Engaging your EmployeesNo Comments
The changes in March to May 2020 are unprecedented – many companies had to organise a 100% remote workforce in days. Whilst the recent government updates suggests a return to the workplace for some, the new normal will be very different, for an elongated period and working from home will remain part of our lives.
The majority of employees worldwide have adjusted to a new way of working during COVID-19, yet leaders are being faced with supporting employees through a pandemic never seen in our lifetimes.
In our new reality every individual faces a degree of disruption, from having to juggle home schooling and working, to missing out on seeing relatives.
Employee engagement is not easily noticed when a company is working well. However, in tricky times it really comes alive. The ethos and culture ingrained within your company can see your team pull together:
- is everyone stepping up to the challenges raised in the COVID-19 world together?
- how can we overcome the stress and anxiety caused by extended social distancing rules?
Communicate, Communicate, Communicate
Whilst you will no doubt be regularly communicating with your whole team, your messages can assist in building the team, distracting from false news and inferences made by social media to build a safe place for your team to understand the impact of the latest announcements on them.
Such involvement will ensure your Senior Leadership Team remains visible. Build the trust and ensure you have empathy for the team in the communications you offer.
Organising remote social activity along whole team check ins will keep the momentum moving in a positive way. Microsoft has held a Town Hall for worldwide employees, 1000’s of people ready and willing to hear the message from leaders. Other companies are holding wellbeing sessions online, offering teams the chance to learn about a variety of topics, from how to set up for video conferencing from actors to kick boxing sessions.
Learning, Development, Mentoring and Coaching
Just because the new normal means we are social distancing it doesn’t mean our plans to better our team have to fall flat. Many training courses are now available online, and learning in this way can be motivational.
Investing in the team by offering the opportunity to develop will allow immense payback over time. But, it’s not for everyone. If an individual is struggling in the new normal, coaching may provide an answer – with a one to one safe space to turn limiting beliefs into positive outcomes.
Trust, Compassion, Stability and Hope have been the expectations of employees in previous crises. Remaining engaged, listening and offering a safe space for your work colleagues will pay dividends in the long run. Make engagement of your team a priority.
If you need further assistance in Employee Engagement, links to training or for 1-2-1 coaching session, call HRsource today.
How long after I’ve fired someone… Part 1 – Employee RelationsNo Comments
How long after I’ve fired someone can I reemploy them?
Our team were discussing some of the questions we’d been asked by departmental managers in our capacity as HR professionals over the course of our careers. There are so many queries, and very often our responses to the encounters can be answered simply.
No question is a silly question. How we respond is the important element. This source keeps HR professionals busy.
If Business Owners, Supervisors, Heads of Department, Managers and even Board Members knew the answers in people management, there would not be a need for HR Business Partners or HR Advisors.
So how to deal with this manager’s query. ‘After I’ve sacked a member of staff, how long should I wait before I can reemploy that person?’
My first reaction would be, ‘Never’.
But that’s a quick fix. The problem lies deeper within the organisation and in this instance was why HR was being introduced. The board had recognised a gap in managing its’ people.
Deciphering why the person’s employment was terminated is the key.
Perhaps the manager had ‘fired’ the individual to set an example for bad behaviour; or lateness; or on the spur of the moment in the middle of a bad day. A foolhardy approach means everyone loses.
Maybe the team member deserved to be ‘fired’. They might have stolen something, or caused a fight at work.
You wouldn’t ever want a person who acts in this way to return to their post. They have the potential to wreak havoc in your business. (If this was the circumstance, the issue would follow on to involve recruitment, which is a different story…)
HR Professionals coach managers; we offer advice about how to deal with conflicts and disputes with staff. We get involved and solve the problems. We endeavour to get the best out of everyone, to make your life less complicated, so you may focus on your role in the business.
Achieving a Win : Win is the best answer to the original question. Before you fire a member of staff, if its spur of the moment or you are fed up of continually putting up with issues you aren’t happy with, contact your HR Advisor.
The likelihood is you’ll be in a better position because you haven’t lost your talented team member, and they won’t be disgruntled with your company, on the job market, searching for a new role.
The challenge for any HR Professional is in offering the right guideline of how to manage staff. This might mean developing systems and communicating the change to all. But ultimately there is a need to set parameters for both parties, allowing a status quo for everyone within your organisation.
Asking the question, was a simple step in the path to being successful. No question is a silly question.