Probation Periods: Letting Go Can Be Easier Than Holding On
Underestimate how to use the probation period properly is an essential part of effective employee management.
Probation periods are very beneficial to an employer. I don’t know why more people don’t have them in place. When you bring an employee on board, and for whatever reason, they’re just not working out, you’ve got the probation period to dismiss them in. And just let them go. Because holding on is worse than letting go sometimes.
If you’ve been working with a new employee through the recruitment process, but they haven’t been working out, you can let them go. Call them into a meeting, “Hey, look, we’ve gone through this. We’ve looked at this. Unfortunately, we’re going to file you; terminating employment within the probation period.” Pay them their weeks’ notice, and off they go. Simple as that. Just let them go.
But there are timeframes within the probation period to file. If you’re an employer with over 15 staff, the requirement is five months. Because you’ve got to include the notice period time within that as well, altogether it would be five months and one week. You would know within those five months if they were a keeper or not.
Once you make your mind up to don’t think that they might improve because if they’re not working out after you’ve worked with them, they’re not going to work out down the line.
You’re much better off letting them go as early as possible rather than later on before they’ve embedded themself in your culture as well before they can do damage to your business as well.
Probation periods depend on the size of your business. Looking at the minimum in terms of employment, or the minimum employment period, if you’ve got one to 14 staff, you’re a small business, then 12 months is where they get their unfair dismissal rights. So, within that time, they don’t have access to that. They’re out of jurisdiction for unfair dismissal.
If you’re a business with more than 15, you’ve only got six months. So, if your probation period’s six months, you’ve got more than 15 staff, there is no point extending it because the employees are going to get their unfair dismissal rights anyway.
If at three or four months they’re not working out at that point, it’s probably not going to work out. Best to let them go.
When can’t you dismiss? There’s a whole bunch of different situations and times when you cannot dismiss. You’ve got general protections as well. If an employee is off on sickness, as an example, you can’t let them go during their probation period because it could come back at you; you’ve dismissed them because they’re off on sick. They took on sick. In this case, you’re most likely going to have a general protection claim that’s probably going to come your way.
Also, you can’t dismiss them based on a protected attribute. So, you get a new employee onboard, two months down there, “I’m pregnant.” “Oh, sorry, you’ve failed your probation period.” You’re likely to get discrimination chiming in on that one. That’s another major no-no.
Also, if you don’t follow the terms and conditions of your employment contract that you have in place with your employee, that would be a bad faith breach of contract.
There are some areas that you need to be aware of as well. You do need to take all reasonable steps to assist the employee within that period as well.
You should be giving your new hires, and all of your employees for that matter, all the training and tools, and supervision they need to perform to the best of their ability within that probation period.
What I say is treat a person the way that you’d want to be treated.
Imagine if you’re a new person in the workplace. What will you need to support you to be successful? There’s no point in checking someone in, and going, “Off you go. Give them the opportunity to at least succeed because the recruitment process, as we’ve gone through, can be expensive.
Make the most of it. Get it right the first time. Then you’ve got the probation period if it isn’t working out. Now I’m not saying, and I would not encourage you to get people up to five months all the time, then sack them. Because you’ll soon get a bad reputation for it, and you’ll have a very toxic culture within your business. If you’re in the customer service industry, your customers are going to know as well.
You’re going to have no consistency. No consistency equals poor moral. What you want is to get a person on board, and have them there for the long term, an extended period.
And don’t forget the cost associated with taking people on, recruiting them, and then getting rid of them. Consider the training up costs; it’s not just the recruitment. But the probation period is there as a get out of jail card – at least you can look at it that way.
Grab our manual with all thing to do with probationary employment
In the modern workplace and work environment, one of the keys to getting the best out of employee is communication. To achieve success at the company level, employees of the organization must enjoy expressing something nice to one another. A company where the employees work like a well-oiled machine enjoys better productivity and ultimately, better result.
Although there seem to be a glimpse of good in everyone, the way the day goes by often make it hard for us to spot whatever good is in anyone. From the sidewalk to the bus stop, at every junction and intersection, there is hardly a day where you don’t see people yelling at each other.
Unfortunately, attitudes like these are not kept at the bus stop. They are often transferred to the workplace. As a result, employees get on each other’s nerve all day and bully each other so much that coming in for work sometimes often seem like torture: a somewhat necessary evil to achieve a paycheck at the end of the month.
This is why the national say something nice day was established as a day when we can celebrate the good in everyone and make them feel special through nice comments and actions.
So if you are feeling like making a fellow employee feel go on say something nice day, there are few things that you can do and say at work to build up your workmates:
Be intentional with your conversation
Since the idea behind say something nice day is to make every person feel loved, it would help if you could pay attention to your fellow employees throughout the day. This way, you recognize them as an individual that make up the team and not just as another member of the team. This will go a long way in enhancing their morale and make them feel valued.
Striking up an intentional conversation with an employee on June 1st will provide an avenue to discuss matters that do not relate to work issues. Such matters may cut across personal, social, and cultural issues.
Instead of acting as though all is perfect with you, say something nice day is an opportunity to get out of your high tower and connect with fellow employees by giving them a glimpse of your imperfection and vulnerability. Who knows, they might get over their challenges because of this.
How to make a conversation intentional?
- Give good and genuine compliments. Do your best not to flatter an employee and be specific about your compliments.
- Do more of listening than speaking during any conversation.
- Smile throughout conversations and during every contact with employees.
- Never forget to say thank you.
Share gifts in love
The best way to spread workplace gratitude is by giving gifts to fellow employees. Whether big or small, what really counts is the heart behind every gift. The most recommended type of gift for June 1st is a physical gift. A physical gift allows you to watch fellow employees unwrap their gifts and share another moment of pure bliss.
Tips to making your gifts count
- Give a gift that is personal to an employee as this depicts the originality of your gift.
- Give a gift that a fellow employee can use and not abandon on the desk.
Say something nice day is all about workplace gratitude, however, it should not be limited to a single day out of 365 days. As often as you can, say and do things that will make other employees feel nice and make the work environment conducive for everyone.
Happy June 1st to everyone.
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“What makes companies succeed the most, what factors actually matter the most for startup success? If you take a group of people with the right equity incentives and organize them in a startup, you can unlock human potential in a way never before possible.”
