What Your Next Three Steps Should Be as a Post-Brexit Employer
The EU referendum has had a big impact on many areas of business, employment being a major one of those. So, with the dust now beginning to settle on the UK’s decision to leave the European Union, it’s about time we took a look at how we, as employers, should be acting now that we know “Brexit” is inevitable – if we haven’t started that already.
Perhaps the most insightful advice we’ve found so far is from the CIPD website in an article called “HR Reacts to Referendum Vote”. Let’s explore the key advice given by HR experts regarding the EU referendum and its impact on employment.
Step One: Rise Above the Rhetoric
Neil Morrison, Group HR Director of Penguin Random House, and the winner of the PM Power List of HR Social Media Users, is a very smart HR professional with a progressive and modern attitude to people management. He explains that instead of joining the crowds who are guessing what is going to happen, or what might or might not occur, we should examine the situation and clarify exactly what has changed and what hasn’t. Ultimately, not much has changed – yet – and so in the short-term, we know that at least we don’t have to scramble to update our policies and check through hundreds of pages of new employment legislation.
Step Two: Love Your Staff
Staff in many organisations are feeling anxious about the implications of Brexit – and this goes beyond only staff who are from other countries in the EU.
Neil goes on to say that you should reassure your employees that they have always been, and always will be, a valuable part of your organisation. Explain that you are going to remain an inclusive business that welcomes talented people from everywhere regardless of political red tape.
This advice is echoed by Danny Mortimer, Chief Executive of NHS Employers, who says that your priority should be that of supporting EU nationals.
“[Our organisation is] very dependent on staff members from the EU” he explains. “5 percent of our colleagues in the NHS are EU members.”
Danny says that their company’s sole and most desperate focus right now is trying to reassure their EU employees that they are loved and wanted. Their Twitter campaign #LoveOurEUStaff has been picked up across the NHS, and greater awareness is being achieved.
Step Three: Create a Plan to Retain and Train Your Talent
Danny’s next bit of advice looks at a more long-term approach.
“Over the next two years, we must work out the exit settlement, and find a way to retain our valuable workers” he says.
But more than just retaining talent, it is important that you push really hard in the area of Learning & Development. Some very potent advice on this front comes from Sukhvinder Pabial, who is the Learning and Organisational Development Consultant and Head of OD at One Housing Group:
“With such uncertainty over the next few years, this will demand a really adaptive approach, which will be a challenge” he says. “As time moves on, the implications for how operation and strategy must change will become more clear, and from an organisational perspective this will translate to upskilling staff in certain ways.”
What are You Doing Post-Brexit?
There’s lots more sound advice on the full CIPD article. But we’d like to know what your next move is going to be, now that the UK has voted to leave the EU. Are you making core organisational changes, or is it business as usual, with more of a “keep calm and carry on” approach?
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