As the Summer stretches out before us and much needed holidays are almost within touching distance, like many in my shoes, my workload expands from my normal work-work, to incorporate the role of COO (Chief Organising Officer) of my household. It’s a role I never really interviewed for and which I’m also not sure I’m totally qualified for either… but one which is made infinitely more manageable by the most basic of things: checklists!
As a teenager, I used to tease my best friend mercilessly about her love of checklists: her ability to turn any event into one needing such a list remains unrivalled by even the strongest of Project Managers I have met to date . However I have grown to make these lists my friend in latter years and find they are the only way that I get through any busy period, ensuring dogs, children and sometimes even me too, have everything we need for a smooth and enjoyable Summer time. Packing checklist? Check. Activities checklist? Check. Menu plan checklist? Check!
They’re also invaluable on the ‘work’ work front too: on boarding, off boarding, during boarding… you catch my drift. They are essentials which can be used for all manner of processes.
And it’s not just me who’s a fan of these brilliant basics. Google has been widely reported to have increased their news starter’s productivity by 25% as a result of sharing a simple but effective checklist for managers to follow the night before their new starters joined. Their checklist focusses on clarifying their roles and responsibilities, introducing them socially, setting up time to meet over the first few months, pairing them up with a buddy and practising open communications. But there are also other steps you can add which support the practical questions people need to know as soon as possible – “ how to print”/ “ Invite for lunch” etc
So in the spirit of helping you maintain a happy and healthy Summer at work, we’ve compiled a checklist of our own, descriptively-named …
Your Summer Checklist.
- Reflect on your progress to date this year against your goals
- Get feedback from your own team on your management style and behaviours (you can use when you reflect on your own goals and progress as you know you will do the minute your head hits the sun lounger…..)
- Schedule your end of Quarter reviews/ 1-2-1’s for your return and start drafting next Quarter’s goals with your team (even if not confirmed until post-Summer it’)
- Ensure all holidays for all the team are known
- Meet with all team members & use as an opportunity to give them feedback on their contribution to date
- Share who’s-going-to-cover-what whilst you’re away and that they know who to escalate anything to in your absence
- Surprise your team by letting them knock off early one evening or take them out to lunch
- Block out some time in your diary on your return to catch up on all progress
P.s We don’t need to tell you this part but just in case…
- Don’t bombard your team with emails whilst you’re on holiday (It smacks of not trusting them very much – instead make drafts if you’re overcome with inspiration to share with them …)
- Don’t email your team members whilst they are on holiday.
For any other HR queries – holidays or other – contact us at email@example.com or call 0203 627 7048
Bon Voyage 🙂
Photo by James Lee on Unsplash
Within SMEs, career development opportunities can seem few and far between. And within a small team, their impact can be huge. Here are our top tips on how to go about promoting from within – whilst keeping your team intact.
Succession Plan For All Roles
Take it from me, any time taken away from the coal face to think about the development of your people will never be wasted time. Think carefully about who will be the successors for all roles – including yours – and don’t just go for the obvious. This strategic thinking could impact not only on your recruitment over the next few years but also on your team’s engagement and business strategy as a whole. As a small business grows, many early team members will be concerned that their impact may be diluted by a whole new senior team being recruited externally, so be open with the team about what opportunities there may be in the future and how they may be a part of this.
Be Realistic About Skills Gaps
Where possible, I would always try and recruit from within. If an internal candidate has 70% of what’s required to do the job and that extra 30% can be learnt in house – what are you wanting for? Give them a chance. Witnessing hard work and talent being rewarded can have such positive effect on the whole team. But sometimes, particularly with technically specific roles, to keep ahead of the competition you’ll need to bring the talent in. This can be huge investment, so make sure you do it properly with a well thought out recruitment campaign , carefully considered on boarding programme and (crucially) with the buy-in and/ or involvement of some of your existing team.
Create A Personalised L&D Plan For Each Individual
For every potential internal promotion, think carefully about how you as leader can help individuals get the skills they need to move up. Sometimes this may involve investment in external training. But in my experience some of the most valuable learning opportunities can be provided in-house. Mentorship programmes and job shadowing for example can be hugely valuable, for all parties involved. Empower the team to take ownership of their own learning too. One of my favourite ways to do this is to let each employee expense the odd ebook/podcast/periodical relevant to the business or their function and share their learnings with the team.
