiming and that there aren’t any existing agreements or ongoing disputes which could cause you problems.
Depending on the type of sale, you may be required to continue to employ some or all of the current employees. In these circumstances you will need to consult with the individuals concerned and advise of any intended changes which may have implications for them.
The Transfer of Undertakings (Protection of Employment) Regulations (TUPE for short) provides protection for the present terms and conditions of the existing workforce. It means that you may not find it easy to alter employment contracts, make redundancies or dismiss present employees.
It might be the case that you also have to consider how the assets of the business are to be transferred. Do the business premises have a lease? How long is it for? And can the agreement be transferred to you?
Last but not least, there is the sale agreement itself. You will want to be sure that the seller is giving you correct assurances. What guarantees and indemnities are being offered and do they give you sufficient protection?
All these terms might seem confusing, which is why dealing with an experienced solicitor can give you peace of mind that nothing will be overlooked.
Hethertons will work to ensure the whole process is as smooth as possible, enabling you to get on with running your new business! For further information or advice please call our Business Support team on 01904 528 200 and speak to Jessica, Jo or David.
A masterclass delivered by recruitment specialists One to One Recruitment
in conjunction with Make It York
Are you finding it difficult to hire?
Do you struggle to get the right person?
Are open vacancies having an impact on your business?
Well you’re not alone.
Come along to our workshop where we will look at all the stages of recruitment to help you get the right person to add value to your team. We will explore:
The changing times of the job market
How to identify the role you really need to fill in your business
The job seekers’ experience
Creating an advert that grabs the attention of the right people
Where to look for the people that are right for your business
Interviewing techniques that will identify the right person to add value
This workshop is ideal for business owners, leaders, HR professionals and managers who are responsible for recruiting.
With over 20 years’ experience in recruitment, Clare Hutchison from One to One Recruitment will share tools and techniques to help you identify the right role and the right person for your job, not just someone that ticks most of the boxes. Applying these tools and techniques will help you to save time and wasted effort, and ensure your business has in place the best people to support your visions, goals and continued success.
One to One Recruitment is a trusted recruitment partner in York and North Yorkshire, helping small and medium sized businesses recruit people who will add value and help their businesses grow.
Friday 23rd February 9.00am – 12.00pm, Location - York St John’s University Sports Field.
To book visit https://www.eventbrite.co.uk/e/youre-hired-tickets-39444298960 or call us on 01904 769142 and we’ll do it for you.
One to One Recruitment are expert recruiters for all commercial and office-based roles.
With our unique, friendly and professional approach, we ensure that we find the right ‘fit’ for your team and company culture - no matter how challenging and offer a range of services to assist you in the search for and selection of suitable candidates. With over 20 years of experience of knowing where to look and how to attract who and what you are looking for.
Are you looking for some initial recruitment assistance, but don’t want to hand over the reins completely? If so, our Entry Level Service is perfect for you. The service includes One to One Recruitment composing your job advert, posting it on top UK job websites and promoting it on social media platforms.
After this, it’s over to you…
The service advertises the vacancy for 28 days, generating candidates for the role, while still allowing you to make the decision on who you would like to interview, shortlist and finally employ. For only £295+vat.
“We’ve used One to One Recruitment’s Entry Level Service on several occasions to advertise our vacancies. Using their considerable expertise, they captured our company’s culture in the job description with fantastic results. Not only is it a great service, we’re amazed they can do it at such a brilliant price!”
Nikki Brannan, Sales & Marketing Manager, Monkbar Hotel, York
Are you getting noticed?
To advertise a job on one website costs an average of £160. And even after paying this fee, how do you know the advert is being seen by the right people?
Our Entry Level Service includes your advert being posted on multiple recruitment websites either locally or across the UK, with further promotion over several social media platforms.
And if that isn’t enough, One to One Recruitment are members of Visit York, so your advert will also feature on their website!
The following 2 links provide an overview:
For more detailed information contact Joanne Noble at firstname.lastname@example.org or call her on 01904 769142.
Time to Change is a campaign dedicated to changing the way we think and act about mental health run across the charities Mind and Rethink. Within the campaign we offer free resources to employers to help reduce stigma and discrimination around mental health in the workplace to promote positive workplace wellbeing.
