Article written by Simran Lalli, Solicitor, Employment department
2023 is underway and despite being just a few days in, we are aware that many New Year’s Resolutions may have already been a mere aspiration rather than a reality. In this article, we look at five tips that HR professionals, business leaders and managers can adopt in 2023.
1 – Revise your company values/mission statement
Company values identify what your business stands for and establishes the tone for your company. Company values help clients and customers when forming business relationships as they often choose to work with businesses that share their values. Core values also play an essential role in attracting, recruiting, and retaining the best talent.
Have you stopped and thought about prioritising employee wellbeing? During 2023, why not take a look at your current values and mission statement to ensure they are motivating but most importantly of all, they are relevant in today’s commercial world.
2 – Update your business plan
The start of a new year is a good time to review your business plan and determine if any changes ought to be made during 2023. A business plan provides a roadmap for the firm with key performance indicators and deliverables to measure whether things are on track, both short term and longer term. Revisit the plan at least quarterly and consider having it as a working document that is regularly reviewed and updated.
3 – Review your hiring processes
When did you last look at your hiring procedures? Recruitment is one of the key aspects for HR professionals and there can be a number of pitfalls to look out for when it comes to hiring new staff. Consider making it a mission for 2023 to examine the process throughout the year to ensure it is fair and a successful experience for both the hiring managers and candidates.
4 – Assess your company culture
In the aftermath of the COVID-19 pandemic, some companies are still adapting to the commonly used phrase, “the new normal”. This can have an impact on company culture where some are feeling a disconnect while others revel in the ability to live further from the office yet remain an integral part of the team. Try to make time for ‘enjoyment’ to help remote employees feel more connected – team building initiatives can help here.
Adopting a “people first” culture valuing your employees as your most valuable asset could have a significant impact on employee turnover patterns and help to navigate through tricky economic times.
You could also consider mentorship programmes to assist professional development which in turn showcases a learning and development culture within the firm and a commitment to the employees.
5 – Review HR policies and procedures
Employment law changes quickly and it can be a challenge for employers to keep up to date. During the first few weeks of January, you could undertake a review of your HR policies, procedures, and employment documents to ensure they are working in practice and are compliant with current legislation. This review can highlight areas of improvement and may help you identify those that require training staff or management training such as Equality, Diversity and Inclusion or Data Protection.
At Grant Saw, we provide a range of free services for employers which include:
Free Employment Law Helpline: we provide up to one hour of free advice each month to employers, by video call or telephone, which will be followed by written confirmation of the advice given.
Free Employment Law Workshops: we offer up to three free workshops per year to employers, by video call or in-house attendance, on one of our current topics or a topic customised to the requirements of the employer’s business.
Free Equality and Diversity Training: we can assist your business and your clients with Equality and Diversity training for management and staff. Regular training and support on how to deal with these issues in the workplace is an important part of good employment practice and can be essential in helping employers to respond to claims relating to discrimination law.