For many firms, hiring new employees is the only way to expand. While you can hire consultants, contractors, and freelancers, you’ll have the most control once you start recruiting the appropriate people for the right jobs who are just as enthusiastic about your company as you are.
Many business owners are hesitant to hire because of the dangers; however, when done correctly… Having employees will help your company grow from surviving to thriving.
Top ten HR hints
Here are the top ten HR strategies for managing staff in your company.
1. Write a detailed job description for each position.
This is one of your cornerstones, so pay attention before hiring. It should determine the duties that must be completed, the abilities and experience required, and the perfect candidate for the position.
Job descriptions will vary as a company expands, and job descriptions should be revised regularly. If someone else is executing the work, talk to them about the need for change. It’s possible that the position is being split in half or taking on new tasks due to the increased workload.
Use the job description to hire, manage, and terminate employees. By establishing clear expectations, the job description clarifies both you and your staff.
2. Before starting work, provide each employee with an employment contract.
Although this is a legal obligation, many small business owners still ignore it. The law has evolved through time, and while there was formerly a two-month grace period, it is now mandatory to provide employees with their statement of terms and conditions on or before the first day of work.
A contract of employment is one of the most effective ways to convey a description of terms and conditions. Many small enterprises lack and do not require an employee handbook. The contract establishes a management mandate for firm owners. The company’s major policies and procedures are documented so that both the employer and the employee know what they need to do to keep the working relationship going strong.
A contract should be tailored to each organization to appropriately reflect the owner’s management style, with rules and procedures reinforcing the company’s values and culture.
>Check out these 6 HR software tools for small businesses.
3. Create an organized induction procedure.
Consider everything the employee will need to know to truly grasp your company. How will they get started as soon as possible? This goes outside their job description. Is there anyone else they need to meet? What do they need to know about the company? What are the responsibilities of others? What role does their job play in the overall operation? What is it like to work in this industry?
Prepare an induction scheduled for the first 2-4 weeks. Allow them to fully comprehend the business and participate in meetings, conferences, and exhibitions even if these items have nothing to do with their job. The better the person understands the organization, the better they will be able to contribute.
Day one, week one, and month one actions and development should be included in the induction phase. Allow for both personal “study” and structured learning time. How to execute their job, where to find the restrooms, and where to have lunch are just the beginning; a thorough introduction procedure goes much further.
>See also: How to Decide on Small Business HR Policies
4. Establish a probationary term and adhere to it.
A probationary term allows both the company and the employee to see if they are a suitable match. Even if someone is excellent at their work, that does not guarantee they are the best fit for your company. A six-month probationary term is required. It allows someone to completely understand their function before demonstrating their ability to perform it.
Most notice, disciplinary, and capacity processes will be abbreviated during the probation term. However, keep in mind that you must be fair, and an employee does not need to have worked for you for two years to file a claim for bullying, discrimination, or breach of contract.
You should meet with the employee frequently during the probation phase, set reasonable goals, and provide feedback.
5. Evaluations of performance
Many organizations despise the annual appraisal process since providing input nine months after an incident is worthless. However, having solid performance measurement processes in place is critical. It guarantees regularly discussed objectives, aspirations, training needs, required support, and accomplishments.
There are many different ways to evaluate performance, and figuring out what works best for your firm is part of the culture. Ascertain that it is a formal process that has been agreed upon and documented. You may need to refer back to the conversations you had in the performance review sessions if there are performance difficulties in the future, so honesty is critical.
6. Set a good example.
Many business owners struggle to explain their company culture to their staff. It’s often difficult to express “what it’s like to work here.” Leading by example is the most effective technique to encourage people to behave and perform as you want them to. It’s pointless to be late for work every day and chastise others for their punctuality. If you want people to wear suits, you should wear one yourself. You must leave the office by 5:30 if you want people to leave by 5:30.
Respect goes a long way in business, and earning it and setting an example will help you establish a better, stronger company.
Lead instead than following. Don’t manage; lead.
7. Safety and health
Everyone moans at this point, but occupational health and safety have evolved dramatically over time and are becoming increasingly crucial in the modern workplace.
Covid has had a significant impact on workplace health and safety and employee happiness. Mental illness is becoming one of the top causes of missed work, poor performance, and employee turnover. Society is more eager than ever to talk about mental health, and the workplace is no exception.
Employers are required by law to create a healthy and safe working environment for their employees. This is physical as well as psychological. This requirement applies to all workplaces, including after-work beverages at the bar and the employee’s house if they are a home-based or hybrid employee.
Bullying, harassment, wellbeing, menopause, pregnancy, domestic abuse, annual leave, working hours, and work-life balance all fall under the umbrella of health and safety.
If you want to create a successful business, you must prioritize health and safety
8. Take and give
You must promote yourself as an employer of choice as an employer. Your employees have the option of working elsewhere, so you must give them a reason to select you. You can recruit and retain top talent by fostering a “give and take” culture or “work hard, play harder.”
Your business type will determine how this manifests itself in your company. It could be a matter of working hours or location flexibility. Working habits or breaks could be the source of the give and take. Being able to work from home so that you may be with your children or attend appointments at a specific time. It’s critical to ensure that work is completed on time and to the proper standards, but how can you accomplish this while also giving back to employees when they need it… and without being exploited?
9. Ask for feedback.
It’s difficult to solicit feedback from clients, employees, and business contacts. It’s even more difficult to consider their suggestions. However, if you want to run a truly successful company, you must learn to solicit criticism and, maybe more crucially, respond to it.
Customer feedback and net promoter scores, employee engagement surveys, and 360-degree feedback are useful tools for improving yourself, your company, and your operations. Because your employees are often on the front lines, take the time to truly listen to them, and if you have enough employees to make it anonymous, you will gain even more value.
I cannot emphasize how crucial communication is. We often work at 100 mph as business owners and don’t have time to guarantee that others stay up. Clear policies and processes that are written and communicated, on the other hand, can often address many difficulties before they develop.
Holding regular team meetings and informing workers on ideas, accomplishments, losses, and company health will help you get buy-in from your employees when needed. People are more likely to participate if they grasp the “why.” Resentment, poor execution, and results result from doing a work or project they don’t value.
Your business will be more successful if you improve your communication, including listening abilities.
DOHR’s Donna Obstfeld is the founder and HR professional.