Bin The Annual Review
For me, yearly reviews have always seemed pretty pointless. Meet once a month if you can, but at least once every few months. Whilst catching up on operational issues and where team members are vs targets, check in on where they are at with their own development too to make sure it’s moving forward. There’s little point in having an personal development plan if that’s all it remains…. If you demonstrate to the team that their personal development is a priority for you (and action anything you’ll say you do promptly) it’ll be a priority for them and become part of the culture at your organisation.
Be Conscious Of Those Left Behind
Seeing a close team member move up to a new role without you can be hugely demotivating whether you were in line for the role or not. Communication here is so important – and you must be in control of the messaging. The last thing you want is for your employees to find out about an internal promotion through the office jungle drums. Once you’ve made the decision, let them whole team know asap – ideally at the same time – what is going to be happening and why. And where possible, try and turn what could be a perceived set back into an opportunity for everyone, positioning it within the context of a team re-structure with enhanced roles/responsibilities for all. If you’re aware of a particular individual who might take the news especially badly, take them out for a chat to discuss specifically and head this off. Making sure its you they vent to (rather than others in the team!), will give you the chance to offer some explanation, words of support and help those sour grapes taste a little less bitter.
For help or advice on any HR issue get in touch today at firstname.lastname@example.org 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.
A resignation – like being dumped – can often feel very personal. Particularly if the person in question has been with you for some time. Particularly if you think they are critical to your business. And particularly if you let it.
I mean, it’s sod’s law isn’t it? Just when you think everything is teed up to have a great 2018: Goals in place? Tick. Marketing lined up? Tick. Sales Pipeline trending the right way? Tick. – when someone pops their head around the door clutching an envelope and utters a few words in ‘that’ tone …”er, can we have a quick chat?’. And it’s the ones who are the most valuable to you which always hit you hardest.
Of course, not every resignation is bad news. If you are planning on going through a restructure or making redundancies and the person in question was going to be affected, then you may have just saved yourself a bit of heartache ( not to mention a few quid). But most are not wanted, downright annoying and expensive too.
With an average employee in the professional sector costing up to £30k to replace , the best way to ensure that you handle this well, is to prioritise keeping your team as you would your clients. And plan for it by doing some of the following:
- At budgeting time, include staff turnover in your forecasting figures and set targets for turnover. The UK average is approximately 15% but this rises to closer to 20% in the digital sectors. You do need to keep new ideas flowing within the business and adapt to your changing model, so not all turnover is bad and it’s likely that you will want to see some movement to avoid becoming complacent, but set targets for this which you can check progress against. It’ll be less of a surprise.
- Identify your ‘keepers’. The people which, if you lost, you would be stuffed. And then plan how you are going to to show them the love. To support them in what they want out of the business. Too many business leaders don’t take the time to speak to their teams on a 1-2-1 regular basis to uncover what it is that their people want and show support by their actions. Oh, for the times when I’ve seen an account manager hauled over the coals after a devastating client loss. “When did you last meet with them?” is often one of the first things their manager will ask after the bombshell has been dropped.” How did they seem? Were they unhappy? Did they say anything which gave you a clue?….”
- Take the time to get to know your team. To know what they want out of life on a wider level than just what they are doing at work. I know it’ll come as a shock to many, but most people don’t simply dream of doing better at work! So find out what possibilities lie for people within the confines of the business and how they can help them get to where they want to be.
And I’m not saying it’s easy by any stretch. It’s a hell of a commitment to meet with your team each week/ fortnight/ build a relationship/ keep it going through the good and the tough times. But people are less likely to leave a place where they feel valued and listened to than anywhere else. And even if you can’t keep them, the chances are that they will feel more comfortable giving you a heads up that they may be off, allowing you a bit more time to plan and handover.
But back to that resignation. In practical and immediate terms, you have a few options:
- You can take it very personally, considering it a personal slight that someone would not want to work from you and act out in that manner. One boss I know didn’t speak to their team member for their ENTIRE notice period, leaving him to work in an isolated office away from the rest of the business such was the disgust they felt at their team member leaving them. Their maturity wasn’t lost on the entire company…
- Or ( a popular option) you can launch into telling them all the reasons why this is all wrong for them and that if they stayed for another £5/ £15k/ £25k then you will be able to fix whatever it is they are concerned about. One business I know spent more money on retention bonuses for those who had resigned in a particular year than they did on the entire bonus pot for existing employees who had delivered for them that year. The‘retained’ employees in this instance lasted on average another 3-6 months before bailing out for real, leaving a red faced boss and disgruntled colleagues who had found out all about the separate arrangement…
- Or you can listen to what they are saying. And then really listen. And learn from it. On the odd occasion I have seen someone ‘bought back’ by their business when they’ve resigned, it’s been because the relationship and loyalty was there already, they’d just let things get stale. The drama of resigning was enough to wake both parties up to see that there were other ways for the team member to grow and they’re very happy.