Bill Gross – Founder and CEO, Idealab
When it comes to human resources, it doesn’t matter what size you are. You have the same issues; you need to recruit the talents and manage them; you need to figure out how to engage and pay them, and how to terminate the relationship when you have to.
When we talk about human resources, we’re talking about that function in an organization that handles the people’s stuff right. We are feeling beings; we want to feel appreciated, to belong, and to believe we’re making a meaningful contribution. To grow confidence in a start-up Business, we must address the very human needs. When it comes to meeting human needs, it has a bottom-line business impact. The more the employees are satisfied, the higher the profitability.
Richard Branson isn’t just a shrewd businessman, he’s a humble man to boot – the strongest message he has is you’ve got to be “nice to people”. Seems obvious, right? Unfortunately, most businesses are there to make more money and when they are so focused on how to go about doing that, they don’t necessarily treat their employees as though they are people but rather like cogs in a machine. Ironically it is when you treat your employees best that they produce the best work – because, guess what, they feel valued!
When things don’t go right there are processes business owners need to manage. It is no longer as simple as “Fire Him/Her” – Employees are getting smarter with their rights and you need to make sure you keep ahead of them.
Here are some examples that will make you go “JUST WOW” –
An employee who was responsible for the death of 50 chickens after drinking alcohol before work on Melbourne Cup Day, has won an unfair dismissal case due to a lack of procedural fairness, and uncertainty and inadequacy of the employer’s workplace policy. Cannon v Poultry Harvesting Pty Ltd  FWC 3126
If terminating an employee’s employment in reliance upon CCTV footage, ensure that the employee is given an opportunity to examine and respond to the footage before the dismissal. In Walker v Salvation Army (NSW) Property Trust t/as The Salvation Army – Salvos Stores  FWC 32, the employer dismissed a store manager for serious misconduct amid allegations of theft. The employer relied on CCTV footage that purported to show the store manager holding four $50 notes. The store manager was not given an opportunity to properly view the CCTV footage nor respond to it during the investigation or prior to her dismissal. The unfair dismissal claim succeeded.
Even dismissing an employee who you believe Clearly has crossed a line may not be as simple as you think. Gill v Jetstar Airways Pty Ltd  FWC 1472
Disciplinary procedures and correcting poor performance
We’re going to be giving you an overview of how to conduct a disciplinary process. A fair procedure is VITAL. Otherwise, any resulting dismissal is likely to be Harsh, Unjust and Unreasonable.
The employer must have a fair reason for dismissal. Misconduct is a potentially a fair reason for freeing the employer concerning Start-up Business BUT you need to make sure you investigate, have your facts, have followed a procedure and given the person the opportunity to not only respond but have a support person.
So, let’s look at the procedure what procedure should an employer follow. Let’s say something has happened.
- Firstly, consider whether any formal action is necessary. Would a quiet word be enough? If you decide to take informal action, it probably should be verbal only, and not put on a disciplinary record although a manager should keep a note of it.
- Secondly, consider whether an investigation is needed. What’s required will vary greatly depending on the circumstances. You need to be able to put the substance of the allegations to the employee so that the employee can give a meaningful response.
- Thirdly, the suspension is only appropriate if there is a potential threat to the business or other employees or if it is not possible to investigate accurately. A knee-jerk reaction to suspend could lead to a claim for breach of trust and confidence in HR, and this could be an expensive claim. Suspension should be on full pay, and it’s safer if the employment contract provides for the right of suspension. Keep the suspension under review and for a shorter time as possible.
- Fourthly, obtain all the evidence, conduct the investigation as quickly as possible, and speak to the witnesses. When interviewing the witnesses, they should be advised to keep the matter confidential. Consider if you need any physical evidence for example emails, CCTV and phone records.
Then and Only then can you determine on the balance of probabilities that the employee has engaged in behavior not desirable to the business. This is when you will start the disciplinary process – the invitation, allowing a support person, the right to respond to the allegation and then either re-investigate new info you have or decide on the outcome. Such outcomes may include no action being taken, a written apology, counselling, a warning, demotion, or dismissal, depending on the seriousness of the findings.
What to do before dismissing an under performing employee
If unfair dismissal laws apply to the under performing employee, you should do these things before making a final decision to dismiss them:
- Inform the employee that their work performance is unsatisfactory.
- Ensure that the employee is aware that their ongoing employment will be in jeopardy if the performance issue is not resolved. Confirm this in writing.
- Keep records of any warnings that have been issued to the employee.
- Allow the employee to respond to what you have outlined in performance discussions.
- Give the employee a reasonable amount of time to improve their behaviour and work performance.
As an HR Support in Gold Coast and Brisbane, Fresh HR Insights give SME Business support and figure out the natural differences that happen within an organization. We are there when you need us – No lock in contracts – we focus on getting it right and exceeding expectations. Check out our testimonials or give us a call and find out for yourself.
If you want to go it alone then we have the solution for you – our fully comprehensive eBook on the disciplinary process – it includes everything you need including documents and templates for the letters you will need along the way.
NOT SURE then how about our 30-min support via our advice line BOOK HERE
Example areas for advice include:
- Managing employee issues such as lateness for work, absent without leave, under performance and poor conduct;
- Dealing with complaints of Bullying and workplace investigations;
- Termination of employment, what you can and cannot do and what is the correct procedure to follow;
- Conflict Management and Communication strategies;
- Advice on meeting legislative requirements;
- General advice on the Unfair dismissal or other Fair Work Commission processes;
- How to respond to and deal with workplace complaint; and
- Employee entitlements including the correct awards and pay rates;
- Pragmatic advice on Human Resources issues
- Guidance on disciplinary actions for example, informal and formal warnings
- Guidance on Redundancies and terminations
Disclaimer: The above information should not be used as a replacement for expert advice and is written as an overview of the Disciplinary process. Please contact our team at Fresh HR Insights for support Mbl: 0452 471 960
Conditional Rewards – what to watch out for to avoid problems:
The role of a manager while managing his team for a particular project is not easy! He has to look forward to a lot of things while managing his team and the most difficult one of them is motivating them. The reason why motivating a team turns out to be a difficult task is because not every member of the team can be motivated in the same way. There are people who look forward to having intrinsic rewards while other want extrinsic ones.
