5. Recruitment
Finding the time and mechanisms to vet candidates and attract the right people. If you recruit through agencies you are facing cost implications, but if you recruit in-house you will have to set aside your time to vet applications. Employee referral schemes work well, where they can recommend suitable candidates in exchange for a reward, or outsource to a specialist HR consultancy who will also manage the interview process with you. If you do choose to work with an agency we’ve put together these tips for getting the most from the partnership.
6. Reward and recognition of staff
Understanding best practice initiatives. Making a bonus or incentive scheme that is relevant, achievable, accessible and motivational. Read our post about rewarding staff with non-financial incentives.
7. Owners/management not acknowledging the need for HR
Often business owners may leave these tasks to other members of the team. With legislation being so tight on employment law leaving HR to an untrained team member is a high-risk strategy and could end up being very costly.
8. Long-term sickness
Knowing how to deal with this and the legal standpoint. Sickness costs the company money and causes delays and inefficiencies. Companies often leave employees when they are off sick – out of sight out of mind – this is the wrong strategy, and the issue needs to be dealt with in a timely fashion in line with best practice and sympathetically.
9. Resolving conflict
Where do you start whilst legally protecting the business? Robust systems, the right people, and the right culture all build toward protecting the business. However, if a conflict arises, it is essential to seek professional advice immediately. We’ve put together a free e-book on managing difficult conversations.
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