Option 3 doesn’t always mean they stay and you may well still have to say goodbye to someone you would rather not. But at least by taking the time out to find out what is really going on, you will truly understand why your business is not right for the person standing in front of you. But why it may be for another time. Ah yes, Boomerang employees. Now there’s another post….
Tis the season to be jolly…. but as a small business owner the idea of Christmas can understandably bring with it a slight feeling of dread. All that time off, the great wind down, the slow down from clients, lack of productivity and the season for winter bugs, it is a lot to contend with.
You are not on your own, every year at around this time, we receive a ton of questions about workplace issues at Christmas. From parties to time off and everything in between, is your business really ready for the festive period? Don’t panic you are not a Scrooge to your office of Bob Cratchets, all of these are perfectly normal and practical questions to ask and we hear all of them, a lot, at this time of year.
Do I have to host a workplace party?
Unless a party is agreed to in the contract of employment, you don’t have to offer one. It’s worth noting here too though that if you’ve always held an event previously, it may be the case that it’s now expected. It’s true that parties can often throw up a range of HR headaches, but that doesn’t mean that you can’t celebrate with your employees and take the opportunity to thank them for their good work throughout the year. You don’t have to break the bank, and it could be a great morale booster. Remember New Year is around the corner with tempting new opportunities for your talent to eye up other options – so hosting a party, lunch or drinks is a nice touch to remind them that this is a great place to work.
What do I do if I suspect someone is throwing a sicky the day after the Christmas Party?
Unfortunately not a lot! Suspecting faking illness is incredibly hard to prove and a very sensitive subject. You are much better off taking preventative action up front to discourage this behaviour. Make your expectations clear, you are throwing this party for everyone to enjoy and celebrate the end of the year together, you expect everyone to be in the office the next day even if you are all feeling a little worse for wear. If you are feeling generous, you could offer a slightly later start time to pre-empt any late excuses – or lay on some bacon butties to get them all back into action.
Do I have to grant all requests for time off?
No. It’s not always going to be possible to give all members of staff the exact leave that they request, and it goes without saying that you have operational requirements that you need to fulfill. What’s most important here is that your policy around leave requests is very clearly communicated, and that you take a fair approach.
Can I make employees take annual leave if I close down the place of work?
Yes. If you will be closing the workplace for a period of time over Christmas, you can require staff to take that time out of their leave allocation, as long as there is no agreement to the contrary. You do need to give appropriate notice though – you’ll find the festive spirit might be lacking if you only inform them right at the last minute! – and the arrangements should be covered in your relevant people policies.
What can I do to avoid any issues arising?
Communicate well with your team: understand what people are doing and when they have time planned off. Your role is to continue to motivate the team and being proactive could save you a load of time, money, and hassle. Take the opportunity now to ensure that your expectations over what needs delivering by year end are made crystal clear, ensure any relevant policies are up to date, that your managers are onboard, and that you’ve pinpointed how to minimise any risk. You may even want to consider issuing a statement to staff about acceptable codes of behaviour ahead of any functions or events.
If you know that you need to do some work to ensure that the festive season passes by without any hiccups, get in touch. We can help you to make any necessary changes, and provide you with the practical guidance you need. 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 email@example.com for a no-strings chat about your HR needs.
A recent survey by Timewise found that 63 per cent of permanent, full-time staff enjoy some degree of flexible working – including working from home & flexible hours. Indeed in our own client base, of mostly technology and business services based businesses, we estimate that this figure is closer to 95%, showing that those doing 9-5 in the office, really are fast-becoming the minority. Added into mix the other shifts in the workforce of today which include the rise of the gig economy and the increasing use of freelancers, SME leaders who have such flexible and diverse workforces are now being presented with even more interesting challenges when it comes to management.
Because although the cost benefits of working with remote teams can be a no-brainer, managing employees across different locations (and sometimes time zones) is an entirely new skill in itself. If not done effectively, these virtual teams can become a real headache, lead to unsatisfied, disconnected employees and in some cases even negatively affect your customers.