Those who are happy with the intrinsic ones just need to a word of praise or a pat on the back. However, those who need extrinsic rewards look forward to having bonuses or extra payouts. Getting to know the requirement of every individual in your team is no doubt draining.
Why conditional rewards?
Nothing motivated people more than conditional rewards. If you are desperate to get the required results, coming up with the conditional rewards is the best thing to do. A conditional reward is based on conditions and is provided only to those who fulfil those conditions. In this situation, everyone tries his level best to get his hands on the reward by working hard. However, the winner is one or few of them who end up winning the reward. Nonetheless, the actual winner is the company or the organisation that turns the minimum profit to the maximum one.
Be clear to avoid issues:
The thing to notice is that you need to be clear when you state the conditional rewards or it might lead to some serious consequences. If you are ambiguous while stating the conditions of the rewards, you won’t be able to get the desired outcome. The employees will also be demotivated in the end when they will get to know that the direction of their efforts was not correct. There are times when the managers go into frustration because of not getting the required results which lead to ultimate failure. They fail to understand what is wrong in the system. In such situation, they should change the way they communicate the conditional rewards to avoid problems.
Material or cash? Be specific:
IF you are looking forward to a better level of cash flow and a high level of productivity, coming up with the rewards that have conditions with them is what you need to do. You can go for the financial reward or the material one. Be specific as to how much of the financial reward would be given to a person who would come up with a certain level of productivity. Being specific is the key. Otherwise, there is a possibility that the employee might have unexpected expectations.
If the reward doesn’t fulfil the expectations, the employee might get discouraged and won’t work as hard next time. The safe side is to go for the material reward. In that situation, you would introduce a car or any other material thing which would be given to the employee who would perform to a certain requirement.
The main aim of staff meetings is to connect up with your employees, inform them about the organisation’s mission and goals as well as to exchange information amongst the team and collaborate together to achieve the organisation’s short-term and long-term goals.
Every organisation in the world, be it a small local one or an international business chain, should conduct monthly team meetings to listen to the ideas and problems of the employees and to motivate them to work with full devotion. Without coordination and communication, organisations can’t really move forward, for which team meetings are highly important.
Here are 10 reasons highlighting the importance of team meetings.
- They’re a great initiative for building supportive relationships in your organisation. One might think why it is important to have coordination or connection between employees, but the fact is that good employee relationships allow the office environment to remain friendly hence reducing the chances of fights or instability erupting in the office.
- Secondly, team meetings are a great way to clarify doubts or problems erupting in the minds of your employees. If one of your employees is facing a problem or doesn’t know how to work something out, they’ll be able to raise this issue in the team meeting hence improving the quality and productivity of work on part of that specific employee(s), moreover, through these meetings they might get to know about other employees who’re facing the same problems and can coordinate with them later on for help or support on some issue.
- Regular team meetings are important for getting to know about the motivations, fears, hopes, troubles, plans, etc, of your colleagues which can help you with planning out the organization’s long-term strategies.
- Many people aren’t really comfortable when it comes to sharing information or new ideas through computer-mediated communication which is why team meetings are extremely important so that all employees get an opportunity to let out their thoughts and worries.
- A team meeting should at least be held every month but the number of meetings should definitely increase during times of a crisis or when a new project is being initiated so that employees don’t get scared due to the problems or hurdles arising during these times.
- If a team meeting is made fun and creative, instead of having the usual “I speak, you listen” or a “presentation” style, more effort is put into making it interactive, then it’s definitely a relief for employees, from their day to day operations. If this creative approach is followed, then these meetings prove to be beneficial for freshening up the employees, hence making them attentive and productive.
- It is highly essential that team meetings are held as an open forum where everybody present shares the same opportunity to listen and communicate, instead of just the top managers presenting their ideas. This way the employees will feel that their voice and opinion matters as well, hence making them more motivated towards their job.
- Most importantly, team meetings are an effective way to get feedback from your employees so that the top management is fully aware of the positives and negatives of the undergoing projects and the current staff.
- Lastly, they’re a great reminder for the employees that they’re a team which works together to tackle every hurdle coming their way and to take the organization to greater heights. More motivated the team, higher will be the levels of productivity.
How employers can express appreciation to employees
Employee retention has emerged as a new kind of nightmare for the employers. The increased competition in the business world has given rise to this monstrous problem of employee retention. Keeping employees happy at their workplace is a very important for the continued success of a business.
There are many ways to prevent the employees from switching their jobs and keeping them content in the firm. One of the major ways to keep employees happy is to appreciate them. No person on earth would like to work in a firm where he is not appreciated, respected or valued. Appreciation is surely a magic that can change the moods of a person in a good way. There are many ways of appreciating the employees. Some of them are discussed below briefly:
Reward: Setting up some kind of rewards for good work is an important way of appreciating the efforts of an employee. Whenever an employee shows some good performance as compared to the performance of the past, he should be rewarded. That reward not only gives him appreciation but also gives the motivation to work even better and with more attention.
Honor the opinion: Whenever a difficult scenario comes in the middle of a business proceeding, calling up employees and taking their opinion in that matter helps them feel valued. They realize their importance in the firm and thus feel as a part of the firm. This creates loyalty and honesty in the employees.
Show the good work:Appreciation comes in different flavors. Endorsing the good work done by an employee and mentioning it in front of whole staff can be a good gesture of appreciation. This gesture makes them feel honored. Their correction in case of a mistake in private space would always be a good idea. Honoring the employees in front of everyone and correcting them in private is the key to building a strong relationship with the employees.
Decision making: Allowing the employees to make crucial decisions in some kind of deal or proceeding makes them feel appreciated. They start trusting their own abilities which creates confidence in them. This can help in the grooming of the employees in the exposed business world.
Extra time off: Giving some extra time off to an employee wouldn’t harm the firm but it would greatly increase the happiness level of an employee. Such perks are always good for the growth of the employees. Monitoring the condition of workload keenly and letting the employees take some time off accordingly is a good way of giving respect and appreciation to their efforts.
Factors like respect, reward, value etc. contribute towards the appreciation of employees. Appreciation of employees helps in creating a comfortable environment for them. Helping them with their tasks, taking them out for lunch or dinner, getting involved in friendly discussions and rewarding them with small bonuses means a lot to employees. All of this is an investment in the firm. The more the satisfaction of the employees, the more they perform well.
