Getting to this point can be fraught with challenges for both the employee and employer. Many employers bemoan the complexity of employing staff. The law around employment and the industrial relations arena changes regularly, often with more regulation and increasing court-determined law.
When employing staff, organisations should consider the “lifecycle” of an employee – recruitment and appointment; managing performance during employment; training and development support; and leaving (in whatever form) the organisation.
During the initial phase of recruiting and appointing staff, think about the type of employment you and the staff member are agreeing to, and the rights and responsibilities of both.
During employment, organisations should actively “manage” staff members’ performance at work and in work-related activities. Without proactive approaches to performance management, celebrating achievements and addressing lack of performance, employers may find they spend a lot of time (which means money) “working around” staff members’ performance. This speaks directly to organisational culture and how everyone within the organisation works towards common goals.
An employer’s commitment to staff training and development is another important part of employment. Training and development should include technical and professional skills as well organisational culture and safety. A healthy workplace is not only a safe physical space but also a place where staff feel safe in a social and mental health context.
Ending employment is an area that can be particularly fraught with difficulties for employers. Where the employer is the one who decides that the employment relationship must end there are very important procedural steps that the employer must ensure it complies with. Organisations should seek professional advice regarding how to terminate an employment relationship to ensure compliance with the law.
Contact Faileen James for professional assistance in employing staff and terminating employment.