Giving new staff the best start

You invest a lot of time and resource recruiting the best candidate for your role but once your offer has been accepted there is often a gap of a month or more between getting that offer accepted and an individual starting with your organisation, so how do you keep them feeling warm and fuzzy, as well as helping them to settle in once they do start?

We share a few pointers to help you with pre and onboarding.

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You need _____ and _____ to build a team

Whenever I’ve spoken with a client about building their team and I ask when they want their new employee/consultant/temp to start the answer is normally yesterday!

Thing is, it’s pointless getting someone in and not getting the best out of them, after all they are supposed to take some stress away from you, so that you can focus on delivering excellence to your clients.

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I’m NEVER Managing staff again

I meet a lot of people and I can guarantee that someone will always tell me about a terrible experience they had with managing a team, which is why they’ll never do it again. Then they’ll tell me about their aspirations for their business or their career and I’ll just know that they’ll need to manage people in one shape or another to reach their target.

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Are your Job Descriptions up to date?

It is really hard effectively recruit, set objectives and monitor success without having an up to date job description as a foundation document. Also when dealing with under-performing staff it is important that their job descriptions are correct, as you could be disciplining then for under-performing a task that they morphed into with no training or support.

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Why you need diversity in your business

Diversity is the key to building your business. People who come from the same background may have the same outlooks, you need to embrace diversity in your team to be able to engage with your ideal clients and to keep ahead of the competition.

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