Recruitment and Selection – our top 8 tips for success
Recruitment in Gold Coast is a matter of great discretion and caution like anywhere else in the world. Being a recruiter or a small business owner, you need to make your selection smartly to ensure that your business gets the best talent available in the market since the quality of your employees is ultimately translated into revenue increase and growth of your business.
Recruitment and selection process of your future employees can be tricky, and you may have to make some tough recruitment decisions (especially once you have limited vacancies on offer and you get a chance to hire from a good pool of perspective applicants). In any case, you ought to have a clearly defined recruitment and selection policy in place to hire the best your money can hire.
Here are 8 top tips for success in recruitment and selection process:
- Recruit and select with a vision. It is obvious that you would hire to fill in your presently vacant slots. However, an employee is a future asset, and this aspect must never be overlooked. The job demands that you foresee today are sure to expand your business in future, and your recruitment and selection must cater for the envisioned future expansion. The criteria for your recruitment and selection must include futuristic vision.
- Evaluate the job before you evaluate the applicants. You must be amply clear as the recruiter about the job requirements before you go out hiring people. Analyse the position requirements to find the best fit among the applicants.
- Know the legalities of recruitment and hiring. All countries have regulations and laws in place related to recruitment and hiring. Please ensure that you are clear on these before you recruit. You may be on a collision course with some legal recruitment requirements.
- Define and Follow your recruitment policies. Screen the candidates as per set criteria rather than being whimsical. This would help you in setting recruitment standards for your business.
- Focus and take time in making you recruitment decision. Recruitment must be taken as a deliberate and institutionalised approach where the decision must be based on hiring the best talent. Never be in a hurry in making a recruitment decision.
- Don’t bank on the interview alone. Interviewing might be the most controversial means to assess the recruitment applicants (if used as the only mean to assess the potential applicants. Every study on the recruitment process indicates that interviewers are usually biased and favour applicants that they find suitable basing on their personal likings. Personal likings and disliking may not be absolutely in favour of profitable recruitment and selection process. Use background checks, documentary evidence and CV analysis (apart from the interview) to analyse the applicants.
- List down the most desirable traits in your job applicant. Basing on your position analysis, list down the most desirable traits in potential candidates and pitch shortlisted candidates against the criteria to find the best fit.
- Don’t forget the power of referrals and social media. Referrals and social media platforms like LinkedIn are a great employee pool with a huge recruitment and selection potential. Browse internet to find a few candidates that may not be visible otherwise.
Employee retention – The importance of retaining your employees
It costs a lot of money to recruit and train a new employee – this article is to be around how to retain an employee
There will be companies with high employee turnover rates and companies that may be finding it difficult to retain good employees. This article is designed to help such managers and owners who have a high turnover rate and suggest ways to improve their employee retention rates.
Before we go into the details of how to improve employee retention, let’s see why some companies face employee retention problems in first place.
- The employee market is getting more and more competitive and everyone in the corporate world is looking for competent employees. The competent employees are getting smarter with more lucrative offers from alternate sources as their work profile and CV develops over time. They opt for better packages (especially once your business is not offering them the best for their talent).
- Certain businesses (especially the smaller ones) are too engrossed with their teething problems to pay much attention to employee welfare and workplace issues to create a “happy workplace” (that is essential for quality employee retention).
- Lack of communication within certain companies is a major cause of generating a general feeling of discomfort and discontent among their workforce that ultimately results in high employee turnover rate.
Whatever be the cause of a high employee turnover, failing to retain employees is an expensive option for any business (since fresh recruitment, training and integration of the new employees into the team is a time and resource consuming process. Here is how you can have better success at employee retention in Gold Coasts competitive market for to talent recruitment as an employer)
Employee retention – make it happen
Employee retention is a basic HR function and frankly there is no “rocket science” involved in the process. It is a basic understanding and implementation of the “benevolent business” practices with a human touch. Here you go with some basic and easy to implement tips:
- Your employees are human at the end and must never be treated as machines. Be more flexible with your attitude as an employer (especially towards those employees with known family, financial or health issues). Generally, your offered salary packages must compensate for the needs of your employees, their displayed results and potential.
- Invest in their personal development with trainings and extracurricular activities. It would go a long way in developing a feeling of “belonging” with your business (so vital for employee retention). Your employees would be motivated to work harder and “stick” to your organisation.
- Be open in communication with your employees through business policies, feedback and appraisal system. Have an Human Resource consultant manager, if you business hires over 100 employees to ensure smooth HR function in your business,
- Many employees leave when they find themselves stuck at a dead end. Give your employees a chance of progressing within the organisation through promotion within the organisation hierarchy rather than hiring from the open market as far as possible.
Problem Employees – what are the top 3?
Employee management is a delicate balancing act. Whether you are running a business giant or small startup, problem employees are a part of any business equation and sooner or later you would have to tackle them as a manager or business owner. Whatever the outcome, you should have a plan handy to tackle such employees.
Identifying problem employees can be easy sometimes and at others, it can be tricky. The “obvious problem employees” may display typical behaviour issues like irregular attendance or inability to deliver targets and results. However, sometimes, problem employees may be “deeply embedded” in your business and may be causing “not so obvious, but far reaching trouble” like workplace rumours and resultant demoralising effect. In any case, the problem employees need to be handled sensibly and smartly to ensure that the trouble is handled in time before it spreads beyond control.
This article points at the most troublesome of the problem employees in any system with the most commonly encountered behavioural issues and suggests strategies to handle them. Here are the tops 3 problem employees, regardless of the size and scope of your workplace on the Gold Coast:
- The one that doesn’t knit well with the company culture and team. One of the most frequently encountered problem employee in any business that is not “instep” with the workplace culture. The problem is manifested in many forms like; not getting along with fellow employees, showing indifference to business practices and not responding to the coaching, counselling and workplace training in a positive manner (such an employee can be easily termed as “odd man out”).
Such employees are not hard to spot and it is just the matter of time before they surface as “problem employees”. They negatively affect your business in more than one way. They send negative vibes through the workplace and leave a trail for others to follow (if left unchecked). They are usually inefficient or “deliver results in their own devised ways” that may be divergent to the company operating policy. Even when they deliver results, it does not suit a business in the long run, if it is divergent to company operation rules.Introducing probationary periods, call in’s for internship and careful screening at the time of recruitment are some of the measures to check the induction of such employees.
