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Should you survey employee satisfaction and engagement? This is a question we get asked quite often and our answer is always the same – only if you genuinely want to know what people think and are prepared to act on it and be seen to do so. You would think this was obvious, but all too often we hear of companies that conduct surveys but never act on the results. This is so much more damaging than never asking at all. Why I hear you ask? Well, if you were asked what you thought of working somewhere and you spent time answering the survey (often lots and lots of questions) and you never heard any more about it, how would you feel? At best you will be aggrieved that you wasted your time, but more likely and much more damaging is that you will lose faith in the company. You may feel there is no follow up as respondents have said they are not happy and the company either doesn’t care or doesn’t know what to do. You may feel that the survey was simply a tick box exercise or a fad – and again be pretty “cheesed off” about this. Perhaps you even decided to tell the business something really important, maybe borderline whistleblowing, as you wanted change – and you have been ignored. As well as damage to the reputation of the management team for ignoring the results, you may also be missing out on positive feedback about aspects you did not even realise people valued about working for you – that if you knew about it you would repeat. Finally, you will certainly see response rates to any future surveys dropping significantly as people literally think “why bother?” As with all surveys you can make them as complicated (and usually expensive) as you like, and many companies will do this for you and charge a lot for it. Our advice is always remember why you are doing it – to find out people’s opinions and be able to make changes to improve working lives and therefore business results. So, if your budget is to create your own on SurveyMonkey (we do a lot of these) then that is fine. What is really important is your planning for the communication of results, how you will involve people in acting on the findings and then again how you communicate the actions taken. So, to finish, going back to my opening line, if you think feedback will be negative and you are unwilling to do anything about it then don’t ask – it will only make a bad situation worse. However, if you are willing to genuinely listen, take action and communicate then our answer will always be YES. Posted by Emma Wynne
19th June 2019
Should employers monitor rest time and tiredness at work? As an employer it is important to remember that hard work doesn’t start and end only at work. We all have extremely busy lives. A piece of research conducted in September 2018, found that 46% of employees regularly turned up to their jobs feeling too tired to work. Posted by Charlotte Batchelor
12th June 2019
LGBT+ acceptance - Are we there yet? I read a blog a couple of days ago written by a gentleman who believed that gay employees don’t have to be ‘out’ at work. Initially I understood the message of the blog completely, in that whatever sexual orientation you have you shouldn’t have to disclose it if you do not wish to. Freedom of choice is important and sometimes we would prefer to keep ourselves a little mysterious! Posted by Charlotte Batchelor
5th June 2019
Steps to successful project management Now if you have a role like mine that seems to incorporate a random list of jobs that do not fit anywhere else, you too understand what I’m about to say. Technically my job is Business Manager. This equates to finance and accounts, supervision of staff, daily running of office, insurance and other expected tasks. Posted by Maria Parsons
5th June 2019
Should I offer rewards and benefits? You’ll be pleased to know that the quick answer to this is yes!  Followers of our blogs will know that this bit is coming, but what rewards and benefits you do offer ‘depend’ on what fits your organisation. Posted by Lindsay Baker
29th May 2019
How to create a learning culture that attracts better candidates Basically, a learning culture is an organisation where learning is happening all the time and is actively encouraged and sought out at all levels.  It goes way beyond planned learning activities, such as courses and qualifications, and includes attitudes to learning, feedback on performance and sharing of learning. Posted by Emma Wynne
22nd May 2019
Mental Health Awareness Week You would have to be hiding on a desert island somewhere with no links to the rest of the world to not have noticed that this week is Mental Health Awareness week.  Having said that it may be that being on the desert island is a conscious thought to protect your mental health, and it sounds like a good strategy! Posted by Emma Wynne
15th May 2019
