What's on with SA SME's HR departments this quarter
Rose Elcock
Bringing the Best HR Team at Your Service ?? Vhrs offers HR products for Talent Acquisition, Talent Management and Legal Proceedings, these three products help shape your company's Employee Experience.
We attended several disciplinary cases related to behavioural issues during the first quarter of 2022.
Each case is unique on its own, the general trend is that during counselling we realised that employers and employees’ perceptions of required output drifted at some point and results in misalignment.
Things went unsaid and the situation snowballed to a point where reactive (as opposed to proactive) measures had to be taken. Some of the sessions we had ended up in termination, and some others moved a step in the progressive discipline process.
Would like to know the broad guidelines we work with for disciplinary matters?
Read?The Four Disciplinary Sanctions you need to know.??Written By Tim Germond, BSocSci - LLB
We've created a list of 3 interesting and different ways to look at your HR department's performance.
_ _
Every great manager does this at every performance review:?
Do you know how you don’t have to think about driving a familiar route? Suddenly, you arrive at your destination not remembering how you got there? Well, many employees operate on autopilot, they’ve done exactly the same thing so often that they forget why they’re doing it.?
Working on?autopilot is also linked to losing motivation and being unable to provide creative solutions when problem-solving which has a profound impact on overall company?performance.
Great managers understand autopilot behaviour and remedy this situation by giving?enough context?as to how things are evolving in their department and the type of involvement needed from their direct reports to ensure alignment.
Think about what business insights can be brought into the conversation.
Such as?how competitors are doing, what trends are like in the market and?general business performance, who is responsible for what?in the team and how does it link?to their personal performance.
This information is most insightful when provided in one-on-one sessions as opposed to group sessions.
Employees appreciate the time dedicated to them to hear these messages.
And while it is common knowledge that positive performance feedback should be given first, we often see very authentic smiles when the praise also takes place at the end of the conversation, as a way to wrap up the discussion.
_
This 5-minute video will change the way you give feedback. Using a 4 part formula you can better handle those difficult conversations.?
- Micro-yes.?Start the conversation with a yes-no question that lets?everyone know feedback is about to be given.?
- Data-points. Great feedback givers use objective statements and are clear about the issue that is being discussed.?
- Show impact. Explain the outcome of the specific behaviour, did it have a positive or negative impact?
- End on a question.?What are your thoughts...?
_
Virtue HR Solutions was created to support the Small-Medium Enterprise Market with affordable outsourced HR packages.?
One of our friendly HR specialists will be happy to answer any questions or run through a free gap analysis of your HR systems.
Did you enjoy this newsletter? Please share or leave us a comment. We would love to hear from you.