- The one with irregular attendance. The next in the list of most found problem employee is this. There may be a few who have genuine health or family issues that need to be accommodated, but any employee with responsible behavior would never miss working hours or remain absent without intimation. Responsible employees showing this tendency may be inviting you to revisit your business leave and vacations policy (without saying a word). Problem employees (not responding to counseling even) need to be dealt more firmly. You may be left with the termination option ultimately.
- The rumour factory type. Bad mouthed, fowl speaking and rumor creating employees are next in the list of problem employees. They are usually “negative personalities” and lend a typical negative essence to a workplace with their negativity. They are a “sure” bad influence to other employees and may cost you business by dealing the customers negatively. Such employees need to be tackled as soon as they are identified. Open communication within a company, declared workplace policies and transparent practices are good workplaces strategies to handle such problem employees.
Good Leadership = Good culture. Why you should train your leaders and what happens if you don’t?
There are two types of people in an organisation. The first one is managers/supervisors who are in a certain position due to various reasons in their career. The second is leaders, which may not be at the very top of the managerial hierarchy, but yet provide a force forward to your department or organisation
Only a hand few of leaders in the world were divine leaders, rest all have been mentored and trained to become what they became. Training of leaders in a specific department or organisation as a whole is the ultimate, or rather should be the ultimate goal of any organisation. This reflects on the organisation culture and the performance and conduct of its managers, the way they handle day to day and special crisis situations.
The Fresh HR Insights Pty Ltd is a Gold Coast HR Consultant and Human Resource Specialists that deal with various forms of procedures, processes to Eliminate workplace concerns with Fair Work and Employment Legislation compliance.
Training of leaders to form the core think tank of the organisation is one such facet of Fresh HR Insights Gold Coast HR Consultancy. Our expert HR team provide professional HR services to increase the performance index by transforming the leaders to lead in a specific way which is the requirement of the organisation. Every organisation requires a different set of leadership skills to survive in the cutthroat business in the world. We provide the cutting edge by analysing the kind of leadership a certain company requires and then imparting that information so the organisation culture improves on a whole. The change in attitude can easily be measured by the performance and conduct of the supervisors and their under command.
As Gold Coast HR Consultants we specialise in providing innovative solutions to your leadership problems. The problems may vary from absence of a leader or leading qualities to the confusion in job descriptions. The real question that arises is that should you spend money on training your leaders, a trait which they should have learned over the course of their career. The answer, is a resounding YES!
Many companies lose the start they get by luck or sheer hard work by its founding fathers because they do not transfer the requisite knowledge to their under command which are their future leaders. This is where a human resource specialist steps in and transforms not only your current crop of leaders, but the ones that will replace them, once the old foxes move on or retire.
Therefore, if you are looking for a transformed organisation culture, where leaders are groomed for their future assignments, look nowhere else than Fresh HR Insights as your HR Consultant and Specialist. Our years of experience in providing HR along with comprehensive employee handbooks, processes, training, frameworks and compliance, provide you the actual strength in your middle hierarchy to move up the triangle and face the challenges that will be presented to your company in the future. Our leadership training, whether you chose the short term or a long term one, is one to look out for to provide you the edge you need to fulfil your dreams as a company or organisation.
Workplace Bullying – the impact beyond the workplace
Most people might not agree with the phenomenon of workplace bullying or the fact that it actually exists but the truth is that it not only exists but it also results in creation of an unhealthy environment in the office, factory, warehouse – any workspace. In literal terms, bullying is usually seen as acts or verbal comments that could possibly mentally hurt or isolate a person in the workplace. Sometimes these acts could also involve physical assault such as hitting, tripping, pushing, slapping, spitting or in worst case scenarios, stealing or destroying possessions of the other i.e. deleting someone’s important work files from their computers in their absence etc.
Workplace bullying is when your boss or coworkers assert power on you through aggression, which results in you feeling intimidated, offended, degraded or humiliated. Verbal bullying is more likely to take place in workplace related situations, such actions include spreading malicious rumours or gossip to portray a negative image about an employee, excluding or isolating someone from social gatherings happening inside the office, withholding necessary information or purposely giving the wrong information to an employee to restrict him/her from giving the required output to the boss, belittling a person’s opinion during office meetings or presentations, etc.
Workplace bullying definitely exists but it often becomes difficult to draw a line between strong management and bullying. Comments or demands that are objective and intended to provide constructive feedback or improve employee performance, do not come under the definition of bullying, but are instead intended to improve organisations internal working conditions and overall output.
Workplace bullying heavily impacts a person and their working capacity, not just inside but also outside the organisation. Inside the organisation, an employee who is a victim of constant workplace bullying might end up taking a lot of days off from work or stay extremely stressed, which in turn affects the organisation because that person will become less productive. There might be instances where the victim becomes so depressed that he/she would have to get some treatment or enrol in an assistance program, for which the company will have to bear the cost. Apart from that, the victim will continuously have a decreased morale and lower motivation level which will definitely affect the current standing of the company, in a negative sense. There is a high chance that the victim stops performing his/her duties well, even when it comes to interacting with corporates from different organisations or the general customers of the company, which then results in reduced corporate standing and decreased customer confidence.
But the impact of workplace bullying is not just restricted to within the organisation, it also affects an individual personally in his everyday life. Feelings of helplessness and frustration are highly likely to develop in a person because of the bullying he/she faces every day, which might make them depressed to the extent of harming themselves or taking their own life. The constant bullying may as well result in the victim putting that stress within their family life, resulting in fights with spouses to the extent of physical abuse and divorces. A victim might also become less confident about themselves and face the issue of low self-esteem because of which there is a possibility of them not being able to do tasks properly or concentrate on anything at all. Physical symptoms such as loss of appetite and health issues, and psychosomatic symptoms such as stomach pains and anxiety/panic can also be experienced by a victim or workplace bullying.
What is and What is NOT workplace Bullying
- Workplace bullying is repeated, unreasonable behaviour, directed towards a worker or a group of workers that creates a risk to health and safety. It includes both physical and psychological risks and abuse.
