Whether you're interested in the smaller business community, are planning to start a business or have an existing business, we have a package for you.
Our most popular package is FSB Business Essentials which includes a whole range of benefits and products designed to make your business fly
A suite of legal benefits including a dedicated helpline, bundled insurance products and a range of online information to keep your business safe. Plus a whole range of negotiated benefits to help save you money and win business.
Our Business Creation package is designed to make starting a business simpler, allowing you time to focus on what's important - making it a success.
Specialist company formation benefits, access to FSB networking, business banking and a range of products to help get you setup in business.
Joining FSB Connect is free and is a great way to be part of the FSB Community and have your voice heard.
You'll be able to access specialist networking events with like-minded members of the community and have your say in our Big Voice survey panel.
Whatever your circumstances, we have a package to suit you and your business. Click the button below to see which benefits are included in each package and start your FSB journey.
'I just felt wow, I want to be part of this organisation so I joined.'
'Having someone there like the FSB who you can just call on for those other things you’re not quite sure on, it’s been invaluable.'
'What you can save by taking up some of the membership offers will save you your membership fee.'
We represent a diverse range of businesses from retailers to marketing agencies and just about everything in between. Take a look at more member stories and see how we could help your business fly.
More Member Stories
We offer three packages to suit your business needs. Joining FSB Connect is free, our Business Essentials package starts at £172.50 in the first year and our specialist Business Creation package has a fixed price of £129.
Dealing with difficult behaviour is one of the most common headaches of managing a team. Not only is it a major cause of stress for the leader and the other team members, it can waste time, derail a project and cause untold collateral damage to otherwise high-functioning teams.
We have yet to meet a leader or manager who enjoys dealing with difficult behaviour but those that do it well report significant improvements in team morale and productivity. This is due to good role modelling in part; if your team see you handling the behaviour, they not only feel like they are in safe hands but are more likely to have the courage to address the behaviour themselves.
By far the most effective way to do this well is to give it some thought and planning before you opt for any form of intervention. Here are some top tips:
Consider what kind of difficult team member you have. Is it their personality that is clashing with other people? Is it timekeeping or communication issues? Think about the consequences of this person’s behaviour. Is it just an inconvenience or irritation, or is this causing the team or the project real issues?
If it is a personality clash or the impact is small, ask yourself whether it’s something you can live with. Sometimes it takes the charge out of the issue if the team decides to accept the person’s funny ways. If there are consequences of their behaviour that’s impacting on the team’s morale, taking up your time to resolve, or causing a problem with clients, then you need to take action.
When dealing with a difficult team member it is best to take early action and start with the lowest level of intervention that you can. If possible deal with it while saving face for the other person. You might start with distraction techniques; if someone is rambling off on a tangent in a meeting, step in and steer the course of the meeting somewhere else.
If that’s not appropriate or doesn’t work then you will need to address the problem directly. Don’t do it in public, at least not at first, and address the behaviour and negative consequence of it, rather than them as a person.
Saying ‘I’ve noticed you’ve arrived late three days this week, this is having an impact on the project because of XYZ’ is more effective than saying ‘You’re always late, you need to pull your socks up’. They are less likely to take it personally or get defensive. Tell them what you want them to do instead of the problem behaviour. This helps people to be clear on what is expected of them, not just behaviour you want them to stop.
It helps to point out the consequence to the person themselves of continuing with the behaviour rather than the impact on you or the team, as they may not care about that. Examples include: ‘It’s unlikely the senior team will agree to your proposal if you continue to communicate in that way’ or ‘If people perceive you as a gossip, they are unlikely to trust you and that will impact your career’.
Plan an escalation of intervention in no less than three steps, gradually becoming more overt over time. Only state consequences you are prepared to follow up on, so if you say you are going to escalate something, you must be prepared to do it or you will hand the person carte blanche to do anything they like.
Finally, and most importantly, role-model behaviour you want to see in your team. People model what you do, not what you say, so make sure you practise what you want to see in others.
A wealth of important information and advice, available online in-case you face dismissal or discrimination claims and employment tribunals.
How to carry out staff reviews
What is reputation management?
Should I have a uniform for my business?
What you should know about salary sacrifice
I’m having problems with my business banking — what should I do?
GDPR for small businesses
How should I train my new staff?
Interviewing staff for your start-up
What happens if a tax investigation doesn't reveal anything?
How much do business leads cost?
How can a cash advance help with staff training?
How long can debt recovery take?
Expanding your business premises
What should my staff induction include?
A guide to health and safety during winter
How to manage your business leads
How to carry out an energy audit
Guide to the eight rights of Individuals
Digital New Year's Resolutions
Who is exempt from workplace pensions?
National Federation of Self Employed & Small Businesses LimitedSir Frank Whittle Way / Blackpool / FY4 2FE. National Federation of Self Employed & Small Businesses Limited (FSB) is registered in England, number 1263540