“Review your approach to absence management or risk an increase in employee nonattendance” warned The City Region Employer Coalition earlier this month…
Government spending cuts are the most recent blow to the UK workforce. Whether it’s the threat of redundancy, a pay freeze or simply concern that the shake up will increase workloads; employees throughout the country are now subject to a whole new wave of stresses.
So considering reports that 13 million work days were lost in the UK due to anxiety-related illness in 2009, now is the time to shield your business and adopt a proactive approach to absence management, says Cascade sales director Richard Anderson.
If we consider a service-based organisation with a 1,000-strong workforce for example; 200 redundancies and a slashed budget could stretch employees beyond their capabilities, leading to a lesser quality service and subsequent customer complaints.
Increased workplace stress could then cause absence levels to rocket, thus placing further pressures on remaining employees and hastening the vicious nature of the cycle. While managers battle frantically to prevent service levels being further compromised, the support desk becomes overrun with complaints and the absenteeism issue remains unaddressed.
So how can we stop this worrying scenario from spiralling?
• Cascade’s workflow module allows companies to create a best-practice process for any given situation. Forms, screens and instructions guide users as to what action to take, which ensures the right decisions are made by the right people at the right time. Issues are addressed as they arise and no stone is left unturned. With absence management this is particularly important, as early identification is key
• Filters can be set up and attached to the workflow, so that the system runs a report and checks for matching criteria on a daily basis. Should the criteria – for example three days employee absence – be matched, the intuitive reporting tool then automatically starts the workflow process and prompts managers to take the necessary steps, when it is most timely to do so. This efficient, automated procedure eliminates errors, reduces unnecessary manual analysis and administration, and ensures issues are uncovered before they develop
• Cascade’s proactive software quickly becomes a valued and efficient member of the HR team, thus reducing the administrative workload and allowing the HR department to concentrate on a meaningful, supportive relationship with staff
• The self-service module within Cascade’s software empowers staff and helps to create a sense of involvement and responsibility among employees. This too alleviates the administrative workload within the HR department.
Crucially, it is important to remember that soaring absenteeism levels pose much more of an issue than simply the cost of sick pay and lost productivity. Maintaining staff morale levels and ensuring a positive feeling of wellbeing should therefore remain a priority, even in troubled times. This is not just a case of organising a corporate ‘away day’ every six months. Companies need to foster a culture of mutual trust, co-operation and open communication so that every day should is a wellbeing day.
Have a closer look at our software through a no nonsense, no commitment demonstration. Click here…
With less than a week left to go, excitement surrounding the World Cup really has reached fever pitch. National pride is rocketing as families, friends and colleagues throughout the country cross their fingers and hope that 2010 will be England’s year.
This level of passion is certainly something to embrace and be proud of, but businesses cannot lose sight of the need to adequately prepare for the four weeks of potential workplace disruption, caused by such an event. We have read many stories recently warning SMEs of lost productivity and unauthorised absence costs – whilst many have dismissed these warnings as nothing more than scaremongering, we should certainly take heed of some of this advice.
A massive event such as the World Cup could potentially push your HR team to its maximum capabilities, but if managed properly it is a chance to show your employees that you really value their involvement in the company. Here’s how the functionality of HR software could help…
• Preparation is key. Before the hype of occasions such as the World Cup, you could create a policy detailing the compromises you will make during the event, and the procedures employees should follow if they wish to request an authorised absence for example. This could then be added to the company documents module of your software, and staff could even be prompted to tick when they have read the policy, for your records
• A simple option is to listen to radio broadcasts in the office, or if you have a plasma screen why not allow employees to watch the event whilst working? However if you think this may cause too much disruption, you could perhaps nominate one line manager to monitor the event and distribute internal e-updates, or group announcements using HR software
• Many employees will request authorised absences in order to attend or watch an event such as the World Cup. If using a paper-based system, your HR team will find it difficult to manage this volume of incoming requests, and may struggle to grant appropriate authorisations. For example if your company has a number of designated first-aiders, not all can be away from the office at the same time.
However HR software can help with ‘key man blocking’, by assessing pre-authorised absences and prompting line managers as to who can and cannot be off as a result.
