Termination is stressful for everyone and it is important to keep the trauma of it away from the rest of your team or, at the very least, keep it to the absolute minimum.
Regardless of warnings and performance meetings, very few employees believe termination will happen.
Here are some top tips to help you deal with the termination of a staff member:
Terminating employment using any digital method is not acceptable. Your other employees will be shocked if you use a phone call, email or letter – an if you are faced with an unfair dismissal clim the way you deliver the news could be deemed to be harsh. Best practice, no matter how cross or annoyed you are and regardless of the employee’s past behaviour, is to hold a respectful meeting. This can earn you much loyalty and trust from the other employees whereas a deemed to be harsh and disrespectful termination process may cause angst among the staff and may lead to a negative and toxic environment. Not to mention bad press and potential social media posts grumbling about the workplace. There are websites that allow employees to rate their employer – negative reviews do have an impact on recruitment strategies.
Follow a proven procedure of employment termination or get help with it unless an appalling act occurs. It is too late to say “I wish I got advice” when the matter has already exploded and you find yourself with a claim.
All employees have the right to coaching and performance improvement plans (PIP) over time. PIP allows for the cause of the underperformance to be ascertained. Employees need to be given the opportunity to respond and the chance to improve.
If performance improvement is possible, provide the employee with whatever help they need to achieve improvement. Track this via the PIP with measurable improvement requirements. It is not relevant if it is clear the employee cannot improve.
Document EVERY step in the improvement or termination process.
A witness is a second employee who hears and participates in the termination meetings in addition to the manager and is often an HR representative. The HR person usually has more staff procedure experience so will keep the process relevant and legally compliant. They make sure that the meeting is held fairly and that if there is any dispute over the facts there is someone to clarify and support.
An HR representative will also ensure fairness and limit liability.
Keep It Short
If you have reached the termination meeting phase, don’t use it as a platform to harangue the employee. Have an honest, detailed, non-blaming SHORT summary of the reasons for termination. Wish them well in their future endeavours and with finding a position better suited to their talents. Make sure you have followed a procedurally fair process before you get to this final meeting. It would be best practice to look to have a final show cause meeting. A final opportunity for the employee to say why they should not be dismissed.
Don’t allow the employee to think that there is an opening to negotiate if there is no way back. Be respectful but straightforward. The meeting’s opening statement should state that the meeting’s purpose is to inform them of your employment termination decision.
Ask for company keys, passes, badges and all company-owned equipment or supplies during the meeting. Go to the employee’s work area, preferably during lunch hour, to collect all the company-owned items. Always accompany the employee. Escort the employee to his car or off company premises.
If the employee is too upset to collect their personal items, make an after-hours option available for this or deliver them to the employee’s home.
Minimise the employee’s contact with other employees at the office and preserve the employee’s dignity. Ensure NO company-owned documents or items are removed.
Terminate the employee’s access to your electronic systems slightly before the termination meeting. At the very start of the termination process, get IT staff to monitor what company information might be leaking. If an employee wishes to send a goodbye note to everyone, post it on their behalf.
Your HR support person will have a termination checklist which provides guidance on what to tell the employee about what they can expect legally from the company after termination.
It is also legal proof of the topics shared with the employee.
Termination is a dirty word in anyone’s language but by being effective and supportive, you can benefit everyone in your team. Realise, too, that the rest of the team may need reassurance from you about their own jobs for a short time.
Contact our experienced, efficient professionals for assistance in smoothing the employment termination procedure, so that you and your team can remain productive and happy. We can work side-by-side or remotely with you, within your budget parameters.
Want to know a powerful way to reduce your employee turnover and gain a strong competitive edge over your competitors in 2021?
As an entrepreneur, you know that appreciating a job well done is desirable. But did you know that more than 50% of employees leave an organization if they are not tangibly recognized for their efforts on the job? Multiple studies confirm that employees would go above and beyond in their job roles if they feel meaningfully recognized for their contributions.
