Effective Onboarding: What It Is And How To Do It

Got a new person joining your team?

Then you’ll want to make sure you have an onboarding plan in place.

Onboarding is a vital aspect of making sure a hire is successful long term. Having a plan in place can help your new team member feel welcome and comfortable from day one.

Of course, that will mean great things for the relationship they have with your business long term and the impact they can have on the workplace as a whole.

So, how do you master onboarding?

Well, first you need to understand how important it is, then you need to know how to effectively create an onboarding plan. Luckily, we are covering both of those things in this blog. So, just keep reading!

Effective Onboarding: What It Is And How To Do It

The Importance Of Effective Employee Onboarding

Every successful hire starts with a good onboarding programme! Why? Well, not only is onboarding the way to introduce your new team member to the environment they will be working in, but it is a critical part of the settling-in stage and helps set both employee and business up for overall success.

Here are some of the ways onboarding can help:

Improved Engagement

A well-designed onboarding process helps your new team member feel valued and supported. In turn, this can increase their engagement and satisfaction with their role (and your company). Of course, this is all round good news for you and the new employee, as you will both be getting the most out of the working relationship.

Increased Performance

Effective onboarding can help your new team member to understand their role and responsibilities. But, more than that, it also helps to clarify what is expected of them and what they should expect from your organisation. Having this clear grounding can lead to higher levels of productivity and better job performance as your new team member will have a complete understanding of how things work.

Reduced Turnover

Once you go through all the trouble of hiring awesome talent, you want to make sure you keep them! Effective onboarding can help retain your new hire by providing them with a positive first impression of your business and setting clear expectations from the outset.

Better Cultural Fit

We all know that a successful hire does not rely on skills alone. Cultural fit is a huge factor also. Onboarding helps new team members understand and align with your company’s values, culture, and norms. Having a cause to champion and collective goals to work towards creates a more positive work environment for everyone.

Ticking the Legal Boxes

Depending on the industry you work within, there will be legal requirements to meet with each role. Onboarding can help to ensure that new hires are aware of and understand important policies and regulations. Once they have a good understanding of the legalities, it reduces the risk of non-compliance and potential legal issues.

How To Onboard A New Team Member

Now that we know how valuable onboarding can be, let’s explore how to effectively onboard a new employee so that they can hit the ground running and you can maximise their impact!

Here’s the steps to follow:

1: Be Prepared

While you can follow the same basic format for onboarding new team members, the actual onboarding plan should be tailored to each role and each successful candidate. That way, you can acknowledge the different experiences and strengths that each person brings. Plus, you can ensure the specifics of each role are covered.

2: Set Up

Before your new employee arrives, ensure their workstation is set up with any necessary, equipment or supplies – that includes a desk, chair, computer, stationery, phone, tools etc. They should also have logons and access to all the software systems they will use along with any specific resources or uniform items.

3: Welcome!

Starting a role with a new company can be overwhelming and nerve-wracking. So, make sure their first day is a good one. Start on the right foot by warmly welcoming them and introducing them to their team. You’ll also want to conduct Manager meet and greets and explain the chain of command.

4: Comprehensive Orientation

Your new employee might know a little about your organisation already, but they won’t necessarily know about the parts that matter – the culture and your key values. Providing a comprehensive orientation that includes an overview of the company, its culture, policies and procedures, as well as an introduction to their role and responsibilities will set them up for success.

5: Assign a Mentor or Buddy

Consider pairing your new employee with a mentor or buddy who can provide support and guidance as they settle into their new role. It doesn’t have to be a manager or direct colleague. It’s better to get the right personal fit so that everyone feels comfortable.

6: Go on Tour

Now it’s time to go on a comprehensive tour of the workplace. This should include facilities like the bathroom and lunchroom, along with key areas within the company. Don’t forget, there will be a lot for your new hire to remember, so refreshers on where everything is, can be invaluable. If you work remotely or have a hybrid dynamic to your work environment, then your tour should be focused around the communication tools, channels and processes you as a business use to ensure success. In person is best so jump online and share your screen to ensure an interactive experience!

7: Training Material

Explain how their training programme will take place and make sure you include information about where the training material, Standard Operating Procedures, Health and Safety information and other resources can be found. Have an onboarding checklist ready to work through so that nothing gets missed.

8: Set Clear Expectations

Clearly communicate expectations for performance, working hours, and any other important details related to the role. This is also the opportunity to discuss flexible working conditions and locations, potential paths for advancement, and what the plan is for ongoing development.

9: 30, 60, 90 Day Touchpoints

Onboarding does not end once your new employee has been trained for the job. Schedule regular check-ins to ensure the new hire is settling in well and provide opportunities for feedback and support. Scheduling 30, 60 and 90 day check ins helps to provide a comms point during the ‘cone of silence’ gap when people are working out their trial period.

