People Management
People Management
Communicating with people who are challenging can be difficult. Indeed, engaging with an employee who constantly challenges your ideas or who seems perpetually dissatisfied, requires tact, empathy, and assertiveness as it is precisely in these situations that effective communication becomes crucial. When working with others, especially in a team setting, maintaining open lines of dialogue is essential for success. So, let’s delve into strategies for handling those challenging conversations. Have an open conversation: Any issues with employees should be addressed by having an open and respectful conversation about improving your professional relationship. Listen to their perspective and explore ways to adjust your interactions. Clear up any misunderstandings through open dialogue and schedule ongoing discussions to strengthen your working relationship. Get to know your Team: Building the relationship beyond work is a great way to strengthen your connection with a challenging employee. Create a comfortable environment to learn about each other's interests and backgrounds and use conversation starters like discussing hobbies, interests, even the latest match results or work achievements to deepen your connection. Set a Good Example: Set a positive example when dealing with a challenging employee by prioritising professionalism and avoiding hostility or retaliation. Acknowledge any mistakes made, strive for better communication, and exhibit behaviours that can positively influence them to do the same. Avoid Workplace Gossip: Resist the temptation to gossip about difficult team members in the workplace. Engaging in gossip can harm your reputation and damage trust among colleagues, potentially leading to decreased morale and a toxic work environment. General Rules to go by; When dealing with conflict remember to at all times: • Stay calm - Resist the urge to retaliate and be hostile with your co-worker, as being calm will rationalise the situation. • Listen - If an employee is being difficult, listen to their side of the situation. • Create boundaries as to what is inappropriate and what you are not comfortable with. For example, if an employee is always being negative or questioning your decisions, you need to let them know how you feel before it escalates. Remember, it’s not just about getting the job done; it’s about fostering collaboration, understanding, and achieving common goals. By mastering the art of communication, you can keep stress levels down, build stronger relationships, and create a more harmonious work environment. By Tara Daly
In this article we look at: - What training should be given to employees? For some SMEs, the absence of a HR and Training Department may result in a lack of resources or time to priortise employee training. For others, they may struggle to know where to start. Employee training is a crucial aspect of any organisation. When done correctly, it is an investment that pays off long into the future. Training helps employees to acquire new skills and knowledge, which in turn increases their productivity and job satisfaction. It also helps to reduce employee turnover rates and builds loyalty as your people are encouraged to “climb the leadership ladder”. Additionally, training can help create a positive work environment and foster a culture of learning and growth which, in today’s fast-paced business world, makes staff training more important than ever before. In this blog, we will discuss the importance of staff training, the types of training that should be given to employees, and the role HR plays in rolling out a comprehensive training and development programme. Who is responsible for training employees? As an employer, it is your responsibility to train employees in the skills necessary to perform their jobs effectively and to make them aware of employment legislation. As with many roles within your organisation, you can choose to hire an in-house HR specialist to assist with this, or outsource the role. Why is staff training important for an SME? Training is essential for building an effective workforce. It allows employees to become more effective while also increasing job satisfaction and reducing employee turnover. Providing a varied and consistent training schedule can help with: Employee satisfaction: Effective investment in employee training can help improve job satisfaction and increase employee loyalty – a valuable attribute in today’s competitive job market. Standardising work processes: When your employees are exposed to training, it helps to standardise your work processes, which can lead to increased productivity and performance. Improving customer service: Providing training opportunities for customer service staff empowers them to improve customer service standards for the business which in turn, builds customer loyalty. Preparation for new responsibilities: Training programmes can help prepare employees who are moving into higher roles and taking on more responsibilities within your organisation. When tailored, these programmes can help them learn the skills that are required to function effectively in their new positions. Compliance with regulations: Training can help ensure that your organisation is compliant with employment regulations and laws, such as those related to safety, health, and harassment. What training should be given to employees? When thinking about Employee training, it’s important to first start with the fundamentals. What training is necessary to ensure the safety of your people and to protect your Business? There are many types of training available depending on the needs of your organisation. And again, depending on your organisation’s needs, these sessions can range from generic “out of the box” programmes to bespoke sessions tailored specifically to your organisation’s needs. Here are a few areas you might want to consider as a starting point; Dignity at Work Training- Training employees in Dignity at Work is key to protecting your employees against bullying or harassment by sending a clear message to all employees around acceptable behaviours in the workplace. Likewise, training managers and / or Nominated Persons on how to prevent and address bullying at work, as advised by the Code of Practice on the Prevention and Resolution of Bullying at Work, will help ensure that bullying is kept out of work and addressed appropriately should it raise its head. Recruitment and Selection- Helping to ensure consistency in recruitment and selection practices will not only ensure you hire the right people, but will also protect your business against discrimination claims or grievances of unfair selection. Disciplinary and Grievance Training- With a multi-layered and legal minded approach now required to conduct a disciplinary process, it is recommended