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HR and Employment Law Advice for Businesses

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This article has been submitted by Peter Lynn and Partners

Know Your People:

Good managers know what is going on in the lives of their employees. If the employee is having a tough time personally, it may impact on their work performance and you should acknowledge the difficulty while holding them accountable.  As an employer you are required to show reasonableness and consistency, something which may not always be easy to achieve. Where there is a need to begin disciplinary processes care should be taken to ensure that all issues have been handled sensitively, transparently and independently where possible.

Work-Life Balance:

You need to acknowledge that a person who does not reply to emails outside of working hours or someone who finishes at 5pm each day but gets his or her job done is not demonstrating a lack of commitment. With a multitude of different challenges and opportunities now available to achieve a work life balance, such as remote working, flexible hours and job share, it is prudent for the modern employer to remain open minded to requests from employees, which must, in any event, be reasonably considered by law.

Give Clear Direction:

This starts with a clear Vision/Mission/Values statement from top leadership.  If that is lacking then you should create these statements for your department.  Individual and department objectives can then be linked to the vision/mission and employees will understand why they are being asked to do what they are.  Without this type of clear direction it becomes impossible to set targets but crucially it also becomes difficult to initiate any form of performance management should it become necessary.

Hold People Accountable:

It’s been said, “you get what you measure.”  This may mean having some difficult discussions with employees who aren’t making the grade, but from an engagement and retention perspective, your best employees will see that their performance matters. Nothing demotivates more than having poor performing employees “freeload.”  This makes the job of those that do perform more difficult and needs to be addressed.

Reward Your People:

When employees do well, reward them but remember, this doesn’t have to be cash. For many people, cash has limited motivational impact so consider things like public recognition, time off, gift certificates and the like.  For rewards to be truly meaningful it should demonstrate the fact that you know your people and what motivates them. Care should however be taken to ensure that these types of rewards do not then become customary and could potentially be viewed as additional implied terms in the contract. It’s a fine line that can be difficult to tread!

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Peter Lynn and Partners was established in 1999 to offer top quality commercial and civil advice to businesses and people in Swansea. With several offices in the heart of the Swansea area and a base in Cardiff as well, PL&P offer a wide range of legal advice and services to individuals and businesses across the South Wales region.

Their experienced solicitors provide a high quality service, which is tailored to the specific legal needs of the client, and ultimately aim to be ‘Preventing Legal Problems.’ We provide our clients professional legal services in lots of different sectors including Personal Injury, Family Law, Wills and Trusts, Residential Property, Commercial Property, Litigation and Dispute Resolution, Criminal Law, Agricultural Law, and Sports and Entertainment Law.

Peter Lynn and Partners have 40 members of staff which contain nine partners, 21 qualified solicitors and paralegals who are backed by a team of seven support staff. They are committed to securing the best outcome for all our clients.

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