10: Encourage Feedback

Encourage your new employee to ask questions, provide feedback, and communicate any concerns they may have. This will help them to feel more involved in the business and can also help to point out any gaps you might have in your onboarding process.

Remember that plans are living documents and should be continually updated based on employee experience and feedback.

Want to ensure your new employees feel supported and valued when they start their new role? Then, chat with the Spice Gals about devising an effective and comprehensive onboarding programme now.


Future Proofing And Upskilling Your Team For The Year Ahead

The new year is always a great opportunity for a new start. 

It is a time when most businesses set goals. But this year, your goal setting might look a little different. 

2022 was a more challenging year than anyone anticipated. We were expecting it to be our return to normalcy and a time to find our feet again. 

Instead, it was something quite different. Many of us reached the end of the year tired and burned out. 2023 looks like it may hold a whole new set of challenges, so let’s explore how you can future proof your business and your team by having a people focused approach for the year ahead. 

Future Proofing And Upskilling Your Team For The Year Ahead 

Set Your Focus 

In previous years, your business goals were probably based on practical elements like growth and revenue targets. While you might still be setting these kinds of goals for 2023, it is also important to think about your key asset – the people element of your business. 

Everyone has experienced a rough couple of years. While Covid restrictions have been lifted, life has not returned to the way it was before. As a result, people are tired and they are looking for more in their lives than simply going to work to earn a living. So, you’ll need to keep this in mind when setting your focus for the year ahead. 

Your workplace should be a destination that people want to come to each day. Consider how you can make it a great, welcoming space and uphold a positive team morale. One way to do that is to build a focus on investing in your internal staff to retain the great talent you have. 

Here are some ways you can do that. 

Invest In Your Team 

If you have amazing people in your team, your 2023 focus should be retaining and developing that talent. Why? Well firstly, you want to keep that great team! 

Obviously, it is far easier to retain the amazing staff you have than it would be to hire new employees. Apart from the monetary cost to your business of advertising, hiring and training new staff, there is also an opportunity cost of losing great people. You may not be able to recruit others of the same caliber or those that work together as well as your current team do. 

Plus, investing in your team is greatly rewarding. Not only do the employees you know, like, and trust gain greater skills and further their professional knowledge, but they also become more productive, loyal and motivated. This can only mean good things for them and for your business. 

So, how do you do it? 

Upskilling For All 

In the last few years, it hasn’t felt as if there’s been much time for progression. The focus has been more about treading water and staying afloat to weather the current storm.  

With many businesses starting to look to the future, what do you want that to look like for your team?”

The answer should be a happy, healthy, empowered team who enjoy their work. Some of that comes down to creating a great team environment to work in. But, another element is the chance for progression. Now, that doesn’t necessarily mean promotions for everyone. Progression of skills and opportunities is also really attractive. 

Types Of Upskilling 

This 2023, factor in how you can upskill your staff. This can include team-wide skills training via workshops, conferences and training days. But, it can also include encouraging your staff to pursue individual interests via short courses and study programmes. These could be both free and paid courses to support the progression and growth of your team. 

A vital area to include in your training programme is financial literacy. While this might not be pertinent to an employee’s professional role, it will certainly help them in a personal capacity.  

Current economic predictions are quite bleak, so helping your team navigate the impending situation is not only responsible, but helpful for maintaining a calm workplace that is free from as much stress as possible. 

Training The Trainers 

Much of the internal training within a company falls to leaders and management. So, don’t forget to factor in training for the trainers!  

Of course, that means the usual forms of professional development that you would usually have in place for your leaders. But, it also means exploring what it means to manage a team in a post-pandemic environment. 

Consider what new ways of working mean for your company. Things like handling hybrid working and leading a remote team might be new for some of your management team. They might have leadership skill gaps that need plugging.  

Implement training and development to address these areas and support them to confidently lead hybrid or remote teams and everything that comes along with working in 2023. 

Ready to tackle 2023 head on? As we mentioned above, this year is likely to be a lot more people-focused than in previous years. You may find you need to revisit your HR policies and procedures. 

If you need help with policies and procedures, upskilling, engagement or any other HR related questions the Spice Gals are here to help you

What The “New Normal” Means For The Wellbeing Of Your Team

Wellbeing in New Normal

With everything that’s happened in the last year, it’s safe to say that wellbeing, life – and work – as we know it has changed. Every month that passes shows us how unlikely it is that things will return to exactly the way they were.

Business looks different, work-life looks different, and these changes aren’t so temporary anymore. That means it’s time to progress out of survival mode and into thrive mode.

