Exercising professional human resource practices is essential in keeping every aspect of a business’ processes in top shape.
Your company may not be able to afford a Liz Ryan of Forbes to handle employees’ welfare and work output, but luckily, there are time- and business-tested practices that can be put in place.
All you need to do is to know them and see how they could fit best into your current or upcoming business scenario.
Update your handbook
Do the rules still apply or did you miss to cover an important step in your work routine or employee-related concerns?
If you don’t have a handbook yet, please do have one soon.
Apart from good and common sense, your handbook serves as your employees’ bible on how to behave at work towards your clients and each other, and how to carry out their respective tasks. On the management side, it will be a good basis for rating the employees’ performance.
Yes, it may take a chunk of your precious time to design and write processes, but this will save you from unwanted disputes or misunderstandings in the future.
If you really find updating (or creating) your handbook outside your area of expertise, outsource. Hire a freelance technical or a virtual receptionist just for the task to come up with a handbook.
Just be sure to be clear on what you want and that the HR rules and regulations should be tailor-fit to your company’s needs.
Stress attendance and leaves
To avoid stressing about attendance-related issues later on, highlight the importance of your employees’ presence at work and your acknowledgment of their leaves when:
- They start working for you (or before)
- Before a month starts
Simply put, there’s no business if the people needed for it to run aren’t there. Outlining clear-cut policies on absenteeism can discourage your employees from being out of work without valid reasons.
You can place incentives for those who have perfect attendance for example. You may even make use of scorecards that could be the basis of how much bonus an employee can get at the year-end party for example. Lates and absences incurred of course will earn them minus points.
Briefing employees about their leaves is equally important. It shows that you acknowledge that there may be times when we really have to get out of work or not go at all due to sickness or emergencies.
In any case, policies on both attendance and leaves should work towards the goal of minimizing avoidable lates and absences. But at the same time, employees must comfortably feel that their work allows due leaves and vacations to be filed and understands emergency cases or unavoidable circumstances should they come.
Discuss wise social media use
Letting your employees use their mobile phones at work shows your encouragement for work-life balance. However, they must also know how to behave properly when it comes to your business being associated with their posts on social media.
It’s a good feeling when employees tell their friends and families about their work and the company they work for on social media. It can actually impact your business positively in that it’s a good place to work at.
But on the other side, if an employee behaves badly on their posts and it’s during work time or they’re identified as someone working for you, then chances are that it will also negatively affect your business.
So be sure to advise them about the wise use of social media, especially when they’re using official company accounts. Whether it’s official business or outside of it, it’s generally best to exercise caution with their posts and assess whether it could damage the company’s reputation and theirs or not.
If your company can’t yet hire a professional HR person, it’s good to have practices that will help you carry on your day-to-day transactions and leave a good impact on your employees and clients in the long run.