In this blog, we have 7 creative employee recognition ideas you can put to work right away to build love in your teams! When you make a simple employee appreciation plan and implement it consistently, you can see stronger team bonding coupled with better organizational outcomes.
7 Creative Employee Recognition Ideas for Your Workplace
Make a recognition calendar
When you make an employee appreciation plan, add it to your yearly calendar. Mark the employee recognition activities to be done month-wise and assign them to a responsible team member. Pick a handful that look easy and are simple to implement. Adding it to your calendar ensures that you will assign time and importance to it.
Mark important employee days
Make it a point to celebrate your employees’ birthdays, even if you do it virtually (with the pandemic raging!) Give them a day off or order a special lunch for the team. Even a gift card from a global retailer would be a thoughtful employee appreciation idea that shows the person some love! Such a personal touch on their special day will also make it more memorable for them.
Get the team appreciation flowing
When cheers come from peers, it feels better and strongly boost the team bonding. Ask all co-workers to choose a good or positive action done by any employee (except themselves) and give a team shout out to that person. When you do this activity monthly, it becomes embedded in the employee and team psyche, automatically building love and recognition for employees.
Don’t fly blind
Once you start the employee appreciation plan implementation, ask your employees to take a quick 2-minute survey. Ask them what activity/action would they like for appreciation (with and without a budget). You may be surprised at what makes them tick and ensure that you align rewards with their expectations.
Have surprise treats
Everyone likes treats! Especially if they are not expecting one and it turns out a complete surprise for them! Order a pizza lunch for the team on a Friday just to treat them. Take the team out to a popular eatery if they just delivered a big client project successfully. Want to treat your remote team virtually? Ship them some company swag or a box of curated treats and snacks that they’ll freak out on!
Showcase your team
Appreciations work wonders if it’s done publicly. Showcase your team on your company website by adding their photographs and bios (if they are comfortable with that, of course). Public appreciation can work remarkably well and help them feel valued and loved in the team.
Get Ready to Build Recognition & Love in Your Teams
With these simple and actionable creative employee recognition ideas, you’ll be on your way to creating an employee appreciation plan that helps develop love and recognition in your team.
Want to add in a new employee recognition tip? We would love to know your ideas! Share your suggestions and feedback in the comments section below.
Related Tag: Performance Improvement Plans
As 2018 progresses enjoy the workplace but stay safe
As we step into February and New Year is firmly behind us, we look to the year ahead and all that it will bring – new appointments, new staff, new offices, and fresh opportunities requiring new strategies! However, these may all bring potential hazards that need to be looked at! What we mean to say, is that now is as good a time as any to make sure your company’s health and safety is up to date. Enjoy the workplace but stay safe.
Fresh HR Insight believes that enjoying your work is just as important as working hard in the workplace. Employees and employers who take time for enjoyment alongside their responsibilities tend to have the healthiest workplace dynamics. Yet as we look at new plans and budgets, we can’t help thinking that maybe it’s time to look, at the same time, at whether our workplaces are safe and compliant with the law!
New strategies come with overtime, and overload of staff! Whatever the business, whether a small trader or a huge conglomerate, tasks increase when new ventures are started. Under so much pressure it is easy to let safety matters slide.
In 2012, the Australian state and territory governments brought the WHS Act and Regulations into force in order that all workplaces and workers would benefit from consistent workplace health and safety law. Yet here in Queensland we have the highest rate of workplace accidents in Australia.
It should be remembered that employers, employees and customers can suffer because of lapses in good health and safety practice, and that one person’s playground, is someone else’s workplace.
Last year, Australia marked one year from the terrible tragedy at Dreamworld in Gold Coast, when 4 people lost their lives and 2 young children’s lives and those of their families were left traumatised. Whilst investigations continue and the accident’s cause is still not clear, it is currently and widely believed to be an accident that should not have happened.
In 2015, a man tore his shoulder ligaments after lifting heavy classroom equipment too quickly. Under pressure to get the job finished, he let his own safety take second place. 2 years later, after many surgical treatments and a lot of pain, his health is still impacted and he cannot go back to work.
