Optimise Business Success: Mastering Effective Employee Management
Starting and successfully running a business is undeniably challenging. The sheer volume of tasks, coupled with ambitious goals and limited resources, particularly in terms of finances, can make the journey daunting.
Effectively utilizing available resources is crucial, and yet, one frequently overlooked area in many small businesses is also one of the most costly – the workforce. Let’s delve into five reasons why some businesses may choose not to seek HR support:
1.You are an exceptional recruiter – many people think recruitment is easy, working with your ‘gut feel’ until you hire your first ‘dud’. There is also a misconception that recruitment is a quick process. Trouble is, if you have 2 weeks’ notice written into your employees’ contracts, it’s highly unlikely that you will replace a departing employee in time. The other issue is that employers usually don’t ask behavioural or cultural-fit questions, they focus on the technical ones – but they rarely test whether the candidate can actually do what they say they can
2. You are an employee relations lawyer – you are completely across all the employment relations legislation such as the Fair Work Act, Anti-discrimination Action and Workplace Health & Safety and you have implemented compliant policies, which have been shared with your team (plus they have signed to acknowledge that they will abide by the policies). A quick test for you – what is flexible working and who is entitled to ask for it? What is a valid reason to say no?
3. You are a trained psychologist – employees are human and as employees they also bring their individual complexity, and their personal life to work. Throw is some office conflict and you need a counselling background to navigate the issues and more importantly, the solutions. Many business owners may find themselves unequipped to handle emotional situations and provide effective solutions.
4. You are a sports coach – you are a high performance sports coach used to developing and implementing strategies to maximise the high performance of your athletes. Coaching and the constant development of your employees’ skills is your forte. You are used to progressing employees through the ranks. Remember people don’t leave organisations they leave manager
5. You are good at firing employees – you know how to terminate employees for non-performance, gross misconduct, misconduct and also when and how you can make a role redundant, and do it all compliantly. You have the documentation, understand what payouts are required and also have the stomach for it.
The problem is that you need to have all of the above covered plus have a knowledge and understanding about finance, social media, legal issues, marketing, sales and business development plus your core offering. Tough ask I think.
If you DON’T have all of this covered then don’t stress – this is all fixable. Book a free call today
How would you rate your knowledge in the field of employee management?
