News: April 2014
Avoiding issues in managing your team
Managers act as the front–line between chief executives and their employees. They are tasked with not only ‘getting the job done’, but are also expected to motivate their employees, act as role models for staff, promote a positive work environment and transmit the vision and mission of the firm.
Managers are also expected to make daily employment decisions that could have significant legal ramifications for the business. Here are a few tips to help managers to get it right:
Even before recruiting staff, managers have to be aware of the basic rules and regulations. When interviewing, managers should try to avoid a situation where a rejected applicant can claim there was some sort of prejudice colouring the decision not to hire them. To avoid this issue, it is important to avoid asking about medical history, age, religion etc. The only things that should be discussed during an interview are issues that directly pertain to the job at hand, such as the requisite education, skills or experience needed for the job.
HR Regulations and Requirements
HR regulations are very complex and cover everything from wages, overtime, the working–week and other areas of employment law. The most important rule for any manager is not to presume that you know all the rules and legalities regarding employment. Always consult HR when in doubt.
Stick to company policy when it comes to annual appraisals. Do not show favouritism towards certain employees. Focus on KPIs such as sales, results, etc and refer to objectives and the achievement of targets and goals. Don’t make it personal – make it all about business.
Managing employee attendance issues can be a headache for managers. Don’t ignore excessive absences, tardiness or reduced productivity – investigate the cause. Don’t be a stranger to your HR department. If you don’t have an in–house HR resource, you can always outsource this to a consultant. Managers need to be realistic in the level of their HR experience and should regularly consult with their HR department / adviser to explore legal options, best practices and procedures.