Being an Effective Manager that understands HR Best Practice!
Effective people management is a necessary quality for current and aspiring leaders who aim to improve workplace communication and prepare employees for success. Employee management and motivational techniques are essential to the success of a company. Following an HR Best Practice method minimises the RISK Factor that many managers face. Managers that follow a “Best Practice” are more than just compliant – they are implementing modern HR strategies and practices that promote happier, fairer, and more productive places of work.
The benefits of “best practice” are far-reaching and can include increased employee engagement, motivation, productivity, reduction in employee turnover, more highly skilled team members, and a reduction of risk to the business. There are many areas of Human Resources in which best practices can be implemented, including consultation in the workplace, managing underperformance, effective dispute resolution, and parental leave.
For a company to be an industry leader in today’s work environment, it is essential to move beyond just following the letter of the law and look to implementing best-practice methods. The following are two examples of legislation versus best practice:
Consultation in the Workplace
Legislation: Consultation in the workplace is a requirement outlined in many Modern Awards and in the Fair Work Act. Employers have an obligation to consult with employees when major changes to production, program, organisation, structure, technology or the workplace occur, or when an employer intends to change an employee’s regular hours of work or working from home.
Best Practice: While not a requirement of legislation, an employer who has “best practice” should consult with employees on any changes to the workplace that may have an impact on an employee’s welfare or productivity. This process will ensure that employees are aware of any changes in advance as well as have the opportunity to contribute to any changes if applicable and will allow an employer to gain an employee’s support of the changes.
Managing Underperformance
Legislation: To avoid unfair/unlawful dismissal or Workcover claims, an employer has certain responsibilities under the Fair Work Act prior to terminating an employee for poor performance in order to demonstrate that a dismissal is not harsh, unjust, or unfair. This is demonstrated through training opportunities, counselling sessions, and written warnings.
Best Practice: Employers who are working towards “best practice” will be focused on retention, engagement, and performance when it comes to managing underperformance. Rather than being focused on immediately terminating an employee who may be underperforming, they will be looking instead toward the cause of the performance issues and how these can be addressed. These employers are constantly looking inwards at what they, as employers, can do to ensure the work environment is conducive to maintaining high levels of employee performance.
While maintaining compliance with legislation as well as working towards “best practice” can be a daunting thought, the benefits are well-proven and will only add to the profitability and value of a company. A business that has reduced turnover, is more productive, engaged, with motivated employees, and highly skilled team members will be in a position of advantage over their competitors and will be poised for success, particularly in a market where it is challenging to find new staff.
How does HR “Best Practice” improve company motivation?
How would the motivation in your company increase if the following areas were implemented and became the Best Practice Standard in your business?
- Getting feedback from your employees on how happy they are in your business.
- As a business owner, share your satisfaction or dissatisfaction with certain areas of the business so staff are aware.
- Creating a winning team across all parts of the business.
- Developing future leaders in your business that can coach, manage, and mentor staff the right way.
- Understanding how different personalities work so you can manage this and get the best out of your staff.
- Being focused on customer service.
- Having a business development or sales focus for new business.
- Getting your recruitment process right every time.
- Having meaningful Position Descriptions that are valued and followed.
- Implementing and regularly following Performance Plans/Reviews for individual growth.
- Documenting and implementing policies and procedures so everyone knows the processes of your business.
- Addressing staff that don’t follow your leadership or Best Practice Standards.
- Implementing training and team-building programs or workshops to increase motivation.
- Celebrate the wins and milestone moments to get staff engaged and challenged in your business under your leadership and create motivation.
- Having you working on the business, growing it, and being proactive instead of reactive.
Key Business Advisors has proven that each of the above works for many companies over the past 15 years, including our own, particularly when a solid HR structure is put in place. To ensure sustained motivation, follow your mission, vision, values, and purpose, and inspire your staff to do the same. Staff just want to be on a winning team, so you need to drive motivation and lead everyone in the same direction.
To assist you and your team, we have the ‘Effective People Management’ Workshop coming up on the 21st of March 2023.
This is your last chance to register: Effective People Management Workshop (How to Manage and Motivate Staff through a HR Process)
Click here to Register Now!
Please see other useful Free Information, and don’t forget to download our FREE Checklists on:
At KBA we are a team that is very passionate about taking businesses from good to great. If you need help with business strategy, recruitment, or managing staff then contact us today!
If you would like help or want to know more about our services, please contact us at Key Business Advisors on 1300 4 ADVICE
