Responsible employers seek to ensure proactive and mature management of people and process, as well as avoid unnecessary risk and costs associated with workplace disputes that escalate. Yet, when business continues to have escalated disputes, HR and managers might need to review their employee management capability and systems. Below outlines could assist in that determination:
- Like many other areas of life and business, people and employees have a unique life cycle.
- The employment cycle involves the stages employees go through and the role HR or similar support takes on during those stages.
- Each stage of the employee cycle has its own challenges, opportunities, and benefits. For instance, if a small business is experiencing excessive employee turnover, it’s likely that one of the stages of the employee cycle needs attention. If an employee’s skills aren’t improving, managers will want to address the evaluation stage.
- When there’s a breakdown at any stage of the cycle, managers need to take the necessary steps to correct the problem so both employees and business continue to grow.
Here are typical employee experiences during their employment with managers. Each step needs constant improvement following company’s value, necessity, and employee’s growth.
Growing business starts with hiring the right people. Hiring decisions play a critical role in turnover, productivity, and growth. In order to succeed in the recruitment phase of the HR life cycle, managers need to:
- Create a business staffing plan that includes understanding positions that need to be filled, what will be expected of an employee, a strategy for attracting the best of the best and other hiring concern
- Analyse compensation and benefits packages to see if they’re competitive enough to attract the top talent
- Develop an interviewing protocol, which might include written tests and multiple interview requirements, as well as a focus on active listening
- Genuine reference checks substantiate bonafide previous work performance
See also: HR Guide to Employment Contract in China
Begin the education process from the moment employees start in their new position. Employees should know their role in the company, managers’ expectations, and their responsibilities. During this phase of the cycle, it’s important to:
- Communicate company’s culture, values and expectations
- Ensure that clear duty statements or position descriptions are made available to be reviewed and signed off for new hires so they fully understand their duties and responsibilities
- Where practicable, assign a coworker to new employees to support their transition and help them feel more connected with company
- Introduce new employees to the rest of staff, and make sure they have everything they need to get started (including passwords, voice mail, parking passes, etc.)
Turnover is highest in the first ninety days, which is often due to a lack of motivation. Leaders who focus on building bonds with employees in the first ninety days retain employees longer than those who do not make this effort, advised Merv Saltmarsh, IR & HR manager. Therefore, in the motivation stage, managers should:
- Keep employees engaged, performing at a higher level, and showing commitment to company
- Offer reasons to stay motivated, such as compensation, benefits, and opportunities for growth
- Provide recognition to employees who perform at a high level
- Appreciate employees contribution to help make business more successful
In this stage of the employment cycle, a supervisor evaluates and measures an employee’s performance. The review provides leaders and the employee specific metrics and helps determine if he or she is the right fit for the job. Focus on the following:
- Employees should never be surprised by feedback on lesser standard work performance in an annual review process (or hearing it for the first time in the annual and formal review). If managers are reviewing work performance with direct reports, or team members in an open and transparent process on a regular basis in identifying areas for improvement with a plan, it will ensure clarity at all times. This will minimise and in most cases, circumvent potential escalation of disputes and third party intervention.
- Challenge, support, and evaluate employees while offering constructive feedback on a regular basis (not just at evaluation time)
- Conduct performance conversations based on facts, not on feelings
- Spend more time discovering employees doing a good job rather than constantly criticising
- Offer training and where appropriate professional development to help employees reach their goals and move further ahead in company
- Three things every employer and employee needs to understand: role clarity, standards and expectations; two way feedback what is going well, opportunities for improvement; and job security career growth
The fifth stage of the cycle gives managers the opportunity to re-energise managers and staff, thank employees for their hard work, as well as recognise important milestones. Show appreciation by offering or considering added benefits. Great businesses find a way to motivate in such a way that employees want to follow them to achieve company goals. A smart leader makes employees feel empowered by giving them a sense of ownership.
“Remember, look after good employees and they will look after managersr business.” – Merv Saltmarsh
Read also: Employment Generation Programme in India