Even the most well-meaning of leaders can fall into habitual behaviours that can have a negative impact on their people. It’s the same as eating or drinking too much, it’s only when things spiral out of control that you realise you’ve got a problem.
Here are some of the bad HR habits we’ve witnessed over the years. And the good news is they’re easy to fix….
Carrying Out Annual Reviews On An Annual Basis
Hang on a sec – why exactly is this a bad habit?? Shouldn’t you be making sure that performance discussions do take place?? Of course you should. But if they’re only happening once a year, then you’re missing a trick. Managing and improving performance needs to be built into your everyday working practices. If it’s not, then you can’t realistically expect to improve productivity.
Getting Stuck In The Filing Cabinet
You don’t need us to tell you that the world of business is moving faster than ever before. You’re probably using online tactics when it comes to your sales and marketing, for example, but what about HR? It could be time to ditch the notion that HR lives in the filing cabinet, and bring your business up to speed. Online systems with good security are as secure as any filing cabinets and will often save you time and hassle with your HR Admin.
Thinking That Training And Learning Are One And The Same
There’s no denying that training can be expensive. Send a few employees to a conference, book in some places on an external course, or bring in a professional trainer for a couple of days, and your bill will be hefty. Sometimes, formal training is essential and/or advisable: when you’re rolling out new software, when your team require a recognised qualification etc. But what’s arguably much more important is ongoing learning within the workplace. Nurturing your talent isn’t a one-off event – it’s about what happens in your business on a day-to-day basis. So get to it with those lunch and learn sessions, involve all the team in what they can all learn from each other and challenge your team to show what they’ve learnt on an on-going basis.
Hogging All The Decision Making
As the boss you may be thinking: but that’s what I’m here for! Obviously there are some key decisions that only you and your top team should be making, but imagine how much time you would free up in your life if others around you came up with a range of solutions to the things which had been stopping you from sleeping for most of the previous night, gave you ideas for your next product or sorted out problems they had about the office move between themselves…. Allowing and encouraging your team to make decisions (or at least contribute to them by involving them) inspires trust and confidence which can pay you back massive returns in terms of loyalty and engagement, not to mention the innovation which can come from a varied viewpoint.
Being self-aware enough to recognise and correct your own bad habits is a hugely positive example to show your team. Even more so if you’ve had the courage to ask for their opinions first.
For help or advice on any HR issue get in touch today at email@example.com or call 0203 627 7048 to speak to our team direct. We’re offering a free initial review to help you understand how to make the valuable changes to best support your business.
Time flies when you’re running your own business. One minute it’s January and you’re hiring your first few team members, telling yourself you’ll align their progress with the rest of the business, and then the next, you find it’s Summer already and all your good intentions have never not quite translated into any sort of strategy ….
Very Few Startups & SMEs Allocate Time Once A Month To Focus On HR
And whilst it’s likely that you’ve kept a regular eye on your sales and finance tasks in a structured way every month, when it comes to your people, chances are that any structure has been left to happen ‘naturally’. If you’re close to the team, check in regularly as a matter of course and have spent time building relationships with them from the word ‘go’, then this is all good news as you’ve built some really strong foundations already despite no mention of the words ‘HR’. However if you’ve left all checkups and communications aside as you have your head down, there not only may there be a risk that the next “have you got a quick minute?” directed your way, might just be a complaint or – worse still – the dreaded resignation letter, you will also be missing a trick in planning and investing in your biggest asset: your team.
Our Monthly HR Checklist For Startups & SMEs
To help you structure what can sometimes seem a daunting task, we’ve created a monthly HR checklist for you, designed to make sure you keep your business and your people on track. Nothing heavy. And nothing daunting. But a few things that – if you review on a regular monthly basis – will significantly help boost your team’s productivity and your overall leadership, saving you oodles of time and hassle in the long run.
1. Step back and do a quick people overview (as you would your sales or finances): What are its strengths and weaknesses? What does your team look like this year in size, shape, roles and productivity? More importantly, what do you want them to be doing differently in the next 6 – 12 months to meet your own overall goals?
2. With 1) in mind… how you want to develop the team and what are the 1, 2 and 3 priorities you will be looking at for the coming 6 months with them?
3. Set up some simple KPIs to track in relation to your team. Basics ordinarily will include things such as headcount, salary bill, absence rates etc (which track directly to your finances), right through to those which might tell you a little bit more in the long run & will take a bit of time to start yielding the insight you’re after. In this latter category, you need to put your thinking cap on about what you want to measure (employee satisfaction, time you spend with each employee, number of new ideas/ initiatives generated by the team etc) and why it’s important.