- ‘Repeated behaviour’ refers to the persistent nature of the behaviour and can refer to a range or pattern of behaviours over a period of time (for example, verbal abuse, unreasonable criticism, isolation and subsequently being denied opportunities – ie a pattern is being established from a series of events).
- ‘Unreasonable behaviour’ means behaviour that a reasonable person, having regard to all the circumstances, would expect to victimise, humiliate, undermine or threaten another person.
Managing staff does not constitute bullying, if it is done in a reasonable manner. Managers have the right, and are obliged to, manage their staff. This includes directing the way in which work is performed, undertaking performance reviews and providing feedback (even if negative) and disciplining and counselling staff. Examples of reasonable management practices include:
- setting reasonable performance goals, standards and deadlines in consultation with workers and after considering their respective skills and experience
- allocating work fairly
- fairly rostering and allocating working hours
- transferring a worker for legitimate and explained operational reasons
- deciding not to select a worker for promotion, following a fair and documented process
- informing a worker about unsatisfactory work performance in a constructive way and in accordance with any workplace policies or agreements
- informing a worker about inappropriate behaviour in an objective and confidential way
- implementing organisational changes or restructuring, and
- performance management processes.
Bullying is a serious risk to the health and safety of workers. Under the relevant health and safety legislation (the “Legislation”) and associated regulations and codes of practice, the primary duty to eliminate or minimise, as far as reasonably practicable, the risks to health and safety (including psychological health) in the workplace is imposed on a person conducting a business or undertaking (“PCBU”). For the purposes of the Legislation, an employer is a PCBU and therefore bears the primary responsibility.
We have developed a policy to assist employers in meeting their legal obligations under the Legislation, associated regulations and codes of practice and thereby to eliminate or minimise bullying in the workplace. The policy provides that bullying will not be tolerated and presents mechanisms for disciplining those who engage in such behaviour in the workplace. In addition, the policy provides formal and informal mechanisms for dealing with any complaint relating to bullying.
At Fresh HR Insights we ensure that all workers are made aware of the policy, the standards that are expected of them and the consequences for breaching the policy. If you would like to discuss getting a workplace Bullying Policy in place please contacts us on 1300 332 322
Training sessions about the policy should (as a minimum) take place as part of the induction of new workers and in specific training sessions for existing workers. However, your workers should be reminded of the policy on a regular basis. This may involve conducting regular ‘refresher’ sessions at which workers are taken through the policy, sending out emails in relation to the policy and where it can be accessed, or using one of the other methods set out above.
Please note that the Legislation requires that as a PCBU, an employer must, as far as reasonably practicable, consult with its employees or others carrying out work, before making decisions on health and safety matters, including bullying. If there are health and safety representatives then they must be involved in the consultation process. Consultation must be carried out when developing policies and procedures relating to bullying, including complaint procedure. Consultation involves sharing information with workers and health and safety representatives, allowing then to express views and taking those views into account.
Workplace Bullying – The impact beyond the workplace
Most people might not agree with the phenomenon of “workplace bullying” or the fact that it actually exists, but the truth is that it not only exists, but it also results in the creation of an unhealthy environment in the office. In literal terms, bullying is usually seen as acts or verbal comments that could possibly mentally hurt or isolate a person in the workplace. Sometimes these acts could also involve physical assault such as hitting, tripping, pushing, slapping, spitting or in worst case scenarios, stealing or destroying possessions of the other i.e., deleting someone’s important work files from their computers in their absence, etc.
Workplace bullying is when your boss or coworkers assert power over you through aggression, which results in you feeling intimidated, offended, degraded or humiliated. Verbal bullying is more likely to take place in workplace related situations, such actions include spreading malicious rumors or gossip to portray a negative image about an employee, excluding or isolating someone from social gatherings happening inside the office, withholding necessary information or purposely giving the wrong information to an employee to restrict him/her from giving the required output to the boss, belittling a person’s opinion during office meetings or presentations, etc.
Workplace bullying definitely exists, but it often becomes difficult to draw a line between strong management and bullying. Comments or demands that are objective and intended to provide constructive feedback or improve employee performance, do not come under the definition of bullying, but are instead intended to improve organisations internal working conditions and overall output.
Workplace bullying heavily impacts a person and their working capacity, not just inside but also outside the organization. Inside the organization, an employee who is a victim of constant workplace bullying might end up taking a lot of days off from work or stay extremely stressed, which in turn affects the organization because that person will become less productive. There might be instances where the victim becomes so depressed that he/she would have to get some treatment or enroll in an assistance program, for which the company will have to bear the cost. Apart from that, the victim will continuously have a decreased morale and lower motivation level, which will definitely affect the current standing of the company, in a negative sense. There is a high chance that the victim stops performing his/her duties well, even when it comes to interacting with corporate from different organizations or the general customers of the company, which then results in reduced corporate standing and decreased customer confidence.
But the impact of workplace bullying is not just restricted to within the organization, it also affects an individual personally in his everyday life. Feelings of helplessness and frustration are highly likely to develop in a person because of the bullying he/she faces every day, which might make them depressed to the extent of harming themselves or taking their own life. The constant bullying may as well result in the victim putting that stress within their family life, resulting in fights with spouses to the extent of physical abuse and divorces. A victim might also become less confident about themselves and face the issue of low self-esteem because of which there is a possibility of them not being able to do tasks properly or concentrate on anything at all. Physical symptoms such as loss of appetite and health issues, and psychosomatic symptoms such as stomach pains and anxiety/panic can also be experienced by a victim or workplace bullying.
Fresh HR Insights Pty Ltd has partnered with the AMAZING Dr Ruth Knight who is a respected Culture, Change and People Specialist. As part of this we are offering all our clients and prospective clients a Complementary one hour session on Bullying.
If this is of interest to you connect with us TODAY. (valued till 31st May 2016)
Why are employees happy to stick while others look for a change?
Why are employees in some companies happy to stick with the company while others look for a change?
The reason is that some companies know how to take good care of their employees and provide a working environment that helps them retain their identity, while proving themselves and growing along with the company.
Here are some of the best HR practices that help in the creation of a highly satisfied and motivated work force.
Work Environment – A safe and happy workplace makes the employees feel good about being there. Each one is given importance and provided the security that gives them the motivation and incentive to stay.