Organisations need to look at workplace trends and think seriously about where they should be investing their time and energy. We need to think about staff wellbeing in the context of the “new normal”, how we can retain a cohesive team environment in these times of change and uncertainty, and how to prepare for the “next normal”, whatever that may be.

We know it can be overwhelming, but keep reading for some guidance on where and how you might want to start focusing your attention.

Workplace Trends Post-COVID-19

We know the pandemic is still here, but the immediate shock of it is passing. Businesses and individuals have begun to accept how things have changed, and we have all had some time to sit down, breathe, and take stock of how much has happened in the past year.

So, what’s next?

Time to review how well your team and organisation have adapted to physical distancing/remote working, and look at the trends for 2021 and beyond. Here’s an overview.

Remote working has increased

Well, duh! Yes, clearly, any organisation with the capability to implement remote work has done so.

But what’s interesting to note is that many will continue to explore and experiment with hybrid work/remote work even once the pandemic is under control. The “office” as we knew it will probably never be quite the same again.

Increased data collection

More employers are making use of technology to monitor their employees. Everything from productivity and engagement to wellbeing and employee experience is being tracked and analysed to create safe, productive, and innovative workplaces.

Increase of contingent workers

Many organisations are reducing the number of full-time employees and hiring contingent (freelance/gig) workers instead. This allows them flexibility and helps save costs but may lead to confusion around performance management as well as a loss of team cohesion.

Emphasis on the employer’s role in wellbeing

The pandemic has seen employers playing a vital role in the health and wellbeing of their employees. The emphasis has been on the ability of businesses to provide sick leave, financial assistance, flexible hours, and support for the wider community.

A move from efficiency to resilience

Pre-pandemic, the big focus was on efficiency. Now, the emphasis is more on building resilience in processes and organisations. Systems must be responsive and flexible to adapt to rapidly changing circumstances. Employees must be adaptable and have diverse, cross-functional roles that can navigate change.

What Thinking Do We Need To Alter?

The trends reflect the changes that most organisations have experienced. That is a move away from traditional workspaces and systems, and an increasing emphasis on strong, resilient, flexible teams and processes.

This is a defining time for all of us: how we respond to the trials of the last year will impact the future. And while things have been challenging, this moment in time presents a range of opportunities for businesses.

  • Choose to be innovative. Strive for more resilient teams instead of trying to recreate what no longer works.
  • Embrace the possibilities provided by hybrid and remote work.
  • Introduce initiatives that bolster the wellbeing of your people.
  • Find new ways to create and control your corporate identity and employer brand post COVID-19.

 What Does Team Building Look Like Now?

When it comes to HR, one of your biggest challenges will be rethinking team building. With social distancing and hybrid work now par for the course, team bonding and culture development won’t happen quite so organically.

So, how can you provide spaces and opportunities for your team to bond away from the lunchroom and water cooler?

By behaving with intention and thinking outside the traditional office box.

Here are a few examples:

Host team huddles

Connect your entire team by having a regular online “huddle”. This could be for 15 minutes every morning to check-in and connect, or twice a week – whatever works for your organisation. This is not a formal meeting, but a time to chat, catch-up and check-in with one another.

Schedule virtual meet-ups

People need one-on-one time as well as group-bonding. One to one personal meetings are perfect for that. Facilitate online meet-ups for two people to chat and get to know each other better, or build on an existing established relationship.

Keep the game time going!

When our levels dictate that laser-tag or mini golf are a no-go, there are still plenty of games that can be played virtually by your team. Schedule some fun virtual activities that everyone can attend during a lockdown. Things like quizzes or online escape rooms are perfect.

Learn together

Successful teams learn new things together. Set up virtual workshops and webinars to promote professional development and facilitate online group learning.

Using Extended DISC To Get A More Informed Plan

A remote or hybrid team isn’t doomed when it comes to bonding or performance. In fact, research shows that remote teams can perform better than in-house teams if they are managed in the right way.

Extended DISC profiles can help managers understand the work style and personal preferences of their team members. They provide you with valuable insights into the best ways to manage individuals and bring them together.

You will learn how much support and contact each team member requires from you and what kind of work they respond well to.

If we have learned one thing from COVID-19, it’s the importance of a bonded, resilient team in navigating change. Challenges can bring people together or push them apart. The stronger your team is, the stronger your business is.

Regardless of what comes next, Spice HR is here to help you and your team navigate the new normal and prepare for what’s next. If you’d like advice or support about how to move forward, contact us for a chat today.

What Do New Year Resolutions Look Like This Year?

What Do New Year Resolutions Look Like This Year?

At times it felt like 2020 was never ending. Finally, the time has come to farewell that crazy year. But just because the calendar has flipped to a new number, that doesn’t mean everything is going to magically return to the old normal! For many people, life and work look very different from this time last year. So how should we approach this year? What new year resolutions should we make, if any, and how do you approach leadership when things are still so changeable?