4. Clarify to the team what the company goals are and what progress is being made towards them. Too busy for an All Hands/ Town Hall/ Company Meeting? Whilst face to face is often best in this regard, we find that the ‘little and often’ approach works best to get the message across and make people feel involved, so just make sure that there is some communication on this each month, even if via Email/ slack/ video etc
5. Get feedback from the team on how they are finding each project/ progress against the goals. Whilst there are now many different software programmes which can help do this for you in a regular and structured way, at the very least, add on a question to all at the bottom of any team wide communications that make clear that you want to hear from people or walk around the office and ask people face to face.
6. Put together a simple action plan to address any queries which arise. And forecast for the team over how their roles might change, what their risk profile is and how you can support and motivate them
7. Make the team see you as human: take them out to lunch to chat away from the office and stay connected. One former CEO I worked with liked to take afternoon tea with his team & another took each person out for lunch in their first week to find out more about them, both delightful traditions appreciated by all.
8. Review the behaviours of your current team. Look at what the qualities of the team are displaying are and what channel they joined you via. When it comes to recruiting, referrals can be a really good channel & work wonders on those KPIs. Share recognition about great performance: your team will love you for it (even if they’re a bit embarrassed initially…)
9. Take stock of what learning may be needed for individuals/ teams to support your goals. This doesn’t need to be expensive (we have heaps of ideas in a previous blog ‘Learning on a Shoestring’) but as a no.1 area for motivation as well as often being needed to adapt to a changing business, getting a clear idea on where people can develop is key.
10. Talk to the team and bounce ideas off people who don’t have a direct interest in your business to get some objective advice and open your mind to trying out new ways of doing things. But whether you’re are start up with just a couple of employees or hitting the big time and your headcount is getting into triple figures, it’s never the wrong time to focus on getting the most from your team and providing a great environment for them to thrive.
If you’re struggling however with getting the full benefits from your team and finding the time to develop your ideas, help from a switched-on HR professional could be what you need.
For help in getting (and keeping!) your business on track with it’s team please email firstname.lastname@example.org or call 0203 627 7048 and speak to our team. We’re always happy to help and offer a free initial review to help you understand how to make valuable changes to support your business.
TheHRhub: helping restless business owners create and manage good working relationships with their staff in a direct and pragmatic way. #employeemagic
Fractional: [adjective] Relating to only a part of something; Extremely small or insignificant
The fractional workforce is a phrase new to many. But not for long I suspect. A term used to loosely describe those who provide work to one or more businesses, it includes many of the 5 million people in the UK who are classified as ‘self-employed’ – the contractors, the freelancers, the ‘gig’ workers, the temporary staff you have on your books – not to mention those who might be on your payroll on a part time basis. The common denominator of all of these being that they are just not solely dedicated to your business.
But far from these being just the ‘giggers’ who have grabbed the headlines in recent months – those who deliver your food, clean your house or ferry you home at the end of an evening – 60% of these fractional workers are found to be in highly skilled or managerial professions (ONS), and most of whom have turned to fractional work out of choice.
Over half our SME client base are increasing their use these types of workers to supplement their own teams on a regular basis – as accountants, marketeers, designers, data analysts, developers…even HR folks – but a handful have gone one step further by having them as core members of their senior or leadership teams. And anecdotally I know of plenty more highly innovative businesses who use diverse and fractional teams gathered from their wider networks to deliver high profile projects, because they just don’t have the skills they need in their existing employee pool.
But given that many of these highly skilled people turn to fractional work because it supports the things which motivate them most: freedom (in location, work patterns, scope) and ownership of what they do, how do you as a business owner make sure that these broader team members are as ‘engaged’ and ‘onboard’ as your permanent staff members, whilst balancing the risk (and fear associated) that you may lose control over some of the work? From extensive experience on both sides of the fence, here are our pointers on some things you can practically do to rapidly assemble a crack team and get the most out of your working relationships with this group:
- Get the basics right, but recognise that a contract simply cannot cover ‘every eventuality’: It goes without saying that a properly worded contract is a no-brainer to manage your legal risks, however our experience is that a properly worded contract is not one which attempts to try and control every single thought and word a person emits during their time working with you (having had many run-ins from those not willing to sign away their entire thought catalogue in a crudely worded IP clause, this is a route which does not bear well with many!). One which seeks to do this beyond what is necessary for the delivery of the work will no doubt hold up the process for any onboarding as wordsmithing goes back and forth, giving your competitors a chance to steal a march on you!
- People are people, regardless of ‘working status’ & so speak to them as such: ‘The Contractor’ is not an appropriately named designation for most to respond to and is something which should be reserved only for an introduction by Hollywood-voiceover-man to something infinitely more fictional….
- Treat your wider teams as a community: communities support each other and work for the greater good; they embrace differences, thrive when there is co-operation and provide a vast array of talent for you to pull from which you might otherwise not get access to. Communities do not take the pi** with each other, as they know that they may be the one asking for a favour the following week….
