Owning and managing a small business can be time consuming and overwhelming. You’re often required to perform a variety of tasks yourself, everything from marketing to human resources. With so much going on, it can be easy to get so involved in monitoring business growth that other tasks are pushed to the side.
Here are some common HR mistakes that companies make, ranging from ones possibly deemed as basic, to more sophisticated mishaps within businesses:
Lacking Documentation and Not Keeping Records
Lack of documentation and poor data management of information that employees use within their position can cause numerous amounts of issues within a business. The best way to avoid this issue is to make sure that all required documentation and data are available to applicable employees. Taking time during working hours may be necessary to compile documents and data for use by employees. Some common examples of documents lacked by businesses include:
- sexual harassment policies
- equal opportunity
- nature of employment
- types of employees
- hours of work
- employee handbooks
- “At will” policies
- meal and rest periods
- leave of absences
- employment status
Lack of Quality Training for Supervisors and Managers On Interviewing, Sexual Harassment, Wage and Hour Rules
A common mistake by many businesses is a lack of training for new and veteran managers. Culture and workplaces are constantly changing which requires new training for staff in almost all areas, whether an employee, supervisor, or manager is known to be knowledgeable of new information or not.
Lacking Effective Hiring
Effect hiring is imperative for businesses. Making a bad hire could potentially cost a business a lot of money, time, and effort that could have been spent elsewhere. It is better to look for a quality addition to the team instead of just filling the position quickly.
Lack of Quality New Hire Onboarding Program to Welcome Employees to the Company
New hire onboarding is an important aspect of human relations in the workplace. Having a plan in place not only for the role of an employee but what is to be expected of them in the beginning of their hire is important. Having a planned schedule for new hires first week or two will help integrate them into the company better.
Expecting Employees, Especially Novice Employees, to Know Everything Straight Upon Hiring
It can take some people months and possibly even an entire year to know the ins-and-outs of a company or business to a comfortable extent. Trusting employees to progress, learn, and better themselves in the processes of a business will help new employees integrate and adapt well. Allowing new hires to take their time in learning will set them up for success in the future of the business.
Cutting Corners and Not Taking a Position Seriously
It’s important for any employee to take their role seriously, from associates to employees in leadership roles. Take the time to refresh training with your managers so they can be an example for the employees they manage.
Not Treating Everyone with Dignity and Respect
Treating all employees with dignity and respect is important for all businesses. No matter the circumstances, treating everyone with dignity and respect should be a practice that every business adopts.
Not Acknowledging Employee-reported Issues
All employee reported issues need to at least be acknowledged. Your staff will not feel comfortable coming to you about problems if there is no action taken.
Lack of Conducting Performance Reviews and Salary
Performance reviews are a necessity for businesses because they influence employees to strive for betterment. Salary increases are another influential factor that proves to an employee that their work is quality and appreciated.
Lack of Salary Compensation Policy
A lack of salary caps can cause issues for certain businesses. If one employee’s salary has a cap and another does not, there could be an issue. The employee with a cap will have nothing to work toward and may slack off as result.
Having Disciplinary Actions that are Punishment Based
Punishment based disciplinary actions can often result in resentment which may have detrimental effects on a business. Enforcing these actions through punishment may cause a trust issue between you and your employees which could be avoided.
These HR mistakes are applicable to many businesses, but not all. Business owners and HR representatives may find some of these issues in varying degrees within their prospective businesses. Solutions to these problems can range from simplistic to sophisticated, however, each mistake is resolvable.
Do you need help determining and finding solutions to any mistakes your business might be making? RTR Consulting has more than 20 years devoted to developing effective and efficient Human Resources policies, procedures, and best practices for small to medium-sized businesses. Contact us today to learn more.