Presented by Kay Chapman of Chapman Employment Relations, this Business Building Block workshop looked at how to get the best out of your staff.
- Your paperwork has to be right otherwise it can come back to bite you
- Fix term contracts should state the reason for being fixed term
- For the majority of disputes that arise, it’s caused by a gap in understanding between the employee and employer.
- Values are the one thing that you can’t shift in 99% of people so it’s important to recruit staff that share the values of your organisation
- Always ask a question in interview stage about what instances that person would be prepared to break the rules
- Spend time, energy and effort getting to know them as an individual
- Make sure your staff know your organisation’s values – put them in their job description, business plan, up on the wall on their computer wallpapers or whatever you can
- When staff are coming onboard, that’s you best opportunity to align values
- Lead by example.
“If you are the values and beliefs of an organisation you work for, you are far more likely to stay.”
- Anything you walk past and don’t address – that’s the standard you set
- Think about how you raise issues with staff and choose your words carefully. Eg To start a sentence with “You always do…” will prompt at response, “I don’t always…” and then the whole conversation becomes focused on that.
- Don’t save everything up for a feedback meeting
- Don’t eyeball your staff the whole time in an employment meeting – that’s incredibly intimidating
- Limit your feedback to no more than three points
- Make it two-way communication using a piece of paper. If your employee says something, note it to show you’re listening to them.
- Keep performance appraisal meetings to 25% of what’s happened and 75% of what’s going t happen in the future