November 2022
Iām always impressed by Corporate Rebels. Their most recent piece gives an inspiring account of whatās possible, with great examples of how some employers are responding to rising inflation.
In it, it talks about putting people first ā we get that at SCSN, as weāve written about before.
Everyone now knows about our 4 day week! But itās not all we do here to work differentlyā¦
No timesheets, no clocking in and out, no insistence of being at desks ā none of that.
We are a small team and you know most of us so itās difficult to talk about some of our approaches without breaching peopleās privacy but each one of us is different, with different likes and dislikes and styles of working. So we are flexible and understanding. The work gets done.
Weāve made a cost of living payment to staff already ā Iāve no way of knowing what our funding will be next year and what our budget might looks like so our fabulous board of directors approved a cash in pocket move thatās made things a bit easier for some of us. I was horrified to hear recently of some third sector organisations who havenāt been able to offer a cost of loving rise for a number of years, our grant application this year WILL include a cost of living increase request ā Iāll let you know how we get on.
We have reviewed travel arrangements ā we are stuck with 45p per mile (which in no way covers petrol now, let alone other wear and tear etc.) So we have changed whatās claimable.
Itās trauma informed practice and itās how every employer should be working post Covid and amidst this cost of living crisis.
Here are some things that Iāve found useful if you are looking to do the same:
https://www.gov.scot/publications/trauma-informed-practice-toolkit-scotland/