Here are some more instances of workplace incidents from Workcover Queensland
It is easy to bypass the safety of people when other pressures are given priority, and as we plan new work the stresses ahead are great, FreshHRInsight wants to highlight how crucial it is that workplaces develop the policies and procedures that, once in place and adhered to, can mean fun without risk to life and limb.
Fresh HR Insight will advise you and your management team on how to make health and safety top of the priority list and both a corporate and individual responsibility. This will ensure that any pressure brought to bear in the workplace – for any reason, at any time of year – will not displace the safety measures that you, your workers and customers need.
For information on how Fresh HR Insights can work with you on creating safer workplaces drop us an email to firstname.lastname@example.org
Energising your workplace into 2018 and beyond. Are you ready?
A New Year’s resolution to start anew with Fresh HR Insights.
When it comes to starting afresh there is nothing like the New Year! 2017 marks the end of a tumultuous year for a great many parts of the world, no less in its impact than the year before it. 2017 saw Trump’s official swearing in as President of the USA, the UK activating Article 50, a new young President of France emerging, rioting in Turkey, mass killing of Rohingya citizens in Myanmar, standoff between North Korea and the USA, continuing fighting in Syria, renewed attacks in Iraq, China’s increasing economic might and electoral issues in Germany. Don’t we all need a change?
Well, 2018 is the ideal opportunity to ring some positive changes for all of us. We at Fresh HR Insights suggest that you start somewhere local, where you can have real impact – and not try and change the whole world, which would, after all, only result in deep depression when you fail!
Your workplace is a great place to start by energising your staff, helping them regain motivation and momentum and generally adding a new lease of life to the team pulse of your company for the coming year. Since we spend a sizeable third of a significant chunk of our lives in one kind of work environment or another, it is sensible to take every opportunity possible to make that time as worthwhile as possible. It is a time to reconnect with people who are carrying the load, re-establish why they are here, show them how valuable they are and put a spicy new step into their stride when they come through the door each new day.
Fresh HR Insights suggests that all employers start 2018 by ensuring their staff, at all levels of employ, are aware of their rights under the law and that your workplace supports those rights.
The National Employment Standards (NES) sets out what an employee’s minimum entitlements are and all employers should at the least meet these. Registered agreements or employment contracts can provide additional entitlements but less than those outlines in the NES, or the award that applies. Make sure your workplace is clear on what status your employees hold. This means defining properly how your employees work for you, either full or part time, casual or probationary, shift work and so on. Make sure holiday leave and sickness terms and conditions are clear, as well as maternity and paternity entitlements. For employees these things matter a lot, and if there is any indication that employers are negligent or careless in these respects, you will have a discontented work force.
Pay need hardly be mentioned, but fair and correct rates, and equal remuneration for comparable jobs between men and women should be a foregone conclusion.
Being consistent in these regards, means your employees know that you have paid attention to these details on their behalf and you will reap the rewards for this care.
Fresh HR Insights will help your workplace stay abreast of employment law so that your staff team are confident and ready for the challenge of the year ahead. Make sure your staff are on your side!
Outsourcing your Human resources – what you should look for?
All companies, be it a small company or a military force, heavily depend upon its human resources. Human resources are the optimum strength of any organisation, even if it is a fully automated plant. Therefore, human resource management is all the more important in the growth of a department and subsequently the whole organization. Not many companies offer Professional HR services that are Professional, Experts, Qualified and Passionate about HR. Fresh HR Insights Pty ltd is a Gold Coast HR Consultant that stands out in this regard as they not only have Experience in HR management, high level qualifications, a passion form not only compliance but also more productive, motivated and high revenue workplace, but also has a team of Expert on behind them.
They are the premium Human Resource Specialists that you are looking for. We not only specialise in HR management as the right choice if you have to outsource your human resources and get the best skill set for the best price in the market. The first question before you hire Professional HR services from any Expert HR firm you should ask yourself is that what are you actually looking for by outsourcing your work to an HR consultant company.
