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HR Support

HR Support – Is your business model broken?

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The working world is always changing, mostly for the good, however, it can sometimes feel as if our industries are moving faster than we can keep up with.

Technology is becoming more and more involved with our day to day activities and roles. Sadly, the rise in technology has also been at the hands of some of our jobs. We have a brand new generation finishing education and entering the world of work who are and will work very differently to the existing workplace generations.

I think it’s fair to say that the employment landscape in 2025 will be completely different in comparison to 2005 or even 2015. However, the key point I must make and I cannot stress this enough is to ride the wave. More often than not, the business’ who are left behind and not embracing the changes almost certainly won’t survive.

So, I’ve put together this video to give you some HR support. Below I highlight exactly what is changing within the working world, what the repercussions are and what we can do about it.

As an example, it’s become very apparent that the traditional working model is becoming outdated. Where someone would start at a workplace and stay on there until they become a partner or so on is likely to soon be a thing of the past. This is because the new working generation doesn’t want that, they want to come into a company, learn, grow, develop and then move on.

This is why business’ must review their workplace culture and model in order to survive in the ever-changing climate. Business owners who choose to ignore these changes will likely fail to make it in the future.

Do you think you need to review your workplace culture and model? You could benefit from our HR support to stay in touch with the ever-changing working world. Simply get in touch today.


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HR adviser

HR Adviser – How do you communicate values?

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To follow on from our last blog, this blog will continue to discuss company values but most of all, how to communicate those values.

It can be hard to stick to company values within a business and this struggle more often than not comes from lack of communication. As we already know, values are very important as they form the basis of your company culture. So, it is important that you are always communicating them and involving them in everything your company does.

Take a look at the video below where I, as an HR adviser, describe in more detail how you can better communicate your company values.

There are some key areas in which you can instantly improve the communication of your company values. All you need to do is ask yourself the following questions.

  • Are your values clearly displayed on your website?
  • Do you recruit against your values?
  • Are you cross-referencing values when you are performance managing people?
  • Do you have a theme for your values?

However, the most important thing company values need in order to improve communication is a leader. As a business owner, you need to be living those values and constantly talking about them.

If you think you could benefit from an HR adviser on how to communicate your company values or any other people issues for that matter. Maybe you’ve got a question about a staff issue? Get in touch today and together we can help you stay safe, legal and compliant.


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HR Advice

HR Advice – What are company values and why are they important?

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HR Advice – Values within a company are becoming more and more important.

They help to compose the rules and boundaries within your business. They help tell employees, clients and the public what you truly believe in and how you work.

Company values not only tell people what you believe in, but they also communicate your company’s brand and personality. This will help you to shine from your competitors and most importantly, make you unique and recognisable to your employees and prospects.

Take a look at the video below where I offer my HR advice and discuss how you can set up your own company values to set you apart from your competitors.

But don’t just stop at values, together with your value’s behaviours you can take your company’s personality to the next level. We have our own values and behaviours here at JMann Associates. As an example, one of our values is “To do the right thing”.

We then have behaviours to go with this value which will tell our employees what behaviours are expected to go with this value. So, for our example value, we also have behaviours, which are,

  • “Go with your gut instinct”
  • “Say no if it’s not right for us or the client”
  • “Always be honest with each other and our clients”

To summarise, company values are important as everything you do within your company will need to be aligned with your company values. This can be anything from how you recruit people to how you manage and develop people. By doing this you will be able to create a great culture and business enabling you to stand out from your competitors.

If you need any HR advice and would like to learn more about company values simply get in touch today.


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Recruit the right people

How do I recruit the right people?

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I’ve lost count of how many times I have been asked that question by business owners. They really want to grow their business and understand they need to employ the right people to achieve that. Unfortunately they’ve had some bad experiences with the people they have recruited.

You see recruiting the right people is critical to your business growth. Without the right people on board you will constantly struggle, have issues with performance, poor teamwork, lack of engagement, high turnover and absence problems. It’s what I call people disease. The wrong people can create a toxic culture.

So how do you recruit the right people?

You need to recruit people who are aligned to your company values, who believe in your company purpose and who fit with your culture. If you don’t you will end up with high employee turnover, high training costs, customer dissatisfaction and disengaged employees.

The majority of businesses don’t recruit against company values. Why? Because they don’t know what their company values are or their values are not clearly defined. They are not able to recruit people who fit their culture because they are unsure what their culture is. If they have identified their values they are not embedded into the business. In other words the values are not lived.

