Running a business can be tough at any size. To follow are some common mistakes that can be easily avoided by staying true to some simple guidelines.
- Failure to develop an effective corporate communication strategy; internal and external.
- Establish specific communication policies
- internal/external email
- internet/intranet
- social media
- IM
- media/public communication
- corporate document sharing
- Publicize internal communication; open access promotes honesty and trust between management and staff
- staff meetings
- town halls
- newsletters
- Handle confidential information appropriately
- Failure to link individual goals to company goals
- Short-term and long-term objectives; personal and company
- Developing action plans
- corporate > division > department > individual
- HR planning
- staff selection & planning
- training & development
- Not utilizing HR metrics to track activity and performance
- Measure how activity is impacting the bottom line, not just the cost of the activity
- Needs to objectively demonstrate benefits to the business
- Lack of employee motivation and retention strategies
- What motivates employees?
- recognition; feeling valued by the organization
- sense of achievement
- feeling they are an integral part of the organization
- opportunity for increased responsibility and advancement
- compensation package
- Develop credible reward programs
- Insure that compensation packages are competitive to the market
- Lack of strategic recruitment plan
- Hire people that fit; effort, expectations, attitude, talent, skills, training, experience
- HR needs to manage the recruitment process, not department heads or executives
- Lack of training
- Empower front-line management with authority; train them to use it effectively for the organization’s benefit
- Don’t allow lack of awareness to be an excuse for inappropriate actions
- Insure managers have training regarding legal issues affecting the manager/employee relationship
- Ensure there is a clear understanding of corporate values
- Not establishing employee performance guidelines
- Establish a reward system based on performance
- Insure timely attention to employee performance issues to prevent staff morale issues
- Failure to keep up-to-date on legal requirements related to HR
- Establish a network of experts for guidance
- Participate in continuing education programs
- Lack of documentation
- Insure proper tracking, measuring, analysis, reporting and follow-up
- Meet all legal requirements for payroll documentation
- Failure to maximize the effectiveness of the HR team
- HR should be an integral part of the executive team
- Be pro-active rather than re-active to avoid negative perception amongst staff
- Allow the HR department to be the catalyst for change management initiatives
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