HR Revolution specialise in giving SMEs the tools, frameworks, and knowledge to get the most out of their employees ensuring that people practices help them achieve big things.
In part two of this guide, we are going to walk you through more key action points that you need to consider:
How can you get the most out of your employees?
Productivity can go through peaks and troughs throughout the year. To a certain extent, this is to be expected, and is sometimes unavoidable. Still though, you must unsure that you have mechanisms in place to encourage your employees to make their best possible contribution.
Address these points:
- How have you recognised the achievements of your team over the busy Christmas period?
- If organisational priorities have shifted over the past few months, how has this been communicated?
- When’s the last time you said thank you?
- How confident are you and your managers when it comes to initiating difficult conversations about performance?
- What did you discover about how to get the most of your employees during 2017?
How will you retain your best employees?
You might think that your employees are happy and loyal, but January is a prime time for getting itchy feet, and imagining what other opportunities are out there. Can you really be confident that you won’t lose your key talent, and if this did happen, how would your business cope?
- When’s the last time you assessed the workplace climate? Are you welcoming open and honest feedback? Can you be sure about how your employees are feeling?
- How would you manage if a member of staff handed in their notice? What would happen in terms of covering the work, and reallocating responsibilities?
- Have you considered external factors such as new businesses opening in the area?
- How do you ensure that your business offers an attractive package to its employees?
- If employees leave, are you holding exit interviews to collect meaningful feedback?
Are you up to speed with legislative changes?
Employment legislation changes and evolves on a very regular basis. This should be seen as a positive thing, as it often contributes towards fairer and safer workplaces. Still though, you can’t afford to get complacent.
You need to consider:
- What legislation will come into force during 2018 that you need to comply with? What processes will you need to follow to ensure that you meet deadlines?
- Will your policy documentation need to be updated?
- Who will take responsibility for rolling out the changes?
- How will you communicate any new provisions to your employees?
- How will new legislation impact on any working relationships that you have with contractors, e.g. your payroll provider?
How will you develop your leadership skills?
It’s really easy to get caught up with all the finer details of running your business. At the end of the day though, you need to recognise that you are a leader, and you need to be keeping your skills sharp. You expect development from your team, so why should you be any different?
Consider the following:
- What are your strengths, and how can you build upon them further?
- How do you really know that these are your strengths? Would your staff say the same? And how can you find out?
- Where do you need to bring your skills up to speed, and have you developed a plan for doing so?
- How will your monitor your own progress? How can you stay objective? How will you keep going when the initial motivation wears off?
- Do you need help and accountability from a mentor?
Look out for the final installment of HR Revolution’s guide, Part 3 on Friday and don’t forget we’ll be attaching the full guide for you to download and keep!
If you would like to contact us to discuss anything in the meantime, please call us on +44 203 538 5311 or email: email@example.com or click here to visit our website.
HR Revolution, expert CIPD HR professionals, supporting your employees and business.