Being a People Manager doesn't mean you can manage people

Being a People Manager doesn’t mean you can manage people

Are you an established business owner who has started to build your team; have your policies and procedures in place; but are now looking to grow and are wondering how your employees will cope with the change?

It is quite common for a business to grow.  Mine has (and still is).

Do you have people in management roles who don’t know how to manage people?  Do you have the right strategies in place to make sure that your business growth happens as smoothly as possible?

Right now, there is enough disruption in the world.  Further changes need to be managed, professionally and thoughtfully – change for the better isn’t something that you should be worrying about.

One in seven want to leave

At any given time, one in every seven employees is considering leaving their job. If you have more than seven employees, this statistic means that at least one of them is likely to be considering leaving your organisation.  Recruitment can be very costly both financially and also in terms of your time.

Is now the right opportunity to look at your culture?  Your staff engagement?  What makes your company unique and special?  Do your team feel valued?

Imagine how you would feel if one of your staff posted on social media to say that their company was an absolute pleasure to work for.

One year is a long time

A year ago, I started working with a brilliant business.  They had a handful of employees in a single location.  Contracts of employment had been ‘downloaded’ (they were out of date), and ‘Right to Work’ checks hadn’t been done.  

We took all of this over for the client, reviewed everything, fixed all the issues, and ensured they were legally compliant.  Fast forward a year: the client now has four sites, 25 employees, and we are working together on management training and a mental health awareness programme for the team.

Are your staff happy?

If your staff are going to leave to work in a similar industry for slightly more money, then they are going to leave as they are money driven.  Aside from paying your staff more money every time you are held to ransom, focus on the engagement and the culture in your business.

Do they enjoy working for you?  Do they enjoy coming to work?  Do they enjoy being part of the team?

For many, money is tight at the moment, and the cost-of-living crisis doesn’t show any sign of slowing.  However, could you do little things to increase engagement that don’t cost the earth? Statutory benefits (such as holiday allowance) can be perceived as you doing the bare minimum.  

Could you do more?  Think what a difference this could make to them, and their happiness.

Get in touch today

Your business is growing.  As an independent HR consultant, I work with many companies just like yours, and I can solve your growing pains with bespoke, tailored solutions.  If this sounds like something you need, please do not hesitate to get in touch with me today.

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