First off, you’ll need to take the time to work out how you want to manage the teams first: some may prefer to micro manage and use technology as their control (one company I know makes a point of sharing with any new employees the fact that they collect data on their key strokes whilst working away from the office….) however our experience has shown that this leads to a quickly deteriorating relationship between you and them. Or alternatively empower all with a simple results-only approach, something which can leave the employee feeling autonomous ( although please note that this shouldn’t be confused with a total absence of contact with your employees from one week to the next & does require clarity over the results actually needed and the support to get there…).
You should also help your managers develop these skills, it can be pretty daunting to be given the task to build up rapport with teams you may never meet face to face, so put some measures in place to encourage relationships to be built and avoid the team becoming too reliant on purely communicating electronically. Phone calls and Skype can be great at over riding the initial awkwardness and getting people to connect in a more ‘normal’ manner.
Yikes! If you feel like this could be a problem waiting to happen for your growing business, get on the case now, read on for our top 10 tips to managing remote employees:
- Hire The Right Skills
You need ‘doers’: people you can trust to just get on with the job, without you holding their hand all the time. So we would always recommend assessing their result-orientation as part of the assessment process. Great communication skills are also a must here, as you need people who recognise the importance of constantly keeping their colleagues in the loop and building relationships from afar.
- Hire The Right Managers (& support them)
If you decide to delegate the day to day management of your virtual team members then of course you need to ensure you’ve got the right managers in place. They need to be comfortable with a more results-based style of performance management and giving their direct reports the space to approach tasks in their own way (without dictating to them how to do it). They will however be required to offer a lot of support and encouragement to their virtual team (often more than those who are sitting next to them and interact with them on a more regular basis), so a positive outlook and approachable demeanour are hugely important. A flexible mindset is also key: managing effectively across different locations and time zones is always not a 9-5 job …
- Onboard Carefully
On-boarding is even more important with remote workers than office-based ones, as it can be even harder (and take longer) to make them feel like part of the team. Bear in mind that sometimes they won’t meet their team for months after they’ve joined, this part needs to be as friendly and welcoming as possible & what goes on in real life (introduction, shaking hands, high fives if you’re than way inclined…. etc) can be translated into Slack and Skype just as easily with a bit of effort. In addition to a lot of 1:1 support, being clear over objectives & encouraging the team to interact, make sure you have a raft of suitable introductory videos for them to digest for the bits of ‘downtime’. And these shouldn’t just be on training, but also on the vision and culture of the business as well. To a certain extent the onus is on you to- after a full briefing – take a step back and leave them to it.
- Have Clearly Defined Ways Of Working
Well thought-out processes provide structure and direction for getting things done – wherever you are and whatever time it is. Project management and other software can be especially helpful here, but just as important are what norms are expected: when, with whom and how often you are expected to share information and for what purpose. There are an equal amount of businesses where 1-2-1 email is still very much encouraged as there are those who copy everyone and anyone into every email, so be clear on what type of working processes there are in yours to reduce the stress of the team and encourage efficiency in this regard.
- Make Document Sharing A Priority
One of the most important virtual team disciplines is how the team shares and edits information. Dropbox, Googedrive, OneDrive as well as a whole host of other document sharing systems are a godsend here, however in addition to being clear over what is used for which information, be sure to share any security protocols with the team when you use these too (I still haven’t forgotten the moment when one unfortunate new member of a team I was working with deleted three month’s work overnight…).
- Communicate, Communicate, Communicate
You won’t be bumping into each other in the corridor, so the emphasis with virtual teams is on the leader in particular to make an effort to stay in touch and keep channels of communication open. Constantly ensure your virtual team members know what they are supposed to be doing and how this fits into the bigger picture of the business as a whole. Reiterate your business objectives and vision throughout the year and remember that your culture and values are being reiterated with every interaction you have with them. Which is the right method of communication is important too: Instant messaging is great for quick team interactions & keeping people in the loop, video chat is great for team meetings to ensure non-verbal cues are communicated also however if members of your team work in different time zones, make sure that you have an overlapping period where everyone is working and organise your virtual meetings during these times. Got anything sensitive? Give the general Slack/Convo channel a wide berth and book in that 1-2-1 phone call……
- Create A Team Culture
If people know what’s going on and what they’re all working towards, then you’re one step closer to this, however you’ll need to make a bit of an extra effort initially to make sure this really sticks. Some I know encourage leaderboards on their software in all sorts of areas (from steps to sales made) to try and encourage a bit of healthy competition and camaraderie. Another set out to lead by example by assigning a member of staff an extra role to make sure all events are loaded up and shared with everyone (until it became the norm for everyone to do the same). And always mark birthdays and other special occasions with some sort of a card / gift (of even gif??), remembering the typical whip round no longer applies, but that most love a nod on their special day still!
