Guide to managing your SME talent…

In a small to medium sized business, the management of your talent can make or break your business and its growth. Managing an SME comes with its challenges, but your people don’t need to be one of them. We at HR Revolution have developed, through our experience and expertise as a team, a few helpful tips that may just come in handy.

  1. Sourcing your talent: No one wants to have the added expenditure of instructing an agency to do your recruitment, but sometimes, just sometimes, you do get what you pay for and after all your people are your business engine. Agencies have the expertise, skill, resources and most importantly, time that you as a business owner don’t necessarily have.
  2. The talent: You want team members that share your vision for the company and who want to take ownership of their role and the part they will play in the success of the company. Yes, this does need to be coupled with the skills and experience required to do the role, but in a SME it’s about more than that. Yes you want a reliable member of the team who turns up on time and can do the job, but every team member needs to have the mind-set of we are one, we are a team in every sense of the word.
  3. The Law! Scary!? There are some basic legal requirements that you need to be sure to comply with, but they don’t need to be scary. They range from putting in recruitment policies which include checking new employees have the right to work in the UK, to giving them a written statement of terms and conditions, in other words an employment contract, within 3 months of joining.
  4. Keeping your talent: There are several tips we can offer for keeping your talent and they don’t all involve remuneration:-
  • Communicate – effective communication doesn’t cost anything but time, and in the long run it can actually help you save time. 10 – 15 minute catch ups with your team on a regular basis can avoid issues festering and can avoid mistakes being made.
  • Open ideas forum – welcome suggestions from your all your team members, after all they are on the front line.
  • Motivation – this can come from inspiration.  It is your role to inspire your team to greater things, get them to buy into the company mission and let them see the part they play in it and keep them informed of any new developments within the business.
  1. Managing your talent: Deal with performance issues promptly. No matter how good your management skills are, you will most likely still encounter issues with poor employee performance. The key here is speaking to the individual as soon as the issue becomes apparent.  The longer you leave it, the harder it will be to resolve, and you will start to become frustrated yourself which can make things worse.  Additionally, find out the cause of the problem rather than just focusing on the symptoms – is it due to personal problems?, lack of knowledge or training?, or not feeling recognised?  A good employee does not start under-performing or making mistakes for no reason, so find out why and agree a joint action plan to address it.
  1. I need help! Knowing when to seek help is key after all we aren’t all experts in every field. Being an effective manager requires skills that not everyone has naturally. Some tasks require different or more unique knowledge and skills, such as managing internal restructures, changing employment contracts or undertaking criminal record checks.

These are just a snapshot of things to consider when running an SME and HR Revolution can help you tick them off your to do list. | |

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