Tips to start the new year in good shape.
For many New Zealand workers and small business owners, the summer shutdown is over. Even those of us in industries that don’t shut down are affected by this seasonal event.
More than ever, I have observed comments like “This crazy phenomenon only happens in NZ!” or “The rest of the world don’t shut down like this”. To which I respectively respond with “Good job and so what?!”
We celebrate our uniqueness in many ways and we punch well above our weight in many areas. Perhaps part of our unique cultural recipe includes this ability to walk away from work for 2-4 weeks and come back together refreshed.
There is an urgency before the break to get things done. Followed by a wind-down sparking a shared sigh of relief. Eating a weird combination of NZ summer foods and English winter foods. Searching for good weather that tends to arrive a few weeks late. Then, returning reinvigorated, ready to kick off a new year. Focussed again… by about early February.
So, what has all this got to do with HR?
Organisations of all sizes have the “HR Health Check” as a to-do which never quite gets completed. Many people I speak to are long overdue for a review of their employment documents, practices, agreements, policies, contracts, job descriptions, pay rates, performance reviews etc.
Now is the time!
Fresh back from holiday, equipped with New Year’s resolutions, it’s never been easier to tick those boxes.
Start by answering these 10 questions:
Do all your employees have a signed employment agreement?
Have you reviewed the employment agreement content in the last 12 months?
Do you have company policies? If you do, have you relied upon or referenced all of them in the past 12 months? If you don’t, have you been able to deal with all issues adequately without referencing a policy?
Are you retaining all the best people?
Are you conducting regular performance reviews for key people?
Are you satisfied your leave management (calculations, accruals etc) is 100% accurate?
Are you confident when managing employment processes such as restructures and disciplinary?
Do you feel comfortable that you are up-to-date with the new Health and Safety at Work Act?
Do you always get the best results from your recruitment campaigns?
Do your people have the right skills to recruit effectively?
If you answer “no” to any questions, you cannot afford to wait. Make it happen, seize the day!