New Year’s Resolutions for Managers 2020

As 2020 starts we are focusing on managers getting the best out of their employees and their business.  Here we have our ten best resolutions that we hope you will put...

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As 2020 starts we are focusing on managers getting the best out of their employees and their business.  Here we have our ten best resolutions that we hope you will put into practice and we are sure will make a difference to your business. If you can’t do all of them straight away, why not aim for one a week?  By Easter you will have put things in place to keep you organised, in control and top of your game.

  • Do what you need to do to get prepared for 6th April – Legislation changes will ensure contracts need to be issued on or before a start date. Informing us of a new starter in good time will keep you compliant.
  • Ensure you receive a statement of fitness on the 8th day of a staff absence. This will keep payroll informed if SSP needs to be paid, as well as making sure your employees know their obligations.
  • Put dates in the diary when an employee starts so that you remember to conduct the mid-term and end of probation reviews. This will provide stability and focus for yourself and your new starter, giving feedback at the right time and answering questions as they arise.
  • Ensure you have a proper induction process in place for new starters. Onboarding is a process that needs finesse and staff retention starts with a good induction. Read our blog here on how to create a successful process.
  • Manage annual leave to ensure staff take their entitlement throughout the year. This will mean that they spread out their leave, that you spot who’s not taking it (you have a duty of care to make them take it) and it also avoid the end-of-year rush to take time off, which might be the busiest time of year for the business.
  • Plan regular meetings with your staff to review performance and progress. Regular one-to-ones, appraisals and meetings to review objectives are a great way to do this.  Read our blog here on how to implement this.
  • Book in a staff survey to get valuable feedback, or implement 360 degree feedback. Both can be incredibly valuable to all staff throughout the organisation and provide a direct link to helping to achieve business objectives.
  • Nip staff conduct issues in the bud by taking immediate action. Having a clear conduct policy will keep everyone informed, ensure that everyone understands the rules (and the consequences of not following them).
  • Don’t ignore performance issues – they only get worse. Appraisals and great communication are the key to understanding your staff and getting the best out of them, but if that doesn’t work, then there are other tools you can use, including informal meetings of concern and performance development plans.
  • Recommend HR Elite to your business associates – you know you want to!

If you have any questions regarding any of the above, please contact one of our experts on 01206 700 690 or email info@hrelite.co.uk

From all of us at HR Elite, we will you a very happy new year.