Be the best employer of talented people
How you manage and support your people throughout their time with you will directly impact retention and the contribution they make to the success of your business. The aim is to attract and retain the people you know will make a difference and provide a positive and enjoyable employee experience.
I can help you to establish and implement an effective HR Strategy. A bespoke HR framework, with systems and processes that will manage every stage of the employee life cycle from attraction to off-boarding.
I start by conducting an all round HR 360 review. What is in place and established, what is working and where the gaps are. This is not a typical HR Audit; my approach is to understand properly your business, its culture and values and then to ensure that these are represented authentically in everything you do. I will next create a realistic and cost effective people plan with specific interventions that will make a difference to you and your people. It is not a standard HR list of ‘best practice’ activities and expensive benefits. I know that my SME clients want high impact, realistic and cost effective solutions. For example, building transparency and authenticity in how you manage your people will have a high impact on the employee experience without affecting your profitability.
The Employment Lifecycle
A positive people strategy will create a highly productive and harmonious environment. That does not mean that conflict or differences of opinion won’t occur from time to time. How you deal with them is important.
As an employer, you will have people related issues, but in SME businesses with fewer staff, people problems can be more acute than in larger companies. SMEs by their nature are smaller; the CEO is likely to know everybody and this makes an HR issue personal. It’s not unusual for SME employers to sweep their difficult or sensitive issues under the carpet, hoping they will go away. This is seldom, if ever the best course of action. It’s important to understand what lies behind a disconnect that has arisen between an employee and employer. Once that is known, the right decisions can be made. It does not always assume someone will end up leaving. I provide support to enable a manager to make the right decision which will be in the best interests of both parties and then carry that through in a low risk and pragmatic way.