Cascade’s self-service module also allows for transparency across the whole company. Individual members of staff could look at what annual leave they have already booked off, their remaining holiday entitlement and who else is on annual leave at any given time (using team planners). They could then plan their own requests for authorised absence accordingly
• If some of your staff are based in other countries this would not be a problem with Cascade. The software utilises .NET technology and can therefore be accessed via Internet Explorer, so employees have the ability to request authorised absences with ease, wherever they are across the globe
• Flexi-time could be offered so that employees can take time off to watch or attend the occasion concerned, and they could then work the time back to prevent lost productivity. *But with HR software you could also empower staff and make use of a ‘work from home’ authorisation tool within Cascade’s workflow module
• You could consider granting unpaid annual leave, as long as this doesn’t cause any workforce or productivity disruption. Rather than creating an added burden for your payroll team, HR software could record this unpaid leave, and – due to the fully integrated nature of the payroll module – subsequently aid payroll calculations.
It is important to remember that HR software is an undoubtedly powerful engagement tool. Branded to align with the look and feel of your own company, software can effectively communicate with staff, record this communication and manage what could otherwise be a very difficult, labour intensive process.
So if you don’t have Cascade’s software in place, maybe it’s something you should consider ahead of future major events such as the 2012 Olympics?
* During an event such as the World Cup, some of your UK employees may be supporting other nations, so it is important that your flexible working practices don’t centre solely upon the England games.
Remember as well that not all members of staff will have been bitten by the bug of the event. However that is not to say that they should be exempt from any temporary changes to working practices, as this would dampen morale levels.
Have a closer look at our software through a no nonsense, no commitment demonstration. Click here…
On April 6th, doctors throughout England, Wales, Scotland and Northern Ireland replaced the traditional ‘sick note’ with a Statement of Fitness for Work or ‘fit note’. Intended to provide more information regarding employees’ health condition, fit notes also contain advice from GPs regarding the ways in which patients can return to work.
It has been claimed that the fit note could curb absenteeism and save the UK economy approximately £240million over the next 10 years, yet still many people worry about the impact of its implementation. However help is at hand.
Here we look at a selection of potential pitfalls, and how can they be managed…
• Employees may return to work from a period of illness, but under specific conditions such as reduced duties or temporarily fewer hours. Whilst doctors’ advice is not mandatory, every attempt should be made to accommodate these conditions to reduce unnecessary sickness absences and so as not to discriminate against the employee.
Using Cascade’s workflow system, clients can devise and/or adapt processes to ensure decisions are made at the right time, by the right people and most importantly from the right set of suitable options. Documenting the outcome of any given situation will also guarantee consistency and auditability in future ‘fit note’ scenarios.
• Small businesses particularly need to be prepared for the impact of this new legislation, as they may struggle to allocate ‘return to work’ resources accordingly. However with Cascade’s intelligent software, clients can review their existing practices and make workflow amendments accordingly. This need not be a complex or costly procedure –because Cascade’s flexible technology encourages change, clients can make any adjustments themselves rather than contacting the software development team and thus incurring a fee.
• Responsibility lies with HR teams, not only to be aware of and incorporate the new medical statement, but also to ensure line managers throughout the company understand the implications of the changes. In the long-term Cascade’s tools for managing flexible working practices and identifying absence trends will ensure significant time savings and alleviate the pressures placed on the HR team.
• Whilst an employee may not be fit for the full scope of their usual employment duties, this doesn’t mean they cannot return to the workplace. If appropriate, employers should consider providing useful training and development opportunities that the employee may ordinarily struggle to fit into their ordinary full schedule.
• The advice provided by GPs does not go into a great level of detail. Close liaison between employer and employee is therefore necessary to ensure a considered approach to “get well soon”. Dialogue between doctors and HR is being encouraged to ensure any advice is fully understood, however it is unlikely this will happen immediately.
A more considered approach to absence management has always been an extremely valuable outcome of the Cascade software. For example, considering their own experience of the Cascade software, Wakefield and District Housing commented: “Our sickness absence levels across the organisation have decreased following the introduction of manager self service for sickness reporting. Our absence rate average per employee has dropped from 10.5 to 9.75 days lost to sickness.”
However reduced absenteeism figures do not just improve cost-efficiencies; they also help to ensure employee wellbeing. Studies have shown that work promotes physical and mental wellbeing, so let’s hope the fit note is another step in the right direction.
Have a closer look at our software through a no nonsense, no commitment demonstration. Click here…
Last month, outspoken business leaders throughout the country aired their views surrounding Alistair Darling’s “budget for recovery”. For example where he was praised by many for his suggestions regarding flexible retirement and the movement of civil servants out of London, there was uproar elsewhere that his speech was an ineffective attempt to reassure us the economy was in safe hands. But whether or not we felt his propositions had substance, it is important for us to now ensure we have our own policies in place to further our recovery from the recession. We must consider for ourselves how we can continue to increase efficiencies, strengthen our market position and ensure staff retention.