Does recruiting against your values help? You bet it does. The question I am often asked is ‘how can I recruit the right people? There are no good people out there’. There are good people out there, you are just not attracting the right ones. Don’t think it’s just about the salary either. Some employers say they can’t afford to employ good people. It may come as a surprise to you but not everyone is motivated by money.

To recruit, inspire and retain the right people in your business you need clearly defined company values. Only recruit against your values, even if the candidate has a glowing CV. If they don’t match your values and you recruit them you are setting yourself up for disaster.

Once you know your values then you can use this in your recruitment process. This will go a huge way to keeping out problem staff. I know I keep going on about this but your recruitment process needs to be aligned to your values.

Over the years I’ve seen such disasters with recruitment. The thing I never understand is the lack of time and planning that business owner spend on recruiting.

In most businesses your employees are the single biggest contributor to your business. To get you and your business to where you want it to be then you need employees. If that’s the case why do you give recruitment such little amount of time? It’s no wonder you have problems with staff.

To recruit the right person there are several things you need to do.

  • The first is recruit against your values.
  • Include your values in your job advert.
  • When you receive CV’s make sure you read them before you invite that person for interview. Don’t leave it until five minutes before they arrive or you call them.

I recommend an initial telephone interview asking questions based on your core values.

You will know by the response if they are the right fit for you or not.  If they are not a fit with your culture then you don’t take their application any further. If it goes well, invite them in for the next stage of interview.  By carrying out the initial screening you have saved yourself and the candidate a lot of time if they were never going to be the right fit.

Find out your culture score. Take our test here. http://culturescorecard.jmassociates.org/

What to find our more about how to develop your culture then get in touch.


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Employee Induction

Why Induction Is Important In Your Business

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Why induction is important

In the induction you need to talk about the culture and values and how it underpins everything you do.

From the very first day you must start to embed those values with employees. What happens in the business, what their role includes, what the culture is about, what the values are, what the expectations are, what the job involves, and how it’s going to work.

In theory, that sounds great, but in practice it doesn’t always happen in the way that it’s meant to because most companies don’t spend the time putting together a really good induction process for new starters.

 

I was speaking at an event recently to a room full of business owners. I started talking about induction and said this is a typical company induction. On their first day the new starter is shown around the building and introduced to the team.

Here’s your desk…..

You explain where the toilets are, where the kitchen is if there is one and the coffee machine. Then you show them their desk, go through health and safety, fire exits, go through some procedures, the employment contract, and make sure they’re happy with that. Explain lunch breaks, dress code or uniform and then most people will expect them to get on and do the job.

 

Sound familiar?

I looked around the room and everyone agreed that was how they carried out their induction. I’m sorry but that’s lazy and does not give the new employee a great introduction to the company. How can they understand your company culture from that type of induction?

 

In organisations where they have a great culture, a culture where people want to stay, people want to work, then a lot of time is spent on the induction process. When I say a lot of time, I mean between one and four weeks in some cases.

 

Often, people have to start from the beginning no matter what their job. They don’t come in to the business and do their job from the start. They actually have to learn what it’s like to work at the business from, say, answering the phones.

 

You need to think about all the different things that you can add into your induction process. It goes without saying that you need to include values in your induction process.

 

It depends on the size of the organisation, as to how much time you can let that person not be doing the role that you employed them to do. But it is short-sighted not to think about the upside of inducting a person into the business properly, explaining the purpose and values in detail.

Remember these are your foundations. These are the things you need to get right from the beginning, right from the start.

Explain to people how things are done here. Get them to buy into what your values are and how behaviours are measured. Tell them how it works around here and what you expect from them.

Get others involved

Get other employees involved in the induction, explaining about values and how it’s a great company. This also gives employees the opportunity to leave at any time during the induction stage if they feel it’s not right for them.

Trust me, this is much better than going six or seven months down the road, or even longer, and then realising this person isn’t a fit for the company and you’re going to have to say goodbye to them.

By going through a really good induction process, employees will start to see whether this culture is something they want to be part of.

The induction is one of the keys to your people foundations. Make sure you have a really robust induction process in place. Think about all the things that need to be included but importantly, it needs to be based around your culture, your values, and “how we do things here”.

What’s your induction process like?  I love to know. Send me an email people@jmassociates.org

Download a free chapter of my book Recruit, Inspire & Retain.

 


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