Walker Foster helps business owners manage their greatest asset Claire Collinge has been an employment lawyer for 18 years, and now works as a consultant solicitor for Walker Foster Solicitors. Claire highlights five ways to get the best out of your staff.
I am often asked about dealing with staff issues when things go wrong, such as misconduct, drops in performance, increases in sick leave, or harassment complaints.
It’s rarer that businesses ask how they can get the best out of their staff. For most, staff management is a by-product of a growing business, not their reason for being.
In my experience, employers who approach staff management proactively are more confident in their role as people managers, and problems seem less painful when they do arise. Here are a few ways employers can do this:
1. Clear, written contracts
Contracts clearly setting out the rights and obligations of both parties will minimise the risk of disputes and help employers address challenges. It will also demonstrate to the employee that their employer is serious and committed to doing things in the right way.
2. Established disciplinary rules
Rules tailored to your particular workplace are essential to make clear what is permitted and what is misconduct.
As well as reducing the likelihood of misconduct, this makes disciplining employees smoother, and pre-empts any argument that they thought their conduct was acceptable.
3. Awareness of disciplinary and grievance procedures
Even simple procedures that do no more than reflect the minimum legal requirements will help employers minimise the risk of costly tribunal claims, and will also give staff confidence that issues will be treated seriously, fairly, and consistently.
4. Consider what other polices you need
Homeworking policies define how homeworking arrangements should operate, and allow an employer to trust an employee with increased flexibility.
Social media policies help ensure that employees focus some of their online energy on promoting the business and minimise the risk of reputational damage through inappropriate posts.
Equality and diversity policies help to create a healthy culture in the workplace – minimising the risk of discriminatory conduct – and earn the respect and loyalty of employees. If a discrimination claim is raised, these are also the first documents a tribunal would expect to see.
5. Regular catch-ups
Informal catch-ups with staff can help identify early warning signs for stress and performance struggles, so early support can be provided before matters escalate.
This is also an efficient way to make employees feel valued, increasing their loyalty and commitment. This helps reduce short-term sickness, encourage fresh ideas, and maintain a positive working culture.
As well as helping when things go wrong, Walker Foster works alongside business owners to help manage their employees effectively. We happily provide help and advice direct to business owners or to HR managers.
Tel: 01756 700200
Email: info@walkerfoster.com
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