We have over 600 employers currently signed up to our Employer Pledge, showing their dedication to tackling mental health stigma in the workplace, including Virgin Trains, Thames Water and Aviva. As part of the campaign we are running a project on start-ups and SMEs. Within our research we are looking at how we can best cater to the needs of smaller organisations and how we need to adapt our resources to do this successfully. To do this we are looking to build a profile of what it means to work in an SME or start-up and their general culture.
So if you’re in business in Yorkshire we need your help!
We have a survey at https://www.surveymonkey.co.uk/r/CWKS8DB which takes no more than 15 minutes to fill in. If you could help us with this in any way or if you know of any SMEs or start-ups that would be willing to help us we would be very grateful. If you have any questions please email Robyn Murphy at email@example.com or call him on 0208 215 2386. Thank you very much for any help you can offer and we look forward to receiving your completed survey. Thank you.
If you have been running a business on your own for a number of years, it is obviously a big step to take on your first employee.
While you’ll no doubt be pleased that your business has grown to the point that you need to bring in help, you might not be sure about the legal requirements.
The first thing to check when hiring someone is that they have the right to work in the UK. Employers who fail to carry out the necessary immigration checks, as required by law, could face criminal and/or civil penalties.
You should also take up references and get evidence of qualifications, which can help you confirm whether the candidate is right for the vacancy. You may also need to conduct a DBS (criminal record) check. This is a legal requirement in some, though not all, sectors.
When taking on an employee, you are required by law to provide them with a written statement of particulars within eight weeks of them starting the job. This is essentially a summary of the terms and conditions of their employment. It will cover information including an employee’s pay day, salary, holiday entitlement, notice requirements and the procedure for raising a grievance.
It is generally best to incorporate these details into a well drafted, comprehensive contract of employment. You will find that this approach gives you a greater degree of protection – and more flexibility – than a mere statement of particulars.
The clauses you insert will obviously vary depending on the nature of the business and the role concerned, but you may choose to take steps to protect confidential information, allow you to recoup money in the event that the employee is inadvertently overpaid and include a requirement to alter duties or hours of work if the needs of the business change.
You must also ensure that you comply with minimum wage laws - only recently hundreds of businesses were named and shamed by the Government for failing to meet their obligations in this regard.
Other things to bear in mind include Employers’ Liability insurance, registration with HM Revenue & Customs (HMRC) and pension auto-enrolment.
As far as health and safety is concerned, you won’t need to implement a formal policy until you have five or more members of staff – but you still need to ensure you are carrying out the appropriate risk assessments.
While sorting out all of the above might seem daunting, it will be a lot easier when you decide to take on your second employee!
For further advice on the legal requirements of taking on staff please call our employment team on 01904 528 200 and speak to Jo or David.
Lots of employees and employers don’t understand the rules which can be an expensive error on either side.
To help make sure you’re on the winning side try this quiz:
#leeds #printing #legal #business #charity #yorkshire #york #money #confidentiality #contract
In recent weeks stories about sexual harassment have dominated newspaper front pages, with a flood of allegations about senior figures from the world of entertainment and politics.
It is quite clear of course that the problem isn’t confined to Hollywood studios or the corridors of Westminster. Previous research has suggested that half of women and around a fifth of men had experienced inappropriate behaviour either in the workplace or at their place of study.
The flurry of publicity should serve as a reminder to businesses to ensure that they don’t neglect the issue and, with Christmas party season just around the corner, it is vital to ensure that your business has taken all the necessary precautions.
It should be remembered that all employers have a responsibility for employees’ actions at any social event they have organised, even if it is taking place outside working hours and away from your premises. With this in mind, the annual Christmas party should be considered an extension of the workplace and a business could be held liable if an employee oversteps the mark by, for instance, making an unwanted pass at a colleague or making an offensive joke.
You should make sure you have a policy in place which sets out the standards of behaviour which will be expected at the event, makes clear that any misbehaviour will be dealt with through the usual disciplinary process and that your employees are aware of it.
An event with an abundance of alcohol increases the risk of a potentially problematic incident, so it might just be worth considering limiting the amount of free alcohol available. And for bosses it is generally sensible to remain sober, allowing you to intervene if a problem does arise.
Finally you should check arrangements to ensure staff are able to get home safely after the party is over and be careful that any entertainment you book for the evening isn’t likely to cause offence.
While no-one wants to be seen as a party-pooper, and you no doubt want your staff to enjoy themselves this Christmas, taking a few simple, but necessary, precautions reduces the risk of an incident which could ultimately be hugely damaging to both your business and individual members of staff.