Are you really getting the most out of your HR practices? Find out here how to raise the bar:

As a small business owner, you probably started your own business because you’re passionate about bringing your product or service into the world, and providing a much-needed solution for your customers and clients.

This people management stuff – it’s not necessarily what you signed up for. Call it a necessary evil if you like, but the fact remains that if you want to grow a thriving business, you can’t get away from it. You need practices, procedures, and policies in place that ensure that you’re hitting the mark and developing the right kind of team to guarantee your future success.

If you take your finger off the pulse or let the grass grow under your feet, you could find yourself with problems that have been deeply embedded into your company’s culture, and these can be extremely difficult (not to mention expensive) to fix.

Wondering whether this might apply to you? Recognizing that you might not be firing on all cylinders is the first step towards fixing any issues and turning things round.

Here, we ask some questions about where you currently are, so you can start to establish where you might need to make changes.

Are you suffering from high turnover rates?

Recruiting good staff can be expensive. Giving them the skills and developmental support that they need to excel in their roles can prove to be costly, too. In an ideal world, this is an investment rather than a cost. But if your staff are deciding to move on to new pastures, this can be a huge problem.

You’re likely to notice the impact on the bottom line, and it may well be the case that you’re also damaging your employer brand. If too many people are leaving, the word will get around, and people will start to ask why. This could lead to you struggling to attract top talent in the future.

Are you unsure about whether you’re really meeting your legal obligations?

All business owners know that they need to be compliant with relevant employment legislation. When push comes to shove though, are you confident that you’re meeting your obligations? If you’re not, the nagging concern that something could go wrong is likely to constantly be at the back of your mind.

If you found yourself in a situation in which you weren’t fulfilling your requirements, it could prove to be devastating. Often, all it takes to ensure that you’re where you need to be is some advice from a professional. The peace of mind that this can bring can be worth its weight in gold.

Are you struggling to meet your overarching business goals?

HR is no longer about handing out cups of tea and sympathy. Robust HR practices will always be in line with wider company objectives, and they’ll actively help your business to get to where you want it to be. Take a second to think about what HR looks like in your business, and whether it’s really fulfilling its potential.

Do your practices improve productivity? Do they encourage your staff to be the best that they can be, and reward them accordingly? Do they play a significant role in facilitating business growth? If not, you’re missing out.

Though the points we’ve discussed here are really just the tip of the iceberg, they’ll hopefully give you plenty to think about. If you’re falling behind, the main thing to remember is that action is the only thing that will help you to remedy the problems. The sooner you decide that enough is enough, the better.

Give us a call today!

Website: www.TheWorkforceConsultants.com

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Think you need to recruit to grow your business? Make sure you’ve assessed ALL your options!

There comes a time in the working lives of many business owners when they think that recruitment is their only option. Orders are increasing, profit is looking extremely healthy, and they’re keen to expand and take things to the next level. Sound familiar?

At this stage, it’s likely that your nearest and dearest are urging you to take the plunge and bring on your first member of staff.

Of course, it should go without saying that you should rarely turn to friends and family for business advice. They might have the best intentions in the world, but they’ll very rarely understand the real challenges that you’re facing. If you want real, insightful guidance that can be used strategically to grow your business, you’re probably going to have to invest in professional consultancy services.

Generally speaking though, there are some important indications that you’re ready to recruit. It’s a big decision and it isn’t one you should enter into lightly. Pull up a chair and take a browse through these real reasons why it could be time to become the big boss.

Building and managing a team is in line with your overall business objectives

Think about what you really wanted to achieve from your business when you first started, and the type of company that you wanted to develop. Maybe you envisaged managing a team of hundreds of people, and playing an active role in strategic growth and development. Or perhaps what you really cared about was fulfilling your passions, and doing work that made a difference to the lives of your customers and clients.

There are no right or wrong answers here, but the truth of the matter is that people management isn’t for everyone. If you don’t have the desire to recruit, there are other options. You could outsource administrative and financial functions. You could bring in a contractor for certain months of the year. You could redesign your processes so many of them are automated, letting you deal with the work that you really care about and excel in.

Don’t be forced into feeling that the traditional recruitment route is the only avenue you can take. Explore the possibilities, and always return to your overall objectives and preferences before you back yourself into a corner that you don’t want to be in.

You’re willing to put time into developing yourself as a team manager

Whether or not you have a naturally ability to lead, recruiting staff for the first time is a steep learning curve. You suddenly have to get to grips with what makes people tick, how you can get the most out of them, how to handle bumps along the road, and ultimately, how to improve your leadership skills on a daily basis.

You need to be willing to invest time into this, and get the right type of support to help you along the way. From one-off courses to continuous mentorship, there are options that ensure you have what you need and can pinpoint your areas for improvement. There’s the option to outsource necessary tasks such as the creation of your company handbook and associated people policies, but it’s as much about developing the right kind of culture as it is about meeting your legal responsibilities as an employer.

