Baggage In The Workplace …read more
A blog providing trustworthy Human Resources advice to business owners, managers and employees plus the occasional LOL true story from the workplace.
Baggage In The Workplace …read more
Three Difficult Questions You Need To Ask Yourself Before 2019
By now, it’s highly likely that you’ll have asked yourself the big, important and very obvious questions about how your business measured up during the past year. You’ll know how much you increased your turnover. How many new staff you recruited. And what your goals are moving forward.
Planning and reflection sessions can be hugely useful, but sometimes, it can be easy to miss the less obvious measures of what you are and aren’t achieving. If you’re serious about making this next year a success, you need to delve a little deeper and consider the questions that probably haven’t even crossed your mind.
Let’s get started right away.
Are your line managers really capable?
It’s safe to say that your line managers are, in so many respects, the backbone of your business. They deal with day-to-day issues. They handle unexpected events. They make sure your policies are implemented and adhered to, and they keep things moving along when you can’t be there. So it’s crucially important that they can perform to the absolute best of their ability.
It’s important to note here that identifying problems when it comes to capability isn’t about pointing the finger. You need to avoid knee-jerk reactions. Carefully consider where there’s room for improvement, then create a plan that will help you to get to where you want to be. This might involve training, coaching or something completely different.
What HR mistakes have you made in the past twelve months?
No one is perfect. Running a business is a steep learning curve, whether you’re completely new to entrepreneurship, or you’ve been in the game for decades. The world is constantly changing and adapting, and you need to make sure that you’re keeping up. What worked just a few years ago won’t necessarily bring about desirable results right now.
So what mistakes did you make when it comes to your human resources during the past year? Think about operational issues, as well as the bigger strategic picture. Are your employees onboard with organizational goals? Does everyone understand and embrace their role in achieving growth? Only when you get really honest with yourself, can you start to work out how you won’t fall into the same trap twice.
What do you need to do to grow as a leader?
It’s easy to overlook your own personal development when you’re trying to grow a team. It’s crucially important though. How can you be expected to get the most out of everyone else, if you aren’t constantly improving and growing yourself? This should be a consideration throughout the year, but it’s easy to drop the ball. Now is a good time to reflect.
Of course, there isn’t a one-size-fits-all solution here. You can’t just book yourself on a training course and assume you’ve ticked the box, or download a generic management book and promise yourself that you’ll get stuck into it. Your approach needs to be tailored to your needs, and it must be an ongoing process rather than a one-off task.
Asking the right questions can be a huge source of growth in your business. Obviously though, you need to get really honest with yourself when it comes to working out the answers. Jot down your initial thoughts. Then scrap them and work on being really truthful. It’s not necessarily easy, but the powerful tactics rarely are.
Contact us today for your HR needs.
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Three Very Modern HR Mistakes That Could Cost You Thousands
When it comes to HR mistakes, there are some classic blunders that most business owners are aware of and know they need to avoid. We all know, for example, the perils of not having policy documents in place to guide our processes. We also know the steps we need to follow if an employee is under performing.
Thanks to advances in technology and an ever-changing HR landscape, there are some very modern issues that we need to be aware of. Let’s take a look at what they are and how you can avoid making expensive mistakes…
Downloading your policy documents online from an unknown provider
These days, it’s never been easier to create a new policy for any aspect of your HR management processes. A quick Google search will bring up hundreds of templates, that you can either download for free or pay just a few pounds for. On one hand, it’s a positive thing. HR advice and guidance has never been so readily available. The information is right at your fingertips.
It’s essential though that you don’t overlook the potential dangers. The policies that you might unearth could be outdated, not in line with current legislation, or at odds with best practice. To avoid making seriously costly mistakes, always make sure that you can trust the source and that you do your due diligence. Getting a little tailored HR advice could serve you for a long time to come. This will also ensure that all your processes and documentation are fit for purpose.
Viewing social media as the enemy
If you want to take a skeptical point of view, there are tons of reasons why social media can be a challenge for business owners. It can be a distraction and can damage productivity levels. Your staff could bring your business into disrepute by publically sharing controversial beliefs or opinions. And of course, we’ve all heard a tale or two about disgruntled employees turning to social media to voice their experiences of working for a particular business.
