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Employment Law Briefing

Employment Law Briefing. The Cost of Hiring a Bad Employee Thushara Polpitiye (Hons) Solicitor 28 May 2019. Employment Law Briefing. What will you take away from this? What to consider when taking on new employees. How to recognise if you have made a hiring mistake.

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Employment Law Briefing

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  1. Employment Law Briefing The Cost of Hiring a Bad Employee Thushara Polpitiye (Hons) Solicitor28 May 2019

  2. Employment Law Briefing What will you take away from this? What to consider when taking on new employees. How to recognise if you have made a hiring mistake. Dealing with difficult employees in the workplace. Toxic employee profiles to look out for. How to find the right people for your business. Tips to avoid HR nightmares!

  3. Employment Law Briefing • 1. What to consider when taking on new employees

  4. More than financial, not just recruitment costs, and salary. • Bringing the morale of the company down. • People that are disruptive or gossipy. • Other staff carrying their workload. • Cultural misfit. • Not going to be productive.

  5. Employment Law Briefing • Focus has to be your recruitment process. • How do you choose people? • Don’t hire on just their ability, select them on their attitude. • What are their goals and passions, are they aligned with the business goals and aspirations. • People that want to grow with the business. • Create loyalty. • Increase productivity by making work environments that people love.

  6. My exception to the Simon Sinek philosophy:You cant teach intelligence! Employment Law Briefing

  7. Employment Law Briefing 1. How to Recognise a Hiring Mistake If you recognise any of these signs that you hired the wrong person for the job, it might just mean that you made a major hiring mistake. Does this sound like your new hire? • Unable to do the job • Damages client relationships • Destroys employee morale • Creates legal issues • Always makes mistakes • Only does the bear minimum

  8. Employment Law Briefing • Is negative about everything. • Complains about everything. • Projects an unprofessional appearance and persona. • Is not a team player. • Other employees are complaining about the new hire.

  9. Employment Law Briefing 3. Dealing with Difficult employees in the Workplace This Photo by Unknown Author is licensed under CC BY

  10. Employment Law Briefing • Here are the 9 steps you need to take for dealing with difficult employees in the workplace: • 1. Recognise The Problem – Take the time to engage and interact with your team. Get to know them and learn what they are really like for yourself. Don’t rely on other people’s opinions or stories. • 2. Listen To All Sides Of The Story – Take a step back and look at the bigger picture. Try to understand what’s happening from every point of view. When you do this, you might be able to solve problems before they get out of hand. • 3. Provide Feedback – If an employee is difficult, give them relevant feedback that can help them to address the situation.

  11. Employment Law Briefing 4. Find Solutions – Go out of your way to find solutions to problems. It may be very simple to deal with difficult employees if you can define the root of the problem and fix it. 5. Show Consistency – Always be fair and consistent when dealing with your team. 6. Keep It Professional – No matter what happens, keep all interactions professional. Never take another person’s poor behaviour personally.

  12. Employment Law Briefing Document Everything – It should go without saying, but you need to document everything that happens. With a document trail in place it’s easier to verify facts. Documentation is a necessary thing to have if you need to fire someone. Establish Consequences – If the problem behaviours continue after the above steps, it’s time to establish consequences for negative behaviours and inappropriate actions. If things continues, it’s time to take action. And if all else fails...

  13. Employment Law Briefing

  14. Employment Law Briefing 9. Fire Them – If the difficult employee’s actions and behaviours affect their job, their co-workers, or the business it might be time to take more drastic measures. It’s never any fun to fire someone, but sometimes it has to be done.

  15. Employment Law Briefing 4. Toxic Employee Profiles to Lookout For?

  16. Employment Law Briefing Do you recognize any of these 8 toxic employee profiles from your office? • The Slacker – This employee never pulls their own weight and never gets any work done. • The Bully – No one likes a bully who picks on other team members. • The Gossip – It’s easy to start rumours, but hard to stop them. • The “That’s Not My Job” – An employee who isn’t adaptable or a team player will cause problems.

  17. Employment Law Briefing • The Mess – This employee is disorganized, constantly late, and inattentive to detail – and it directly affects his or her work. • The Emotional Train Wreck – When an employee continually shares their emotional baggage it can be draining on the rest of the team.

  18. Employment Law Briefing • The Know It All – When an employee always believes they are right, you’ll never get anything done. • The Yeller – People who yell, typically never listen and they make others feel bad in the process.

  19. Employment Law Briefing 5. How to Find the Right People for your Business? • To help you choose the right person for the job, here is a selection of questions to ask before making a hiring decision: • Will the job candidate fit in with your corporate culture? • Does the job candidate have the experience to do the job? • Did you identify any red flags during the hiring process?

  20. Employment Law Briefing • 4. Will the job candidate help drive your business to success? • 5. Does the rest of your hiring team agree with your decision? • 6. Is this really the best person for the job? • If you want to hire the best of the best, put the necessary time and effort into your hiring process. Your company’s success depends on it.

  21. Employment Law Briefing 6. Tips to Avoid HR Nightmares.

  22. Employment Law Briefing Apply these tips for hiring great employees and you’ll see a big change in who your company hires: • Hire For Personality Over Skill – Skills can be taught. Personality can not. Hire the people who exude the behaviors you want and then teach them the skills they need to be successful. • Be Patient – Patience is a virtue. Always take your time during the hiring process. Don’t rush it. Wait until the right job candidate applies or else you’ll regret it.

  23. Employment Law Briefing • Give Them A Test Drive – It’s easy to say that you can do something, it’s a whole nothing thing to actually do it. Always make sure that the person you hire can actually complete the work they are hired to do. A great way to explore this is with short term apprenticeships and internships. • Grow Your Talent Pool – Even when you aren’t hiring, you need to grow your pool of prospective job candidates. Then when you need a new person to come aboard you can reach out to the individuals that you already have a relationship with.

  24. Employment Law Briefing • Seek Out Diversity – A diverse workforce fosters creativity, reaches new markets, and offers new perspectives on how you operate your business. • Tap Into The Right Markets – Ensure that you advertise your job openings in all the right places. • Listen Carefully – During the hiring process, it’s more important to listen to what the candidate has to say than to tell them what they need to hear.

  25. Employment Law Briefing • Give Them What They Want – When you create an attractive workplace with the right perks, benefits, pay structure, and culture it will naturally attract the type of people that you want to hire. • Invest In Your Employees – Your employees are your greatest asset. Invest time and money to make them better at their job so they can take your business to new places. • Narrow The Playing Field – When sorting through resumes look for specific things. If a candidate doesn’t have what you are looking for, don’t hire them.

  26. Employment Law Briefing • Focus On Enthusiasm – Passion and enthusiasm are hard traits to find. If a job candidate is keen and eager, they are more likely to work harder to get the job done. • Know What You Want – When you hire people, you need to know exactly what skills, experience, and personality you are searching for. When you know what you are looking for, it’s easier to find it. • Get A Second Opinion – Never trust the entire hiring process to one person or one interview. Always consult your team and get their opinion before you send out a job offer. They may see something that you missed.

  27. Employment Law Briefing • Did you get what you came for? • Required info? • Extra info?

  28. Employment Law Briefing • What do you do now? • Protect your business. • Make the right decisions for your business moving forward. • Contact us for no obligation quotes – Breaking the Mould of Solicitors: • Direct dial – 0203 011 1601 • thushara.polpitiye@astutehr.co.uk • www.astutehr.co.uk

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