Taking our own positive steps to manage the country’s recent mistakes is perhaps evermore important as we now find ourselves in the countdown to the General Election. We have heard proposals from the three main parties regarding flexible working, national insurance and public sector reforms, so regardless of the resident at ‘Number 10’ next month, employers and employees will be affected by major change.
Political movements are never without criticism, but rather than dwell on the negatives – both as we prepare for the General Election, and in the wake of any parliamentary changes – it is important that a constructive corporate attitude is fostered.
Expert advice should be sought when needed, because although Government leaders may not wholly support your corporate strategy, there are plenty of people that can. Businesses must also ensure they have the infrastructure in place to deal with any HR changes.
One crucial tip is to ensure your software is up to date. With Cascade’s flexible technology – unlike many other systems in the marketplace – this needn’t be a complex or costly task. Rather than involve our development team, clients can redesign workflow processes themselves with ease and at no extra cost. But if you are in any doubt regarding how to achieve maximum functionality from your data, just give your account manager a call.
Cascade’s software also meets the HMRC standard for payroll, and is tested annually by the HMRC to ensure the functionality remains up to date. Legislative changes such as adjustments to National Insurance can be made securely, at the right time and by the right team of in-house Cascade professionals, so you need never fear that you’ll be left behind.
Change is inevitable regardless of who receives the most votes by May 6th. However, you don’t have to worry that Cascade won’t change with you, every step of the way.
Have a closer look at our software through a no nonsense, no commitment demonstration. Click here…
As companies continue to weather the effects of the recession, many employees are clearly doing all they can to support their employers’ recovery attempts.
It is perhaps unsurprising then that recent Trades Union Congress research suggested the number of people working “extreme” levels of unpaid overtime has rocketed in the past year. Teachers and lawyers were cited as the professionals most likely to put in the extra hours of unpaid work, but the trend is undoubtedly more widespread.
For many, unpaid overtime is just a fact of life, especially as companies battle to strengthen their current market position. But whilst it is perhaps inevitable in some industries, management should certainly not expect it.
Trades Union Congress general secretary Brendan Barber warned: “A long hours culture is bad for workers’ health and family life – whether the hours are unpaid or not,” and this is something that employers need to remember. If line managers submit their staff timesheets using Cascade’s self service tool, HR can keep a watchful eye on the number of hours worked.
Some companies have argued that it is too difficult to manage overtime payments, which is perhaps an understandable issue if using a paper-based timesheet system. But the full integration of Cascade’s payroll module will allow accurate calculations, regardless of any fluctuation in hours worked.
To prevent morale from plummeting, companies must show their appreciation for employees’ efforts. Although it may not be possible to offer financial incentives and rewards, managers could suggest flexible working patterns. Why not empower staff and make use of a ‘work from home’ authorisation tool within Cascade’s workflow module?
It is important to reassure employees that there is light at the end of the tunnel. Whilst it may not be appropriate to disclose confidential balance sheet figures with staff, if your company has started to show signs of recovery why not share this with your employees. The reporting tool within Cascade HR can be used to create insightful trends, analyses and statistics with just a few clicks, so this doesn’t need to be a complex task.
Taking simple steps to ensure you support your staff at a time when they are really supporting you, should help to ensure they are still with you even when the recession is nothing but a distant memory.
Have a closer look at our software through a no nonsense, no commitment demonstration. Click here…
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Dan Edwards, Cascade’s software development director talks to us about his career and shares with us his inspiration behind the launch of Cascade’s latest software development…
“It all began in 1992 when I earned my stripes with the company as a university placement student. I found a great environment in which to develop my skills, and after graduating I returned as a software developer.
In the early years of my career, one of the things I loved most was talking to customers. At client meetings I would listen to the challenges that our clients faced, and then come back to the office brimming with ideas of how to make their lives easier. I got a real buzz finding solutions to their problems and then developing the software that could make these solutions a reality. For me, it’s just like Lego for grown-ups.
This passion for analysing clients’ requirements has stayed with me throughout my career. As software development director I now head up a 17 strong team, but talking to customers remains a large part of my job.
I – very much like the wider Cascade team – never like to stand still. The challenges that our clients face evolve constantly, so it is essential that we continue to cultivate new solutions to meet their changing requirements. That’s why I’m really proud to be one of the ‘brains’ behind the newest Cascade software solution – version 4.0.
I particularly like the fact that the new functionality within version 4.0 wasn’t driven by a bunch of ‘techies’. Instead the inspiration was our customers – the people who are going to be using it. After all, there’s no point introducing clever functionality if clients don’t need it, or don’t know how to make it work.
