What Every Startup Needs to Know About HR

For startups, HR concerns are usually at the lower end of the priority list. But as small companies grow, being prepared to tackle these concerns before they become problems is key. While many small business founders believe they have the expertise to handle any HR issue that may come their way, the reality is that there is much more involved. Taking time to review, define, and strengthen your HR policies is a fundamental and important aspect of any business.

Watching What’s Said

Sometimes with startups, it’s easy to have a casual, laid back atmosphere that focuses more on getting the job done than on complicated rules. However, even in an environment like this, you’ll want to be sure to lay clear ground rules for the types of conversations that are allowed. This way, your employees won’t be tempted to violate any workplace laws regarding what they say. In addition, this is also a good way to keep you accountable as well.

Recruiting and Retaining Talent

Another area to be aware of is recruiting. Often, startups begin hiring employees that align well with their personalities. However, it’s important to keep in mind that in any organisation, differing personalities lend themselves to solving different types of problems. By being mindful of how you’re creating your teams, as well as the culture you’re conveying, you’ll be able to bring in and keep talented staff. In addition, your staff will better mirror the needs of your customers, who are likely equally diverse.

Communicating Expectations

Making sure to regularly follow up with employees helps give them a sense of direction. You’ll also want to focus on having clear communication, so that you can express all your expectations to them. Instead of leaving them in the dark, guessing what they need to do each day, define their tasks and responsibilities on paper. Once you’ve shared these with them, you can be confident that they’ll rise to the occasion while you’ll be able to keep them accountable as well.

The Hidden Politics of the Workplace

Sometimes it’s easy to think that because a startup might be smaller that there’s no office politics going on behind the scenes. Nothing could be further from the truth. In most groups of any size, secret alliances can be forged, gossip can spread, and people can jockey for control. By recognising workplace politics, you’ll be able to more directly identify issues.

Share Relevant Information

In addition, you’ll want to focus on being up front and honest in all your interactions with your employees. Nothing hurts morale more from an HR perspective than not sharing relevant information with your staff.

This doesn’t mean that you have to tell them every detail. Many employees are less interested in the day-to-day financial situation of the company than they are in knowing that their job is secure. Fill your staff in when a decision or issue directly affects them, and they’ll greatly appreciate it.

When to Fire Someone

As a startup, it can be easy to fire someone merely because you’re having a bad day. Instead, make sure to keep things in perspective. What matters most is whether or not they’re doing their job, and displaying a trend of a good attitude. If they’re faltering in these expectations, be sure to sit them down and let them know what needs to change.

Most employees’ will immediate correct their course, and you won’t have to worry about paying to train a new hire. If, however, after several discussions over time, the person is still not meeting expectations or they’ve displayed insubordination, it’s time to consider letting them go.

Make sure you have another employee or manager in the room with you when you fire them. Don’t make it personal or apologise, as this will raise the emotional stakes of the interaction. Inform them politely, give them a moment to process, and then walk them out.

The Job Done Right

Finally, make sure you have the right tools for the job. You may want to look at getting some human resources software from  cascadehr.co.uk  and possibly browse some books on the subject. This way, you’ll have resources to draw from for your HR concerns.

Remember, being a startup doesn’t mean you have to forgo great HR solutions for yourself and your staff.