You’ve examined the figures, and you know that recruitment would build your business

Some business owners are naturally very data orientated, and have no problems telling you their exact figures and projected big numbers. If this isn’t your strong point though, you need to do some careful calculations before you make any decisions around recruitment. Think about what it would cost to grow your team. As well as the salary, consider the investment that would be required in finding and selecting the right people, onboarding them, and then ensuring they have the right ongoing training and development.

Next, think about what you’d reap from that investment. Would your business produce more? Would you offer a higher level of customer service? Would it give you the capacity to move into new markets or areas? Only when you really understand the financial implications are you ready to make your decision.

The bottom line is that recruitment is certainly an option, and it’s right for some businesses. For others though, there needs to be some careful brainstorming and analysis before any big decisions are made. If you want to talk through your choices, get in touch today.

Give us a call today!

Website: www.TheWorkforceConsultants.com

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Think HR is all about fighting problems as they arise? Here’s why you’re wrong!

Think that HR is just about making sure that you don’t break the law, and having all the right paperwork in order?

You wouldn’t be alone in thinking that. It’s an approach that many business owners take, even in huge organizations that have the time and the resources readily available to do things differently.

Here’s the thing though.

If your HR practices are limited to firefighting problems – like dealing with disciplinary issues, or handling poor performing members of staff – then you’re missing out on one of the biggest opportunities that you have as a business leader.

Your people are your lifeline. They can make or break your business, and they can be the difference between just-getting-by, and creating an organization that’s the leader in its industry, and the one that’s known for being the very best.

Too many companies are selling themselves short, and ultimately, these will be the ones that struggle in the ever-changing landscape of modern business.

Being mediocre with your people policies isn’t saving you money, or freeing you up to deal with more important matters – it’s actively holding you back.

Take a second to think about the role of HR in your own business, and what you should be aspiring too.

How could the right leadership allow you to…

  • Double your productivity levels, which in turn could maximize your profits?
  • Attract the very top talent in your industry, allowing you to bring the best innovative solutions to market?
  • Increase the morale and motivation of your workforce, creating an environment that’s a pleasure to be part of?
  • Earn recognition as an exemplary employer, winning you prestige and national press coverage?

Once you step outside the constraints of thinking that HR is just about ticking boxes and fulfilling your obligations, you open up a whole new world of possibility.

Now’s the time to up your game. Will you rise to the challenge?

Give us a call today!

Website: www.TheWorkforceConsultants.com

Facebook: https://www.facebook.com/theworkforceconsultants

Think teambuilding is all about organised outdoor pursuits and cocktail making classes? Think again:

We’re all pretty clued up these days when it comes to the importance of building teams that work together to drive a business forward. No one is questioning the benefits of having great work teams, but there is a great deal of confusion around what it actually means to develop a team that operates at its full potential.

There are some common misconceptions that are still holding leaders back, and it could be the case that the information that you believe to be correct is stopping you from making progress.

Let’s take a look at why everything you think you know about teambuilding may  be very wrong.

You don’t have to fork out a fortune on events

Sure, there are many, many companies out there who will organize an elaborate and carefully executed event for your employees. From outdoor pursuits to cocktail making classes, there’s an option for pretty much everyone. And often, these solutions are very good. They’re planned and managed by seasoned professionals, and plenty of businesses have used such options with great results.

Of course though, the price tag can be extremely high. Before writing off your teambuilding goals as an expense you can’t afford, take the time to look at the bigger picture and what you actually want to achieve. A different approach could save you a huge chunk of cash, and could lead to much better results. Real teambuilding often happens in the office – not off-site.

It’s not about making everyone like each other

Too many leaders think that teambuilding is all about promoting friendships in the workplace. When you employ a diverse workforce, not everyone is going to feel compelled to share their weekends together, or meet for dinner and drinks on an evening. But that’s not what you should be aiming for.

It’s about encouraging people to develop the skills required to work together towards a common goal. It’s about creating focus on the benefits of working alongside each other. These things should always be the aim of any exercises and techniques that are put into practice.

Leaders don’t hold all the responsibility

Yes, you and your senior leadership team must lead by example and demonstrate the benefits of working together. But if your efforts are all about encouraging managers to take all of the responsibility and have everyone else fall into whatever they’re told, you’re going to miss the mark.

The best work is achieved when individual team members take responsibility themselves. Do they have the skills to have the necessary conversations? Can they step up when the manager is out of the office? If not, what can you do to help them to get to this stage?

Hopefully, reading through this article has challenged what you think you know about teambuilding and has given you plenty of inspiration surrounding where you might be missing the mark, and where you can make improvements.

If you want to improve the way your staff work together and you want some help from someone who has been there before and developed proven solutions that can be tailored for any business, get in touch. We’d love to discuss how we could help you to overcome your challenges and move forward.

Give us a call today!

Website: www.TheWorkforceConsultants.com

Facebook: https://www.facebook.com/theworkforceconsultants

 

If you don’t already have this HR secret weapon, now could be the time to make the change. Find out more:

Growing a business without Human Resources (HR) expertise is challenging at best, and a constant uphill struggle at worst. If you’ve ever had to tackle a people issue on your own, you’ll know just how stressful it can be.