Don’t fret; Spice HR have your back and are here to help guide you into the months ahead. So let’s dive in boots and all.

Grand New Year Resolutions

For many people, the New Year becomes the opportunity to assess their lives and set new goals. Perhaps they will think about a new job, going for a promotion, or reassessing their current career path.

This may still be high on some of your employees’ list of resolutions, but other factors may have more sway than in previous years. With so many working remotely, changing their working habits, or experiencing higher amounts of stress than usual, employees may be prioritising things like work-life balance, flexible work hours, health and wellness.

For organisations, now is a great time to reflect on what worked well and what didn’t. It’s a great time to revisit goals and values and decide what should be carried through and what should be laid to rest in 2020.

Why not set a few New Year’s Resolutions for your team? These resolutions can help shape your HR priorities for the coming year and provide focus to the organisation. Think about things like:

  • Ensuring diversity and inclusion in the workplace
  • Attracting and retaining valued employees
  • Encouraging and supporting health and wellness
  • Supporting learning and development
  • Changing your approach to performance management

Communicating Missions, Vision and Values in Uncertain Times

Okay, we know a lot has changed in the space of a year, but some things remain the same. Effective communication is still a top priority, regardless of whether times are calm or rocky. And communicating well comes back to the basics of trust, transparency, candour and empathy.

Leaders have had a crash course in crisis communication this past year and will need to continue honing and developing those skills for the months ahead.

One way to unify people in uncertain times is to reconnect them with the organisation’s missions, visions and values. Hard times can create chaos in teams, but with the right leadership, they can also build stronger team bonds and enhance culture.

Whilst we need to acknowledge that there may well be more unknowns to come, reminding employees of the bigger picture is key. If your organisation is connected to a strong mission and purpose, this is reflected in resilient, hopeful individuals who are capable of looking past the short-term confusion and focusing on the long term mission as a whole.

Motivate Your Team for a Positive New Year

As at any time of year, managers must lead by example. Positivity is vital, but try and strike a balance – over the top rose-tinted glasses aren’t called for: be upbeat but keep it real.

Leaders that project confidence and resilience can help their teams navigate uncertainty. Draw on what you and your team learned last year. Take time to celebrate the wins, acknowledge the challenges, and be transparent about the strategy for this year.

Get Ahead of the Game

If you spent most of 2020 feeling like you were on the back foot, you are not alone. But 2021 doesn’t have to be quite so confronting! With psychometric testing using extended DISC, you can get ahead of the game and start 2021 with a positive communication plan, along with a leadership and development pathway for every employee in your team.

This system helps you manage the different personality types in your team, effectively improving self-awareness, communication and teamwork.

If this sounds like a great way to kick off the New Year, contact us at Spice HR to find out more!

How To Handle Working From Home

How To Handle Working From Home

How To Handle Working From Home

Even before 2020 brought us a global pandemic that changed everything, an increasing amount of people and businesses were embracing remote work.

After all, there are many positives to working remotely. Working from home provides flexibility, can help improve productivity and provide a healthy work-life balance.

But it’s not all sitting around in your pyjamas tapping away on your laptop! Remote work brings a host of challenges. This is particularly true if businesses have needed to pivot rapidly to adjust to new restrictions.

Whether you are a remote working pro or new to this whole work from home gig, we’re here to provide insight on the benefits and challenges of working from home remotely, plus give you some tips on how to stay productive and help your team adapt.

The Benefits Of Remote Working

For employees, the benefits are numerous. No more jumping out of bed and skipping breakfast to sit in traffic every day. Life is just better when you have a little extra time. Instead of arriving at work frazzled, you can sit down fully-fed and raring to go!

Stress levels tend to be lower as the work-life balance improves. You have more control over your work environment and can make it as pristine or messy as you like. There’s the option to work outside your “office” set up in cafes or co-working spaces (or during times of restrictions, your deck or backyard!). And best of all, your schedule can work around your lifestyle.

Employers get benefits too, such as improved employee retention, access to a wider pool of applicants when hiring, lower costs in office space, and increased employee productivity and performance, according to a range of studies.

Things To Be Aware Of

It’s not all roses and rainbows, particularly for those not used to the remote work lifestyle.

If you are a people person, working out of the office environment can be a little lonely. More effort is often needed to build a sense of community, camaraderie and engagement. The lack of interaction and human connection can be difficult for some people.

Not to mention, there are a ton of distractions at home to contend with. For those that are not used to it, there’s likely to be an adjustment period needed. You may find you aren’t that productive for the first week or two, until you find your groove.

