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The MHC Blog

Powerful Business Insights for Succesful Leaders
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When do you deal with poor performance?

Over my 30+ years of experience within the HR field, I have often been confused by Managers frustrations over their poor performing employees.  In my experience, Managers tend to hold off dealing with poor performance, keeping the issues to themselves in the hope that the employee will miraculously improve saving them the effort to have the tricky conversation to deal with it. 

The first HR tend to hear about a non-performing employee is when their Manager has been pushed to the limited of their patience and wants “them out immediately”, pushing their frustrations onto HR who simply ask about the performance management or disciplinary processes they have followed to help support this request. 

HR don’t tend to write these policies and processes for the good of our health, they are there to help deal with situations like this, protecting the Company from tribunals and the Employee from discrimination.  However, I admit these processes do require some effort from the Manager, I’ll also admit that conversations like these are not easy to have.

Here are 5 ideas on dealing with poor performance as soon as it rears its head:

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Act in haste, repent at leisure

Have you ever put your head in your hands and uttered the words “why does every business mistake cost me money!”.  Its always the way isn’t it, the chances we take or even the most thought out business decision that goes wrong costs you financially.  

Of course, the opposite is also true, the business opportunity you didn’t take but should have done that would have netted you significantly financially.

You are not alone, imagine if you were the top management team at Blockbuster video, who in 2000 laughed out of their office the management team from a newly formed Company called Netflix. 

Netflix proposed that it would handle Blockbuster's online component for it, and Blockbuster could host its in-store component, removing the need for mailed DVDs. According to an interview with former Netflix CFO Barry McCarthy, "They just about laughed us out of their office." Blockbuster later closed shop (literally) and Netflix went on to thrive.

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The importance of onboarding part Two

 Onboarding programs are the first touch a new Employee makes with your Company. First impressions count, if a new Employee encounters confusion and chaos during their first week on the job, they probably won’t form the most favourable opinion of you and your Company. 

 The statistics cannot be argued with:

  • 91% of employees stay for at least a year when Companies have efficient onboarding processes
  • 69% of them stick around for at least three years when companies have well-structured onboarding programs

 
To make a great impression and set new Employees up for success, you must be deliberate in creating a plan that ensures they'll be engrossed in the culture and their responsibilities in no time......

How much attention are you giving to your Company’s own onboarding program? Is it as effective as you want it to be? 

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The importance of Onboarding Part One

Imagine the picture, you have spent many months recruiting for a key vacancy, reviewing multiple CVs, interviewing questionable candidates, narrowing it down to the chosen few, arranging final interviews with key team members, conducting psychometrics, finally agreeing on the right candidate for the role and Company and preparing the formal offer of employment.

Then begins the hard work, potentially negotiating on salary and benefits, gathering all their required document, including now the need for an attested certificate of good conduct, a new requirement here in the UAE - waiting for candidate’s old visa cancelation, obtaining the new work permit, and confirming the start date once it’s through.

Phew! 

A lot of work and of course time – and as we all know, time equals money.  So, all done, time to step back, pat yourself on the back and mark this down as a job completed on your to do list! Unfortunately, not.

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