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A blog providing trustworthy Human Resources advice to business owners, managers and employees plus the occasional LOL true story from the workplace.

​ Think Your Business Is Too Small To Worry About HR? Think Again…

Tiffany Boyes - Tuesday, February 27, 2018

 

Think Your Business Is Too Small To Worry About HR? Think Again…

 Growing a business from the ground up can be one of the most challenging but rewarding experiences in the world, and we’ve worked with ambitious leaders at practically every stage. From recruiting your very first member of staff, to really stepping things up a level and recruiting entire teams and departments. We’ve helped business owners navigate it all.

When you’re at the beginning of the journey, however, you can feel like getting some help with HR is not entirely necessary. You might see it as an extra expense that you just don’t need, or a ‘nice-to-have’ that you’ll come to at some point in the future. The reality though is that if you’ve got big ambitions for your business – whether that be in terms of income or impact – then working with an HR consultant in the early days could be one of the wisest moves you make.

Of course, you could say we’re biased, and you’d have a valid point. But if you think your business is too small to worry about HR, we’d like to at least encourage you to consider whether you might in fact be ready for that next step.

Here are some important reasons why even the smallest of business owners should reconsider their approach…

Small business owners aren’t exempt from complying with legislation

It’s true that there are certain legal requirements that don’t apply to smaller businesses. However, there are many, many pieces of employment legislation that you must comply with whether you have 1 or 1,000 members of staff. If you’re not compliant, you’re running the risk of having legal action taken against you, regardless of how small you might be, or how recently you started hiring staff.

Prevention is always better than cure

It’s easy to take your eye off the ball with your HR practices, and let issues bubble away beneath the surface. So for example, you might have no problems whatsoever when it comes to absence management with the three members of staff you currently have, so you see no reason to implement a policy.

But you might find that as your team grows, you start to hit bumps in the road. Having some robust and clearly communicated policies and practices from the onset is likely to save you from a whole load of HR headaches, and ensure that you’re growth-proofing your business.


Good HR practices could save – and make – you money

You’re no doubt already aware that HR problems could cost you money, and could also cost you your reputation as a business owner and employer. A little investment could go a long way towards saving you a chunk of cash in the near and distant future.

HR can help you to generate more cash and more profits, as well. While plenty of leaders turn to marketing to tick this box, it’s essential that HR plays a role in cash creation. We can help to ensure that your staff are performing, your leaders are inspiring and that everyone is working effectively towards a common goal.

It might be more affordable than you think

Getting some professional HR help doesn’t mean that you have to splash thousands and thousands of dollars on big projects, or have consultants trailing through your office for months on end. We offer a range of packages for small business owners who recognize the importance of HR, but aren’t in the position just yet to embark on long term and costly commitments.

Get in touch today to book your initial consultation and discuss your options.

 

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Are your employees allowed to use work provided devices for personal use?

Tiffany Boyes - Tuesday, February 20, 2018

Are your employees using their work provided devices for personal use and are they allowed too?   …read more


 

How To Handle Office Romances

Tiffany Boyes - Tuesday, February 13, 2018

How To Handle Office Romances


With many of us spending more and more time at the office, it’s no surprise that many working relationships blossom into something a little more intimate. In fact, research carried out by CareerBuilder.com found that 38% of workers have dated a colleague at some point in their working lives.

As an employer though, you’d be right to be a little cautious about what the implications could be for your business. If you suspect that there’s an office romance, you may be concerned about the impact that this could have on your team or what might happen if things turn sour.

Spring is in the air, so now is a great time to consider what some of the best practice is on this subject. Without any further ado, here’s what you need to know:

Accept that these things happen


It would be unreasonable to try to implement any kind of policy that banned romantic relationships between employees. Also, it probably wouldn’t act as a deterrent. If anything, you’d be simply creating a culture of secrecy and mistrust.

The bottom line here is that these things happen and, as a leader, you have to accept it.

Nip any problems in the bud ASAP

Public displays of affection aren’t appropriate in the workplace. No one wants to see PDA by the water cooler, or have to navigate their way through a kissing couple just to get to the break-room. Luckily, most couples will know this already, and will often do everything they can to make sure that there are no awkward moments for their colleagues.

If you do feel that boundaries are being crossed, you need to take action as soon as possible. Have a discreet word with both individuals, explain your worries, and remind them of what’s acceptable and what isn’t.

Consider the team as a whole


You’re probably not in the office all day long, every day of the week. So in many ways, you only get a very limited snapshot of what’s going on and how everyone’s interacting on a day-to-day basis. This means that you need to be extra vigilant when it comes to monitoring sentiment.

Of course, this is a larger issue surrounding workplace culture and it covers more than just office romances. Keeping your finger on the pulse and collecting meaningful, insightful feedback from your staff on a regular basis will ensure that you’re creating a productive, motivated, and happy workforce – if, of course, you’re taking action on your findings.

Don’t take sides if things go wrong

Many employers worry about the potential fallout of office relationships turning sour. It’s essential that you’re prepared for the worst-case scenario. Stay impartial, try to exercise a degree of understanding and sympathy, but make sure that you keep overall business objectives and priorities in sight.

Of course, it’s vital that you can recognize the difference between a break-up and something more sinister. Your policies and procedures on serious matters such as sexual harassment and bullying should be tough and always implemented.

If you’ve got these key areas covered, romance at work doesn’t have to leave you feeling stressed out and uncertain about what to do for the best. If you feel like you need to ensure that you’re prepared for anything that your business might throw at you this year, we can help to make sure that you’re ready. Give us a call to arrange a consultation.

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Can you make your staff sign a Love Contract?

Tiffany Boyes - Tuesday, February 06, 2018

Can You Really Make Your Staff Sign A Love Contract?   …read more


 

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