President’s Message

What can I do?

Well, firstly ask yourself… are they right?

Can your team easily work elsewhere for more money, better training or enviable culture?

When SME owners start a business, we often need to access all of the resources available to us to get the business off the ground. We seek support from those around us that we trust, have the skills we need and are keen to see the business succeed. Often this can involve family members or personal friends. But how do you run a business and maintain healthy relationships?

between family members. So, what can you do to navigate the minefield?

As business owners it is easy to drink our own Kool-Aid. It is sometimes more comfortable to think that the business we have created is great, paying well, giving as much training as possible and that the culture is just fine. This can be naive as, just like for our customers, where they may be considering the offerings of other ‘providers’, we could fall short without realising it.

1) Conduct an engagement survey –what do they like, love or hate about working for your business. The results can often be surprising but will help identify where you have the biggest strengths and opportunities.

Business is business, right? But it’s not as easy as that. It can be a minefield where you have personal relationships that extend between the business owner to different team members across the business.

3 Top Tips for reviewing your employee offering:

We have a client who has his dad, wife, brother and aunt all as members of the team! It’s more like a family tree than organisation chart. They manage the family dynamic really well but there are definitely things to be aware of to prevent there being issues.

Over time it is challenging to be able to address any issues of underperformance or misconduct

• Be clear with all family members the reasons why being consistent about expectations across the whole team is important.

• Create job descriptions to give clarity on every role in the business to help manage performance.

2) Benchmark your pay and benefits – research what your competitors or other local companies are paying for the same skills. Review whether your total pay is comparable or has significant gaps.

• Be wary of discussing family issues when at work. Create separation by agreeing to keep all family conversations outside of the workplace to prevent anyone from feeling alienated.

• Be transparent with other team members that it may feel unusual, but they have your permission to raise any issues and disregard any relationships, where appropriate.

3) Consider the prospects for your team –can your team grow and be promoted or would then need to consider leaving to be able to have career progression. Great people often will remain in a role for 2-3 years but then want to progress. This can be difficult as a small business. Can you sponsor their development? Can you arrange for them to have a mentor? Can they assume different responsibilities?

• Use an impartial third party / outsourced HR service to investigate or take corrective actions where required.

Don’t panic! These don’t have to cost huge amounts. We have worked with many Clients to be creative about both how we can offer a better culture and training and also how to communicate the value of existing employee benefits. Sow the seeds now and your grass could be green in time for Wimbledon!

If you have questions for Porter the Sorter, email hrhelp@hrdept.co.uk for consideration for future editions.

The HR Dept are an outsourced HR services provider supporting local SMEs with their people issues and strategy. For advice on managing relationships in the workplace and anything else people related call 0345 208 1290. Always seek employment law advice regarding management of your people issues to ensure that you and your business are well protected from potential litigation risks.

The HR Dept are an outsourced HR services provider supporting local SMEs with their people issues and strategy. For advice on employee engagement, or for a free HR consultation please call 0345 208 1290. Always seek employment law advice regarding management of your people issues to ensure that you and your business are well protected from potential litigation risks.