- Communicate in a way which is fluid & which builds trust: ask yourself whether you really need different email lists for ‘employees’ and ‘contractors’? Many businesses also exclude non-permanent staff from their communications platforms, however this serves to alienate at best and cause productivity issues at worst. Remember (see point 1) they’ve already signed the same sort of confidentiality clauses as anyone else in the business…
- Don’t ignore wider development needs: from onboarding and beyond, make sure you are inclusive and relevant in providing development opportunities. This doesn’t mean sponsoring someone on the MBA if they are only with you for 2 weeks, but may include including them in your onboarding programme, lunch and learns etc
- Reward is still important (but outside of traditional methods look to recognition and referral as currency to use): You may think that paying the monthly invoice is reward for these team members done and dusted, however (even if you haven’t read oodles of posts about this one – really??) ‘reward’ to most people is more than just a wedge of cash…. Angela Mortimer, a successful recruitment firm specialising in PA and support staff hold an annual event to celebrate and recognise their temporary staff who don’t get to always get to join in on the social side from the organisations they provide service to or be included in their reward practices. A nice touch I think, which in addition plays to point 3 (above).
This post doesn’t (purposefully) address some of the legal ramifications for employing different types of workers that make up this section of the workforce – that’s definitely for another day and is dependant on ever evolving legal challenges being made – however fractional work is on the increase & those who can strategically think of their workforce as beyond those on their payroll, will already be one step ahead.
For more details on integrating your workforce or any other HR challenges you might have, drop us a line at email@example.com or call 0203 627 7048.
Image Credit: unsplash
Public Health England and Business in the Community have published a toolkit in an effort to encourage employers to promote healthier eating and exercising to their employees. Keen to stress the business benefits, the toolkit explains that such initiatives can boost productivity, slash absence rates, and play a key role in facilitating a happy workforce.
And while this might fall into the yet-another-thing-I’ve-got-to-do category (quite far down for many if I’m honest) of what to look at whilst running a business, what is becoming increasingly clear is that the health of the nation is a ticking time bomb. According to the NHS, the number of people being diagnosed with diabetes has more than doubled in the past 20 years, and rising obesity levels continue to grab headlines. As an employer, you have the ability to make a positive impact in your staff’s lives, as well as strengthen your business for the future, so it might be worth having a gander…..
Occupational health isn’t just about ensuring your staff have comfortable chairs to sit on (although yes, that is one of thing basics…) as the real benefits will be gained by those who are more proactive with their responsibilities as employers, tapping into the opportunities that exist for all of us to have a much more holistic impact on our team’s lives.
The toolkit includes:
- Suggestions that healthier food and drink options should be available within the workplace, including at meetings and events
- Ideas around organising ‘family days’, so staff can get their loved ones onboard with healthier habits
- Advice for managing shift workers and remote workers: two groups of staff that will experience unique difficulties when it comes to maintaining their health and wellbeing
- Guidance for handling sensitive mental health issues in the workplace
Though the suggestions are comprehensive and provide a lot of food for thought for employers, it’s also stressed that there’s rarely a one-size-fits-all approach. Businesses are encouraged to involve their staff in any initiatives from the very earliest stages, giving them a voice and the opportunity to hone a way forward that’s really going to work for them. After all, if your staff aren’t engaged and onboard, then your efforts are going to fall on deaf ears and fail to meet their objectives.
We recognise that employers have a lot on their plates. You may well think that you simply don’t have the time to consider promoting better levels of health and wellbeing to your staff. You’ve got performance reviews to handle, back to work meetings to schedule, and a whole load of paperwork that seems to mount up on your desk on an hourly basis.
But there are benefits to be had by adopting some of the suggestions here ( others we’ve seen and shared previously), so if you can find the time, you should definitely give some careful consideration to how you can ‘borrow’ a couple of the ideas in order to boost the long-term prospects of your business.
Not got the time but like the idea? Drop us a line at firstname.lastname@example.org for a quick chat on how we might be able to help or call 0203 627 7048.
As your business grows, you might decide that the time is right to start working with HR. It’s certainly true that having a people professional on hand and on your side can bring huge benefits, and it could be exactly what you need to create steady and manageable growth you’re after. But before setting the wheels in motion, it might be useful to take a step back and think about what you can do to ensure that any relationship reaches its full potential. Let’s explore the practical steps you can take.
Be Open And Honest About Absolutely Everything
When you first start to work with any kind of professional services, there’s always a period during which you’re still getting to know each other. You’ll be asked questions about business, and it can be tempting to try to gloss over the less attractive parts, and not be completely honest about your situation and how you’re feeling about it. Here at theHRhub we’ve seen (most of) it all before, and aren’t here to judge. We just need all the information you can give us – the good, the bad, and the ugly – so we can work out an action plan to get you to where you want to be.
