Email Etiquette – good practice email tips

Concrew Training Logo - The Logo of Concrew Training. Provider of high quality hogh value training and CPD services across England, Wales and Scotland

16 hints and tips for good practice when wring and sending emails. https://concrew-training.co.uk/wp-content/uploads/2023/10/Communication-Email-Etiquette.pdf more free guides, from Concrew Training, available at https://concrew-training.co.uk/free-guides 1. Include a clear, direct subject line. People often decide whether to open an email based on the subject line. Choose one that lets readers know you are addressing their concerns or workplace issues. Examples of a good subject line include, “Meeting date changed,” “Quick question about your presentation,” or “Suggestions for the proposal.” 2. Use a professional email address. You should use your company email address. But if you use a personal email account occasionally for work-related correspondences, you should be careful when choosing that address. Ensure in house data protection, customer service and privacy policies permit this. You should always have an email address that conveys your name so that the recipient knows exactly who is sending the email. 3. Think twice before hitting “Reply all.” No one wants to read emails from 20 people that have nothing to do with them. Ignoring the emails can be difficult, with many people getting notifications of new messages on their smartphones or distracting pop-up messages on their computer screens. Refrain from hitting “Reply All” unless you really think everyone on the list needs to receive the email. 4. Include a signature block. Provideyour reader with some information about you. Generally, this would state your full name, title, the company name, and your contact information, including a phone number. You also can add a little publicity for yourself, but don’t go overboard with any sayings or artwork. Use the same font, type size, and colour as the rest of the email. 5. Use professional salutations. Don’t use laid-back, colloquial expressions like, “Hey you guys,” The relaxed nature of our writings should not affect the salutation in an email, “Hey”is a very informal salutation and generally it should not be used in the workplace. AndYois not okay. Use“Hi”or“Hello”instead. Avoid shortening anyone’s name. Say, “Hi Michael,” unless you’re certain he prefers to be called “Mike.” 6. Use exclamation points sparingly. If you choose to use an exclamation point, use only one to convey excitement. People sometimes get carried awayand put a number of exclamation points at the end of their sentences. The result can appear too emotional or immature. Exclamation points should be used sparingly in writing. 7. Be very cautious with humour. Humour can easily get lost in translation without the right tone or facial expressions. In a professional exchange, it’s better to leave humour out of emails unless you know the recipient well. Also, something that you think is funny might not be funny to someone else. Something perceived as funny when spoken may come across very differently when written. When in doubt, leave it out 8. People from different cultures speak and write differently. Miscommunication can easily occur because ofcultural differences, especially in the writing form when we can’t see one another’s body language. Tailor your message to the receiver’s cultural background or how well you know them. A good rule to keep in mind, is that high-context cultures (Japanese, Arab and Chinese) want to get to know you before doing business with you. Therefore, it may be common for business associates from these countries to be more personal in their writings. People fromlow-context cultures (German, American, or Scandinavian) prefer to get to the point very quickly. 9. Reply to your emails – even if the email wasn’t intended for you. It’s difficult to reply to every genuine email message ever sent to you, but you should try to. This includes when the email was accidentally sent to you,especially if the sender is expecting a reply. A reply isn’t necessary but serves as good email etiquette, especially if this person works in the same company or industry as you. Here’s an example reply: “I know you’re verybusy, but I don’t think you meant to send this email to me. And Iwanted to let you know so you can send it to the correct person.” Note: you are advised NOT to reply to emails that may not have originated from “non-genuine” sources. These may appear as sales and marketing type emails or emails that are very short in nature and invite you to follow a hyperlink. Opening and/or replying to marketing type emails confirms to the sender that your email address is active and may lead to an increase in the number of “non-genuine” emails you receive. Emails from people and organisations that you do not have a relationship with, especially when they contain very little text and encourage you to follow a hyperlink, may contain links to web pages that are designed to trick you into giving personal information and/or installing dangerous software. 10. Proof Read every message. Your mistakes won’t go unnoticed by the recipients of your email. And, depending upon the recipient, you may be judged for making them. Don’t rely on spell-checkers. Read and reread your email a few times, preferably aloud, before sending it off. “One supervisor intended to write, ‘Sorry for the inconvenience,’ “But he relied on his spell-check and ended up writing, ‘Sorry for the incontinence.'” 11. Add the email address last. “You don’t want to send an email accidentally before you have finished writing and proofing the message. Even when you are replying to a message, it’s a good precaution to delete the recipient’s address and insert it only when you are sure the message is ready to be sent.” 12. Double-check that you’ve selected the correct recipient. Pay careful attention when typing a name from your address book on the email’s “to”line. It’s easy to select the wrong name, which can be embarrassing to you and to the person who receives the email by mistake. 13. Keep your fonts classic. Purple Comic Sans has a time and a place (maybe?). But for workplace correspondence, keep your fonts, colours, and sizes classic. The cardinal rule: Your emails should be easy for other people to read. “Generally, it is best to …

