Planning to take some leave? Are you prepared?
An exit interview is a meeting with an employee leaving your business generally through resignation, retirement or the end of a contract. The exit interview is conducted by someone in the management team or human resources.
Having an employee resign, regardless of whether they have been with the business 12 months or 12 years, can have an impact.
The culture of an organisation will influence the engagement of the employees within your business and ultimately their productivity and performance. More than remuneration or conditions, more than professional development, it is your company culture that keeps good employees in their roles, or, results in them finding employment elsewhere.
Remuneration is generally understood to be the payment of wages or salary, plus benefits, to an employee for work performed. It can also be used as a tool to attract and retain employees.
There are a number of processes and tools that an employer can use to get the most out of their employees.
The role of a strong leader and manager is to communicate, empower and motivate their employees, whilst being strategically focused on performance outcomes.
It is therefore important to guide and develop future leaders and managers within the business and provide support to current leaders and managers, so they can enhance both their own and their team’s performance.
It can be a lengthy process to attract the right candidates and ultimately employ the right person for your business. But it is an important process to get right the first time, especially for a small business. To achieve this, you will want to ensure your entire recruitment and attraction process is sound and robust.
When hiring a new employee, it is common practice to include provision for a probation period in the offer of employment.
Oh oh! When was the last time you reviewed your Human Resource documentation such as policies, procedures and templates?