Woohoo! You’ve taken on your first employee – this is going to be awesome. You’ll have more time to spend on your business rather than in it, and all the projects you’ve put on the back burner can now be realised. Sales will go through the roof cos you’ve hired the most fantastic person to support you.
You’ve made the right decision: they were great in the interview, and they said all the right things, which is just what my business needs to drive it forward. They turned up on time, looked the part and their CV and references stacked up. This is going to be great.
A Positive Start
Our optimism when hiring our first employee is tangible. As a business owner, you’ve reached a point where you need more help to grow the business and take it to the next level. Expectations are high.
You’ve done due diligence with the interview and references, and now they’ve agreed to join your business at the right price.
But, how do you ensure this will be a successful hire? How do you know your new employee will be productive, motivated and deliver on their promises?
Well, let’s take a step back. How does your new employee know you will deliver on yours? They are coming to work for you with high hopes too.
5 Tops Tips to a Great Working Relationship
You’ve made the initial investment; now it’s time to manage your investment well:
- Employee Contracts: A legal requirement for all individuals, zero-hours included from April 2020, it’s essential to set your expectations in a written document from the outset. Make sure everything you need is detailed, including, holidays, pay, dress code, sickness procedures and disciplinary procedures. It’s also good practice to include a complete job description to outline roles and responsibilities
- Probationary Period: 1 month, 3 months or whatever you decide is best, but a settling in period enables both parties to see if you are still a good fit for one another while on the job.
- Onboarding Procedures: From training and induction to providing the right tools for the job, make sure everything is in place to help your new employee do their job well from the start.
- Employee Handbook: A valuable document, your handbook should outline in detail everything there is to know about your company: Mission, Vision, Policies, procedures, culture and values.
- Ongoing Training: You’re investing in your new employee so be sure to plan out not just the initial investment of a new hire, but also the ongoing investment of training, performance management and measuring its effectiveness. It’s good to plan out the following and budget accordingly:
- Ongoing training internally and externally
- Personal and professional development opportunities
- Regular feedback sessions during the probation period
This may take time – it’s an investment, but it’s one worth making.
Following these tips gives your new hire the best possible chance of delivering what you need when you need it. It also allows you to impart your knowledge, discuss best practices and manage yours and their expectations. It will also help to continue delivering high levels of customer service, ensuring they are maintained and delivered without disruption or delay.
Managing a Minefield
The whole process of hiring and managing HR can be quite daunting, especially if it’s your first time doing it.
An additional investment with an immediate return is the helping hand of an on-call HR assistant. With cost-effective monthly plans, SFB Consulting offers you the expertise of a professional HR dept without the costly in-house salary.
On hand when you need us, with the right advice first time.
We’re friendly, professional and know our stuff.We can chat over a cuppa and see how we can help you manage your people for a productive 2020.
Call us directly on 01279 874 676 or email info@sfb-consulting.com