- Promote Individual Accountability
Whilst how virtual employees complete their tasks should be largely down to them, they must still be accountable for their contribution – and have it recognised. A message board where everyone posts what they’ve done that week is a good idea as are monthly one to ones, as is using online performance management software to help transparency, such as 7geese .
- Provide A Means For People To Give Feedback Easily
Understandably, it may take some virtual team members longer to feel comfortable enough to give constructive feedback. Set up a feedback portal to ensure that any issues or frustrations are addressed and that no fresh ideas are missed: there is tonnes of software out there to help this on a more structured way (CultureAmp and Peakon are just two which spring to mind right now), but as with the general communication, lead by example and share your own feedback first in an open way which encourages others to do the same.
- Get Everyone Together Once In A While
Working on one’s own suits many people down to the ground. But to develop and reinforce an even better team dynamic, individuals should see each other face to face and get to know each other. In Real Life. Team away days needn’t cost the earth and are often the number one way to help improve team efficiency.
TheHRhub is the ultimate HR support service for startups and SMEs. For advice and help on any HR issue contact us today on 0203 627 7048 or drop us a line at firstname.lastname@example.org
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There are definitely nights we all come home from work wanting to have a bit of a rant about the latest office politics. And for the vast majority of people, they recognise that this kind of chat is best reserved for their partner or BFF’s to discuss face to face rather than taking to the masses via Facebook or Twitter (not least because if you’ve ever done this and paid attention to those around you, you might have just noticed some eyes glazing over….).But if you’re connected with any of your team through social media as many of you might be (read more on our article ‘Is it ever a good idea to be Facebook Friends with your Employees‘ for our take on this…), you might occasionally have a sharp intake of breathe when you spot a post which is less-than-complimentary about your own workplace/ management style or one of your other colleagues.
The obvious thing to say to avoid something like this happening, is to make it clear to everyone joining the business that it’s not acceptable (in any instance) to slag off the company and specify that action will be taken should they do so.
But what if you’re too late?
These circumstances present a unique set of challenges. And if you find yourself in this situation, it’s really important that you know exactly what to do to address the problems and get things back on the right track.
Speed is everything and you should take the conversation offline
Take screenshots of the post you’ve recognised and request that the offending post be removed. Follow it up by scheduling a face to face chat as soon as you can, if this is not possible jump on a call however.
Don’t jump to any assumptions before you’ve got all the information, listen to what they have to say and take action on the situation. Consider the nature of the comments made and their likely impact on your organisation. It would help if you can give examples of what might be classed as ‘defamation’ and the gravitas that their words could have on your business, staff, customers and clients, before going on to discuss the penalties that may need to be considered. You should also be clear in outlining what is regarded as confidential in the organisation, referring back to any initial employment contracts that may have detailed this.
Make sure you don’t just go through the motions, listen to what they have to say then act with integrity, do not let emotions overcome common sense, keep everything in perspective and do it all in a timely manner. If the remarks have caused offence to other employees within your organisation treat them with respect and take the appropriate action to record their views, any disciplinary measures will need to take this into account and be documented.
Nobody wants to have difficult conversations, as a leader though, it’s your duty.
Send out a reminder to others
You want to get a grip on the situation quickly, treat it with severity but equally keep your cool and don’t blow things out of proportion. Just by being proactive and nipping it in the bud can help you get things back on the right track without any hassle or fuss – sometimes examples need to be made but no one wants to lose a good employee if it can be avoided. A simple guideline should be enough to avoid further scenarios cropping up. For example, a company wide note to say, any issues regarding the below should be addressed to HR and not discussed on social media;
- The employee’s own wages and benefits
- Complaints or criticisms about management
- Labor disputes
- Working conditions
- Safety concerns
- Certain situations of harassment in the workplace
- Sensitive political or racial views
Social networking can be an excuse for avoiding face-to-face conversations. Often a quiet word by a line manager can avoid issues that lead to disciplinary and grievance problems. Emails, texts and messaging systems can leave line managers reliant on communicating electronically lead by example, enjoy more face to face conversations or calls, where the correct tone of voice can be heard and miscommunication can be instantly corrected.
If you have concerns about how equipped you are to manage HR policies and procedures, then we can help. We’ll pinpoint any potential issues that are at play in your workplace, and give you practical advice around what you need to do next. 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 email@example.com for a no-strings chat about your HR needs.
Image : Twenty20