There are many angles at which you may need an HR firm like Fresh HR Insights as your EXPERT Gold Coast HR Consultants. For the formulation of policies and procedures may be the prime reason for your need of Experience in HR. The next possible reason may be dishing out the correspondence part of your organisation which takes away maximum time of your skilled labor in one working day. This way you can save a lot of time and the person hired to do a specific job may be engaged in that. You should look for these along with options of hiring and firing. Hiring and firing employees are a risky business and you should look for a firm that holds the requisite expertise in this department.
If you are looking for all this and more in the aspect of Experience in HR and Professional HR services you should search no more and make an appointment with Paulette McCormack at Fresh HR insights Pty Ltd. Paulette is a professional HR service provider with a vast number of years of Experience in HR.
Her motto is to deliver workplace which are happier encouraging employees to fulfill their potential and take the organization forward. She heads the Gold Coast HR Consultant at Fresh HR insights Pty Ltd. The question of what you should look for in an HR firm will best be analyzed by Paulette and her Expert HR team. This will allow you to purchase the best HR deals available, be it on hourly, daily or contractual basis. Professional HR services at Fresh HR insights are the best thing you will ever come across if you decide to outsource your human resources, be it letter writing, or other problems that may require innovative HR solutions.
If you are looking for Experience in HR and Professional HR services, look nowhere else as Paulette McCormack at Fresh HR insights and her team awaits you with numerous solutions for all your HR outsourcing problems.
What we are not is an off the shelf generic solution or online Human Resource Solution. Fresh HR Insights Values and Beliefs are that Human Resources is about bringing the Human back into Human Resources Management. When dealing with employees you are dealing with emotions and emotions do not fit into check boxes, every situation is different and every reaction varies. Employees are your greatest asset and your business your greatest expense. Look after them with our customised and flexible solutions.
We may not be the cheapest on the market but we are the most Passionate and we get and understand your business. To us your business is our business and your success is our success
Here is our latest feedback that we are super proud of
“As a start up business Paulette was FANTASTIC in assisting us with everything we need! She made me feel confident when on-boarding new staff members, was available to chat and answer any questions at anytime, even after hours! Paulette created our full manual, personally delivered to our office and a wonderful hamper of fruit! Paulette was sensational and cannot wait to continue doing business with Fresh HR Insights”
Our number has changed from the 1300 – please call 0452471960 or email email@example.com
What type of employees do you need?
Employees Permanent Full-time Permanent Part-Time explained. The type of employees that you choose to meet your business requirements is a very important decision. Business owners need to be aware of the legal ramifications relating to each employee type and manage them accordingly and appropriately. Businesses should follow ‘best practice’ to reduce the costs, minimise legal exposure and develop an engaged workforce. A well-designed Recruitment Process and New Starter documents also goes a long way to ensure your processes and procedures are effective. This also help integrate new employees for the long haul and not just a passer bye.
Once any employee has been hired, they must be given the Fair Work Information sheet thereby ensuring the employer meets their obligations under the FWA.
Types of Employee’s
This is the most common employee relationship. These individuals are employed on an ongoing and full-time basis. There isn’t a formal definition of permanent full-time however, it is generally taken that they work a 38-hour week or longer. Under the Fair Work Act 2009 (FWA), if an employee is employed on a full-time basis but there has been no agreement of their ‘ordinary hours of work’, these can be considered to be 38 hours per week. When it comes to dismissal these workers generally have access to the complete range of legal remedies unless it is explicitly stated otherwise in their award. Damages awarded to a permanent employee would typically be higher than those awarded to a casual or fixed-term employee.
There is also no formal qualification of part-time hours, however, it is understood that they generally work less than 38 hours per week. They are different to casual employees in that they typically work the same hours each week. As defined by modern awards, they work ‘reasonably predictable’ or ‘constant’ weekly hours. When it comes to dismissal these workers generally have access to the complete range of legal remedies unless it explicitly states otherwise in their award. Damages awarded to a permanent employee would typically be higher than those awarded to a casual or fixed-term employee.
