Spence & Smith HR Consultancy

Always remember the purpose of performance management. This is not the time to just pick out the employees flaws. This is to ensure that the team are empowered, encouraged and supported to do their absolute best. Any negatives should be addressed as an improvement focus for all, not singled out.😊

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Start your career development journey today with Spence and Smith HR Consultancy! Get to where you want to be in your career today.

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Are you ready for the next stage in your career?
Is your degree sitting there collecting dust?
Do you just need some support and guidance navigating your way through the world of work?

If you are seeking growth and development in your professional life then look no further. We will coach you every step of the way to achieve your career goals.

Always remember that your biggest competition is you!

Book your introduction today!

www.spenceandsmithhr.com

Top Tip no.5 Increased training and support for managers.

A lot of the time line managers do not receive the necessary support to be able to effectively manage the employee-employer relationship. They often are given only job specific and task-focused management training.

By aiding all levels management and supervisors with the skills in aspect such as conflict-resolution and behavioural management focusing on how to effectively nurture their relationships with their employees. Thus reducing the employee led grievances and the need for disciplinary action as managers will be better equipped to effectively resolve issues.

It is important that managers are given the support that they need to deal with the situations at hand preferable by a HR professional and there may be sensitive issues to address at times.

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Top Tip no.3 Be fair and Just, eliminate favouritism.

Sometimes as a manager or employer we can't always see our role in the misconduct or grievance reported by an employee. Every situation has a cause and effect, an action and a reaction.

Unfair treatment or perceived injustice can be detrimental to an organisation. If two employees do the same action but only one is reprimanded for it and the other is not. Whether intentionally or not the employee that was addressed could harbour feelings of resentment and this usually manifests in one of 2 ways either they resign whilst tarnishing the reputation of your company, or they stay and make life difficult for others.

The result could be decreased productivity, increased absence, increased sick days, a change in attitude. Driving down company morale etc.

Always aim to be fair and just in how you deal with your employees, if you are unsure ask for a second opinion. Separate personal views of people from the facts of the situation.

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Top Tip 2 is to inform and educate your employees about the standard and conduct to uphold and procedures in place to ensure this occurs.

In the workplace knowledge is empowerment.

Employee relations is all about managing the relationship between the employer and employee. Prevention of an issue occurring is always better than cure.

A great way to do this is through giving employees the resources such as the employee handbook and regular meetings to inform them of the standard and ensure that it is consistently upheld.

For example if you have a diverse workplace, stipulate and inform all employees of the rules and laws against discrimination etc and have sessions on inclusion and diversity. By informing and educating the team will help to prevent future discrimination related issues from arising.

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Happy Monday!!!

Quote of the week is on the employee employer dynamic. This relationship much be nurtured from both sides.

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This week we are sharing with you 5 Top Tips on Employee relations.

The clue is in the term, how do you relate to your employees? How do your employees receive you?

The relationship between an employer and employee is a multi facetted one. Your employees are your most important asset and should be treated accordingly.

This week we will be uncovering some of the most important elements of Employee Relations in your company.

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Quote of the week ✨
By yours truly

Top Tip no.4

Create and implement a training plan. If you fail to plan, then you plan to fail, sound familiar?

It is always very clear when an induction process has been planned or just thrown together last minute. If you plan the process properly the new employee will feel taken care of thus will be motivated to take care of your customers and other employees as you have them.

Planning also helps to prevent inconveniences from occurring for other employees or managers as they will have a schedule of there day already and can adjust accordingly if planned in advance. This will prove more beneficial for both parties involved.

Having an Onboarding plan also helps you to ensure everything has been covered from your checklist.

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Onboarding Top Tip no.3 Always ensure that your new employee has everything they need to carry out their role. The onboarding stage is the time to welcome them in and help to feel comfortable and settled.

If you have not prepared for their arrival they may feel less valued and as though they don't matter much to the company and thus may not apply themselves to their role.

For example if you are recruiting a bartender and you don't give him/her an apron, a bottle opener, enough glasses etc during the first couple of days. This conveys an impression of lack of importance and disorganisation.

What message are you currently sending to your new employees?

Set the standard that you require and give them the resources to enable them to meet your expectations.

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Quote of the week

First impressions count in both personal life and in professional business.

What impressions are you conveying to your new starters?

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Top Tip no1. Make personal introductions to people from each department.

This is a very simple, but often overlooked step especially in organisations with over 20 employees.

It would be advised to send a email to everyone in the company with an introduction to the new employee, include information of their name(add a pic if possible), position and a bit out their professional background and what we hope they will do at the organisation. This allows not only other people to be aware of the new joiner but they are now also familiar with what their specific assets are to the company.

But do not stop at an email. Also, take around 15-30minutes to take them around and make personal introductions (if working remotely add them in to some brief video calls to introduce them), not just to those in their own department, also other departments aswell.

They are now part of the family and should be treated as such.

Hopefully, if you have already followed the recruitment and Selection tip of allowing current employees to be involved with the recruitment process, then they will already know a few familiar faces.

The reasons why having a great onboarding process is important are endless.

"Proper Onboarding is the key to retaining, engaging talent"

Roy Maurer

This week our Top Tips will be all about the Onboarding process.

We will be giving you 5 Top Tips on how to ensure your new employee has the best start at your company.

The Annual CIPD conference and exhibition never fails to teach me something new and expand my horizons. It's always lovely to be in a room from all walks of life and have one thing in common; helping humans to help humans (whether intentionally or by accident lol) 😊

Here are some of the reasons why working with us will help you and your team change your business for the better.

You will be covered, confident and will be able to do so much more with your time.

Book a FREE Consultation today at our website.

www.spenceandsmithhr.com

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Spence & Smith HR Consultancy updated their business hours.

Time is valuable and HR takes up a lot of your attention as a small business owner. But, you don't have to do it all alone and you also don't have to hire a full-time HR Manager. Our HR Services include all aspects of HR and they are tailored-made to the specific requirements of your business.

Whether you are an Entrepreneur, a small business owner or have just crested your very own start up, we will ensure you have all the Human Resources and legalities taken care of so you can focus on the more exciting parts.

Do you need some help with HR in your company? Are you tired of the time consuming general HR duties and endless documents. Well, we have a solution for you.

BOOK YOUR CONSULTATION TODAY!
"Beginning with you in Mind"

Spence & Smith HR Consultancy updated their info in the about section.

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