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Aurora HR

Project Type:
Email Campaign - Cold pitching.

Email 1

 

[EMAIL SUBJECT]

 

3 HR Policies You Must Have In Place

 

[SNIPPET]

 

We’re reaching out because we can help your business…

 

[BODY]

 

We can help you manage your employees consistently, fairly and legally. Creating an employer/ employee relationship built on mutual trust and transparency. Leading to increased morale, fewer disputes and increased productivity. It’s all about having the right HR contracts and policies in place.

 

How can tailor-made contracts and policies benefit your business?

How can we help you with employee problems?

 

Visit Aurora HR now to find out.

[LINK TO LANDING PAGE]

 

Based in Newhaven, we’re your local HR consultants. Giving small and medium businesses the HR power and protection of the big companies, at a fraction of the cost.

 

Here’s 3 essential HR policies you should have in place…

 

A Privacy Contract outlines what employee data you collect and how it will be used.

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  • Be UK GDPR compliant – a legal requirement!

  • Builds trust and confidence with your employees – improving loyalty

  • Shows transparency and employee empowerment

  • Minimises the risk of a data breach

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A Discipline Policy outlines your procedures for addressing misconduct and performance issues.

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  • Peace of mind you are dealing with these issues lawfully

  • Reduces the risk of litigation

  • Gives you the support and confidence to deal with these difficult situations

  • Ensures fair and consistent treatment of your employees - building trust and morale

  • Properly addressing poor performance increases productivity

 

A Grievance Policy gives a set process for employees to raise workplace concerns and reassures that you will deal with them.

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  • An important policy to have in place to ensure employees feel heard and safe.

  • Creates a positive working environment

  • Promotes fairness and transparency

  • Concerns can be dealt with positively and promptly

  • Aids employee retainment and confidence in your business

 

These are just 3 of the many HR contracts and policies we can set up for you. Each will be bespoke for your company’s needs – there are no templates here!

 

Be proud to run a business that treats employees fairly and with honesty. Mitigate risks of disputes and litigation. Be a business that your employees are proud to work for.

 

Visit Aurora HR now and see what problems we can solve, or prevent, for you!

[LINK TO LANDING PAGE]

 

I look forward to working with you.

 

All the best

 

Dawn

MD

​

Opt-out

I love to help businesses like yours, and I hope you can see the value I can add. But I also respect your right to decline my support. If you would prefer not to hear from me again, and you’re sure you won’t be missing out, reply to this email with “OPT OUT” in the subject line.

Email 3

 

[EMAIL SUBJECT]

More great advice from your HR friends…

 

[SNIPPET]

Have you considered these with your hybrid & flexi workers?

 

[BODY]

 

I hope you have found my previous emails helpful. Today I’d like to talk to you about those staff who work from home, hybrid working and flexible working. As always, offering some helpful information and things to think about.

 

Along with the great advice below, we can help you make sure you have the policies you need for your home-working and flexi staff. Policies that protect your business and make sure your staff know what they are entitled to and what is expected of them.

 

Allowing staff to work from home takes trust. We’ll help you get what you need in place to make sure you don’t regret that decision.

 

If you know you could do with some HR help, visit our website and give us a shout. It costs nothing to have a chat!

[LINK TO LANDING PAGE]

 

 

Working from home and hybrid working

 

There are a number of HR policies you should, or in some cases must, have in place.

 

  • Work From Home Policy sets out guidelines and expectations for employees working from home. This policy removes any doubt or ‘grey areas’ of what is and isn’t acceptable or what you expect from them. Stop problems before they start!

 

  • DSE Policy. Under Health & Safety Regulations, you must carry out a Display Screen Equipment (DSE) assessment for those working from home. It’s best practice to have a DSE Policy in place that will set out the measures you will take to reduce potential health risks to your staff.

 

  • A Data Security & Confidentiality Policy is the rules your staff must follow to protect sensitive data and important information. Including client’s data, employee data and sensitive company information. It will also ensure employees at home are using safe and up-to-date software.

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  • Acceptable Use Policy. This provides rules and guidelines for staff using your computer network, website and software at home. It leaves everyone in no doubt what is and is not acceptable and minimises the risk of misuse of your systems.

 

All of these policies set expectations, put the rules down in black and white and avoid the problems that can arise from staff working from home.

 

We can help you get these policies in place and make sure they are compliant and fit for purpose for your business. Then you can sit back and be the great boss you are.

 

Contact us via our website to arrange a chat

[LINK TO LANDING PAGE]

 

 

Flexible Working

 

Employees now have the right to request flexible working. That can include a change to their hours or where they work from – such as working from home. You must consider their request reasonably, and justify any refusal to their request.

 

If a member of your staff comes to you with a request like this, what’s your policy?

Do you have a policy?

How do you make sure you treat everyone the same?

 

A Flexible Working policy makes sure you have answers to these questions. It tells your employees what their rights are and how flexi working requests will be handled. Giving them peace of mind and a sense of feeling listened to.

 

With a clear policy in place, you and your employees can be sure that everyone is treated equally and with consistency.

 

Based in Newhaven, we’re your local HR consultants. Giving small and medium businesses the HR power and protection of the big companies, at a fraction of the cost.

 

Visit Aurora HR now so we can work with you to get what you need in place.

[LINK TO LANDING PAGE]

 

All the best.

 

Dawn

MD

​

Opt-out

I love to help businesses like yours, and I hope you can see the value I can add. But I also respect your right to decline my support. If you would prefer not to hear from me again, and you’re sure you won’t be missing out, reply to this email with “OPT OUT” in the subject line.

The Client:

 

Aurora HR provides HR services to small and medium businesses. As I wrote when I did the copy for their website... "We give small and medium businesses the HR power and protection of the big companies - at a fraction of the cost."

 

​The Project:

 

With a view to securing new business, the company asked me to commission 5 emails. Each covering a different aspect of the services they provide. The emails would be sent out to local businesses as cold pitches.

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Here you can see 2 of the 5 emails.

 

My Solution:

 

Cold pitch emails have a number of hurdles to overcome. The first is to avoid the recipient's junk folder. The second is to be opened rather than immediately deleted. The third is to be opened and read. Finally, to be responded to.​

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A strong, intriguing subject line is key. If it's 'salesy' it will likely go straight to the junk folder, or be deleted by the recipient. It needs to grab the recipient's interest and give them an idea of what they will get if they open the email.

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As you can see, the emails are long. This is a real balancing act. If the email is too long, it's unlikely that anyone will read it all. But if it's too short, you risk not getting across all of the information you'd like.

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As the subject matter is quite in-depth, I decided to allow the emails to be on the longer side. However, I was sure to get across the key benefits that Aurora HR have to offer in the beginning, with an early call to action.

 

Even if the reader does not read the whole email, they will have read what the company has to offer them. They will hopefully take action without having to read the whole email. 

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Success:

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When sending cold pitches, it is said that you can expect a response rate of 1-3%

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At the time of writing this, Aurora HR has sent the first 2 emails to 100 companies and has had 5 replies. That's a response rate of 5%.

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