We would probably all agree that having regular ‘check ups’ is essential for ensuring smooth running of any machine, organism or an organisation. We go to see our doctor to check our state of health, we take our car for a regular MOT and we definitely ensure that our business finances receive a thorough annual audit but more often than not – we stop there.
Each business is made up of a number of function that all play vital roles in ensuring a smooth operation. Finance just happens to be the one that receives biggest scrutiny for operational efficiency and accuracy and the statutory requirements mean that this area can’t be ignored. But what about everything else? And what about HR in particular? Your business changes frequently and employment law changes frequently so how do you make sure that your HR function keeps up-to-date?
Employee negativity is probably something that we have all come across at some point in our careers. No business is immune! It happens in every business and every industry. It can start with just a few conversations but has the potential of spreading widely within the business and permeating into the core culture of a company if it is not stopped.
If you are a people manager, business owner or an HR professional than you should always seek to find ways to root out employee negativity. So what should you do to prevent, manage and get rid of negativity in the workplace?
How do you get the best results from your staff? What is the key to improved performance and productivity? These are the constant questions that business owners ask themselves and whilst it might seem surprising, numerous studies have shown that there are a few key strategies that help businesses achieve improved performance. One of these strategies is to focus on employee outputs – the actual results of the work that the employees do.
For many businesses the annual round of performance appraisals are now finished. December was spent writing and reviewing appraisal forms and carrying out appraisal meetings. January has been spent chasing individuals for finished forms and chasing those managers and employees who didn’t stick to the December deadlines. But the headache is over. Forms are filed and everyone can get on with their jobs until next year. Phew!
Does this sound familiar? A couple of questions for you: Why did you do performance appraisals? What value did your business get from them?
You’ve found your perfect employee. They know everything there is to know about your industry and are well connected BUT they are currently working for the competition and have an employment contract which is full of non-compete clauses. Is there anything that can be done?
If you invest your money in buying a house you expect to need to undertake some degree of maintenance in order to protect that investment. For many businesses, the biggest cost to the company is that of employee salaries but this isn’t viewed as an investment. In many cases it’s viewed as a necessary evil but given how much you spend on staff costs, doesn’t it make sense to make sure you get the most out of your employees? There are many HR frameworks that can help you see where your focus needs to be.
There are so many things that businesses can do to set themselves apart from their competitors through the way they manage their staff and we’d love to discuss all of them but in this post we’re going to look at three simple activities which all businesses should consider doing.
As a business owner, your contacts database is likely to be something that you guard closely. Ownership of those contacts whose details are in some form of CRM is easy to determine.
But what about those contacts who are gathered through employee networking and stored on privately owned social media accounts? They are still very valuable to the business but how do you prevent them disappearing out of the door at the same time as the employee leaves?