Remember To Use Their Services Strategically
Many people first start working with an HR service because they have a particular problem that they need expert assistance with right away. It could be an issue with a new recruit, or it would be a routine disciplinary matter that’s gone horribly wrong. It’s safe to say though that most business owners’ first contact with their HR service is the result of an operational matter. And that’s fine, of course. Sometimes, there are things that you can’t cope with yourself, that need to be tackled ASAP. If you really want to get the most out of your working relationship though, recognise the strategic value that is there for the taking. Engage in conversations about the future of your business, the big challenges you face, and how HR can help you to get you to where you want to be with less hassle and less fuss.
Speak Up When You Need Help
The world of HR, just like any industry out there, is full of jargon and terminology that you might not be familiar with. The good news here though is that we at theHRhub will break down everything you need to know, so it’s easy to understand and digest and so that you get to know your TUPE from your EAP. If there’s anything at all that you feel unsure about, don’t be afraid to speak up. As skilled as we are, we can’t read your mind! And we’re always more than happy to go that extra mile so you’re really reaping the benefits of having your own on-demand HR point of contact.
It’s normal to feel slightly overwhelmed at the thought of working with an HR service or consultant. You probably felt the same when you first called upon the services of your accountant. If you follow these steps though, teething problems can be avoided, and you’re likely to quickly discover that taking the plunge was the best decision that you’ve ever made.
Want to have a discussion about how all of this could work for you, in really practical terms? Drop us a line at email@example.com to book in a free consultation.
theHRhub is the ultimate online support service for startups and SMEs. We provide software, templates, expert advisers, a community forum and up to date news and views – straight to your tablet or mobile device.
It’s like having an HR Director in your pocket!
Find out more here
Photocredit: Kenny Louie Ahhhhhhhh
Let’s face it – it’s that time of year when the mornings are getting darker, people are distracted by festive tasks and busy social lives, and understandably coming to work is the last thing on earth they want to do. But this time of year is also perfect for reconnecting with employees and colleagues you haven’t spoken to in a while, or even the person you sit next to every day.
Business leaders can still knuckle down on the tactics that they’ll use to make the most of the final quarter. Whatever your goals are, these strategies can work. By motivating your most valuable asset – your people – you can not only end 2017 on a high but also enter into 2018 with a renewed sense of purpose and commitment from your employees.
Invest time in refresher training
At this time of the year, exemplary client service can make a huge difference when it comes to your profits. Are your staff comfortable with talking about your products and services? Can they pinpoint opportunities to offer an up-sell? And are they really firing on all cylinders when it comes to their day-to-day work?
Take the opportunity to consider how you can offer training to drill down on key points, and take performance up to that next level. You don’t necessarily have to spend a fortune on bringing in external providers, so think outside of the box when it comes to how you can deliver. Many sales tools record your calls and can be used to do some internal training within the team. Or how about some e-learning courses to give some focus.
Invigorate the mundane routine and re-establish the immediate goals to focus on
If your staff have been in their positions for a while, then they can really easily fall into a mundane routine. Particularly in the run up to Christmas. After all, everyone’s a bit well, knackered? Could it be the case that they’re feeling complacent? If so, now’s an excellent time to get your leadership team together and ensure that everyone has realistic but stretching goals to be making progress towards. In the long term, staff value opportunities for professional development, adequate training provision and an appropriate support network far more than you think.
Everyone should understand and recognise the contribution they make to the bigger picture, so make sure they understand the part they play and are recognised, though it’s also sensible to think about how you can encourage staff to work together to achieve bigger things.
Tis the season…
Finally knowing your employees, and providing the right incentives for them to do their best, will result in more productivity and a general “feel good” factor. Let your staff know about the Christmas plans for your office and get in the spirit with them.
- Offer staff a couple of days of festive flexible hours throughout the month, allowing them to re-arrange their hours, working later or starting earlier, so they can balance work with parties, shopping and being with their family.
- Relax staff dress codes. There’s no need for them to wear suits every day, if workers aren’t in a customer-facing role.
- Organise the Christmas party or team lunch. If you don’t have a budget, ask workers to bring their own in nibbles, you provide the drinks and have an office picnic with a token gift for employees to take home.
- Introduce ad-hoc prizes for staff who hit their targets over the run up to Christmas, such as a bottle of champagne, or theatre tokens.
TheHRhub is the ultimate online HR support service for Startups and SMEs – providing software, templates, expert advice, whitepapers and up to date news and views, straight to your mobile or tablet. It’s like having an HR director in your pocket but without the price tag!
Call us on 0203 627 7048 or drop us a line at firstname.lastname@example.org for a no-strings chat about your HR needs.