Read more

More Sexual Harassment Fines On the Way

cartoon depicting sexual harassment

In respect of the claims against the first respondent: a. The claims of harassment are well-founded to the extent set out in the Reasons below. b. The claims of direct discrimination are well-founded to the extent set out in the Reasons below. c. The unauthorised deduction of wages claim succeeds in respect of deduction of pension payments. d. The breach of contract claim in respect of notice pay is well-founded. e. The claim for holiday pay is well founded This is a very interesting and somewhat complex case that has learning points for all HR teams, Operational Managers and Directors. What starts of as “banter” and “friendship” can easily go wrong leading to disastrous consequences for all. Its so easy for everything to get out of hand as this case shows. Many people will struggle with what was said and done Read the case transcript here Staff, Managers, Leaders Directors all benefit from Sexual Harassment Awareness Training. I hate to the think what the penalty award will be and its a lot cheaper than a court fine.   Image: harassment– later accusation, belated accusation, many years later by Valeriy Osipov used under CC BY 4.0

Read more

EDI Training – EDI Demands More than Words

There have been several EDI Tribunal cases reported recently, with fines in the region of £50k to £60K. One has to ask, why in this day and age do EDI issues reach tribunal stage? Digging deeper it appears that too many Employers may be paying only lip service to EDI and equality legislation. It is very easy to write and publish policies and procedures BUT unfortunately that, in many businesses is where they end. Filed away on a hard drive, left forgotten on a website. For many organisations many of their front of house policies are more about PR and appearing compliant than actually being compliant. If a policy is to be effective is needs to be trained out to all appropriate staff. Staff need to understand what is and what is not acceptable and have the confidence to report breaches; Managers and leaders need to understand how to respond when a breach is identified or reported. Not acceptable here policies demand more, far more than just words on a piece of paper     image: Graffiti rue Knox by Stan Jourdan used under CC BY-SA

Read more

underpaid holiday pay – appeal court ruling

The Law Image by smlp.co.uk used under CC BY 2.0 CEED to Promote Legislation based training and CPD from Concrew Training.

The Supreme Court has now ruled that historical holiday pay claims can be brought where there are gaps of three months or more between periods of underpayment. This has significance for employees who have been underpaid in respect of holiday, historically. That before the Bear Scotland Vs Fulton ruling was finalised a couple of years ago. Employers are now less able to use technical arguments to limit their liability for underpaid holiday pay claims. Personnel Today carries a useful explanation of the issues and rulings. Personnel Today carries a useful explanation of the issues and rulings. https://www.personneltoday.com/hr/historical-holiday-underpayments-must-be-paid/ Main Image Credit: The Law by smlp.co.uk used under CC BY 2.0

Read more

Free Reference Guides

Concrew Training Logo - The Logo of Concrew Training. Provider of high quality hogh value training and CPD services across England, Wales and Scotland

Concrew Training is pleased to release a range of Reference Guides for free download. No sign up, no payments just free PDF resources to download. https://concrew-training.co.uk/free-guides please feel free to share.

