Succession planning is a useful exercise to carry out for any business. Obviously, the scale of the exercise will vary dependent on the size of the employer, but it is certainly a helpful way to future-proof any small organisation in terms of roles and skills gaps.
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As we inch our way back to some kind of normality it is clear remote working is here to stay and this article provides some thoughts as to how businesses can ensure remote workers feel part of a company’s culture.
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Flexible benefit arrangements are now something that are much more accessible for SMEs and are a realistic option for small employers who want to improve their benefits offering to ensure it best fits their workforce profile and meets their objectives of attracting, retaining and supporting good employees.
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There are ways to reduce the costs of training, but actually, although most business owners do have a general sense that training is a good thing.
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When money is tight in a small business, it can be tempting to dismiss exploring extra benefits or perks to offer your employees, on the basis that you feel you should prioritise paying competitive salaries.
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Perhaps you think due to the nature of what your employees do, a bit of stress is inevitable or even a good thing? You may be right, but it’s worth taking some time to consider whether stress is an issue in your business and addressing it if so.
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Probationary periods are used by employers of all sizes for new recruits, usually for either three or six months. They can be extremely valuable if used well, bringing structure to the early days of a new hire’s employment, and prompting decisions about whether there is a good fit.
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If you’re planning to organise some Christmas festivities for your employees, thinking about some of the potential pitfalls and how to avoid them is a good idea.
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