We all start out the year with the best of intentions and ideas on putting in place best practice people management systems but sometimes there are just not enough hours in the day to get it all done no matter how much you want to.
So to help get you started here are the Top 10 tips from Bex Sinclair, Head of our HR Consultancy Unit, to help your business off in the right direction this year:
- Get your recruitment process right first timeDraw up an effective job description and outline of the person you are looking for. Plan the recruitment process to ensure you have the best possible pool of candidates to select from. Design the selection process to ensure you are able to assess the skills you are looking for. Plan your induction programme to help employees settle in and quickly become productive
- Make sure you have up to date Contracts of EmploymentEven if you employ just one employee, you must inform them of their statement of terms and conditions of employment within the first eight weeks of their start date. An employment contract sets out the employee’s entitlements and acts as point of reference when employment queries arise. You also need to ensure that once in place they are kept up to date.
- Communicate your policies and proceduresYour policies and procedures are the rules and regulations which determine how your employees must behave when at work. There is also a legal requirement for some of these to be in place. Make sure you have a staff handbook available to all staff and that they have read it so there are no disputes over workplace rules.
- Manage Performance – good and bad!Inform your staff of how they are working and whether or not they are doing a good job. Set objectives that are realistic and challenging and review them on a regular basis.
- Support flexible working and work life balanceA recent article reported that firms that implement flexible working practices benefit from more motivated employees and longer business hours. Further benefits can include reduced stress levels, better recruitment and retention and lower levels of absence. Consider whether flexible working could benefit your business.
- Listen to your employeesInvolve and engage your employees in the working culture of the business. Act on feedback that they provide to you. Who knows they may be harbouring a genius business idea!
- Tackle Issues Early!At the first sign of absence, underperformance or misconduct, address issues directly with the employee. Doing so can prevent issues from escalating and resulting in formal measures being taken down the line.
- Manage Change EffectivelyInevitably changes within a business structure or working practices are necessary at some point. Manage the process as fairly as you can and communicate regularly to those involved in line with the legal requirements.
- Benchmark HR Key Performance indicators like pay, staff turnover and absenceAre your levels of absence and staff turnover the same as other businesses? Do you regularly review the market rate for your employees pay? If you have answered no or don’t know to these questions there may be an issue that you don’t know about that needs addressing.
- Encourage Training and DevelopmentEncourage your staff to take responsibility for their development, providing the practical support they need in order to do this. Consider sponsoring training to help gain skills that will ultimately benefit your business and assist you with succession planning.
Whatever your People Management Strategy for 2013 let us support you in achieving it. Our fully integrated HR and Employment Law Consultancy Team can help with advice, support, guidance, training and project implementation in any of the of the above areas and more!
For a no-obligation chat about your 2013 project wish list, call our Head of HR Consultancy Bex Sinclair on 0345 209 1831. We can provide you with a full breakdown of costs by project to assist with your budgeting.