Launch

We are excited to introduce you to 1850 Business Solutions Ltd, a new HR and Business Consultancy based in Cheshire, offering a full range of HR, Project Management and Business Improvement Services.  At 1850 we strive to offer the best possible service by truly getting to know you and your business and then tailoring a service to meet your requirements.

After operating at a senior level in a number of organisations and industries and following an extended period of maternity leave, our MD Claire along with her husband decided to take the next step in her career and set up 1850.  She is passionate about helping other businesses get the best from their people whilst also maintaining some flexibility and work life balance in order to focus on her family.  With this approach at the very core of the business, 1850 really do offer that personal and friendly service to keep your business compliant but also to try working in new ways to the benefit of both the organisation and its people.

1850 was set up on the basis of believing we can offer a unique service combining the skillsets of HR along with Project Management and Business Improvement to really set us apart from the usual consultancy offering.  The concepts and tools of each of these services really do compliment each other with many HR projects often requiring project management skills and transformation work.  With all of this together, we can really make an impact to the way your business operates and even your bottom line.

You might be wondering, why 1850?  The inspiration behind the name is a favourite ski resort of our founders – something they love to do with their wider family whenever they get the chance.  They decided to bring this passion into the business.

So, if you are looking for any assistance or inspiration, please do get in touch – we would love to work with you.

Client Case Study – Staunton Rook

Staunton Rook are a marketing and graphic design agency based in Chester.  They are a small team but very passionate and completely dedicated to what they do.  Staunton Rook came to us to discuss their contract of employment which hadn’t been reviewed for a little while.  They were conscious of changes to employment law and wanted to ensure they were compliant as well as having the necessary policy documentation in place to meet their duty of care to their employees and to keep things as simple and clear as possible for their team.

We had an initial meeting to understand the requirements and to get to know a little more about the company and how they operate, their usual style etc.  We then put forward a proposal to Staunton Rook of what we thought they needed and what would benefit them as a business – we were completely honest with them and didn’t want to try to sell them something that we really didn’t believe they needed.

As a result, we did a full review of the existing employment contract and rewrote this to ensure it was legally compliant and applied some best practice as to what should be included and which elements to remove / revise.  We also created a couple of key policies for them to introduce alongside their revised contract in order to make things clear and simple for both the employer and employees in terms of expectations and procedures to follow in certain circumstances. 

It was a pleasure to work with Staunton Rook, they were clear and concise, provided the detail we required and then entrusted us to complete the work for them.  We hope to be able to work with them again in the future.

Flexible Working – could you do more?

The concept of flexible working has grown massively over the years with plenty of research suggesting that allowing employees to work flexibly will result in a happier, more productive workforce.  Some employees even value flexibility more than or as much as pay and benefits.  But what do we mean by working flexibly?  For many people (and businesses), when they hear the term ‘flexible working’ their immediate thought is working part time hours.  However, flexible working can be and should be much wider than this.

Flexible working really can encompass any initiative, way of working, process etc. that can allow an employee to move away from their traditional working method.  Gone are the days where employees need to be attached to their desks in the office between the hours of 9am and 5pm.  Some organisations are making real efforts to introduce various ways of working for their teams in order to offer some flexibility and in an attempt to realign the work life balance.  However, it won’t necessarily work for all roles or all companies.  Flexible working can include allowing employees to work from home, flex their start and finish times or even altering the office environment in which they work.  It is essential that the organisation understands the potential impact of any new initiative and evaluates whether it will really work for them and give any benefit to the company and its employees, as well as having a clear policy in place.

At 1850 Business Solutions, we have a strong belief in flexible working and the benefits it can bring, it was one of the reasons for the Company being established.  We are passionate about helping organisations to think differently and consider whether they could make a change for the better.  Do you think you are doing the best you can for your business and your employees?  Would you like to review new ways of working and offering flexibility to your staff?  Get in touch to see how we can help you.

World Mental Health Day!!

We all have mental health and it is just as important as physical health.  Being in good mental health allows you to cope with life and the challenges it throws at you, play a full role in your family, workplace, with your friends etc. and achieve your full potential.

We can all have times where we feel stressed, overwhelmed or down about certain things.  Sometimes these feelings come and go, sometimes they develop into something more serious.  The most important thing is that we encourage people, our friends, family, employees, colleagues to be open and to talk, and that we make sure this is as easy as possible for them to do.

Here at 1850, we are committed to helping our clients ensure they look after the health and wellbeing of their employees and create an environment where people feel comfortable to discuss any issues or concerns they may have.  You might not be able to fix the issues for your employees, but you can fix the culture and environment that they operate within to ensure they have the ability to grow and develop and feel safe.

Lupus Awareness Month – October 2019

Lupus is an immune system illness mostly affecting females.  It is incurable and can affect any part of the body which is its biggest danger.  Lupus can have a wide variety of symptoms making it difficult to identify and diagnose, it takes an average of 7.5 years for a patient to receive a lupus diagnosis in the UK.  The two major symptoms are muscle and joint pain and extreme tiredness that won’t go away.

There are several factors that can trigger lupus such as a viral infection, sunlight, trauma, childbirth and strong medication.  The day to day impact of lupus can vary greatly between patients with some not documenting any symptoms at all for a number of months and others being affected on a daily basis by joint pain, depression and exhaustion.  This, along with the fact that the chronic illness is invisible can make it very difficult for a lupus sufferer to share and explain how they are feeling.  Often, if people can’t see the affects of an illness, they just don’t understand it and this can be frustrating.  It is helpful for lupus sufferers to maintain a positive attitude and to be completely open with family, friends and colleagues about the unpredictable nature of the illness and the factors which may trigger it.

Could one of your employees be suffering with something that you are unaware of, that is not always possible to see?  You can’t really help someone if you don’t know what they are dealing with but you can and should ensure that your employees are provided with an environment in which they feel safe and comfortable to open up and discuss any issues they may be facing which could affect their work now or in the future.

We don’t always know everyone’s full story, but we should make it a priority to try.  If you think you may have an employee struggling with an illness or any issues that could impact their work, please get in touch, we’d love to have a discussion about how we may be able to help you.

For more information on lupus, please visit https://www.lupusuk.org.uk/