By analysing our product road map – a catalogue of customer feedback and suggestions – it became apparent that we could upgrade our software so that the enhancements would be relevant to everyone and would ‘future-proof’ them as technological advances continue apace elsewhere.
Some of my favourite features within version 4.0 include the enhanced office reports which allow complex management analysis with just a few clicks. We have extended our popular ‘Query Builder’ tool and allowed for data integration with clients’ intranet. Our training manager tool has been extended to centre upon a wider and more in-depth selection of features, and we’ve introduced a streamlined user interface that is incredibly easy to navigate.”
Have a closer look at our software through a no nonsense, no commitment demonstration. Click here…
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Sometimes it is difficult to get exactly what you need from a website. It’s important that a company’s website is informative and provides plenty of resources which are useful to your buying process but how can you get a 5 minute insight into a company that is delivered easily and with minimum effort?
Well, we think video is the easiest medium to give you a quick insight into who we are and what we do. That’s why we have created 3 key videos for you to watch. You can link to our software, user group and case study videos below and from the home page of our website. We hope you enjoy them and find them useful.
This site is full of useful information about our software but what better way to find out what our software does than to sit back, sip your coffee and enjoy our professionally created software video?
Enter your details to recieve the software overview video. Click here…
What do our clients think of us? Well, the easiest way to find out is to watch our User Group video. Interviews with end users and an insight into our user groups presented in a professional video.
Enter your details to recieve the User Group video. Click here…
What better way to find out how we implement our solutions than to see the Case Study presentation provided by Wakefield District Housing’s own Project Manager at the last CIPD Conference.
Enter your details to recieve the User Group video. Click here…
What other users think of a product is a vital part of our modern buying process. Whether it’s the latest “App” from iTunes, a new book from Amazon or deciding whether you can trust a Seller on eBay, we instinctively look for reviews and ratings. After all, why take risks when there is so much choice today?
When it comes to making that all important HR & Payroll software buying decision the need for reassurance from those that bought it before, is even greater.
The majority of what you read about a potential HR and Payroll solution provider is the provider’s own opinion of itself. Clearly that is always going to be biased. It is our message, what we believe we are providing presented through a website, brochures, sales people, advertising and a whole host of other activities that ultimately don’t mean very much to you.
Whilst Cascade’s marketing message is firmly built upon what we do, how do you know that’s the case? The only way to do it is to examine what a provider’s clients have to say and ultimately, to ask them your own questions directly.
That’s why our website provides a range of case studies and client testimonials (See the links below). It’s why we make a big thing of our landslide win at the Software Satisfaction Awards, an award 100% voted for by clients via an independent third party. It is also why we have such a good reputation, not least of all in sectors such as Housing Associations.
Housing Associations are unusual. They do the same thing but don’t compete. That means they are open and talk to each other, they talk to each other a lot!
When we are talking to Housing Associations we rarely get chance to offer and organise a reference site because typically, someone at the prospective client knows someone at our existing client. If we had a bad reputation, we wouldn’t even be invited into the selection process.
However, we don’t just get invited into the process, we consistently win contract awards in Housing Associations and now have more than 30 Housing Association clients, all through reputation built on high quality software, accurate and honest sales, determined and attentive implementation projects and flexible and knowledgeable support.
We see housing, and the legal sector where we have a similar client base and reputation, as snapshots of our approach across our entire client base. Referrals and recommendations now represent our third most common source of new clients.
But why do Housing Associations consistently choose Cascade? Let’s ask them…
Sue Gott, Head of HR at Futures Housing commented “After one failed attempt with another HR software supplier we were really nervous about taking the plunge again. After lots of research and helpful referrals from Cascade staff, we were excited about what Cascade could offer us.
Without exception our HR Team and our Manager’s love this easy to use, highly visual tool that provides clarity and transparency of management information.
I can’t tell you how happy we are with our choice and how much easier life has and will continue to become. Whenever I get the opportunity to tell people about our new software, I seize the moment. Great product, great support, great result!”*
Sue isn’t alone, Rosie Green, Group HR Manager at Synergy Housing said, “Staff and managers have really benefited from being able to book/approve leave through the self service option. They find the system easy to use.”* and Rosemary Horan, HR Officer at Community Gateway Housing, told us “Cascade has made our organisation more efficient. It is easy to use and the back up support from the Help desk is invaluable.”*
Sue’s comment above that “Whenever I get the opportunity to tell people about our new software, I seize the moment” sums Cascade up.
