Top 5 reasons why you need People Pillar


Top 5 reasons why you need People PillarI launched my business two weeks ago today and have had a great response so far.  However, I thought it would be useful to set out the top 5 reasons why your SME needs People Pillar!!

Reason #1 I’m not going to tell you how to run your business. You know your people and your people challenges but sometimes might need a bit of help particularly with some of the tricky stuff. I also don’t like saying no you can’t do that. We will work together so I can understand your business and then find a pragmatic solution to your problem.

Reason #2 I want to help you create somewhere that people want to work and where they can perform at their best. In order to do this, I will give you straight forward HR advice and create an employee experience that is different to the traditional HR practices, many of which are out of date in today’s fast changing world.

Reason #3  I know I'm blowing my own trumpet but I do know my stuff. This isn't just me saying it - I’m a Fellow of the Chartered Institute of Personnel and Development (CIPD) and also have 15 years of experience in a variety of industries.

Reason #4 We can work together in different ways. I’m happy to have a chat on the phone, do a video call, discuss the issue over email or whatsapp or even venture out the house and visit you on site (providing I can still find some work clothes that fit!!).

Reason #5 I have a range of support options available and if you can’t find one that suits your needs, then we can have a chat and work out one that does. You also won’t be tied into a contract that is signed in unicorn blood.  I’m confident that you will want to stay with me but if you don’t, you can just give 30 days’ notice to wave goodbye.

So have a look at my website for lots more information on what I can help with. However, give me a call or book an appointment using the button at the bottom of the screen if you have any immediate queries on things such as:

  • furlough, 
  • bringing reluctant employees back to work, 
  • redundancy (or trying to avoid it)
  • flexible working requests, 
  • amending your contracts to build in more flexibility around place of work or lay off clauses, 
  • inducting someone new to your team remotely

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