Getting your business right from the financials to your people matters can be daunting even for the most seasoned professional. At Fresh HR Insights we offer a flexible External Human resource Consultant service
BUT Why do you use a HR Consultant?
Within every Company out there, you would expect that there is a Human Resource department within that Company that is responsible for many things that go on in the Company. This could be Recruiting, On Boarding, Performance Management, Conflict resolution and terminations. For Companies who do not have one of these departments, then they are only hurting themselves in the long run since they are going to find that there are several things that the human resources consultant can do for the business that is going to help improve the business in many different ways.
In order to know what the Human Resources consultant does in an Company, the person must first understand what the human resources department is there for.
They are basically the link between the company and the employee.
They are there to settle grievances that may come about and to look for ways in which they can improve the work environment for the employee, while still maintaining the companies integrity.
So with that being said, the first task that most human resources consultants tackle, is making the company one that hears out their employees and making sure that the employee understands that they do have somewhere to turn when they are needing help. They may do this by broadcasting their availability, as well as making sure that they are helping those that are in need.
Secondly, the human resources consultant is going to address the management within the company. For example, they are going to find that one of their main jobs to the company is to make sure that the management is working in a way that is not costing the company. For example, if they find that there are too many managers in one department they may recommend a course of action for the company to take in order to make sure that this department is functioning in a way that it should be functioning.
When it comes to employee relations, the human resources consultant may devise ways in which the company can make the employees feel more appreciated. For example, they may throw company picnics, sponsor some sort of trip that the employees can take and so forth. Their main goal is to make sure that employees are happy with the company so that the company can retain those employees instead of having a high employee turn around
For the firm, they are going to notice that by hiring a Human Resources consultant that they have greatly increased the chances of the company keeping its employees, plus they have improved the company overall. Before the human resource consultant the company heads may not have realized that they were alienating their employees or that they were devoting too much man power to one area. Basically, the human resources consultant comes in with a fresh eye to things and can give the company exactly what they are needing, even if they are unsure of what they needed to have in the company in the first place. These ideas are what have made some companies stay around for years and years without having to worry about the economy and other factors that make some firms bite the dust.
Does that make sense?
Contact us for more details
Appropriate tone and language in the workplace
Running a business is a delicate balance between setting goals, achieving set targets and handling employees in such a way that it remains productive and trouble free. Whereas it may be relatively easy to set and achieve business targets, it may be as easy to maintain a workforce in a productive mood and vibe.
When we discuss maintaining the productivity of a workforce, a lot of it depends on upon the communication between employer and employee. This is precisely where appropriate tone and language in a workplace comes into the equation. We all like to be treated with respect in social settings and it should be no different in work.
When we think about appropriate tone and language in a workplace, classically it overlaps in three prominent dimensions; employee tone and language towards employers, employer tone and language towards employees and employee tone and language with potential clients. Here is how each one is important in its own right:
Employer to employee tone and language. It is important for every employer to understand that communication is the practice of exchanging information and ideas. In order to be an effective communicator in your workplace, it is essential to be able to deliver your intent in the most appropriate tone and choice of words. The tone has a lot to do with winning over hearts and mind. No wonder it is said “there are bad ways of saying a good thing’s and good ways of saying the bad things”.
Some employers carry a wrong perception that being “tough” means a frequent display of tongue lashings. Nothing can be further from the truth. A tough-talking employer can get the job done half as efficiently as a kind talking an employee. In any case, getting a job done by tough means should be only resorted to as the last measure.
Did you know that as an employer that if things are 80% good and 20% bad that we tend to focus on the 20%bad and forget about the 80% that’s good meaning we only talk about and complain about the 20%.