*Source:Cascade Client Survey January 2010.
To find out more please follow any of the links below or contact us on 0113 2554115.
Example Clients and split by sector
Have a closer look at our software through a no nonsense, no commitment demonstration. Click here…
We read last week that the country’s top ten legal practices are working together in a bid to overcome diversity issues in the workplace. Meeting regularly to share best practice, the aim is to stabilise the gender imbalance at partnership level, and make a senior law career more appealing to women. This approach is undoubtedly encouraging, and also very…sensible.
When the success of a company depends upon the quality of service provided, the management of people – truly a firm’s most valuable asset – is crucial. Employees should be given the opportunity to flourish and barriers to progression should be removed, especially when trying to retain talent.
One issue – apparent in law firms but echoed throughout varied industries – is that the expectations and workload associated with a senior position are often incompatible with the demands placed on a parent trying to raise a family. Sadly this indicates that to a certain degree the glass ceiling still exists, not just for women but for parents in general.
To begin to rectify a gender imbalance, the provision of flexible working practices is certainly key. So how can this flexibility be achieved?
• Operationally, a company needs to decide beforehand what flexible working options it can offer, without:
- causing too great a disruption to the level of work it can handle
- compromising the quality of service offered
- placing too much pressure on other members of the team
• Culturally, senior management need to adjust any blinkered attitudes, and realise that flexible working practices can be very effective. For example, a partner doesn’t need to be in the office to make a valid contribution to a meeting. It is also important to acknowledge the dynamics that a gender-balanced senior team can create
• In the ever-changing world, companies need to have the technology in place to effectively manage a flexible workforce. HR teams require a software solution that allows them to easily set up different working practices, procedures and rules, with which to manage their employees.
Because it is typically very expensive to modify traditional software, companies perhaps fear change. But by design, Cascade’s .NET solution embraces change so as to not restrict clients that are looking to improve their business. This is not just a matter of functionality – Cascade’s core principal is to encourage clients to adapt, because the software can adapt with them.
The 25 legal companies utilising Cascade HR – and indeed the full scope of our 215 clients – recognise the level of control they can achieve, with minimal effort. Flexible working is not for everyone, but it need not be feared. And software alone cannot completely eradicate all diversity issues, but it removes one of the barriers perhaps currently preventing the level playing field.
Cascade Sales Director, Richard Anderson
To find out more contact us on 0113 255 4115 or via our contact form at Contact us
One feature that we are rarely asked to demonstrate is responsibility. Everyone asks about dashboards, reports, screen designers and workflows but rarely do our clients ask us if we are responsible for everything.
Who takes responsibility for Payroll the day before the payroll must be completed and you need help? What about when you write a workflow or create a report and you’re not quite sure if it is right? When you call the help desk is it absolutely clear that they are responsible for everything?
With most suppliers there are grey areas. Why? Because many suppliers have taken on partner systems for Payroll, Workflow or Surveys and other crucial elements of their “Solution”. Other common partnered systems are Organisational Charting and a very common one is Report Writers. This approach is quick and easy for the developer. No initial or ongoing development costs, no support costs, just a quick and easy way to add functionality.
Instead the cost is passed on to you, the end user. A myriad of development styles is brought into one, different approaches to interfaces, different upgrade schedules, multiple systems being developed independently for different markets. Multiple databases, interfaces, the pitfalls are endless not to mention support and advice.
What about when a partnership comes to an end? You’ve invested in a HR system from company A, who supplied you with a rebadged Payroll system from company B, but now company A has been taken over by another supplier who have their own payroll system. They won’t support the payroll system you bought and instead, recommend that you re invest in their payroll system which they are now promoting and supporting. Sound familiar? To many companies, it’s all too familiar.
Here at Cascade we believe in one supplier, one developer, one solution, one helpdesk – in fact we believe in one phone number to call for 100% responsibility.
All of our solutions are developed by us, internally. All our staff are direct employees based in Leeds, West Yorkshire. All of our solutions are owned, implemented and supported by us.
That means everything is truly integrated. Not just our HR and Payroll systems, everything. All of our software, our services, our support, everything. Our Account Managers work in the same team as our Project Managers and all report to our Client Services Director, not our Sales Director. The people who write the software sit next to the people who implement it, who sit next to the people who support it and those that sell it. We even make a cuppa for each other, occasionally!
For a truly integrated, award winning, company, solution, services and support from one developer and supplier that is 100% UK based and focused on HR and Payroll solutions, Cascade are the only choice.
To find out more contact us on 0113 255 4115 or via our contact form at Contact us