Employment – From Lone Wolf to Pack Leader
Taking on your first employee is a massive step for any business, especially if you’re used to going it alone.
Registering with IRD as an employer is the easy part. An employment agreement that is fit for purpose can be easily obtained with the right advice but, the real challenge is bringing someone into the business that shares your vision and values. So, it’s imperative that you both understand why you’ve hired that person.
Before you start recruiting, you need to be clear about what is important to you, and why. Because, if you can’t explain your expectations clearly to your new staff member, what chance do they have of representing you accurately in the marketplace?
This means;
Articulating your company culture and values
Providing a Job Description that clearly indicates tasks, measurables, and expected outcomes,
Identifying the skills and competencies needed for the role,
Providing an induction plan when your successful candidate starts, so that you can maximise the chances of retaining them.
In New Zealand, 97% of our businesses are small to medium enterprises (SME) with less than 20 employees. Not what we’d traditionally call ‘Corporate’ stuff but, the definition of ‘corporate’ is simply ‘united in one group’, or ‘shared by members of a group’. There is no size restriction to having a corporate identity.
Nothing in the definition for “corporate” indicates you need to be “stuffy” or “bureaucratic” with your culture. Your vision and values may indicate a more relaxed “culture” supported by respect, integrity, quality and even fun! What’s important is that every single staff member understands exactly what is required of them.
Becoming an Employer puts you into a position of trust and one that you may well be held accountable for if you breach it. Providing clarity in the role and the company strategy, can reduce your risk of future misunderstandings.
Providing an objective and purpose for the new hire can also help identify of how to measure “success”.
What tasks will the person be doing on a day-to-day basis and what skills do they NEED to meet your business requirements? What skills do you WANT but are really just “nice to haves”? Is there an option to provide career development, or training so that you can acquire those skills when you need them?
If you’re clear about what you need and how you’ll measure success, including the cultural expectations of the company, you’re much more likely to be successful with your new hire.
Induction or on-boarding programmes are essential to ensure your new staff member is up and running as soon as possible. The first two-four weeks of employment provides the best window of opportunity to set the expectations of the job, and deal with any immediate training issues.
For more information, advice, or assistance with your Human Resource queries, contact us.
