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Tag Archives: hr
Many women dream of the perfect Valentine who will send flowers (the right ones, of course). Finding the perfect person who will give us what we want without having to ask is a perfect fantasy.
If you are running your business on the basis that the people you pay will just ‘get’ what you want, and give it to you it’s going to be a stormy romance.
Are you feeling the love?
As soon as you start paying other people to do things for you – you run into the problem that you don’t always get what you thought you were getting. Many a businesswoman has sat down at midnight to redo the work she paid someone else to do.
You can’t let your customers down, so when things go wrong – when people let you down – it is you that picks up the slack.
In the short term this is OK, but if it becomes a pattern, you will exhaust yourself and your business and limit your opportunities to grow. And it will ultimately make you ill.
The people you pay are not spending hours trying to guess what you want (or they shouldn’t be!). You need to let them know: –
- what you want
- how you want it
- when you want it
- how to delight you with it
If you don’t teach them how to delight the boss, it won’t just be your Valentine left wondering if you prefer roses to daises or milk chocolate to plain.
The real thrill of being the boss is not in the ups and downs of unexpected failures, or in the late night working to pull it all together, but in finding ways to let the people around you know how to get on with the right job in the right way at the right time.
Get that bit right and you can afford all the champagne you want!
Oh, and in case anybody’s reading this who wants to be my Valentine that’s:
- Belgian chocolate
- Packaged beautifully
- At breakfast time
- ………..Well that really is one to keep you guessing.
Happy Valentine’s Day..
Talking to members of the Professional Development Bureau about how we should not let compliance rule our relationships with the people we pay and why the bo…
There’s a lot more to employing people than mere compliance!
See on www.youtube.com
Which Are The Right Contract Options? – Facilitated by Annabel Kaye, Director of Irenicon Ltd, Annabel keeps it clear, demystifies the jargon and keeps the focus on getting the best business res…
Should be using zero hours contracts, freelancers, part timers, What kind of contract works best for you? Join our free conversation (by phone) on 23 January 2pm (UK time) register for dial in details.
See on koffeeklatch.co.uk
I’ve just had two astonishing conversations with two young people. This wasn’t related to wild nights out or any inappropriate behaviour, but their employment conditions. Both are working on zero-h…
There are consequences to zero hours contracts – do you use them? Are you on one or using them?
See on dorothydalton.com
The tax payer is about to pick up a mighty bill as the sorry saga of Sharon Shoesmith has ground its way through the courts.
Sharon Shoesmith’s story is just an extreme version of what goes on every day.
- Under resourced/overstretched team
- Impossible goals
- Something goes wrong
- Something must be done
- Someone must go
- Unfair Dismissal
This endless cycle (in small and large organisations) creates an outcry that unfair dismissal should be abolished or eliminated – another Something Must be Done. Shortening the cycle by removing one step is an attractive option but it does not really deal with the fundamental problem. So often we see organisations remove an individual for underperformance without making any changes to how the business/department is organised, managed, resourced, or run.
A few months or years later we are having the same conversation again about a new person! ‘Lessons have been learned’ often translated into ‘heads have rolled’ and that’s the end of that. The real cost to individuals, businesses and in this case the tax payer is very high.
Recruitment errors are not the same as supervision errors
We all recognise that sometime the wrong person is recruited and the only way to solve the problem is to get another person. But there are some fabulous opportunities to improve our own managerial processes and to learn from when things go wrong. One of the things we might decide to learn is that sometimes our goals are over ambitious in terms of our resources and we have to be realistic about what real people can achieve.
Frustration isn’t a plan
Reaching for excellence is a fabulous thing, but if you are frustrated by your team’s inability to reach it, then frustration can set in. So many of us just repeat what we did before (saying it LOUDER) and are surprised that we get the same results (only LOUDER). Then we snap and we want to get rid of the person we feel is to blame.
It’s human. It’s understandable. It doesn’t really get anyone to where they want to be. And it will trigger unfair dismissals.
There is a better way
It is possible to improve performance, but it takes time and thought and effort by the Boss. Sometimes we are so overwhelmed by struggling with what is going wrong that we can’t even imagine finding the time and energy to create a better way to work. The whole problem can seem too big to tackle. The Boss ends up working till 3am to meet deadlines or redo sub standard work .
We see it all the time. With a bit of support, a bit of clarity and the right arrangements between boss and staff we can all avoid a mini-Shoesmith.
We just need to have the conversations and do the thinking. Employment law is just one of many reasons why you might not want to sack the person who seems to be to blame without going through any real process. There are better (and cheaper) ways to end your frustration than spending a large amount of your (or tax payer’s) money on unfair dismissal awards and legal fees.