Use Your Greatest Asset To Maximize Profits in The Final Quarter …read more
A blog providing trustworthy Human Resources advice to business owners, managers and employees plus the occasional LOL true story from the workplace.
Use Your Greatest Asset To Maximize Profits in The Final Quarter …read more
Halloween Tips for Business Owners
It’s quickly approaching that time of year when we start to get questions coming in about Halloween office parties. What are appropriate costume choices and how to inject a little fun and joviality into the workplace without letting things get out of hand.
We used to make do with bobbing for apples and perhaps a poorly made costume crafted out of a discarded bed sheet. Today however, it’s big business. And whether you think of it as a trick to force us to part with our hard-earned cash, or a little treat to lessen the blow of the darker nights and colder days, there are certain things that you need to consider as an employer.
First of all, don’t blow things out of proportion. If you’re the boss, then you probably shouldn’t be spending your time worrying about who’s going to bring the caramel apples to the lunchtime party, or whether you’ve got the right equipment to organize a pumpkin carving competition. By all means, it’s fine to allow your staff to enjoy some lighthearted fun, but delegate the smaller details so you can focus on more strategic matters.
However, it’s sensible to think about the stance you’ll take if things take a sour turn. Your staff are adults and they should be well aware that offensive costumes aren’t appropriate. Tackle issues head-on – just because it’s Halloween, it doesn’t mean that you should let standards slide. You definitely shouldn’t dismiss inappropriate behavior as ‘just a bit of fun’.
Use your common sense and enter into the spirit of the season if you wish to do so. And once things are done and dusted, remember that it’s only a few months until you face a whole new set of challenges in the shape of Christmas!!
Need help exploring the issues surrounding the festivities and your responsibilities as an employer, we would love to help. Contact us today.
My Boss Lies…..
Most people have probably experienced a situation where their boss or their boss’s boss has lied, or said an untruth, or inferred an untruth.Lying is more common than I want to believe it is.Whether it is a “big” lie or a “little” lie, it’s still a lie.And that affects your credibility.If you lie, even by making a covert only partially true inference, your credibility is shot – people will not trust you completely.
I have had a boss who lied.I have also been in the same room with HR professionals who have lied to the employee standing right in front of them.Ten minutes later, they are saying something different to that employee’s manager.
Why do people lie?In the situation above, I believe the HR professional was trying to put a positive spin on the situation.The problem was, it wasn’t true.The result of which is that employees see through the untruth and the HR professional loses their credibility.In the case of my boss who lied, I believe that deep down they were incredibly insecure and simply trying to make them self look better than they were.Unfortunately it backfired.I believe that type of behavior will always backfire.Maybe not right away, but eventually it will catch up with you.The sad part is that my boss was incredibly talented and their insecurity was misguided.
Others may lie because they grew up in a family where their lying was never called to the carpet, it was accepted.So they continued to lie because at the time, it was helping their situation. So they kept on lying throughout life. As an adult, well, that was probably the person who was my boss.
Do you have a tendency to lie?Resist the temptation.Don’t do it.The good news is that credibility can be regained – but it takes time.If you’ve lied your whole life, change won’t happen overnight; but you can change.You can learn to tell the truth if you commit to always being truthful.If you catch yourself having lied and have the opportunity to go back to the person and correct your statement, then do so.There is nothing that will build trust with others more than always telling the truth.You’ll gain respect and credibility.
How do you deal with others who lie?Always treat them with respect.Kindly call them out on their untruths – but only if you are 100% certain.The last thing you want to do is accuse someone of lying, when in fact, they did not.And be prepared when you call them out, they may not acknowledge it even then.
The Merriam-Webster dictionary defines the word trustworthy as “worthy of confidence; dependable”. In life, as well as in business, we should practice the art of being trustworthy and living up to our commitments. It is important to those you work with to be dependable and consistent. This shows that you can be counted on to provide excellent work on a daily basis.
As you relate to the good and the destructive people as a trustworthy person, one can only hope that they will see the error of their ways and work toward change and become trustworthy themselves.
Need help with your HR practices? Contact us today for your HR needs.
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.
What To Do When HR Is The Problem? …read more
How To Use Your Greatest Asset To Maximize Profits in The Final Quarter …read more
Businesses Are Missing Out By Overlooking The Ex-Military Talent Pool …read more
Four-Day Working Week Proves To Be A Big Success For New Zealand Firm …read more
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.
HR U CAN TRUST