Read more

landmark employment law menopause ruling

EHRC logo - The Logo of The Equality and Human Rights Oganisation in the UK

All HR teams and Employers need to follow the outcome of the Leicester Employment Tribunal Appeal case between Maria Rooney (supported by the EHRC) and Leicester City Council. In February 2022, the tribunal ruled that Ms Rooney was disabled by virtue of her symptoms of menopause combined with symptoms of stress and anxiety. This ruling was appealed and a final ruling is expected within the next 14 days, this ruling will decide whether menopause symptoms can amount to a disability for the purposes of the Equality Act.

Read more

PECR not fit for purpose ? new ban on cold calling !

ICO Logo - the logo of the Information Commissoner's Office - Data Protection Training from Concrew Training

His Majesty’s Treasury’s (HMT) consultation ‘Ban on cold calling for consumer financial services and products’ has been responded to by the ICO. Read the ICO response here, especially if you don’t know of the PECR. Once has to chuckle a little, as the ICO response shows, The Privacy and Electronic Communications Regulations 2003 (PECR) and GDPR already prohibit most cold calling. The PECR is only 20 years old ! The problem is few marketeers have heard of the PECR and others just ignore the regulations. Consequently they continue to break the law. The proposed new legislations is designed to make the offence more prominent and close what small gaps that remain Either way, Concrew Training’s course on the PECR is kept fully up to date and helps organisations of all types stay legal.

Read more

Halfords ordered to train staff in Equality, Diversity and Inclusion (EDI training)

The Law Image by smlp.co.uk used under CC BY 2.0 CEED to Promote Legislation based training and CPD from Concrew Training.

Halfords, the UK’s largest retailer of motoring and cycling produces has been ordered to pay, an ex-employee, compensation in the sum of £24,199.45 for injury to feelings as a result of discrimination Review its Equality, Diversity and Inclusion (EDI) training programme and ensure that staff at all levels, including management, receive periodic retraining. The above follows a long and somewhat complex tribunal appeal involving attendance, risk assessments, disciplinary action, appeals and resignation. It provides a very useful case study for HR and Operational management; illustrating just how easy it is for issues to escalate when insufficient attention is paid to EDI Concrew Training offer high value training in EDI for staff at all levels Read the full case history via the links below Judgement with Reasons May 2023 Remedy and Judgement 27 June 2023 Image: The Law by smlp.co.uk used under CC BY 2.0

Read more

Sexual Harassment at Work – Legislation Changed

cartoon depicting sexual harassment

In respect of the claims against the first respondent: a. The claims of harassment are well-founded to the extent set out in the Reasons below. b. The claims of direct discrimination are well-founded to the extent set out in the Reasons below. c. The unauthorised deduction of wages claim succeeds in respect of deduction of pension payments. d. The breach of contract claim in respect of notice pay is well-founded. e. The claim for holiday pay is well founded Additionally The House of Lords reduced the “all reasonable steps” requirements to “reasonable steps”. The net outcome remains much the same employers will need to ensure that they have clear “Not Acceptable Here” and response policies in place, that management and staff receive regular training on: What Harassment and Sexual Harassment looks like In house policies and procedures for behaviour and reporting What to do if harassment is witnessed or experienced The sheer number of sexual harassment cases hitting the headlines on an almost daily basis evidences just how widespread the issue is and increasing evidence of employees commencing litigation. Without robust policies and evidence of staff training it will be difficult for employers to defend their position. Additionally The House of Lords reduced the “all reasonable steps” requirements to “reasonable steps”. The net outcome remains much the same employers will need to ensure that they have clear “Not Acceptable Here” and response policies in place, that management and staff receive regular training on: What Harassment and Sexual Harassment looks like In house policies and procedures for behaviour and reporting What to do if harassment is witnessed or experienced The sheer number of sexual harassment cases hitting the headlines on an almost daily basis evidences just how widespread the issue is and and there is increasing evidence of employees commencing litigation. Without robust policies and evidence ofstaff trainingit will be difficult for employers to defend their position. Image:harassment – later accusation, belated accusation, many years later by Valeriy Osipov used under CC BY 4.0

Read more