It’s true that these are things that you might need to consider. But the companies that are really going to thrive over the next few years aren’t the ones who are imagining the problems that they’ll have to firefight. They’re the ones who are turning to social media to find the brightest talent in their industries. They’re the ones building strong employer brands with creative social media strategies. Ultimately, they’re the ones using social platforms as a force for good and a springboard to drive their wider objectives.
Buying into fads and gimmicks
In many businesses, HR practices have had a serious makeover in recent years. From working at home initiatives really taking off, to fun and inspiring work spaces that grab media headlines, there’s been a ton of innovation. Many of these changes have been extremely positive things. But if you want to create lasting and positive change, it’s essential that you dive deeper beneath the surface.
Take Google, for example. You’ve no doubt read about their in-house massage rooms, free gourmet food and rock climbing walls. But really, these aren’t the things that are truly driving success. A solid HR policy that helps a business to smash strategic goals is holistic and complex. If you’re looking to innovate, never forget that what you read in the papers is never the full story.
Have you fallen into the trap of making any of these mistakes? What steps can you take to get things back on the right track? Contact us today for a free consultation.
Four Practical Tips For Creating A Strong Online Employer Brand
In the digital age, managing how your organization is perceived by current and potential employees has never been more important. Whether you like it or not, conversations are already taking place about your values and exactly what you bring to the table. Savvy leaders know that it’s something that they must take complete ownership of if they want to remain competitive.
An employer brand can seem like quite an abstract concept though, and it can be difficult to know where to start when it comes to managing it. But
there are many practical steps you can take to strengthen your reputation and it doesn’t have to cost a fortune. Let’s take a look at a few of
them and how you can make them work for your business…
Make sure you know what people are saying about your business
It’s highly likely that people are already talking about what it’s like to work for you. It’s very important to consider what your future employees will read when they’re doing their research online, and the impact this might have on your recruitment strategy.
There’s a load of sophisticated software options available on the market these days that will help you to monitor conversations and their sentiment.
These are sometimes a wise investment for big companies. They’re definitely not essential though, especially for smaller businesses, and there’s
plenty you can do to make sure you know what people are saying.Of course, what’s most important here is that you learn from your findings, and
where relevant, you use them to make positive changes.
Carry out an audit of your recruitment processes and where improvements can be made
Your recruitment processes play a big part in your employer brand. So if you haven’t taken a step back recently and assessed their effectiveness, now could be a good time to do exactly that. Take a look at your materials, consider the overall experience and seek out feedback from those who’ve been through the process.
Remember too that this isn’t just about the candidates. Get the views of your hiring managers as well, and encourage them to share their own experiences
and how they feel things could be improved. You might be surprised at the kind of insight that you can unearth when you genuinely want to improve,
and you’re willing to have open and honest conversations.
Give ownership of the management of your brand to a key employee
Years ago, an employer brand was considered to be just about HR. These days though, it’s much more holistic. It involves HR, for sure, but also your overarching digital strategy, your internal and external communications, and so much more. If you really want your employer brand to be something to shout about, then it takes work, and it makes sense to give the responsibility to a key member of staff.
This means that someone can really take ownership of it, and do the work required to make sure that it’s effectively managed and improved. Take the
time to consider how you can build the necessary tasks into a day-to-day role within your business.
Become a storyteller
Storytelling is a wildly effective tool in marketing. It can be a valuable addition to your toolkit when you’re managing your employer brand. You can talk all day long about your values and what it’s like working in your business, but when people see the stories of your employees, this is when they’re really going to sit up and pay attention. This is what makes your messages believable, and it gives them deeper meaning.
You could showcase employee stories on social media, or include them in your recruitment processes. This could really help your candidates to build an emotional connection with your business.
There are no overnight fixes when it comes to your employer brand. Changes take time to make, but in many cases, the results will represent an excellent
return on your investment.
Do you know that this is something that you need to be more proactive with? If so, which of these tips will you be implementing first? Get in touch today. If we are unable to fulfill your HR needs, we will be happy to connect you with an HR professional who can.
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