For many businesses, the pressure eases off slightly over the summer months when customers and clients are away on holiday. This downtime can be an important opportunity to address those admin tasks you’ve been putting off to help clear the decks and ensure you deliver the rest of the year with aplomb.
Here’s a checklist of the important HR tasks to address during the summer slowdown:
Consider your cold, hard figures
When some leaders think about HR, they think about fluff without any real substance. But we’re now long gone from the days of it being known as the department of “tea and tampax” (genuinely how the function was described to me when I first joined….) and HR has evolved into something the smart money knows isn’t just a ‘nice to have’. In fact, it’s completely non-negotiable if you’re serious about sustainable growth. So with this in mind, and considering the fact that we’ve just come to the end of another financial year, it’s time to look at your numbers. How much are you spending on staffing? And more importantly what activities are bringing the greatest return on investment? Only once you know where you are, can you create a map to where you want to be.
Look At Your Leadership Funnel
Who are the managers of tomorrow, who is their back-fill and how are your developing them all to prepare for their next move? L&D doesn’t need to cost the earth – a lot can be done in-house through on the job training and mentorship. Individuals should also take responsibility for their own learning too – keeping themselves up to date with the latest trends in their business function.
Review Your Hiring Strategy
If gaps are appearing in your staff and you’re looking to recruit in September think now about how you can attract the best talent possible and how will they be on boarded to set them and the team up for success? Is there anyone internally who, with the right support and training, could take on the role instead?
Give Your Company Culture An MOT
Is it what you’d hope it to be when you set out or is it veering off course? As leader, it’s for you to set the tone of the business and reign things in if they go astray. Of course it’s only right that your culture is shaped and adjusted when you bring in new talent, but your core values (and, more importantly how these are demonstrated in practise) should remain constant. Step back and ask yourself if this is really the case and think about how to implement any changes you need to make.
Refresh Your HR Policies
Yes I know there’s always something more pressing to do than update your HR policies. Truth is, you never experience their true value until you need to use them. And if you don’t have the necessary policies in place when you need them, it’s too late.
Surprisingly there are only 3 policies that are required by law.
- Disciplinary and Dismissal Policy
- Grievance Policy
- Health and Safety Policy (if you have over 5 employees)
But there are also a number of policies that you should provide because they have legal minimum requirements.
|Pay||Legally you must pay your employees at least the National Minimum wage and ensure Equal Pay; you must also provide an itemised pay statement and not make any unauthorised deductions from employees pay|
|Equal Opportunities||Legally you must not discriminate against staff or allow harassment and bullying and you must make reasonable adjustments for staff in the work-place if they are disabled|
|Working Hours and Overtime including rest-breaks and holidays||Legally you must comply with Working Time Regulations provisions for employees and workers|
|Sickness policy and unauthorised/authorised absence||Legally you must make statutory sick pay payments to employees and allow them time off for dependant emergencies, Jury Service etc.|
|Maternity, Adoption, Paternity Leave, Parental Leave and Shared Parental leave||You must make statutory maternity / adoption / paternity payments to employees and give the appropriate leave|
|Flexible Working||You must consider all employees flexible working requests|
There are few other policies that you could consider to ensure consistency within your business. For example:
- Personal e-mail / Internet Usage
- Dress Codes
- Data Protection
Ensure Everyone Knows Where They Are Headed For The Rest Of The Year
Energise the team on their return to work by recapping on the objectives for the end of the year and where their individual contributions fit into the bigger picture. After the summer holidays is a good time to galvanise some team spirit with an away day, so you could start planning now – and don’t worry they don’t need to cost the earth… Check out our article here
Book Yourself In For An HR Health-Check
The vast majority of business owners do everything they can to comply with relevant employment legislation and create practices and policies that make their workplace a happy environment. Let’s be honest though – we all have constraints on our time, and it’s not always possible to go the extra mile. If you know that you’ve been putting HR on the backburner, then there’s no time like the present to review how you’re really performing, and what you could do to improve your business.
If you’d like a little ad-hoc assistance without committing to a tying contract, then you’re in luck. Our HR health-check service is just the ticket if you feel like it could be time to step back and take stock, before creating your plans for the future.
Drop us a line at email@example.com or give us a call today on 0203 627 7048 to book yourself in or find out more.