Between trying to manage your legal obligations, and meeting your operational requirements, firefighting can become part of your everyday routine if you aren’t careful.

Of course, there’s the option to call upon help on a project-by-project basis, and there can be real value in that approach. But if you’re ready to raise the bar (and give yourself the valuable gift of peace of mind along the way), then it might be time for you to start a retainer relationship with your HR consultant.

This could be the secret human resources weapon that you need. Here’s why:

You get to know and trust your dedicated advisor so you can get straight to the heart of any issue.

If you’ve ever outsourced work to a consultant in the past, you’ll know that there’s often a steep learning curve called ‘getting to know each other’. Before you can really get down to business, the right foundations have to be laid. You have to gain an understanding of how they operate, and they need to find out what your business is really all about.

So if you have a pressing HR issue and you’re working with someone who you’ve never worked with before, it’s inevitable that you aren’t going to immediately hit the ground running. When you’re using retainer services though, this isn’t a problem. You know your consultant, you know how they do things, and you trust in their decisions and advice. It’s not difficult to see the massive difference this will make.

You don’t have to face the prospect of hunting down a skilled professional when something goes wrong.

Leaders often don’t expect to go into work on any given morning and find themselves faced with handling the fall-out of an HR issue. These things happen though, and it’s vital that you’re ready to respond ASAP. Many issues can spiral out of control if you don’t formulate a fit-for-purpose solution fairly quickly.

By the time you’ve contacted your business peers, asked for recommendations, and managed to get hold of someone who has a solution, serious damage might have already been done. When you have an HR expert who you can get in touch with at any time, there’s no panicking and no fuss. You’ve already got your plan in place, and you know that your advisor has already got you covered.

You’re probably going to save yourself a chunk of cash.

Contrary to popular (though very much dated) belief, HR isn’t all about soft tactics that can’t be measured in terms of true business success. The best HR professionals understand their role in contributing to the bottom line of your business, and play a role in helping you achieve your strategic objectives.

And we know that you have a keen eye on your costs. Yet another benefit of working on a retainer basis is that you can take advantage of some extremely savvy savings. You’ll know what you’re paying each month, so you’ll never face any nasty surprises.

Leaders who are mindful of the importance of their people practices might have an HR professional in mind who can help them when things go wrong. But leaders who have really stepped up and are ready for whatever their business throws at them are already working on a retainer engagement.

Are you ready to make the change? Talk to us for an initial chat about how we might be able to work with you.

Give us a call today!

Website: www.TheWorkforceConsultants.com

Facebook: https://www.facebook.com/theworkforceconsultants

Are your staff too busy thinking about the holidays at the moment? Here’s how to turn things round:

That time of year is here again. Holidays are being booked, the weather changing, and workers across the country are looking forward to a bit of well-deserved time away from their desks.

But while many people will be worrying about how much they can squeeze into their luggage allowance and whether last year’s clothes still fit, many business owners will have a more pressing concern. As temperatures start to change, how do you ensure that the season doesn’t have a negative impact on productivity?

As always, we’re here to help with some practical suggestions. Read on to find out more about what you can do to ensure that you’re doing all you can to avoid any problems.

Organize the holiday schedule in advance

If you find yourself in a situation whereby 50% of your employees are off at the same time, it’s quite likely that you’re going to run into difficulties.

Obviously, it might be a bit late to get this sorted out for this year, but it’s definitely worth taking the time to think about how you’ll approach the working calendar next year. As well, it won’t be long before you’ll have to start thinking about how you’ll manage your staff over the next holiday period, so you can probably take away some very important lessons.

Bring the holiday feeling to your office

When the weather changes and there are – let’s face it – many other things that your employees would rather be doing than sitting in the office, it could be worthwhile to think about how you can raise spirits and inject a bit of oomph back into proceedings. If some members of staff are away on holiday, you can ensure that those who are left behind aren’t feeling deflated and demotivated.

Your approach here needn’t cost you a fortune, and there are many options for you to choose from. Could you contact a nearby personal trainer and ask them to lead an indoor or outdoor workout for your staff? Small gestures can make all the difference.

Give your HR processes an overhaul

It’s natural that there will be certain times of the year when you notice a change in productivity. Sometimes, slight fluctuations are unavoidable, and you need to simply do all you can to minimize the impact. If reduced productivity has become a longstanding problem though, it’s time to address the reasons why, and do something about it.

Your people processes and procedures will often provide you with clues, and they can also be the remedy. Is your business suffering as a result of poor management practices? Are you using outdated systems? Are your employees dissatisfied with certain aspects of their roles, or the way in which the business is being operated?

An overall HR health-check could be exactly what you need to start making some positive changes. We’d be delighted to have an initial chat with you about how we could help.

Give us a call today!

Website: www.TheWorkforceConsultants.com

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