that all your supervisors and managers be trained on how to conduct fair investigations. This will ensure a consistent and fair approach and help safeguard your business against Industrial Relations or Unfair dismissal Claims. Identifying training requirements for your business can be done by speaking directly to your personnel through everyday interactions, appraisals, stay interviews, and even exit interviews, as well as through regular reviews of risk assessments and operational/role changes. The role of HR in training and development HR plays a critical role in training and development. Your HR team is responsible for designing and implementing training programmes that meet the needs of your organisation and your employees. HR is also responsible for ensuring that employees are trained in the skills and knowledge necessary to perform their jobs effectively. Here are some of the key responsibilities of HR in training and development: Identifying: As mentioned above, HR is responsible for identifying the training needs of your business and your staff. Designing: Once those needs are identified, it’s important that the training programmes are tailored to meet those specific needs. Implementing: Having identified what training is needed, your HR specialist is also responsible for ensuring staff engagement – especially when it comes to mandatory training. Evaluating: As with all activities in business, evaluating the effectiveness of training programmes and making necessary changes will ensure greater staff engagement and a better return on your investment. Conclusion As we have seen, training is a critical investment in your workforce that can lead to increased productivity, improved morale, and reduced employee turnover. As an SME employer, it is your responsibility to ensure that your employees receive the training they need to succeed within your organisation. HR plays a critical role in training and development and is instrumental in designing and implementing training programmes that meet your obligations as an employer and the needs of your wider organisation and team members. By investing in training now, you can build an effective workforce that is prepared to meet the challenges of the future. MSS – The HR People offer a range of training programmes – both broad and bespoke; online and in-person. If you would like to speak to me about how we can help you develop and implement a comprehensive training programme for your business, drop me an email today at Tara@mssthehrpeople.ie . I look forward to hearing from you. By Tara Daly
Disciplinary hearings and investigations form an essential part of any workplace, acting as a corrective tool for addressing employee misconduct and performance issues whilst maintaining a just and equitable work environment. Nevertheless, employers sometimes stumble into common errors during these processes, potentially resulting in legal repercussions such as claims of unfair dismissal. To sidestep these pitfalls, employers must grasp and uphold fair procedures throughout disciplinary proceedings. Here are some of the typical missteps employers should steer clear of: Ignoring the Disciplinary Policy A common mistake for employers is that they forget to check their policies before embarking on a disciplinary process. Employers must first review and adhere to their disciplinary policies. These policies should be regularly reviewed to reflect best practices, should outline the framework for handling disciplinary matters, and should be in accordance with the Code of Practice on Disciplinary and Grievances. Ignoring your policy can lead to accusations of unfair treatment. Failing to Properly Train Managers Some employers expect Managers or Supervisors to conduct Investigations or Disciplinary processes without any training, as they wrongly assume, often to their cost, it is a straightforward process whereby you simply hand an employee a warning letter. Failure to train your managers in how to properly conduct these processes can result in them inadvertently mishandling proceedings, leading to unfair outcomes and consequential awards against your business. Unjustified Suspension It is often wrongly believed that employers reserve the right to suspend an employee once they are investigating a matter. However, employee suspension should only be employed where there is a genuine risk to the business or process if the employee remains at work during the investigation. Suspension should be a measure of last resort. Employers should seek lesser options before suspending an employee; suspension should be used sparingly and in accordance with your internal policies and should always be on full pay and for as short as possible. Absence of Impartiality Some employers assume the same manager who conducts the investigation can also issue a disciplinary sanction. However, the person conducting the disciplinary hearing should be independent and impartial. Impartial in this context means someone previously unconnected with the issues involved, the previous stages of the process (i.e., not involved in the investigation) and it does not necessarily require a third party. One individual cannot act as both the Judge and Jury where it can be avoided. Neglecting to Inform About the Right to Accompaniment Employees should be informed of their right to be accompanied by a work colleague or union representative during the disciplinary process. Legal representation is generally not required but advice should be sought where such a request is made by an employee. Avoiding Disproportionate Sanctions The outcome of a disciplinary process, especially dismissal for misconduct, should be carefully considered and ensure the sanction can be justified as a reasonable sanction, based on the circumstances. Acknowledging the Right to Appeal Employees should always be advised of their right to appeal the outcome of a disciplinary process, providing them with a chance to challenge any perceived injustices. Ensuring an Impartial Appeals Process The appeal process should be conducted by someone who was not previously involved in the disciplinary process to ensure impartiality. In conclusion, every employer should have a robust disciplinary policy in place and must follow it diligently. Failure to do so can lead to a higher risk of successful unfair dismissal claims, which can be costly and damaging to your organisation's reputation. By adhering to fair procedures, making, and keeping good notes/records, and avoiding common mistakes, employers can ensure that disciplinary hearings and investigations are conducted fairly and legally, contributing to a more harmonious and productive workplace. As always, for advice and guidance on navigating your way through disciplinary processes, don’t hesitate to get in touch with the team MSSTheHRPeople . By Hugh Hegarty