Three Steps to Creating a Drama-Free Workplace
Managing employees can be tough. From the hiring process to the daily dealings you have with your employees, there are a multitude of areas to manage that, if handled ineffectively, can start drama. These issues that come up can be downright draining to you and everyone around you, decreasing the overall efficiency of your business and affecting your bottom line. Before you let that happen, you need to implement the right HR techniques that prevent issues from occurring in the first place.
Describe the Job Correctly
When you start the hiring process off effectively, it can have a positive impact on each employee’s career with your company. The hiring process begins with ad placement. Instead of placing an ad that does not accurately describe the ideal candidate for the job, provide explicit details that cover your expectations. For example, if you are hiring a receptionist, do not just say receptionist; instead, focus on the details that the ideal candidate would possess or the skills that would be utilized to perform the job effectively. This eliminates any miscommunication or assumptions that a potential employee could make about the job, helping to eliminate drama from the start.
Create a Readable Handbook
Once you hire an employee, it is time for him to learn the procedures, rules, and expectations your company requires. Do you have a handbook created? This is often a simple way to get your employees on the same page. However, how do you know if your employees have read your handbook? Even if you were to require them to sign a statement confirming that they read it, chances are that they did not do it. Why does this happen? More often than not it is because the handbook is too long. They know the basics of most handbooks and are going to assume that yours is the same and sign the confirmation and move on. What are the repercussions on your company though? Now your employees do not know your rules, expectations, and values. This can lead to misunderstandings and frustrations in the workplace. What you are left with is inefficient employees that are unfamiliar with the procedures and expected behaviors to conduct their job. What you could do rather than handing your employees a 100-page handbook is create a readable, short and to the point handbook that they can relate to and want to consult whenever they have a question.
Remember the Procedures
Along with the rules, regulations, and expectations are the procedures your company possesses. These items should also be in writing, but not in the handbook. There are two reasons for this. One, you will have to update your handbook every time a procedure changes, which can be time consuming. Two, the handbook will be back to 100 pages or more and will likely not be read many employees. Instead, keep those procedures separate, in a file that is handy should anyone want to see them or review them for further clarification.
The more transparent you are as a company, the less drama you may have to handle. The drama can start from day one, believe it or not, when your expectations are different from those that you portrayed in your job description, interview, and handbook. Get it right from the start and prevent the drama from ever being a problem in the first place.
If you want to learn more about how to handle your company’s HR, visit www.stopknockingonmydoor.com, where you can request a free consultation to get your company back on track!