How To Stay Productive When Working From Home

It can be very tempting to be distracted by the fridge, the couch or the call of Netflix when you are working from home. But they are all going to impact your productivity. Stay on task by following these guidelines …

  • Set up a space. Yes, it’s tempting to work from bed, but this is a no-no. Set up a dedicated workspace – whether it’s a dedicated desk space in your spare room, a stand-up kitchen bench or a corner of the dining table or bedroom.
  • Get dressed! At least, change out of your night PJs into your day PJs!
  • Set a schedule and stick to it
  • Eliminate distractions: use apps to block social media for set periods, and do not watch “just one episode” on Netflix!
  • Take regular breaks, get some fresh air, and clock off at the end of the day – don’t be tempted to work all day every day.
  • Have allocated work time. Now, this doesn’t mean you need to follow the 9 to 5 grind. If you are an early riser, then get in a couple of hours before your household wakes up. Likewise, if you are a night owl, maximise those hours too.
  • As well as that allocated work time, have allocated family or rest time too. That way, you will have a nice balance to fill your week.
  • Have a list of three tasks that you must complete each day. This will keep you progressing on the most important things on your To Do List.

How To Manage Remote Workers Effectively

Managing a team remotely is not the same as managing one in the office. You can’t pop your head into someone’s office or drop by their desk for a quick chat.

But, it is possible to still manage them remotely…

  • Provide clear expectations for communication. Do you prefer staff to email, text, or chat? Will you communicate with the wider team through video calling or mix it up and also use online tools like Slack or Trello? How should they connect with others when something is urgent? Clarify these guidelines for everyone from the outset.
  • Keep up the one-on-ones. Group video calls are great to maintain team cohesion, but ensure you schedule regular one-on-one chats with each employee.
  • Use multiple channels to communicate. Tools such as Zoom, Slack, Trello, Google Suite, Facebook Teams and more are great for planning, delegating, and keeping in touch.
  • Trust your team. Keep in touch and be available, but avoid micro-managing. Using some of the above collaboration tools will help you keep tabs on the work being done without becoming overbearing.
  • Proactively facilitate socialising. Arrange after work video drinks, breakfast catch ups, or allow extra time at the beginning or end of group video chats to catch up and bond.

While there are many benefits to working from home remotely, it can be challenging if it is thrust on you without warning. This is the case for many of us in the current situation.

An important thing to remember is to stay in touch with your experts throughout this period (and beyond!). Even though this new working situation is uncharted territory for many businesses, you still need to ensure you are adhering to process and legalities.

If you have any questions, queries or concerns about how to provide the best environment for your people during these times, then get in touch with the Spice Gals. We are operating from home during the Level 4 lockdown period and are more than happy to help you navigate these uncertain waters.

How Is HR Different Today Than It Was In 2010?

How Is HR Different Today Than It Was In 2010?

How Is HR Different Today Than It Was In 2010?

Let’s ponder this: How is HR different today than it was a mere ten years ago. Even though it feels like the blink of an eye for many of us!

We have seen the meteoric rise of social media and the rapid advancement of technology. The millennials are well and truly grown up, and Generation Z is entering the workforce hot on their heels.

The way in which businesses manage and interact with their employees has had to transform to keep pace with this new culture. HR still deals with people, but the fundamental values and trends have evolved.

Let’s look into the key differences in how the approach to HR has changed in the last ten years.

A More Individual Focus

A decade ago, employee benefits tended to be “one-size-fits-all,”.  But, this has given way to a more individualised and flexible style today.

Not every employee wants or needs the same perk: while one person might value daycare facilities and family health insurance, another might prefer a remote work schedule or training and development incentives.

Employers know they need to understand individual employees’ needs if they want to earn their loyalty. So, they offer a more individualised approach to employee incentives.

More Informal Performance Reviews And Feedback

Performance reviews used to be a massive task that no one enjoyed. And they weren’t overly effective.

Thankfully, the annual, formal (and let’s face it, often tedious) performance review process is fading into obscurity. To replace it, companies are using a more flexible, frequent, and casual approach that values timely and useful performance-based conversations.

This allows both employer and employee to have open lines of communication, giving credit when it is due and addressing any issues as they arise – not 11 months down the track when they are no longer relevant!

The Rise Of The Gig Economy

In the days of the Boomer, the best way to get ahead in life was to stick with one company and work your way up the career ladder. You will see this less and less in the following generations. It is thanks, largely, to the rise of the gig economy.

Few people stay in one organisation for decades, and many even change fields several times throughout their working lives. Different experiences are more valuable to millennials than staying in one place for years.

HR has responded by providing remote positions or flexible work schedules – a trend that will only increase in the coming decade. To encourage employees to stick around longer rather than seeking new experiences elsewhere, businesses are providing purpose, variety, and growth opportunities within the existing job roles.

