4 Employee-Related Issues to Avoid
Your employees will have a significant impact on your business's future success (or failure). While you, the owner, may have the most essential individual level of influence, your team of staff is a close second.
As such, all employee-related matters must be taken seriously. By making sure that you’re tackling all issues head-on, you can increase productivity, reduce employee turnover, and ultimately help your business be the best that it can be.
In this post, we’ll discuss some of the common staff issues we see repeatedly and which are absolutely best avoided.
Hiring for All Positions
It’s exciting to feel that your business has enormous growth potential. At this stage, many companies look to rapidly expand their team to meet increased — or anticipated — demand. However, it’s generally best to approach team expansion cautiously. For one thing, hiring too many new starters can cause an imbalance among existing team members. Plus, a burst of growth doesn’t necessarily mean the business has leveled up. In some cases, it’s just a temporary increase. Rather than hiring for all positions too quickly, look at outsourcing some roles until you know it’s time to bring full-time employees on board.
Using Unsophisticated Hiring Processes
You can’t hire quality candidates if your hiring process attracts low-quality candidates. If you’re finding that you’re not getting the kind of talent your business needs to succeed, then it’s time to revisit your hiring process. Sometimes, a shift in how and where you present your job descriptions can make all the difference. That approach will work for everyday employees; for more advanced/leadership roles, it’ll be best to work with a retained executive search consultant firm rather than handling the hiring process in-house. This is generally recommended, but it’s especially paramount today when companies face unique hiring challenges.
Overlooking Onboarding and Training
Hiring an employee is an enormous, expensive task — but rather than being the end of the process, it’s just the beginning. The goal is to ensure that the employee stays with the company; if not, you’ll have to go through the process again six months later. Studies have shown that businesses that have a robust onboarding process are much better equipped to retain their employees than ones that do not.
Sticking with the Status Quo
The working world is constantly in flux. It’s different today than it was ten years ago; in fact, it’s different to how it was two years ago. Flexible working schedules, the rise of Gen Z workers, and a growing emphasis on talent retention have all contributed to a vastly different working environment from what has been before. The best companies move with the times rather than sticking to their pre-existing working methods. Rather than having a rigid approach to employee dynamics, employers should be open to changing their approach when the needle shifts without being taken away by trends and fads.
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