Starting the relationship off on the right foot

Starting the relationship off on the right foot

Terms and conditions of employment may be straightforward enough but are often limited in regard to the transactional and economic element of the relationship.

Job roles and duties may give an indication of what is expected of an employee but not necessarily to the level at which they are to be performed or how those tasks or duties are to be carried out within your organisation. It is important to make this clear at the beginning or else it is easy for misconceptions to arise, especially at the start of the relationship, about what is acceptable and what isn’t.

Do your new employees undergo an induction period when they start work?  If you have the resources an effective induction into your company’s practices, especially your ethos and values can be very useful. It is important for all employees to understand the way your business operates and the culture so that they can familiarise themselves with it.

Whilst new employees may have done things differently in the past their way may not fit into your organisation. They might be resistant to change or on a positive note, bring energy, commitment and new ideas that will benefit your business.

The probationary period, if used well, is an effective mechanism for monitoring and discussing observations of the performance and suitability of new starters. Good and bad.

If an employee knows they are doing a good job chances are they’ll keep delivering. Let’s be honest, we all like to be praised and feel like we are making a difference.

If they’ve been told they need to improve and how they can do this, well, it’s up to them, and if they don’t then you’ll have to decide if you want to continue to employ an under-performer or use the probationary period for what it was originally designed for.

The human resources support offered by Honest Employment Practice Limited focuses on the employer-employee relationship. We are there to sort out employment issues which make your life easier and allow you to get on with the important job of running your business.

Give us a call if you need help with getting a new relationship off on the right foot. We are here to HELP.

This post is in: Employee Relations Blogs

What is the best way to deal with unhappy employees?

What is the best way to deal with unhappy employees?

Are your employees’ moans and groans like the common cold?  Hard to shake off and preventing you from concentrating on the day to day business?

It’s not difficult to understand why employees’ morale may be on the low side given the tough economic times we face but this can have an adverse effect on a manager’s ability to get the job done. Unfortunately, this has a negative impact on the bottom line and profitability of your business (CIPD Research…..)

When resources are tight they have to be prioritised but in my opinion, employers often under-estimate the hidden costs of underlying workplace conflicts and subsequent low morale. If these are not tackled straightaway and nipped in the bud such issues can linger which, once they grab hold, become like the common cold.

The symptoms can be numerous, present in differing ways and hard to shake. Colds, rather like employee complaints, can easily spread and if you do nothing to remedy these symptoms and the causes, others will inevitably be affected. Notwithstanding these efforts made to treat a cold, the symptoms will keep coming back in some form or other much to your annoyance, until the underlying causes and not just the symptoms are resolved.

Have you noticed a pattern to these complaints? If there is an identifiable trend to the complaints you may be ideally positioned to deal with these issues although I would advise you to raise them with your employees at a suitable time. Set out the Company’s position and dispel any rumours and/or misconceptions rather than waiting until a grievance is raised. This is where it is best to strike whilst the iron is hot!

If you delay until you are compelled to act the issue is likely to have escalated, spilling over to other areas of your workforce resulting in a more extensive grievance investigation which places a far greater strain on time and resources. You may also lose the opportunity to deal with the issue on an informal level.

The human resources support offered by Honest Employment Practice Limited focuses on the employee relationship and we are there to make your life easier so you can get on with running your business. So if your employees are having a moan then pick up the phone. We’re here to HELP.

This post is in: Employee Relations Blogs