Open Management – Employees don’t like the feeling of being kept in the dark about what is happening in the company. They feel motivated and develop enthusiasm only when the management opens up to them and discusses the company policies, sales, clients, contracts, goals and objectives. This encourages participative management. Asking them for ideas on how to improve will get their creative juices flowing. Being open about everything related to the company will help in building trust and motivating the employees.
Performance Incentives – Every good performance is appreciated in the form of a pat on the back, bonuses or giving some other compensation for a job well done. Organisations that struggle to keep up with the attrition rate are mostly those that think employees are “just” doing their job. Even if it is the employee’s job, completion in an appreciable manner calls for an incentive, and this goes a long way in boosting the staff morale. These incentives can be implemented at the individual as well as the team level and it has been seen that this works wonders in getting the best out of the employees. But it is important to keep in mind that these bonuses should not be given without a reason, unless it is a commitment for annual bonuses or some such thing. Doing so will only reduce the perceived value of the bonuses.
Performance Feedback – This is one the methods that is being followed by many organisations. Feedback is not only taken from the boss, but also from other seniors and subordinates. Previously, appreciation was only sought from the immediate boss or the management, but now organisations understand the importance of collecting performance feedback from several quarters. The opinion of everyone matters, especially for someone who is in a leadership role at any level. Each person in the team is responsible for giving constructive feedback. This kind of system helps in identifying people who can perform well as leaders at higher levels in the organisation. Even the senior level managers can use this system to their advantage, as a tool to improve themselves.
Employee Evaluation – Every company has an employee evaluation system in place but a good system links individual performance to the goals and priorities of the organisation. This works well when achievements are tracked over an year. For a fair review of each employee, the evaluation, apart from being done by the boss, should be done by another person at a higher level, for whom the employee’s contribution is important. Ratings can also be obtained by other employees. This ensures a fair and accurate rating of each and every employee.
Sharing of Knowledge – Knowledge sharing is a wonderful strategy that helps in the betterment of the employees and their work. Keep all the knowledgeable information in central databases that can be accessed by each and every employee. For example, if an employee is sent on some training, the knowledge that is acquired by that employee can be stored in these databases for others to learn from it. Even innovative ideas that the management deems fit for employees to see, can be stored here for all to see.
Publicise Good Performances – Every company has some employees who outperform others. Such performances should be highlighted and displayed where other employees can look at them; such as on the display boards and intranet etc. This will encourage others to give their best. A proper system should be set up to make a list of high performances at specific times in a year.
Discussions – Successful organisations nurture ideas and they understand that employees who are actually working and know the business can provide the best ideas. The management should have discussions with employees to get these ideas out of them. There can also be suggestion boxes to capture these ideas. Through this system, managers can find talented employees and develop them.
Rewards – While recognition of talent is highly important, this recognition has to be made public and what better way than holding ceremonies and announcing to the whole world (the employees), the achievements of a fellow employee. There can be nothing better for an employee than the heady feeling from a resounding applause.
The Surprise Factor – Who doesn’t like a surprise? Surprise deserving employees – when they are least expecting it. It could be a gift certificate or a small reward of some sort. This surprise doesn’t have to be limited to the best performers, but it can be randomly given to others as a motivating factor too. Anyone can be given this surprise reward.
Such healthy HR practices encourage the growth of the organisation as employees after all play a major role in the well-being of a company. Making an employee feel like a million dollars pays in the form of the success of an organisation.
I am a person, not just a payroll number; The value in treating employees with respect
The relation between an employer and an employee is a rather tricky one. Purely on technical grounds, an employee is a person hired by an employer to work for him or her for an agreed some of money.
The relationship (on the surface at least) seems to be purely commercial where an employee offers his or her services in return for monetary benefits. But the employee ‚Äì employer equation is not that simple. The primary reason, an employee is a human who has emotional and psychological needs that affect his or her efficiency, productivity, ability to deliver voluntarily and to the best of his or her potential. Need to be respected and recognised is one of the most overriding instincts of any human and that is equally true when it comes to workplace.
Why do employers need to respect their employees and what benefits they derive mutually?
Some of the most respected workplace psychologists and employee surveys agree that the feeling of ‚Äúbeing respected‚Äù is a great motivational and driving force for any employee and ‚Äúrespected employees‚Äù perform far better than those who feel to be insulted or not given due respect. Respected employees are more likely to remain with their employer (no matter even if they are not as well paid). Here are some of the benefits that derive from a relationship of giving and taking respect between an employer and an employee:
- It builds the all important trust between an employer and an employee. The element of trust goes a long way in establishing a longer lasting association and employees have faith in the intention and actions of their leadership.
- Most of the working relationships are based on the element of respect (besides camaraderie). Mutual respect breeds a sense of connection that develops into mentor and mentee affiliation. This connection is the foundation on which culture of learning is built and contributes on major level towards organisational efficiency.
- Employee feels a connection on personal level with the employer and takes pain to deliver for the betterment of the business. Respect takes the employer-employee connection to a whole new level of understanding.
- The feeling of being respected is a great stress reducer just like a workplace with opposite values loads employees with huge amount of stress.
- Respect fruits into improved teamwork, greater and unhindered workflow and ultimately enhanced output. Invariably every employee responds with better job performance when he or she feels respected.
Tips for employers to make their employees feel respected
- Deliver personal notes and greetings to your employees at appropriate occasions
- Maintain strict confidentiality when an employee trust you with a personal problem
- Support your employee in the hour of their need
- Invite and appreciate their opinion and give them the right amount of say where it matters
- Return their compliments with a smile and never forget to answer their calls or emails.
- Appreciate and recognize their hard work with words, written content and occasional monetary benefits.
A business is a combination of many diverse factors and all factors play interactively to shape up great business prospects. Employees forms the base of any business, employees are the most important asset of a business.
Keeping the workforce motivated and productive should be the most serious concern of any smart business and it is in fact the most challenging dimension of any business. Flexible HR solutions and flexible working conditions form the basis of most efforts made in this direction. Family friendly workplaces is one of the most trending concepts of flexible HR solutions.
The benefits of Creating Family Friendly workplaces
This article is aimed at discussing the benefits of family friendly workplaces (especially Gold Coasts friendly workplaces) and how family friendly workplaces help in balancing family and work. But before we go on to analyze the benefits of family friendly workplaces, let us have a broad understanding of what family friendly workplaces really mean.
