The exit interview is the final part of the recruitment cycle, and one which is often overlooked or skipped in the hurry to hire somebody into the vacant role and onboard them. It’s easy to make this mistake – your former staff member is leaving, so they no longer have anything to add to the business, right?
You might have an employee who is underperforming in their role and this is having an impact on your business. It could be lack of skills and knowledge, a misunderstanding of expectations or a poor attitude. Are you wondering how you can dismiss this person respectfully, and more importantly, legally?
We often write about recruitment, performance development, and other measures business owners can take to attract and retain great people. All of this is important. We know hiring the right people into the right jobs is crucial to supporting and growing your business. What about employee engagement?
Providing a healthy work environment where employees can excel personally and professionally can go a long way towards improving your employee engagement.
The role of strong leaders and managers in business is to communicate, empower and motivate their employees whilst being strategically focused on performance outcomes.
Performance appraisals can be a great tool to identify, evaluate and develop your employees’ performance and professional capability.
A good, honest performance review adds value for employers, helping individuals contribute towards achieving your business’ goals.
Reference checks can be annoying.
You’ve already found the perfect candidate, they’ve accepted the role, you’re super keen for them to get started and really learn what makes your business tick. But doing reference checks is holding up the process.
You’re living the dream.
After all the time, money and pressure of starting your business, you’re now experiencing the kind of growth of which you’ve always dreamed.