The Evolution Of “Culture Fit”

In the early 2010s, the buzz was all about culture fit: namely, how well an individual would slot into the company’s culture. There is less of an emphasis on this now. Businesses are more interested in a general alignment of values and intention.

It’s more about how a candidate can enhance a culture, rather than how they can fall in line with it.

A Focus On Employee Experience

Employee wellbeing is much more valued than it was ten years ago. Workplace wellbeing and employee wellness have a significant impact on productivity and profitability, which most organisations now recognise.

As technology makes it easier for us to communicate and work from anywhere, the lines between work and home have become increasingly blurred. This can lead to overwork, overwhelm and stress. Today’s HR departments acknowledge this transition and encourage work-life balance in a variety of ways.

Employee engagement is prioritised, and HR strives to ensure that employees have a positive experience within the company – from the onboarding process onwards.

In such a fast-paced world, it can be hard to keep up, particularly as technology advances in leaps and bounds. “Bots” can replace people, and AI can facilitate work processes, but there is still a need for compassion, adaptability, and understanding in the modern workforce. This is obviously an area where Human Resources can continue to shine.

If you want to shine a light on your practices and move with the current HR trends, then get in touch with us here at Spice HR.

Tackling The Beginning Of An HR Decade In Your Business

Tackling The Beginning Of An HR Decade In Your Business

Well, a new decade is underway, and you know what that means, right?

Yep; it’s now been nearly 30 years since the Spice Girls hit it big!

How time flies, it feels like just yesterday that we were listening to them (maybe that’s because it was!)

Our favourite 90s girl power band were together for less than half a decade. Poor planning, perhaps? Don’t let their tragic end be the fate of your business.

The dawning of a new decade is the perfect time to start with a clean slate, plan some long-term HR objectives, and get to work on powering towards your goals. 

Begin With The End In Mind

Someone once said that every minute spent organising is an hour earned, and we couldn’t agree more. Every successful business works from a plan, and yours should be no exception.

When you and your team are clear about the priorities for the months and years ahead, you have structure, direction, and a shared vision that just makes everything flow.

Review your company’s vision, mission, and strategy, come up with SMART objectives, review past successes and failures, and you can start charting your course to success.

Ten-Year Planning

Granted, it can be daunting for any business to try and come up with a ten-year plan. In most industries, it is impossible to predict global trends or events that might impact how things go.

Staying on top of the latest research helps, but a ten-year plan will need to be flexible and adaptable.

However, when it comes to HR, it is a little more manageable to come up with a plan for the next decade. You may already have a general idea of which key employees may retire or move on. That means you can develop a succession plan complete with training and incentives to retain and attract high-performers to keep things running smoothly.

Snack-Size Your HR Objectives

“Plan in decades. Think in years. Work in months. Live in days.” We love this quote from Nic Haralambous. It perfectly sums up how you should approach your long-term business goals.

While it’s hard to imagine what the world will look like in ten years (let alone your life), it is relatively simple to predict the next 12-24 months.

After all, it’s what you do in the next year or two that will impact that ten-year plan. Take those ten-year goals and chop them up into annual objectives.

From there, divvy those goals up into bite-sized monthly and weekly plans. This is your best way to make 2020 a stepping stone for a successful decade.

Communicate Your Mission, Values, And Objectives

Great, so you’ve done the hard work and know where your ship is sailing to for the next decade. Now it’s time to let the crew in on the plan. After all, your map is nothing if you don’t give it to the people helping you navigate.

Here’s how to effectively communicate your strategy to all employees, both existing and incoming:

  • Summarise it into easy to digest, bite-sized, consumable snippets of information
  • Tell a story to create purpose and vision
  • Make the strategy part of everyday company culture
  • Clarify every individual’s role in achieving objectives to ensure buy-in
  • Check-in regularly with your employees to review the mission
  • Engage employees in the strategic process
  • Align individual goals with broader business goals
  • Acknowledge and reward progress
  • Keep everyone updated on where you stand in relation to your objectives
  • Walk the walk at all levels

The beginning of a decade is an exciting time. The years stretch out ahead of you and you can take steps to control the outcome of those years now.

Any good business is only as strong as its team members. Ensure the success of your business with the right people culture. Get in touch with the Spice Gals today to help ensure your HR practices are on the right path for future success.

Why Good Communication Is So Important

Communication begins the second we’re born.

We soon discover that making loud noises usually gets us what we want! Hopefully for most of us, our communication skills become much more advanced from then on. Though, you may meet the odd person who seems to still operate on this premise.

In business, as in life, communication is essential for survival. Done effectively, it helps your team be happy, creative, and productive.

Think about all the positive attributes you want your team to possess – trust, loyalty, efficiency, passion for the job (and the business as a whole), and commitment. Good communication is essential in creating each of these factors.