Employee to employer tone and language. This is one of the more pondered upon dimensions of appropriate tone and language since it involves more serious repercussion when violated. Traditionally, an employee is expected to be polite and more considerate in communicating with an employer for a good number of reasons. An employer must always try to deliver his or viewpoint in the most appropriate tone and language. Avoid slangs and harsh sounding words in communicating to your employer. Try to disengage as quickly and quietly as possible if you find yourself in a confrontational situation with your employer during a discussion. Never press upon an opinion or point if you find it irritating for your employer. Don’t be afraid to step away or ask for a break to calm down.
Employee to client tone and language. This is one dimension that affects businesses more than the previous dimensions when it comes to landing business in the first place. A present or potential client expects to be treated with a very courteous tone and language. Whether your business lands a client or not has a lot to do with how your staff treats a client with tone and use of language. Certain businesses have a special emphasis on the tone and use of language in generating the first impression (hospitality, airlines and call centers, etc.).
It is natural to carry a professional impression of a business when a client calls a business, and he or she is responded in a very professional manner by the call receptionist or operator. It is, for this reason, PA and operators are specially trained in call reception and client handling. Good customer contact skills are an important prerequisite to dealing with conflict situations – and more so to avoid conflict.
When we work with our clients at Fresh HR Insights, we bring together Employee Handbooks that reflect how a workplace wants to be seen. We recently completed one for a new restaurant opening. Here is the “How we conduct ourselves” policy
How we are seen is how our business is portrayed – make it a good impression. We expect high standards of service and presentation from all Employees. The following requirements are designed for the security of the employment location and Employees in order to ensure all working conditions are safe and as harmonious as possible.
An ethical and professional Company depends on individuals taking responsibility for their own behavior and decisions, with manager and supervisors providing encouragement, feedback, and appropriate modeling.
The Company will not tolerate the following staff actions:
- Asking a customer for a third party payment;
- Personalising services so that they do not conform to established standards; and
- Discussing or commenting about employment, staff or business operations that are negative (either with customers or co-Employees), these comments should be discussed with your manager.
It is the Company’s policy that all Employees are ambassadors of the Company at all times including traveling while working.
While representing the Company Employees should not compromise their professional integrity by being vulgar, obscene or abusive, being unnecessarily confrontational or causing any form of discomfort or offense to customers, fellow Employees, contractors or visitors.
Failure of Employees to comply may results in disciplinary action, up to and including summary dismissal.
Open Door Policy – Let’s talk. The best way of resolving issues is through open communication. As part of our commitment to teamwork, the Company has an open door policy for discussing problems when and if they arise. Start with your supervisor or manager. If you don’t feel it is appropriate to discuss your concerns with them the Company owners are here to help.
Every employee in our Company should be treated with courtesy and respect. Failure to do so may result in disciplinary action – which may include dismissal. We are dedicated to supporting an amicable, enjoyable workplace. Anything less is a compromise of our values.
We are continuously expanding our knowledge base for our clients so join up our Newsletter by clicking on the below picture – You will receive fantastic advice, tip bits, knowledge, events and offers direct to your inbox.
Building strategic alliances for business growth
The word “strategic” might have been used many a times in different areas of life but its importance is way more immense and huge as compared to its use. The competitive environment all over in business world has compelled firms to indulge in the strategic alliance. It’s BforB. Building strategic relationships for business is as important as water is to a plant. Strategic alliance helps firms in gaining more with their limited resources.
Strategic alliance can involve both, alliance as whole and the alliance for some resources. The strategic alliances have helped firms to sustain themselves in the business world. There can be a situation in which a firm needs some resources and the constraints involved can make it impossible for the firm to access those resources. Strategic alliance with some other firm to access those resources is the only solution to this problem.
Importance of trust: Strategic alliances can be both, useful or disastrous. The basis for a strong alliance depends on the trust between the firms involved. If any of the partner involved has concerns in the alliance, then the whole alliance can become a flop. This trust can be formed by a proper communication between the firms. Stating the mutual goals and all the shared resources before the alliance can help in gaining the trust of each other. In a nutshell, proper communication between the parties involved helps in building a rock solid trust.
