<

!Google ads have two elements of code. This is the 'header' code. There will be another short tag of code that is placed whereever you want the ads to appear. These tags are generated in the Google DFP ad manager. Go to Ad Units = Tags. If you update the code, you need to replace both elements.> <! Prime Home Page Banner (usually shows to right of logo) It's managed in the Extra Theme Options section*> <! 728x90_1_home_hrreview - This can be turned off if needed - it shows at the top of the content, but under the header menu. It's managed in the Extra Theme Options section * > <! 728x90_2_home_hrreview - shows in the main homepage content section. Might be 1st or 2nd ad depending if the one above is turned off. Managed from the home page layout* > <! 728x90_3_home_hrreview - shows in the main homepage content section. Might be 2nd or 3rd ad depending if the one above is turned off. Managed from the home page layout* > <! Footer - 970x250_large_footerboard_hrreview. It's managed in the Extra Theme Options section* > <! MPU1 - It's managed in the Widgets-sidebar section* > <! MPU2 - It's managed in the Widgets-sidebar section* > <! MPU - It's managed in the Widgets-sidebar section3* > <! MPU4 - It's managed in the Widgets-sidebar section* > <! Sidebar_large_1 - It's managed in the Widgets-sidebar section* > <! Sidebar_large_2 - It's managed in the Widgets-sidebar section* > <! Sidebar_large_3 - It's managed in the Widgets-sidebar section* > <! Sidebar_large_4 - It's managed in the Widgets-sidebar section* > <! Sidebar_large_5 are not currently being used - It's managed in the Widgets-sidebar section* > <! Bombora simple version of script - not inlcuding Google Analytics code* >

Nearly 80 percent of UK managers think over politeness could be costing their business money

-

Research released today reveals that over politeness in the workplace could be detrimental to UK businesses. The research conducted by online expenses management provider, webexpenses, found that a staggering 78 percent of office-based business managers claim that being too polite could be costing their organisation money.

When asked if they were too polite when managing difficult situations at work, nearly two thirds of respondents said that they were. In addition, as many as 22 percent of managers said that they have not challenged the people they manage about taking too long on their lunch break, with a further 21 percent saying that they hadn’t challenged people coming into work late. Perhaps most strikingly, 20 percent said that they hadn’t challenged a fraudulent expenses claim.

The top reasons given by respondents as to why they hadn’t challenged wrongdoing in the workplace were due to managers not wanting to upset anyone (20 percent); not feeling comfortable having difficult conversations with employees (20 percent); and not wanting to appear rude (17 percent) – all of these symptomatic of over politeness in the workplace.

The research also revealed that it’s not only their own staff that UK business managers are avoiding having awkward conversations with. Showing over politeness to customers/clients is also costing UK businesses time and money with a quarter of those questioned saying that they have not challenged a client over late payment, with a further 20 percent saying that they have avoided having difficult conversations about doing work they are not being paid for.

Concerns about losing business is the number one reason for avoiding awkward conversations with clients and customers for 23 percent of UK managers. This is followed by managers not wanting to cause trouble (21 percent) or not wanting to appear rude (21 percent), while a further 20 percent were worried about upsetting someone.

Adam Reynolds, CEO of webexpenses, comments: “The findings of our research clearly show that stereotypical British politeness is having an increasingly detrimental effect on the nation’s businesses. The reluctance of UK managers to challenge their employees over simple discrepancies and a failure to observe simple workplace protocol could be costing these organisations considerable amounts of money and time. For instance, when looking at expense claims our research revealed that over 26% of managers feel ‘awkward’ or wouldn’t know how to deal with a person who has made a fraudulent claim expenses claim in the workplace.

“Our aim at webexpenses is to arm those overseeing company expenses with clear visibility of their company’s finance function, so that company expenses can be managed effectively. What’s more our software also has the ability to incorporate company expenses policy reminders for all users across an organisation – these helping businesses to minimise the risk of fraudulent and inaccurate claims. We’d strongly encourage all UK businesses to make the most of the tools now available to them to help boost their company’s bottom line.”

 

Latest news

Turning Workforce Data into Real Insight: A practical session for HR leaders

HR teams are being asked to deliver greater impact with fewer resources. This practical session is designed to help you move beyond instinct and start using workforce data to make faster, smarter decisions that drive real business results.

Bethany Cann of Specsavers

A working day balancing early talent strategy, university partnerships and family life at the international opticians retailer.

Workplace silence leaving staff afraid to raise mistakes

Almost half of UK workers feel unable to raise concerns or mistakes at work, with new research warning that workplace silence is damaging productivity.

Managers’ biggest fears? ‘Confrontation and redundancies’

Survey of UK managers reveals fear of confrontation and redundancies, with many lacking training to handle difficult workplace situations.
- Advertisement -

Mike Bond: Redefining talent – and prioritising the creative mindset

Not too long ago, the most prized CVs boasted MBAs, consulting pedigrees and an impressive record of traditional experience. Now, things are different.

UK loses ground in global remote work rankings

Connectivity gaps across the UK risk weakening the country’s appeal to remote workers and internationally mobile talent.

Must read

Neil Pickering: How HR managers can unlock their workforce potential

Small and medium sized businesses (SMBs) comprise the ‘engine...

Murray Furlong: A call for compassionate performance management

Performance management is rightly experiencing a radical overhaul. The structured, one-size-fits-all process of twice-yearly reviews, often perceived by busy managers as a necessary evil, has been denounced as formulaic, backwards-focused and subjective. In its place, pioneering employers such as Deloitte* are now advocating a continuous, ‘one-size-fits-one’ approach. But there’s an opportunity to take this even further.
- Advertisement -

You might also likeRELATED
Recommended to you

Exit mobile version