Let’s dive a little deeper into why good communication is essential to your business.

Why Good Communication Is So Important

Creating Buy-In

If an employee doesn’t understand or buy-in to the values and purpose of your organisation, they are unlikely to go the extra mile in any aspect of their role. So basically, you end up with someone who clocks in and out and does the bare minimum.

However, when you are able to effectively communicate your company’s “why,” you start to build a sense of belonging.

When employees understand how their role contributes to the bigger picture, they will take more pride in their work and serve as powerful advocates for your business. The side effects of buy-in include engagement and loyalty.

Increasing Productivity

Productivity is a key component of a successful business. Without being productive, you and your team are just wasting your own time… and company time.

One sure-fire way to increase productivity is to work on communication within your organisation. To do their job well, employees need to understand what is required of them. With the right information, they can do that job faster and more effectively.

Foster A Positive, Happy Workplace Culture

Nothing builds resentment faster than not listening to your employees – which equates to not valuing or respecting them. Communication is not a one-way street that only goes from the top-down. You must allow two-way communication. That means giving employees an avenue to voice their ideas and opinions without fear of being shut down.

It’s incredibly empowering for people to trust that if they bring a concern or idea to a manager, they will be heard. And who better to know how to improve the way things are done within your organisation than the people doing them!?

Building Cohesive Teams

Small issues can quickly develop into major HR issues in a workplace environment. Good communicators know how to listen without overreacting, which is essential in preventing misunderstandings and conflict.

Teams that work well together naturally create good morale, which, of course, is great for productivity!

Inspire Innovation and Creativity

When you encourage everyone in your organisation to openly share ideas, you foster an environment of innovation and creativity. Your employees are your biggest asset. They know the business inside out and potentially have so much to offer.

But if you make them feel as if their voices aren’t important, they’re not going to share these insights with others. Instead, foster an environment of open sharing. You never know what your team might come up with!

Building Trust

Trust is hard to earn and easy to lose. Trust affects engagement, culture, and ultimately, productivity, so you don’t want to lose it. Communicating clearly helps managers to be transparent, which in turn builds trust throughout the entire organisation. Down the line, this translates to transparency and trust among your customers and clients.

Encouraging multi-directional, good communication within your teams shouldn’t be an afterthought. It should be one of the foundations of your business strategy. If this is an area you think needs some work, trust us –it’s well worth the time and effort to improve.

Luckily, the Spice Gals are here to help you develop great communication within your business. Get in touch with us today if you want to discuss the power of communication further.

What is the Gig Economy?

Today’s workforce is a different beast than it was even one generation ago. The rapid advancement of technology and the power of the internet has transformed the way many people approach their careers.

It is interesting to think that digital nomads and remote workers will soon outnumber traditional office workers. This will create the “gig economy”.

What is the Gig Economy?

Well, it is a marketplace where people choose the freedom of short-term contracts or freelance work over permanent jobs.

With an estimated 35 percent of the US workforce and up to 70 percent of Australians working remotely at least some of the time, most businesses will be faced with a mixture of in-office staff and gig workers.

So what does it all mean?

For a start, it will provide some new challenges for managers as they adjust to a rapidly changing and flexible workplace and juggle the different requirements of each type of worker.

But it’s not all bad! As they say, variety is the spice of life! Learning how to manage your entire team — remote or otherwise — will enhance your communication and management skills.

Let’s dive in and look at some tips on how to integrate the freelance or remote members of your team.

Be Available

In a physical workspace, it is easy for workers to pop in and see you, stop you in the hall to ask a question, or catch up with you over lunch. But if you aren’t in the office, you don’t have those opportunities. Instead, you will need to make a conscious effort to ensure your remote workers have a similar level of access. Do this by responding to messages promptly and make yourself available as much as you reasonably can.

Stay in Touch

Don’t get sucked into the “out of sight, out of mind” mentality. Your remote employees still need to feel included and important in order to be engaged and invested in their tasks and your business. Set up short daily check-ins and longer catch ups at a time that suits you both. If your worker’s feel like they are less important or forgotten about, you will find it hard to get the level of buy-in you are after from them.

Upgrade Your Tech Tools

There is no excuse to have poor communication, even if your team are spread all over the globe. With excellent collaboration tools to keep everyone up to date and engaged with projects, nobody needs to be excluded. Try applications like Slack, Trello, or Google Hangouts to enhance the efficiency and organisation of your team.

Forge a Connection

Positive work relationships contribute hugely to employee engagement. Think how much more you enjoy going to work if you have some good workmates to interact with during the day. Remote workers often miss out on this kind of camaraderie. Put some effort into building personal connections with your freelancers. Instead of being all business during your catch-ups, take the time for some meaningful small talk.