Advantages of a good alliance: A good alliance can help the companies to boost up their profits and revenue. Here are some of the advantages involved and their explanation:
Mutual resources: Development of a strategic alliance between two firms enables them to share their resources. Due to the increased resources, both the partners can achieve their goals much more efficiently and swiftly. This sharing of resources also helps in the growth of employees of both the companies involved.
Growth opportunities: The strategic alliance helps in widening the circle of opportunities for the firms involved. The business networking of one firm can be helpful for the other firm which can create more opportunities. More opportunities result in more chances of success.
Increased scale of production: The increment in the scale of production is one of the main objectives of a strategic alliance. Production scales increase significantly when two companies work together for the goals of each other.
More Customers: When two companies share their resources, they tend to have, almost, the similar objectives. The homogeneity between the companies results in more customers for both the partners involved.
Knowledge sharing:The knowledge in different aspects of businesses can be shared among the firms when they are mutually involved for their growths. More knowledge makes them stronger and more experienced as compared to other competitors in the market.
The strategic alliances between the companies like paramount pictures and 20th century fox resulted in one of the greatest movies of all times “Titanic”. Other alliances like the one between AT&T and MCI have also proved its worth.
Small business in populous cities like Gold Coast or Queensland can gain a lot if they jump into the strategic alliances with other local businesses. Almost all the men and women succeeding in business have classified strategic alliance as success.
Fresh HR Insights is no exception to this rule and have build many strategic Alliance’s over the last 4 years that we have been in Business. We thank each and every business who we have grown and developed with and have below listed some of our HERO’s in business.
Houston House – Shared office space, Clear Island waters
Networking with Janet
Arrow Focus on Wealth
BforB Gold Coast North
Mortgage Choice Helensvale
We live in a world where change is fast and we can’t control it. Life is stressful and sometimes we feel powerless. Families that were once around the corner, are often either fractured or distant. Even marriage isn’t the reliable safety net that it once was. We are richer than ever before and we buy more goods than any other generation, and yet statistics keep showing that we are unhappier than ever.
As a small business owner you will be working on average 63% more than other workers. Nobody ever became a business owner so they could avoid working hard.
Running your own business stretches anybody’s work-life balance to the absolute limit. And it has emerged that micro-business owners are working an average of 52 hours a week, 63 per cent longer than the average worker.
Many micro business owners are both time and cash-strapped, they need to make the most of every day because the amount of time being squeezed into the working week is enormous.‚ π
“Tension is who you think you should be. Relaxation is who you are.” Chinese Proverb
When you started up in business and thought about the perfect workplace, what came to mind? For some it may be an office that is full of chitter chatter, smiles and high levels of productivity. Others may see it as employee’s sitting around on beanbags brainstorming ideas in an open office environment. There are some that see a perfect workplace as quiet order with work being done. For me it was everything that I didn’t like in places I had already worked ‚ ¨ I wanted my work place to be fun, challenging, encouraging, developmental and with abundance of respect and loyalty. I don’t go to work to be miserable so why should others‚ π
As a small business owner you can be at the mercy of your employees. You cannot after all control how your employee’s get up each day or choose their attitude or how their day will pan out. This unknown can cause difficulties in a workplace as the different personality types, outside experiences, and choices a person makes can ultimately effect others.
What we can do however is nurture a workplace that many often dream about. From my experience of workplace’s and as a small business owner myself, I have put together 8 tips to build that mythic, dreamed about, idealized workplace from the ground up.
Essentially however, in my opinion, as a business owner the best way to get a dream work place is – treat others as you would have them treat you‚ π
Time to unplug, recharge and refuel
Tip Number 4
Allow employees time to unplug, recharge and refuel. No one knows more than a business owner that time is one of the most valuable commodities in life. After all you are working working on average 63% more than other workers already.
In today’s technology-driven world, there is an incessant need to be connected through email, computers, social media, phones, tablets and more. Out of sight, but not out of mind is true for an employee’s connection to technology.
To truly shutdown and recharge, employees must turn off the technology, and be allowed to truly rest. Overwhelmed, overworked employees produce less innovation, decreased productivity and end up burning out, or worse yet, becoming ill.
