EVERYDAY HUMAN RESOURCES
Reduce absenteeism, increase employee retention, save costs
When the burden of HR BAU starts to drag everyone down, you know something is going wrong. Your HR Management processes, techniques and strategy needs an overhaul.
You’re constantly holding Return to Work meetings, buying your best people off with undue payrises and managing conflicts between Line Managers and team members.
Help us help you reduce absenteeism, increase employee retention and ultimately save costs.
Everyday HR is about managing the good, the great and the ugly. And when it comes to the ugliest of people related problems, situations and scenarios, it’s time to call in the pros.
Handing over the baton of everyday HR Management
Let’s say you have an issue in one particular team with ongoing absenteeism. The Line Manager is struggling to uncover the ‘why’ and the problem is escalating, costing you in money and time. You need help, but calling in external support seems a little extreme. You want to handle it. You don’t know how to.
Step 1: Call us and tell us what the situation is. We will normally ask for documentation to ensure everything is as it needs to be.
Step 2: We will give you a variety of suitable options.
Step 3: You then decide on the option that’s right for you.
Step 4: We will then provide you with a comprehensive script, some coaching and any follow up documentation that you need to finalise clear, concise and clever HR Management of the situation.
Improve employee retention
Losing sleep over how to keep your best people? Desperately trying to save the costs of ongoing recruitment? Have you considered the cost of a bad hire? Have you analysed your onboarding process to understand why and when people leave? Do you even hold the data extracted from exit interviews? Is your staff turnover figure really a problem?
Improving employee retention is part of a three point strategy:
• THE WHY: what’s their reason for leaving? Lack of progression? Poor line management? Benefits package?
• THE WHEN: what’s the drop off point? Are people leaving in week, 1, day 1, year 1 or year 5?
• THE HOW: when you know the answers to the above, then we tackle the solutions.
HOW we could have made them stay. It may be a Reward and Remuneration review, a redesign of your Onboarding Process or an overhaul of your Learning & Development offering.