Keeping them engaged, performing at a higher level, and showing commitment to your company • Offering reasons to stay motivated, such as compensation, benefits, and opportunities for growth • Providing recognition to employees who perform at a high level • Appreciating their contribution to help make your business more successful 4. Evaluation In this stage of the employment cycle, a supervisor evaluates and measures an employee’s performance. The review provides leaders and the employee specific metrics and helps determine if he or she is the right fit for the job. Focus on the following: No Surprises!!! • Employees should never be surprised by feedback on lesser standard work performance in an annual review process (or hearing it for the first time in the annual and formal review) - If employer managers are reviewing work performance with direct reports, or team members in an open and transparent process on a regular basis in identifying areas for improvement with a plan, will ensure clarity at all times. - This will minimise and in most cases, circumvent potential escalation of disputes and third party intervention. • Challenge, support, and evaluate employees while offering constructive feedback on a regular basis (not just at evaluation time) • Conduct performance conversations based on facts, not on feelings • Spend more time discovering employees doing a good job rather than constantly criticising • Offer training and where appropriate professional development to help employees reach their goals and move further ahead in your company • Three things every employee needs to understand as we all do; 1. What is my job? i.e. role clarity, standards and expectation’s 2. How am I going? i.e. two way feedback what is going well, opportunities for improvement 3. What is my future? i.e. whilst largely dependent on 1 and 2, it’s job security career growth Process and People; Get the process right and your people and business will be more productive and risk minimised 5. Celebration The fifth stage of the cycle gives you the opportunity to re-energise your staff, thank employees for their hard work, and recognise important milestones. Show your appreciation by offering or considering benefits (such as flexible work schedules, gift cards, and flexibility where possible for time off). Great businesses find a way to motivate in such a way that employees want to follow them to achieve company goals. A smart leader makes employees feel empowered by giving them a sense of ownership. Remember look after good employees and they will look
All cycles must come to an end—including employment cycles. Sometimes it ends with retirement, leaving to return to school, leaving for more pay or better benefits, or simply time for a change, to tend to family responsibilities, or involuntary downsizing for economic or strategic reasons. Investing the time to manage termination right is just as important a part of the employee lifecycle as recruiting, training, or development. While going through these critical stages of the employment cycle may seem overwhelming to a small business owner or an “Accidental HR Manager,” it doesn’t have to be. Get Assistance Improve your employees’ performance, engagement, and payoff with any support training and or advice by contacting The Tasmanian Hospitality Association Solutions to your challenges are as close as your phone or face to face with a representative of The Tasmanian Hospitality Association. Merv Saltmarsh IR l HR Manager • As outlined in the previous distribution - appointed to the position in November 2016, Merv brings to the members and clients a strong strategic, senior operational and major global background with national and international experience, in excess of 30 years in mining, manufacturing, hospitality and service industries and more recently, with Cricket Tasmania. • Past positions held include HR-IR Manager for WA/SA/NT and Strategic Industrial Relations leader for global catering services company, Compass Group. • Also a former member on the Australian Mines and Metals National Reference Group Board. This board is a key policy and recommendation group acting on behalf of AMMA, Mining and Resource industries on Industrial Relations developments across Australia. • A strong client, operational and business improvement focussed background including all HR, ER/ IR • Facilitated numerous training and business improvement and review workshops for various clients on all aspects of the employer/employee relationship. • THA and Merv appreciate the need for workplace training and standards and the process to reduce the risk whilst providing much needed training and support for key managers and supervisory staff where deemed appropriate by clients • If clients require an external review of business or people structures this can also be discussed within the parameters of membership benefits or as determined including policies and procedures review support.
after your business The End of the Cycle
February 2017
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