When employee’s go on holiday don’t send emails to action when they are back ‚ ¨ take their phone off them, take their computer off them ‚ ¨ unless it is a real life or death situation ‚ ¨ work can wait, let them have their time. They will appreciate you for it. Encourage actual time off with family and friends.
You can also work as a team to identify processes to work smarter not harder. I have spent the last 12 months working with my team on tightening our processes so we can get the same amount of work done in a far quicker and more effective manner. The highlight was installing an Officer Server ‚ ¨ the ease at which we share documents and work is amazing.
Define a clear mission and vision
We live in a world where change is fast and we can not control it. Life is stressful and sometimes we feel powerless. Families that were once around the corner, are often either fractured or distant. Even marriage isn’t the reliable safety net that it once was. We are richer than ever before and we buy more goods than any other generation, and yet statistics keep showing that we are unhappier than ever.
As a small business owner you will be working on average 63% more than other workers. Nobody ever became a business owner so they could avoid working hard. Running your own business stretches anybody’s work-life balance to the absolute limit. And it has emerged that micro-business owners are working an average of 52 hours a week, 63 per cent longer than the average worker.
Many micro business owners are both time and cash-strapped, they need to make the most of every day because the amount of time being squeezed into the working week is enormous.‚ π
The difference a happy workforce can make on your productivity
Employee happiness 2016
Employee happiness does not usually top the list of corporate and business objectives , however organisation’s need to take the well-being of their workforce a lot more seriously or it could actually cost the companies their bottom lines. Make Employee happiness 2016 top of your list.
There is an impression that work is a heavy word, and happiness is a light word; and that they appear completely different. Establishments apparently expect us to leave emotions at the entrance door and be hyper-rational. Even though, when we are excited, we mobilize strength to tackle a task, and we concentrated on accomplishing something. Happy employees are usually engaged in their work, driven by the objective of their company and also get along very well with their co-workers. These factors are bigger motivation than bonuses and finances.
We all work harder when we are happy and when we feel that we’re really valued. The connection between appreciation and effort is primal – every business owner should realise that even the most humble employees want to know that you care about them. If you don’t then you are not making the most of your most valuable Asset – YOUR EMPLOYEES.
It does not need to be grand gestures, you don’t need to shower them with luxury gifts or announce to the entire world your appreciation – the more authentic and genuine you make it, the better it will be received
Employee recognition is not about driving the bottom line figure of your business – it is about workplace relationships – creating a culture that attracts, develops and maintain the best talent. Get it right and your business with thrive in 2016 success – get it wrong and expect a year of challenge’s.
Here are Fresh HR Insights 12 day’s of Christmas Recognition ideas for 2016 Success in Business
Embracing diversity in the 21st Century in the workplace
Globalisation has it footprints all over our lives and workplace is not any different in this dimension. The businesses today are more diverse and pluralistic than any other time in history. From clients to workforce, the businesses are facing diversity challenges and how to integrate the workforce from diverse cultural and ethnic backgrounds into a well oiled efficient body.
The prospect can be somewhat challenging but its importance cannot be overemphasised for the need of businesses to compete on global level. The current practices for embracing and managing diversity continue to be necessary but are not proving to be sufficient for effective results in present organisational environments.
What affects workplace diversity?
Workplace diversity is a product of: employee – ethnicity, race, culture, gender identity, associated prejudice and stereotyping, and the nature or scope of interpersonal relations on diversity acceptance and support for initiatives related with diversity-management. These variables have a significant influence on embracing of diversity in the workplace. Any approach by the employer has to cater for these variables when planning to embrace workplace diversity.
5 things you can do now to manage
poor performance in your workplace fairly and lawfully
Poor-performing employees can cost your business dearly in lost productivity, time and wages. But they don’t have to.
Take these 5 steps to manage poor performing employees effectively:
Ten key ‚ ≤C’ words that managers should bear in mind when approaching how they deal with employees