There’s a lot of complicated things about running a business, but sometimes you just need to go back to basics; especially as an employer.
Legislation, laws, attitudes and expectations have shifted massively over the years – and will continue to do so in the future. You need to be constantly reviewing to ensure you have the right foundations in place for your business to succeed.
Whether you employ one person or have multiple teams, it’s important to take time to assess your HR practices and policies. What worked for you once, may not work anymore and you need to make sure you’re adapting accordingly.
By going back to basics, you can ensure that your HR practices are in tune with the current realities of the workplace and align with the evolving needs of your workforce. Are they aligned with the expectations and preferences of your employees? Are they fostering a positive and inclusive work environment where everybody feels safe, valued and heard?
Taking a step back and reassessing can help you identify areas for improvement and make necessary adjustments. It allows you to create a work culture that engages staff, attracts and retains top talent, promotes employee wellbeing, and drives success.
So, whether you’re a business owner, a manager, or an HR professional, here’s a few areas you should be regularly revisiting to make sure you’re creating a workplace where your people can thrive.
1. Your People Managers
Your managers are the ones who role model culture, lead your people and make sure your business is running as it should be. You need to make sure they have the tools, skills and knowledge needed to lead the rest of your workforce effectively.
Reflect on whether your managers truly understand what they need to support their teams. Do your managers know what they need to support their team? Do they have the basic skills or would they benefit from additional training and development?
Book in time to speak with your people managers and find out where they think they – or the business – could do better.
2. HR Health Check
Regularly conducting a HR health check helps you take the pulse of your workplace, culture and workforce.
You need to be checking in with your people; for cuppa chats and informal meetings as well as 1:1s and reviews. Not only to provide feedback but also to create meaningful opportunities for you to get to know them and for your people to share their thoughts, concerns, and suggestions. By taking a proactive approach, you will gain valuable insights into their experiences, identify areas of improvement, and address any issues or challenges they may be facing.
And remember, an HR health check should be an ongoing process rather than a one time event!
3. Contracts and policies
Your contracts and policies provide clarity and direction to your people. However, so many businesses spend the time and effort creating them, and then leave them to gather dust on a shelf. The world and workplace has evolved and you need to make sure your contracts, policies and documents are up to date with legislation and relevant to your people. Outdated or irrelevant policies can lead to confusion, inconsistencies, and potential legal risks.
Take the time to assess whether your contracts and policies address current issues such as remote work, diversity and inclusion, and employee wellbeing. Are they written in clear and inclusive language? Do they reflect your company’s culture and values? Regularly updating and communicating your contracts and policies demonstrates your commitment to maintaining a fair, safe, and compliant workplace.
4. Employee benefits
According to research, 25% of employees said that they aren’t satisfied with the benefits that they receive from their employer.
People have made it clear that perks like bean bag chairs, pizza Fridays and pool tables in the office aren’t what they want. Rather than investing in benefits your people don’t care for, it’s more important than ever to make sure you’re providing your people with what they actually want and need.
You need to understand what truly matters to your teams. Things like flexibility, remote working, childcare, travel allowance and support for wellbeing are regularly voted top choices by employees nowadays. Make sure to regularly gather feedback, conduct surveys, and engage in open conversations with your people to find out what would be most beneficial.
5. Training and Development Programmes
Investing in the growth and development of your employees is crucial to keep up with the evolving business landscape. Your training and development programmes play a vital role in equipping your workforce with the skills and knowledge they need to thrive.In fact, according to a LinkedIn report, 94% of employees said they would stay longer at a company if there’s an investment in their learning and development.
Take a closer look at your learning and development strategy. Do you have one in place? Is it aligned with the changing needs and expectations of your workforce? Is it effectively addressing the evolving demands of your industry and competition?
Providing opportunities for upskilling and professional growth not only boosts employee morale but also enhances their productivity and loyalty. Consider reevaluating and investing in training programmes that empower your employees to thrive in their roles and contribute to the success of your business. Look for any gaps or areas for improvement and gather feedback from your employees to understand their specific development needs and wants.
Become an Evolved Manager
In the Evolved Manager Free Resource hub there’s a range of webinars and articles to help your managers develop their skills and gain the skills they need to create a diverse and inclusive workplace, where everybody can thrive.
Sign up to the Evolved Manager Free Resources Hub here.
You can also join The Evolved Manager Community here – my free group for People Managers and HR to connect, share their values, experiences and support each other’s development.
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