In every aspect of running a business, there are major mistakes that can easily be made but must be avoided at all costs.
In regards to the HR department, mistakes can cost your business money and their reputation so it is very important that you take the necessary steps to ensure that everything runs smoothly and these massive HR crimes are not committed…
- Hiring someone too quickly
We understand that the recruitment process is time-consuming and can be a little frustrating so it can be easy to act fast and snatch up the first person with a decent CV, relevant experience and a good interview technique.
But it’s important that you complete a thorough recruitment process to be sure that this is the right person for your business.
This can include an additional induction day to see how the person fits in with the other employees, a test to highlight their skills or a follow-up interview with other members of staff to get more opinions.
- Lack of feedback
It’s also easy to think that the occasional praise, reward or quick catch-up/team meeting is enough to make employees feel appreciated and motivated.
Though these are great things to do, it’s just as important to provide them with constructive feedback including ways in which they can improve or develop within their role.
Constructive criticism is welcomed by anyone who wants to improve in their role even if they are already doing a great job.
- Incomplete or not up to date employee information
You must ensure that every employee has a complete and up to personal data which includes details about their role, but even more importantly, basic personal information such as contact number, emergency contact, address etc.
This is to make sure that should an urgent situation occur, you can reach the employee as quickly and efficiently as possible.
- Not being up to date with changes to legislation
As an employer, you must be fluent in employment law and aware of any changes that take place.
You could find yourself on the end of a hefty fine or, even worse, jail time if you do not comply with certain employment laws – from national minimum wage and eligibility to work checks to maternity leave.
Laws are constantly changing, so keep your finger on the pulse and set those Google Alerts so that you are never the last to know.
- Training takes a backseat
Even the most experienced and qualified employees will require some training from time to time – there is no harm in providing your employees with that extra support.
In fact, it can also be a great motivator for your employees because it shows that you appreciate and value their work and they can gain new skills within their role. Even if you train them outside of their specific role, this will enable them to step into other areas of the business should they be needed.
A well-rounded employee is far more valuable to your business.
- Lack of written policies
An employee handbook should be every HR manager and employer’s best friend!
Without a comprehensive document providing employees with workplace guidelines and policies in place, it could lead to disputes and confusion should a situation arise. For example, how are employees meant to know the procedure for requesting annual leave if there is no clear policy in place.
They could let you know just two weeks in advance and request two full weeks off but your business asks for at least four weeks’ notice and no more than one week at a time. This can cause a lot of confusion and mistrust between employee and employer which doesn’t make for the most positive workplace environment.
- Failing to effectively welcome new employees
It’s all good and well to have a strong and successful recruitment process in place but once you get that new employee through the door, what’s next?
If you don’t have a smooth initiation procedure set up, then you could find yourself with new recruits who leave before they’ve even had a chance to sign their contract.
It’s important that you give new employees a full tour of the workplace, introduce them to their colleagues and spend enough time with them in the first week or so to make sure they have a clear idea of what they are doing and that they are happy with their new role.
- Firing too quickly
Not only can a hasty hire be detrimental to your business, but getting rid of employees can be dangerous too.
You MUST have a thorough and fair investigation process in place, as well as meetings and disciplinary action before making the decision to get rid of someone. If things are not done properly then you could face an employment tribunal and ruin the reputation of your business and the trust you have developed amongst your other employees.
Firing an employee should always be a last resort and you should do everything in your power to prevent this from happening. But if, and when, it does, take the time needed to do it properly.
We are here to advise and consult you on all HR issues in the workplace ensuring that you establish and maintain strong relationships with your employees and run a successful business.
Call us on 0845 2626 260 today to book a free consultation meeting!