Most of us who work have multiple and equally important demands on our lives.
We have work commitments that always involve more than forty hours’ effort, planned and unplanned travel plus we often attend 4am solo brainstorming sessions. Then there are families and friends, aging relatives and of course our own leisure interests – all of which need our attention.
First and most importantly, new recruits must fit into your company culture; being your values, beliefs, attitudes, and behaviours as a group – NZ or worldwide. Are you part of a structured corporate environment or a fluid, fast-paced small team? Do you have a commercially focused, industry body or non-profit environment? What accountability, performance and stakeholder interaction styles do you practice? Are flexible work hours, at home days and casual attire part of your culture? Open discussion around these areas will help with knowing what environment your candidate prefers.
Legislation around trial periods is changing for both small and large businesses. It will come into force after August 2018 but businesses are being advised that best practice is to make changes to our processes now.
So what’s happening?
It’s time to start thinking about our goals for this year. Coming back to work can be a little depressing, especially when our non ag friends are still holidaying and publishing their sun soaked pictures. I don’t mean budget, expense or performance reviews. I am speaking about turning our broad goals into measurable, time-bound, achievable goals.
Gone are the days when a team leader can say “You’re fired. Get out!”
Performance management processes are usually terrifying for both managers and staff alike – after all, we are mostly nice people. The process can be both time and financially costly. There will also be negativity, awkwardness and behind the scenes muck-raking until the matter is resolved. One of the most common downsides is that the team as a whole sees change and individuals feel at risk.
We know that some of the most talented people are ‘head down, tail up’ and not actively seeking the next step in their career path. These people need to be found and spoken to about potential opportunities as they will not have a need to look on regular job boards.
It is important that you, as the hiring manager, make this call as you will have one chance only to impress.