Employing and managing staff is an enormous subject. For business owners of SME’s the task is daunting. By considering an employee’s journey each aspect of an employee’s journey will surface. The employment journey starts with recruitment, continues with training and retraining. Then throughout their journey they will be rewarded, until finally they are either released or they resign.
A sound foundation for managing staff
Start with an organisation chart, with reporting lines and responsibilities. The chart should represent the roles needed in the business. Do not fit the staff you have into “near enough” roles. For each position there should also be a job description. This forms the basis for recruitment or appointment to a role and how performance can be measured.
Recruitment or appointment
There are three options available: advertise themselves, use an agency, or make an internal appointment. No matter which is used, you are endeavouring to ascertain if a person “can do the job”, “will they do the job” and “will they fit” the culture of the business.
During the recruitment process employment legislation should be complied with and the potential employee made aware of the rules of the organisation by the issue of a staff handbook.
Onboarding
When a new staff member arrives, an onboarding process should be implemented. The first few weeks of a new employee’s time at a business shapes the relationship with the business for a long time. Consider appointing a mentor so they have someone to confide in. The quicker they settle in the quicker they can become productive.
Staff Reviews
Many managers are uncomfortable holding staff reviews and consequently staff actions go unchecked. Providing feedback to staff is crucial for ensuring productivity levels are maintained and good feedback can be very motivating. Regular reviews should be held, regardless of how uncomfortable the manager feels, and fully documented.
Retain
The career path of individuals changes as they get older, and the tone of reviews should be sympathetic to the change. Not everyone in a business needs to be on the promotion ladder; there is a place for people who perform well and are reliable.
Release
There are several reasons why staff may need to be released: misconduct, non-performance, or redundancy. If the foregoing recommendations have been followed, then it should be relatively straightforward.
Exit
When a person leaves a business, for whatever reason, it is good practice to carry out an exit interview. The purpose of the meeting is to improve how the business manages staff and can gain maximum productivity in the future.