The Games Employees Play… Now this article may be a little tongue in cheek, however, there are some certain tactics that are used by (a minority of) employees, but I’m hopeful that my ‘game play’ descriptions below may help you to identify when you have an issue with an employee and provide you with a little guidance on steps that you can take to stop play! Posted by Lindsay Baker
8th May 2019
Why Occupational Health? Humans are unique amazing creatures with the capacity to achieve great things. Unlike machines they do however fall ill and are unable to sustain working hours 24 /7. Some of the requests for support that we receive in terms of employee sickness and absences are ... Posted by Gwyneth Hodgkinson
1st May 2019
What’s the true cost of absence in your Business? When we think of absence, we think of employees calling us and giving a reason as to why they won’t be working for the day or for a specific duration. There is no doubt their welfare is extremely important, but what does this mean to the business? Posted by Emma Wynne
1st May 2019
Are robots taking over HR? It may seem as though I am writing this with an extremely biased view and of course you may think I’d say, “Absolutely not, automation and technology would never take over HR’s role!” Posted by Charlotte Batchelor
24th April 2019
Three questions that you should ask employees from time to time I like questions. They are a way of affirming knowledge and understanding. I am naturally curious, (some might say nosey) so perhaps that is why I love asking questions. Many clien... Posted by Gwyneth Hodgkinson
17th April 2019
The 3 key principles of professional selling The best performing businesses understand that sales are not simply something that the sales department “does”, it is an attitude, a set of principles and processes. It is neither art or science, moreover a blend of both and requires a lifetimes commitment to understand, refine and perfect. Posted by James Blackmore-Wright
10th April 2019
Do you know the Protected Characteristics? Protected characteristics fall under the Equality Act 2010 which protects those who sit within any of the areas from discrimination ... Posted by Charlotte Batchelor
3rd April 2019
The Best Lessons come from Bad Managers Many issues stem from communication; poorly communicated expectations or instructions. Employees not able or willing to communicate concerns or barriers to achieving these expectations. Posted by Gwyneth Hodgkinson
27th March 2019
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What our clients think

Their hands-on, down to earth approach to ‘all things HR’ is what makes Gateway stand out from the crowd. Their offering of quality, professional HR advice at an affordable price is what makes the Gateway solution a very good one. Having known and worked with Emma and her team for a number of years, I know that they deliver appropriate advice in any given situation … and not just legally compliant advice but advice that makes commercial sense too, which is essential in the running of a successful business
David Addison, Knights of Old Limited - Training client
We started working with Gateway HR earlier this year and never fail to be impressed by their friendly, efficient service and support. Their help over the last few months has been invaluable
Krissen Jessiman, Hingerose Ltd - Monthly peace of mind subscription client
I’ve run a small business for many years and thought I was doing it properly myself – I wasn’t! I can’t recommend Gateway highly enough for the way that they have taken care of my HR, sorted it out professionally and left me to concentrate on what I do best
Alan Bellamy, Bellamy Eyecare - Monthly peace of mind subscription client
“James Gray initially engaged Gateway HR for some advice around the departure of a senior, long-serving staff member. The advice we got was clear and concise and the team were always on hand to support decisions that were being made around contractual obligations.

Following this initial engagement, we took advantage of the RDLC offer of the HR audit and starter pack to review all our existing forms and contracts. This is great value as it gave us a new suite of compliant documents that are all consistent and tailored to us. We have also committed to a longer-term arrangement with the Peace of Mind service offering which ensures Gateway are always on hand for any guidance. We have been very happy with the support to date and look forward to continuing the relationship.”
Richard Samuels, MD, James Gray Recruitment
Our business is growing fast (we’ve doubled in staff in the last year) and that means dealing with a lot of employment hassles. We’re glad to have Gateway HR on our side. Not only do Emma and her team ensure we do everything correctly and legally, but they are always there when we find ourselves in a new situation. It gives us great peace of mind to know we can pick up the phone or send an email, and an expert is there to talk us through our options. Gateway HR is such a trusted adviser, that we now even recommend them to our clients. And there are very few companies we trust that much
Paul Green, Growth UK - Monthly peace of mind subscription client