What are family friendly workplaces?
Family friendly workplaces are all such business premises that allow flexible working to its workforce for balancing family and work. In real terms it means relaxation in work hours or conditions for child care, facility to work from home, opt for part time work hours, etc. Such incentives and relaxations is a newly introduced HR concept and an extended version of benevolent management behavior. Though, the concept is largely untested on a massive level, but it is picking up quickly for its obvious benefits. Here are some of the pronounced benefits of Gold Coasts family friendly workplaces.
Benefits of Gold Coasts friendly workplaces as a flexible HR solution
- Reduced desertion and resignation rates. It is obvious that many worthwhile employees may have family issues (like a special child) that may reduce their capability to respond to a classic 9-5 job requirement. Yet, they may contribute significantly to the business (even distantly or with reduced working hours at the workplace). On premises childcare facilities, option to work distantly and similar work incentives can contribute to higher employee retention levels and fewer resignations/desertions.
- Motivation and loyalty. Family friendly workplaces are known to generate a strong sense of loyalty and motivation among the workforce members. It is an obvious fruit of the sentiment derived from feeling that the workplace cares about the problems, issues and well being of its human resource. This is a direct contributor to enhanced organizational productivity and output.
- Helps in developing workforce focus and productivity. Family friendly workplaces help workforce in establishing a balance in work and family. The resultant peace of mind helps in removing distractions and improving work related focus. Family friendly workplaces are great stress relievers that contribute to organizational productivity.
- Generates good will and better recruiting opportunities. Family friendly workplaces are cherished by the workforce and that helps in projecting a more employee friendly image. Employee friendly image is a magnet for new talent and old hands seeking better workplace conditions.
For a FREE Copy Flexibility Policy – Fresh HR InsightsClick HERE
“I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.”
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
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
Tip Number Eight
Have a little fun.
Being happy at work includes finding your passion, working toward it and having fun along the way. It’s about the journey as much as the destination. It also includes sharing your passion with others. No one said that you cannot have a little fun and laughter at work. People spend a lot of time working today.
Making the workplace somewhere that employees actually enjoy will ensure people are working to support and deliver your mission. Encourage social activities and fun outside the office ‚ ¨ for those who want to participate.
Include family and friends when possible. In the end, if people know and understand each other, you can build a positive workplace culture.
Here are some things that I have done in the past (beside our PJ day) when working in Business as a Human Resource Professional;
- We had a cake stall in October to raise money for Breast Cancer. Everything baked needed to have pink in it. The items were sold for $1 each and the money went to the charity. The best creation won a paid half day off. We also all dressed in Pink
- In a customer service company that I worked we raised money by having the girls wax the guy’s legs (with permission of course) and for every strip of wax money was donated to the chosen charity
- At Halloween we all dressed up and the best costume won a prize
- I included my children in the fun too ‚ ¨ at Easter time they used to come in with a basket full of chocolate eggs and all dressed up as the Easter Bunny. They hopped around and gave out the eggs. They loved it just as much as the staff did.
- I did the same at Christmas time but gave out candy and Christmas cards instead of chocolate.
- On an employee’s birthday a persons Manager had to buy them a gift (paid for by the company) the rule was it was not allowed to be alcohol or a gift voucher. The Manager needed to get to know the employee and buy a personal gift.
- We used to decorate the office for the season ‚ ¨ there is nothing worse than white walls, white ceiling and soulless lightening.
- New employees were taken out to lunch in their first week with the team so they got to know each other in a more informal setting (paid for by the business)
- Out of the blue and for no particular reason we brought morning tea for everyone. We also did this for breakfast. One morning we hired in an external caterer to make a hot breakfast for everyone. All as a surprise.
- Monday morning’s I always sent out a motivational quote via email and wished everyone a good week ahead.
Here are some other ideas that I have gathered off the internet that you may be able to use in your office ‚ ¨ the main thing about work is to have fun.
- Give a friendly wink and a smile at someone that you know.
- Have a selfie taking competition
- Write a poem during lunch and print out a copy for everyone.
- Make everyone gather for a group photo.
- Compliment everyone that you interact with.
- Ask five people how they are feeling (really listen).
- Bring in a plant for your desk (workspace).
- Bring in stickers that a third grade teacher would have i.e. You are Great,‚ π and pass them out when someone does something good.
- Ask all your co-workers for their best joke. The best one gets a cup of coffee on you.
- Create a show and tell‚ π every Friday.
- Have a child paint the office a picture.
- Bring in your old magazines and put them in the lunch room for someone else to read.
- Celebrate a big contract or completion of a project by having music, dancing and a prize of a dinner for two.
- Wash a co-worker’s car during your lunch.
- Have a dress-up day on a random day (besides Halloween).
- Switch jobs with someone in your department for a day.
- Have a fifteen-minute exercise break for the whole office.
- Write a letter to the most famous person in your industry asking for one piece of advice.
- Have a coloring contest ‚ ¨ it brings back the kid in school‚ π feeling.
- Make a cup of hot tea for a co-worker.
- Give every co-worker a special rock that you picked for them and tell them why they got the rock that you gave them.
- Bring in a board game and play it during lunch.
- Everyone write a thank you‚ π note to their favorite client, customer, or business.
- Do your boss’s or co-worker’s most hated task.
- Bring in face paints and paint employees’ and customers’ faces.
- Create a company song.
- Ask everyone what their favorite animal is and why.
- Bring in Trivial Pursuit cards and ask people questions. If they get it right they win a piece of candy.
No place is perfect, but if you begin with the end in mind and think about walking in your employee’s shoes, you will be well on your way to creating a positive, productive workplace where people are happy to be part of your vision, contributing to your end goal.
One last thing to end the 8 tips to build your Dream Workplace for Small Business owners (get eBook if you have not seen the other 7 tips) is to remember when running a business is to appreciate the ordinary. An appreciation of the ordinary things in life is one of the best gifts we can be given because ordinary things are always there for us.
The perfect green circle of a slice of courgette, the spicy tang of mulled wine, forks laid neatly embracing each other in a drawer, lovely italic handwriting on a letter ‚ ¨ when you look around, you find that everyday is filled with small objects of beauty and order. All we need to do is notice them.
The same applies to our employees ‚ ¨ notice them, acknowledge them and treat them as a person not just an employee.