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Managing HR in a Recession - Part 1
By Kate Russell of Russell Personnel & Training
Is there or isn’t there a recession? Is it just a figment of the media’s overactive imagination? And can your business afford to take the chance that it is? Here are a number of HR tips to help keep your company recession proof. Keep recruiting Most of the time, economic downturns are short-lived so keep the bigger picture of long-term growth in sight. Keep your nerve. It's easier to invest training time for new recruits during slower growth periods. It’s also worth remembering that if you dismiss employees during a recession, you will have to appoint someone to take their places when times get better — and that can cost companies a lot more money in the long run. Don’t recruit a problem In the first instance, it’s essential, in tough times, to ensure that you’ve got the right people working for you. The recruitment process should be conducted with rigorous thoroughness. There are three key areas to note: - Legal requirements
- Best practice
- Collect facts Do make sure that you ask questions that are relevant to the job being recruited for and don’t be afraid to build in some testing. Some excellent CVs don’t hold up under scrutiny. Once the candidate was tested and evidence collected to see if he/she could deliver the skills claimed, the results were both surprising and disappointing. Apportion your resources wisely Limit activities with limited business purposes. Instead, organise a sales or other company meeting with a clearly defined profit purpose. You can make it fun, for example, using a suitable speaker. Create specific individual performance requirements from the meeting. Reduce expenses that don’t add value. Instead include low-cost but high-impact benefits at a time when the rest of the business world is cutting back. Keep talking Be honest with employees about difficult times. Let them know how you’re doing so that they understand the true financial picture. Often employees are willing to make cuts and changes when they understand the facts. There are no winners if the business goes down. Talking clearly and honestly with your employees also helps to reduce the rumours flying around the workplace. See the silver lining Give employees positive feedback whenever you can. Acknowledge when a job is well done, and consider non-cash incentives. It can make a big difference to employee motivation. Irrespective of the financial climate it’s reasonable to ask employees to do their best. If they’re not performing to their full potential, a suitable performance appraisal, encouraging input from both parties, can be useful. Keep up to date with employment law Just because there’s a recession it doesn’t mean that employment law stops developing. Look for cost-effective ways of keeping up-to-date – sign up for free newsletters and subscribe to great value products or services which cut your costs, but still keep you up-to-date with practical information and advice, keeping you abreast of the ever changing employment law. For more information and free resources visit our website www.russell-personnel.com
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Contributor's Note
Kate Russell is a human resources expert. She specialises in employment law and practical problem solving in the workplace. A qualified barrister, she worked in industry before setting up her own business, Russell Personnel & Training, which through the HR Hotline and a variety of other activities, delivers robust and practical HR solutions. Kate’s unusual combination of legal training, line management background, and hands-on HR experience has resulted in her being an accomplished advisor and trainer in employment law. She is a charismatic and entertaining speaker, and her brisk no-nonsense style has earned her the nickname ‘The Headmistress’. Kate delivers a variety of employment law training courses. She is the author of several successful books, and records a quarterly audio update called ‘Law on the Move®’. Kate’s latest book, Off the Sick List! How to Turn Employee Absence into Attendance is wowing HR professionals and line managers everywhere.
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