Get Some Face Time

A vast amount of communication between people is non-verbal. We pick up cues on mood and hidden nuances through facial expressions and body language. Sometimes, emails or online messages can be misinterpreted. But it is not always possible to get face to face with people. Thankfully, technology comes to the rescue again! Schedule video chats with your remote workers regularly to overcome these hurdles.

Using the Gig Economy To Your Advantage

The emerging gig economy is great for business. It means you can hire the skills and expertise you need in the here and now. By using digital nomads or freelancers to cover high season or specific projects, you won’t need to employ unnecessarily.

Making your workplace an attractive place for remote workers means you can attract the best of the best from around the globe. You may need to adjust and upgrade a few practices, but the effort you put in will be reflected by the commitment and engagement brought to your business by your entire team.

If you are intrigued to know how you can utilise the gig culture in your business, we’d love to help. Book a time to chat with us face to face, by phone, or by video call today!

How to Complete Effective Performance Reviews

Do you groan when the time for performance reviews roll around?

You are not the only one!

Shocked? We didn’t think so. Managers and employees alike dread the traditional annual employee review, which has persisted throughout the business world for decades.

What might surprise you is that the traditional way of conducting staff reviews is not only a total drag, but it is ineffective, if not downright bad for business.

Research shows that a whopping 30 percent of performance reviews actually decrease employee performance. Oops!

But just because the old style of review has become irrelevant to a modern workforce, it doesn’t mean the process should be scrapped entirely. There are plenty of ways to reinvent and adapt your staff reviews so that they are quick, easy and infinitely useful for your employees and the business.

Here is what you can do…

 

How to Complete Effective Performance Reviews

Give Prompt and Regular Feedback

Scrap the idea that performance reviews should only happen once a year at a formal sit down. There are so many reasons this idea just does not work, such as:

  • It is difficult to summarise a whole year in one review, especially if items you want to discuss took place months ago
  • It is stressful for all parties
  • Feedback is commonly only from one person (who may be unwittingly biased)
  • There is little feedback or follow up during the year
  • Managers suffer from “the recency effect” (only recollecting events from the last few months rather than the entire year.)

Staff reviews should be about coaching and developing your staff, not just reviewing past performance. Employees want immediate feedback – even if it is negative. The quicker you can provide feedback, the more likely it is that you can change (or reward) behaviour – resulting in a higher performing individual.

 

Mix It Up

You don’t have to trash the entire concept of the annual staff review. When combined with regular informal catch-ups and slightly more in-depth quarterly conversations, it can be a valuable tool to sit down with your employee and renew their goals and aspirations for the year ahead.

Just make sure it is supplemented with those regular catch ups!

 

Ditch the Numbers

Trying to condense an entire person’s work ethic, success, challenges, goals and behaviours into a single number or rating is not only one-dimensional, but it is also ineffective. Numbers tell you very little about the growth or development of an individual.

Instead, focus on capturing information in a more expansive way. Don’t be limited by a score. The key is providing honest feedback on all areas of their performance. You can tell very little from a number on a page. But real constructive feedback can work wonders.

 

Keep It Positive

It is no surprise that 90 percent of employees are more motivated by positive feedback than “constructive feedback.” Managers who are afraid of conflict might save up all their unpleasant conversations to have at a performance review – preferring to get it all out of their system in one go. But a staff review should focus more on the good than the bad.

Take note of all the good things that your team do. Not just their work, but their attitude around the office, how they help their colleagues, even if they pitch in to clean up the break room. Positive reinforcement is really helpful and will help make performance reviews so much more manageable.

 

Look Forward, Not Backwards

If you are providing feedback to your staff on the spot as it is needed, then reviews can be used more as “previews.” Spend time with your employee creating goals and objectives, rather than spending an hour rehashing old material.

That switches the focus from the past to the future. Talk openly about their goals for the year if they want to upskill and if there is the chance of more responsibility and progression. They will leave feeling energised and ready to take on the year head.

 

Listen Don’t Lecture

This is a conversation between two people. And part of being a good conversationalist is to listen openly. Allow your employee to lead most of the discussion, and listen more than you speak. This shows them that you respect and value their opinion. It will ensure they feel a valued member of the team.

 

Include the Rest of the Band

Studies show that often, reviews and ratings are more reflective of the person doing the rating than the person being rated. Translated, that means the manager may have biases (even if they’re not aware of them). To avoid this, and get a well-rounded, more accurate insight into a person’s performance, bring in peers and other managers, or even request customer feedback for a 360-degree review.

 

If you are still groaning and scratching your head about the performance review process then feel free to get in touch with us here at Spice HR. We can help you to establish a review process that works for your workplace. Drop us a line today.